Diversity Recruit | The first 360° approach to inclusive recruitment

Mixity Diag
Société Générale France

Diversity & Inclusion Score

80/100


Genre

83%

Handicap

88%

Multi-culturel

66%

Multi-générationnel

88%

LGBTQIA+

77%

Logo Mixity

Cette empreinte représente la maturité de Société Générale France hors filiales sur les sujets de diversité, d'équité et d'inclusion par rapport aux données de l'année 2021.

Labels and certifications

Charte Cancer et Emploi Charte des 15 engagements pour l’équilibre des temps de vie de l'observatoire de la qualité de vie au travail Charte du Réseau mondial sur l’entreprise et le handicap de l’OIT Initiative STOPE pour lutter contre le sexisme ordinaire en entreprise La charte de la Diversité La charte de la Parentalité La charte d’engagement LGBT+ de l'Autre Cercle

Principal diversity and inclusion indicators

Transversal

80%

Gender

83%

Disability

88%

Ethnicity

66%

Generations

88%

LGBTQIA+

77%

Transversal


Mixity score

Société Générale France

Medium score in my sector

Medium score in all companies

Key indicators

Number of persons in the organisation

Icone people
 40,560 

Rate of employees satisfied with the D&I policy

 59% 
 73% 
 84% 

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

 52% 
 UA* 
 48% 

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

Dispositif de soutien aux aidants

Autres

Prise en compte des vacances scolaires

*UA = Unavailable

Strengths

Governance
The company involves its social partners in defining and monitoring its diversity and inclusion policy.

A report on D&I performance indicators is presented at a management meeting (Comex, Codir, etc.) at least once a year.
Recruitment
L'entreprise a intégré la dimension Diversité et Inclusion au sein d'une grille de soft skills (compétences comportementales) liée au recrutement et/ou à la promotion des managers.

Areas of improvement

Governance
Less than 20% of procurement staff are trained in inclusive procurement.
Worklife balance
L'entreprise n'identifie pas encore les collaborateurs aidants (f/h/nb) (enfants ou proches en perte d'autonomie).

Recommended goals

Awareness
Implement a training scheme for managers to reach 100% trained in non-discrimination and inclusion.

Provide them with neutral recruitment tools (CV analysis grid, skills reference framework, standard job offers, recruitment and interview guide).

Explore new topics dedicated to diversity and inclusion to encourage exchanges, deconstruct prejudices and break taboos on all dimensions.
Recruitment
Communicating the company's commitment to diversity and inclusion in recruitment interviews to convey its values.

Ensure that all new starters follow an awareness-raising programme to learn about the company's values and positions and the foundations for inclusive behaviour.
Worklife balance
Ensure that HR policies are inclusive of all family situations.

Formalise in a guide the existing measures to promote work-life balance and ensure that the people in charge are aware of how to take individual situations into account.

Gender


Mixity score

Société Générale France

Medium score in my sector

Medium score in all companies

Key indicators

Split by generations in the organisation

Women

  57%


Men

  43%


Non-binary

  UA*

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

86
 / 100

Rating at the French Gender Equality Index

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


3.43% in favour of men
 Women
 Men

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


3.52% in favour of men
 Women
 Men

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


0.09% 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

6.30% in favour of men

... promoted

0.30% in favour of men

Gap between training hours attended by men and women


3.90% in favour of women
 Women
 Men

Split by gender...

 Women
 Men
 Non-binary

… in Sales/Sales/Customer Service Functions

 63% 
 37% 
 UA* 

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

 35% 
 65% 
 UA* 

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

 60% 
 40% 
 UA* 

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


25
UA*
25
 Nat. Average.
 2021

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

Dans les 24 derniers mois

*UA = Unavailable

Strengths

Governance
The company supports more than 5 associations/foundations promoting gender equality in organisations.
Work-life balance
Two mentoring programmes, "KeepInTouch" and "Welcome Back", are dedicated to supporting future and new parents.
Career development
Des objectifs et/ou des actions sont définis pour recruter des femmes ou des hommes dans les métiers "non-mixtes".

Areas of improvement

Career development
Le nombre de femmes dans les 10 plus hautes rémunérations est inférieur à 2.

Recommended goals

Governance
Continue to monitor pay, increment and promotion gaps by gender in order to continue to reduce gender gaps and achieve a score of 90/100 on the Equality Index.
Career development
Continue to pay particular attention to management positions and positions of responsibility so that women have the same access to them and develop under the same conditions in view of your 2023 objectives. Build on your existing mentoring initiatives.
Recruitment
Continue your efforts on "non-mixed" professions: targeted recruitment campaigns, encouragement to present as many women as men at interviews, internships and apprenticeships...

Disability


Mixity score

Société Générale France

Medium score in my sector

Medium score in all companies

Key indicators

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

Recruitment rate on employees with disabilities during the last 12 months

Split by generations in the organisation

 Woman
 Man
 Non-binary

 70% 
 30% 
 UA* 

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

Icone money
 8,991,474
i.e. 0.15% of purchases
● 0.39%   ● 0.36%

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.
 100% 
 98% 
 92% 
... in the organisation reference website
 95% 
 90% 
 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

Partnership
The company has developed more than 5 partnerships with external associations specialising in disability.
Governance
Diagnostic réalisé a minima sur les éléments suivants dans les 5 dernières années : recrutements récurrents/situation de pénibilité/ analyse santé au travail.
Worklife balance
L'entreprise mène des actions en coordination avec la médecine du travail ou des partenaires externes pour réduire le risque de perte d’emploi pour raisons de santé.

