Diversity Recruit | The first 360° approach to inclusive recruitment

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SOCAPS

www.socaps.coop/
Business services, studies, consulting

Description of the activity :

Depuis 1984, nous nous sommes forgés une solide expérience dans le design, l’assemblage, l’installation et la maintenance d’équipements de process et de conditionnement pour tout type de produit agro-alimentaire.
Nous fournissons des solutions ponctuelles ou des projets clé-en-main à tout niveau de vos lignes de production : process agro-alimentaire, emballage primaire & secondaire, impression et marquage, systèmes de manutention et de stockage.
Forts de notre expérience historique dans l’industrie agro-alimentaire, nous avons développé depuis 15 ans des compétences spécifiques dans l'industries de la Santé et des Cosmétiques, la robotique & Intralogistique et les Technologies Responsables « Cleantech ».

Number of employees : 1,050
Mixity Diag
SOCAPS GROUP

Diversity & Inclusion Score

72/100


Gender

76%

Disability

72%

Ethnicity

75%

Generations

62%

LGBTQIA+

66%

Logo Mixity

Testimony

"

Mixity nous a permis de prendre conscience de nos points forts et de nos axes de progrès sur les thématiques de la diversité. Nous avons réalisé notre première évaluation en 2021; grâce aux recommandations nous avons mis en place un plan d'action couvrant chaque pilier puis des groupes de travail se sont créés en interne intégrant les collaborateurs au projet. L'investissement de chacun nous a permis d'améliorer considérablement nos résultats sur cette nouvelle évaluation 2023.

"

Labels and certifications

La charte d’engagement LGBT+ de l'Autre Cercle

Principal diversity and inclusion indicators

Transversal

79%

Gender

76%

Disability

72%

Ethnicity

75%

Generations

62%

LGBTQIA+

66%

Transversal


Mixity score

SOCAPS GROUP

Medium score in my sector

Medium score in all companies
Evolution since 2021
▲ 38 pts

Key indicators

Number of persons in the organisation

Icone people
 1,051 

Rate of employees satisfied with the D&I policy

 54% 
 73% 
 79% 

Number of employees questionned about Diversity and Inclusion in the organisation

during the last 2 years

Percentage of people in charge of purchasing trained in inclusive purchasing

during the last 2 years

Percentage of managers trained on non-discrimination during the last 24 months

during the last 2 years

Percentage of managers trained on non-discrimination during the last 24 months

during the last 2 years

Percentage of new arrivals in the organisation made aware to inclusion and non-discrimination

within 3 months of recruitment

Percentage of parents and caregivers identified in the organisation

 Percentage of parents with dependent children
 Percentage of caregivers supporting a relative with a loss of autonomy
 Percentage of employees identified as caregivers or parents

 49% 
 0% 
 51% 

The organisation promotes the pro-personal life balance of employees including parents and caregivers with the following actions ...


Flexibilité des horaires

Charte de télétravail pour les postes compatibles

Gestions des enfants malades

Prise en compte des vacances scolaires

Autres

Dispositif de soutien aux aidants

*UA = Unavailable

Strengths

Awareness
The company organises monthly times dedicated to diversity and inclusion issues.
Governance
La présentation d’un rapport sur les indicateurs de performance D&I en réunion de Direction (Comex, Codir, ...) est réalisée au moins une fois par an
Governance
L'entreprise a engagé une démarche de promotion de la diversité dans ses relations extérieures (fournisseurs, prestataires, sous-traitants, etc.)

Areas of improvement

Awareness
Le taux de managers ayant suivi un parcours de formation à la lutte contre les discriminations dans les 2 dernières années est inférieur à 10%.
Awareness
Le taux de personnel en charge du recrutement ayant suivi un parcours de sensibilisation et/ou de formation à la lutte contre les discriminations dans les 2 dernières années est inférieur à 10%.

