Labels and certifications

Charte Cancer@Work 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

86%

Gender

79%

Disability

73%

Ethnicity

79%

Generations

64%

LGBT+

82%

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Characteristics of employees


Number of respondents

Icone people
 64 

Split of respondents by ages

Under 25 years old

  23%


Between 26 and 39 years old

  55%


Between 40 and 54 years old

  20%


Over 55 years old

  2%

Split of respondents by gender

Women

  80%


Men

  20%


Non-binary

  0%


I don't want to answer

  0%

Split of respondents by Vous êtes...

Salarié.e
 84% 
Stagiaire
 16% 

Split of respondents by Votre ancienneté chez UTOPIES

Entre un et cinq ans
 42% 
Moins de un an
 38% 
Plus de cinq ans
 20% 

Transversal


Mixity score

UTOPIES

Medium score in my sector

Medium score in all companies
Evolution since 2021
▼ -5 pts

Key indicators

Rate of respondents considering they belong to a minority in the company

Women

4.69%


Men

1.56%


Non-binary

UA*


Average in my sector

21%


Overall Average

19%

Cited characteristics

My ethnicity or skin color
 75% 
My sexual orientation and/or gender identity
 25% 
My atypical school or professional background
 25% 
My age
 0% 
My look
 0% 
My religious affiliation
 0% 
my disability or state of health
 0% 
My social origin
 0% 
My living place
 0% 
Other
 0% 
I don't want to answer
 0% 
None
 0% 

Subjects on which the company should act as a priority to enable more equal opportunities and inclusion

Social origin
 61% 
Disability
 42% 
Degree type
 42% 
Gender equality
 34% 
Ethnic background
 31% 

Percentage of respondents who feel that the company is committed to Diversity and Inclusion issues

Perception of the company's commitment according to the axes

Gender equality
 95% 
Sexual orientation and/or gender identity
 70% 
Disability
 56% 
Ethnic and social diversity (for example, Religious or political affiliation, education, Living place, Ethnic and/or social origins)
 28% 
Balance between generations (ages)
 20% 
I don't know
 0% 

Satisfaction rate on awareness actions carried out by the company in favor of diversity and inclusion

Rate of respondents who have ever felt left out because of a element of appearance and / or personality

11%

Awareness of a dedicated contact person for any question on the subject of discrimination, harassment and / orgender-based and sexual violence at work

Frequency of discriminatory jokes or comments on 'often' or 'very often' topics (even without bad intention)

Age
 6.25% 
Physical appearance
 6.25% 
Religious beliefs
 1.56% 
Gender stereotypes (woman/man)
 0% 
Sexual orientation and/or gender identity
 0% 
Skin color
 0% 
Social origin
 0% 
Health problems
 0% 
Place of residence
 0% 
Other
 0% 

In a context of remote working, managers encourage cohesion teamwork and a sense of belonging

Situations that seem to be possible within the company

Having the ability to change jobs and function according to my aspirations

73%


Be promoted to a position of authority

69%


Be promoted in one of the governance bodies (Management Committee, Executive Committee, Board of Directors...)

20%

Perceived level of preparation for their role in the company

The welcoming phase within the company should have been...

longer

31%


shorter

4.69%


it was just about right

63%

*UA = Unavailable

Objectifs pour Transversal

Strengths

Points forts pour governance

Governance : Most respondents believe that the top management is fully committed to the diversity and inclusion.

Points forts pour awareness

Awareness : Respondents are not satisfied with the awareness-raising actions carried out by your company on issues of diversity and inclusion.

Points forts pour work-life-balance

Work life balance : An interlocutor dedicated to issues of discrimination, harassment and/or sexual and gender violence in the workplace is clearly identified within the organisation.

Objectifs pour Transversal

Areas of improvement

Points d'amélioration pour work-life-balance

Work life balance : Une part d'employés (f/h/nb), surtout parmi les plus anciens, auraient aimé une phase d'accueil plus longue.

Points d'amélioration pour work-life-balance

Work life balance : In a context of teleworking, managers do not encourage enough team cohesion and a feeling of belonging.

Objectifs pour Transversal

Recommended goals to reach over more or less 3 years

ObjectivesTransversal

Governance : To further develop the whole range of Diversity and Inclusion themes in companies outside the issue of Gender Equality.

Give new priority to other Diversity and Inclusion themes, notably social origin (diploma, domicile...) and disability (invisible and visible).

Also address the issue of mental health and ensure that needs are monitored.

ObjectivesTransversal

Governance : Strengthen internal and external communications on the company's commitments and mechanisms in Diversity and Inclusion. Discuss the subject at dedicated meetings, citing in particular the objectives (figures and actions).

Provide more resources and visual aids to employees.

ObjectivesTransversal

Awareness : To offer more resources to managers for the development of team cohesion in a telework context. Offer more social time and team points.

Continue to raise awareness of non-discrimination and inclusion to ensure that everyone feels fully integrated.

ObjectivesTransversal

Work life balance : Gather the feelings of employees about their sense of belonging and support.

Regularly ask them about their needs in terms of skills, training and career development during the annual interview.

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Gender


Mixity score

UTOPIES

Medium score in my sector

Medium score in all companies
Evolution since 2021
▼ -11 pts

Key indicators

Perceived influence of gender on recruitments

Yes, in favor of women

11%


Yes, in favor of men

6.25%


No

66%


I don't know

17%

Perceived influence of gender on promotions/training

Yes, in favor of women

4.69%


Yes, in favor of men

0%


No

72%


I don't know

23%

The company supports the career development of women through specific mechanisms, mentoring, training, mixed network ...