Areas of improvement

Awareness
The indicator relating to the rate of employees aware of the subject of disability is partially monitored

Recommended goals

Awareness
To raise awareness among all management, managers, recruiters and employees on the subject of visible and invisible disabilities, neurodiversity, mental health and chronic illnesses.

Collecting the needs for RQTH and supporting employees who could benefit from it.
Recruitment
Continue your proactive recruitment efforts to find candidates with disabilities and reach a rate of at least 6%.

Work on the design, dissemination of offers and recruitment interviews so that the whole process allows for the inclusion of people with disabilities, including invisible ones.

Ethnicity


Mixity score

Société Générale France

Medium score in my sector

Medium score in all companies

Key indicators

Number of nationalities in the organisation

Icone earth
 118

Number of nationalities in the Board of Directors

Icone earth
 9

Number of nationalities in the Executive Commitee

Icone earth
 14

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

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.
Awareness
Existence de partenariats avec des associations externes spécialisées sur la diversité d'origine culturelle et/ou sociale (adhésion, financement, mécénat de compétence, dons en nature, soutien en communication).

Areas of improvement

Governance
Pas encore de diagnostic sur la politique diversité multiculturelle.
Recruitment
L'entreprise n'a pas encore mis en place d'actions de recrutement ciblant des candidats issus des quartiers prioritaires de la ville.
Awareness
L'entreprise n'a pas été impliquée dans l'année dans une manifestation externe sur la thématique diversité d'origine culturelle et/ou sociale.

Recommended goals

Governance
Carry out an internal diagnosis on diversity and inclusion at the different stages of recruitment and within the company to identify possible biases (testing, patronymic analysis, places of residence...).

Offer the necessary tools to enable bias-free recruitment: CV analysis grid, recruitment guide, skills reference framework, inclusive job offer, etc.
Recruitment
Strengthen your pro-active approach to finding candidates with a diverse cultural and/or social background.

Develop actions to ensure that diversity is represented in positions of high responsibility. Offer support to people with atypical backgrounds.

Implement actions to recruit employees, trainees and work-study students (f/h/nb) from the priority neighbourhoods of the city policy and from rural revitalisation zones. Monitor this data.

Set up a monitoring system for educational institutions and the qualifications of people recruited, particularly for positions of responsibility.
Awareness
Promote exchanges on international, multicultural and social diversity. Offer awareness-raising to all employees to deconstruct taboos and prejudices.

Generations


Mixity score

Société Générale France

Medium score in my sector

Medium score in all companies

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

 83%


... under 25 years

 82%


… of all staff

 90%

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

Icone graduation_cap
 3,749

Middle age ...

*UA = Unavailable

Strengths

Governance
The company has specific measures (recruitment, career, life balance, departures) according to the age groups of its employees.
Career development
L’entreprise a développé une culture de formation tout au long de la vie.
Worklife balance
Existence d'un dispositif pour réduire le taux d'absentéisme des séniors.

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.

Recommended goals

Training
Continue your process of identifying the key competences in the company and the people who hold them.

Formalise dedicated times and ensure that mentoring and reverse mentoring are offered to enable all employees to acquire key skills for the company.
Worklife balance
Define quantified targets for keeping people over 55 in employment. Strengthen end-of-career support while building on existing processes.

Communicate more about possible adjustments to all employees, particularly older employees (part-time work, transition to retirement).

LGBTQIA+


Mixity score

Société Générale France

Medium score in my sector

Medium score in all companies

Key indicators

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

Icone people
 237 

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
 6

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

Icone megaphone
 7

Percentage of employees made aware about LGBTQIA+ topics

*UA = Unavailable

Strengths

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.
Career development
Les avantages du Comité Social et Économique (C.S.E) sont identiques pour les personnes mariées et pacsées du même sexe.
Awareness
Existence au sein de l'entreprise d'un programme ou dispositif visant à mettre en avant des rôles modèles LGBT+.

Areas of improvement

Recruitment
L'entreprise n'a pas participé à un événement de recrutement qui s'adressent aux personnes LGBT+.
Awareness
Le taux de salariés (f/h/nb) sensibilisés au sujet LGBT+ dans l'entreprise est inférieur à 20%.

Recommended goals

Awareness
Ensure that managers and HR staff are able to support LGBT+ people coming out of work.

Raise awareness at all levels of management and among employees. Do not hesitate to challenge existing knowledge and explore all LGBTQ+ issues (bisexuality, non-binarity, trans-identity, gender expression...).
Awareness
Explicitly communicate internally about the management's openness towards LGBT+ people in order to create a culture of caring for LGBT+ people, as well as the sanctioning mechanism in place for LGBTphobic behaviour or statements.
Governance
In line with your ambitions, develop our IT systems to make them more inclusive of non-binarity and trans-identity.

Establish flexibility in internal identity (signature, badge, uniform...) to ensure the well-being of non-binary and transitioning people.
Awareness
Use the LGBT resource group as ambassadors of the company's policy and openness at recruitment events. Enable them to publicise the company's offers and commitments to attracting LGBT+ talent and demonstrate the company's policy on these issues.
Governance
Develop your approach to supporting LGBT+ representative organisations and LGBT+ student networks (sponsorship, donations, partnerships...). Encourage the LGBT+ network within the company to raise the issue internally, organise events and workshops, and promote role models.
Communication
Communicate externally on actions to promote the inclusion of LGBT+ persons. Participate in more external events on these topics and integrate this focus into management speaking engagements.
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