Recommended goals

Awareness
Continue to regularly survey employees on the company's Diversity and Inclusion policy in order to better respond to needs: feeling of inclusion, satisfaction with actions, knowledge of systems, inappropriate behaviours, ideas and good practices...
Governance
Strengthen your commitment to suppliers and service providers (specifications, charter, etc.) to encourage them to commit to diversity and inclusion in all areas.
Awareness
Ensure the deployment of your D&I training course to the people in charge of management and recruitment. Providing neutral recruitment tools (CV analysis grid, skills repository, standard job offers, recruitment and interview guide).
Governance
Continue to communicate online and externally about your commitments to diversity and inclusion and quality of work life. Highlight your Mixity footprint, scores and targets to be transparent about your practices and promote your efforts.

Gender


Mixity score

SOCAPS GROUP

Medium score in my sector

Medium score in all companies
Evolution since 2021
▲ 21 pts

Key indicators

Split by generations in the organisation

Women

  2.85%


Men

  97%


Non-binary

  0%

Percentage of women on the Board of Directors

Percentage of women senior managers in the organisation

Percentage of women on the Executive Committee

Percentage of women managers in the organisation

French Gender Equality Index

UA*

Rating at the French Gender Equality Index

Actual pay gap between women and men (job families and comparable ages)


0%
 Women
 Men

Actual pay gap between women and men managers (job families and comparable ages)


10% in favour of men
 Women
 Men

Actual pay gap between women and men who are not managers (job families and comparable ages)


7% in favour of men
 Women
 Men

Percentage of women in the top 10 wages

Gap between the portion of women and men with a salary increase...

  Femmes

  Hommes


... increased in salary

0%

... promoted

0%

Gap between training hours attended by men and women


0%
 Women
 Men

Split by gender...

 Women
 Men
 Non-binary

… in Sales/Sales/Customer Service Functions

 13% 
 87% 
 0% 

... in technical and IT jobs (web, IT jobs, technicians, engineers, operators and specialized agents)

 1% 
 99% 
 0% 

... in support professions (administration, human resources, procurement, communication, marketing, logistics, risk, audit, finance)

 80% 
 20% 
 0% 

Number of paid leave for other new parent (fathers and co-parents) in days - in your organisation


25
UA*
25
 Nat. Average.
 2022

Percentage of employees made aware of sexual harassment and sexual violence.

*UA = Unavailable

Strengths

Work-life balance
Socaps has set up a working group on parenting which has put in place strong actions.
Career development
Des objectifs et/ou des actions sont définis pour recruter des femmes ou des hommes dans les métiers "non-mixtes".
Awareness
Soutien à une association ou une fondation favorisant l'égalité ou la diversité dans les organisations.

Areas of improvement

Compensation and benefits
The gender pay gap for managers is 10%.

Recommended goals

Compensation and benefits
Continue to monitor pay, increment and promotion gaps by gender in order to further reduce gender gaps. If necessary, implement corrective actions.
Gender balance in the workforce
Continue your commitments to women to ensure gender diversity in the workforce and to support career development. Follow up on your communications related to your actions to ensure their impact.
Recruitment
As part of the redesign of your recruitment process, develop your actions in terms of inclusive recruitment: targeted recruitment campaigns, encouragement to present as many women as men at interviews, etc.
Awareness
Organise workshops to raise awareness of gender stereotypes and sexual and gender-based violence among employees. Ensure that all managers have been trained on gender equality issues.

Disability


Mixity score

SOCAPS GROUP

Medium score in my sector

Medium score in all companies
Evolution since 2021
▲ 41 pts

Key indicators

Percentage of employees with invisible and visible disabilities in the organisation.

Recruitment rate on employees with disabilities during the last 12 months

Percentage and annual net amount spent on purchases from structures in the protected and/or adapted work sector for disabled people

Icone money
 50,000
i.e. 1.37% of purchases
● 0.39%   ● 0.52%

Accessibility rate ...

Accessibility rate of organisation sites (all establishments in France and head office in France of which you are the owner) as a percentage.
 33% 
 91% 
 92% 
... in the organisation reference website
 87% 
 87% 
 87% 

Percentage of employees having followed an awareness and / or training program during the year with mention of stereotypes related to disability

*UA = Unavailable

Strengths

Worklife balance
Existence d'un processus d'alerte des arrêts maladies longs ou répétés au sein de l'organisation.
Awareness
L'entreprise a au moins une fois dans l'année été impliquée dans une manifestation externe sur la thématique handicap.

Areas of improvement

Governance
Taux d’emploi direct (personnes réellement employées en situation de handicap/ effectif total ) inférieur à 2%.
Awareness
Le taux de salariés (f/h/nb) sensibilisés au sujet du handicap dans l'entreprise est inférieur à 20%.

Recommended goals

Recruitment
Continue your efforts in pro-active recruitment to find candidates with disabilities. Work on the design, dissemination of vacancies and recruitment interviews to ensure that the whole process is inclusive of people with disabilities.
Awareness
Further develop awareness-raising activities (conferences, workshops, testimonies, etc.) on the various forms of disability (visible, invisible, neurodiversity, chronic illness) among employees.
Awareness
In line with your objectives, support people who volunteer to declare a disability, in particular through recognition as a disabled worker.
Worklife balance
Within your disability policy, formalise a system for adapting jobs following an occupational health problem and communicate internally and externally on its existence. Continue to communicate about existing measures to maintain employment.
Governance
Continue your commitment to inclusive procurement and encourage subcontracting and co-contracting with companies from the sheltered sector.

Ethnicity


Mixity score

SOCAPS GROUP

Medium score in my sector

Medium score in all companies
Evolution since 2021
▲ 34 pts

Key indicators

Number of nationalities in the organisation

Icone earth
 66

Number of nationalities in the Board of Directors

Icone earth
 2

Number of nationalities in the Executive Commitee

Icone earth
 1

Recruitment rate on employees from the priority areas of city Policy and rural areas

Percentage of trainees and/or internship from the priority areas of city Policy and rural areas

Executives' rate with a public or semi-public university degree/total Executives cohort

Percentage of people with a nationality other than French in the total workforce

Percentage of people with a nationality other than French within managers

*UA = Unavailable

Strengths

Awareness
The company has developed several partnerships with external associations specialising in diversity of cultural and/or social origin.
Governance
Un diagnostic sur la politique diversité multiculturelle a été réalisé soit en interne soit par une structure extérieure.
Worklife balance
Existence au sein de l'entreprise d'au moins une personne référente à même d'écouter ou d'apporter un soutien spécifique à un.e salarié.e sur des sujets liés à la discrimination (origines sociales, culturelles...) si nécessaire.

Areas of improvement

Recruitment
L'entreprise n'a pas encore mis en place d'actions de recrutement ciblant des candidats issus des quartiers prioritaires de la ville.

Recommended goals

Awareness
Maintain your actions in terms of events and resources on social and ethnic diversity in order to deconstruct taboos, promote your commitments and raise awareness.
Recruitment
Implement actions to recruit employees, trainees and work-study students from priority urban districts and rural revitalisation areas. Hosting 3rd grade trainees from the Priority Education Network.
Partnership
Continue to develop your partnerships with organisations and associations specialising in supporting people who are far from employment and refugees, in particular through Socaps Fund.
Communication
Communicate externally on the website, job offers, social networks, your commitments to ethnic, cultural and social inclusion.

Generations


Mixity score

SOCAPS GROUP

Medium score in my sector

Medium score in all companies
Evolution since 2021
▲ 8 pts

Key indicators

Split by generations in the organisation

Hiring rate of seniors over 50 (employment contracts) compared to all hires over the year (12 months)

Hiring rate of young people under 25 (employment contracts, internship and trainees included) compared to all hires over the year (12 months)

Hiring rate for under 30s from internships and work-study programs

Training rate

... over 55 years

 100%


... under 25 years

 100%


… of all staff

 97%

Number of interns and work-study students recruited in the last 12 months

Icone graduation_cap
 1

Middle age ...

*UA = Unavailable

Strengths

Training
Socaps has set up My socaps academy, a training platform for all employees and members.
Recruitment
L'entreprise a mis en place une politique d’embauche d’apprentis.
Worklife balance
Mise en place d'une politique de mécénat de compétences en lien avec des associations, notamment dans le cadre d'un accord d'entreprise ou d'un dispositif temps partiel seniors.

Areas of improvement

Career development
L'entreprise n'a pas encore défini des objectifs chiffrés de maintien dans l'emploi des salariés (f/h/nb) de plus de 55 ans.
Career development
Pas encore de dispositif spécifique à la transition retraite n'a été mis en place au sein de l'entreprise.

Recommended goals

Recruitment
Continue to implement actions to attract and recruit more young people into the company. If necessary, train recruiters on age stereotypes.
Training
Continue to develop your skills transfer system across generations (mentoring and reverse mentoring) to enable all employees to acquire key skills for the company.
Career development
Strengthen actions to encourage people over 55 to remain in employment (adjustment of working hours and posts, retirement transition policy, part-time work, etc.) and define quantified targets for remaining in employment.
Worklife balance
Communicate on possible adjustments to all employees, particularly senior employees (part-time work, transition to retirement, increased teleworking).

LGBTQIA+


Mixity score

SOCAPS GROUP

Medium score in my sector

Medium score in all companies
Evolution since 2021
▲ 22 pts

Key indicators

Number of employees who make part of the LGBTQIA+ community and/or network

Icone people
 4 

Existence of a network gathering LGBTQIA+ employees or allies


Split by gender in the LGBTQIA+ network

 100% 
 0% 
 0% 
 Woman
 Man
 Non-binary

Number of actions carried out during the year with LGBT associations

Icone hands
 1

Number of media communication in the past 12 months on LGBTQIA+ inclusion

Icone antenna
 0

Number of social media communication in the past 12 months on LGBTQIA+ inclusion

Icone smartphone
 0

Number of workshops, conferences, speaking engagements, testimonials on LGBTQIA+ issues over the past 12 months

Icone megaphone
 1

Percentage of employees made aware about LGBTQIA+ topics

*UA = Unavailable

Strengths

Governance
Il existe au sein de l'entreprise un groupe d'employés (f/h/nb) ressources, un collectif et/ou un réseau LGBT+ créé à l'initiative de l'entreprise et/ou des employés (f/h/nb).
Worklife balance
Existence d'au moins une personne référente à même d'écouter ou d'apporter un soutien spécifique à un.e salarié.e sur les sujets d'orientation sexuelle / identité et expression du genre si nécessaire.
Awareness
Dans ses communications sur sa politique de non-discrimination, l'entreprise fait explicitement référence à l'orientation sexuelle / identité et expression du genre.

Areas of improvement

Awareness
Au cours de l'année, l'entreprise n'a pas communiqué sur les réseaux sociaux sur les sujets LGBT+.
Awareness
Pas encore de dispositif spécifique et/ou d'une démarche de sensibilisation des managers et personnels RH pour accompagner le coming out professionnel des personnes LGBT+.
Awareness
Le taux de salariés (f/h/nb) sensibilisés au sujet LGBT+ dans l'entreprise est inférieur à 20%.

Recommended goals

Governance
In line with your objectives, develop a process to support organisations representing LGBT+ people. Carry out actions with LGBT+ organisations to show the company's commitment and support.
Awareness
To set up an awareness-raising process for managers and HR staff to support the professional coming-out of LGBT+ people. To address the issue of gender transition and the HR actions needed in this type of situation.
Awareness
To create spaces for exchange in favour of the inclusion of LGBT+ people and to allow employees to propose actions. Highlighting LGBT role models or allies to encourage them to speak out on these issues.
Communication
Integrate LGBT issues into internal and external communication campaigns on diversity and inclusion. Participate in events to promote your commitments.
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