Awareness of internal or external communication media (print / web) carried out by the organization on gender equality

The company offers a life time balance (professional / personal life) favorable to career development for women as well as for men

Rate of respondents sensitized and / or trained in the fight against gender-based and sexual violence in the company over the last 24 months

Perceived level of risk of being a victim of sexism in the company

Perceived level of risk of being a victim of gender based and sexual violence in the company

*UA = Unavailable

Objectifs pour Genre

Strengths

Points forts pour awareness

Awareness : Most respondents have perfect knowledge of internal or external communication media (print / web) or internal / external actions carried out by the company on professional equality between women and men.

Points forts pour career-development

Career development : Respondents feel that gender is not a factor in promotion.

Points forts pour career-development

Career development : The organization supports the career development of women through specific mechanisms: mentoring, training, gender diversity network...

Objectifs pour Genre

Areas of improvement

Points d'amélioration pour awareness

Awareness : Men feel less supported on the subject of gender-based and sexual violence in the workplace.

Objectifs pour Genre

Recommended goals to reach over more or less 3 years

ObjectivesGenre

Governance : Continue to enhance communication on gender equality issues.

Strengthen and clarify your actions and support (mentoring, training, networks).

ObjectivesGenre

Awareness : Continue to raise awareness among employees and managers (f/h/nb) about the fight against sexist behaviour in the company.

Ensure that men and women are equally trained on the issue.

ObjectivesGenre

Diversity in professions : Progress towards a higher level of parity and ensure gender balance in the professions. Maintain a high level of transparency on recruitment.

ObjectivesGenre

Work-life balance : Be vigilant about the balance of life times: the further down the age pyramid you go, the less the employees (f/h/nb) feel that this balance is offered by the company.

Strengthen the policy in this area and communication on the various benefits and rights.

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Disability


Mixity score

UTOPIES

Medium score in my sector

Medium score in all companies
Evolution since 2021
▼ -7 pts

Key indicators

Perception rate of disability as a barrier to hiring

Rate of respondents believing ...

... they have been made aware of visible and / or invisible disability, during the last 24 months

 83% 
 47% 
 35% 

... that it is easy to talk about your disability in the company

 81% 
 52% 
 53% 

Level of awareness of communication supports and / or actions of support carried out by the company on disability

Rate of respondents believing that the business environment can adapt to any type of handicap

30%

Rate of respondents believing that people with chronic illness are supported by the company

67%

*UA = Unavailable

Objectifs pour Handicap

Strengths

Points forts pour awareness

Awareness : Over the past 24 months, respondents have been made aware of visible and / or invisible disabilities.

Points forts pour work-life-balance

Work life balance : Respondents feel that it is easy to talk about their disability in your organization.

Points forts pour work-life-balance

Work life balance : According to respondents, your organization supports people with chronic illnesses.

Objectifs pour Handicap

Areas of improvement

Points d'amélioration pour recruitment

Recruitment : One third of the employees (f/h/nb) consider that disability can be an obstacle to employment in the company.

Points d'amélioration pour working-conditions

Working conditions : A majority of respondents (f/h/nb) do not think that the company environment can accommodate all types of disabilities.

Objectifs pour Handicap

Recommended goals to reach over more or less 3 years

ObjectivesHandicap

Governance : Strengthen actions and communication around disability, a component expected by employees (f/h/nb). Include neurodiversity.

Build partnerships with specialised external associations to promote disability internally and externally.

If necessary, carry out a complete diagnosis (recurrent recruitment / situation of hardship / occupational health analysis) on disability thanks to players such as Agefiph.

ObjectivesHandicap

Awareness : Continue to provide training more focused on bias in the recruitment of people with disabilities.

Offer more discussion time to deconstruct taboos and explain what can be done on Utopies' premises for people with disabilities or chronic illnesses. (accessibility, layout, etc.).

ObjectivesHandicap

Recruitment : Establish a proactive approach in the recruitment phase to find candidates with disabilities.

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

ObjectivesHandicap

Working conditions : Strengthen the system of job adjustments for people with disabilities or chronic illnesses.

Work on the accessibility of the company's establishments and on existing measures to facilitate the work of disabled people.

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Ethnicity


Mixity score

UTOPIES

Medium score in my sector

Medium score in all companies
Evolution since 2021
▲ 21 pts

Key indicators

Rate of respondents believing that the management of the company is engaged on the subject of social and ethnic diversity

Rate of respondents having the feeling that the work environment is inclusive whatever the culture or origin of the employees

92%

Rate of respondents aware of a communication device and / or company support for associations that promote the equality of chances

Rate of respondents believing that ...

... the multi-cultural difference can be a barrier to hiring in the company

 13% 
 18% 
 11% 

... the company offers the same career prospects regardless of culture or origin of employees

 80% 
 77% 
 73% 

*UA = Unavailable

Objectifs pour Multi-culturel

Strengths

Points forts pour work-life-balance

Work life balance : Respondents have the feeling that the work environment is inclusive regardless of the culture or origin of the respondents in your organization.

Points forts pour career-development

Career development : Most respondents feel that your organization offers the same career prospects regardless of the culture or origin of the respondents in your organization.

Objectifs pour Multi-culturel

Areas of improvement

Points d'amélioration pour awareness

Awareness : A significant proportion of respondents (f/h/nb) do not have sufficient knowledge of a communication and/or support scheme by the company to associations that promote equal opportunities.

Objectifs pour Multi-culturel

Recommended goals to reach over more or less 3 years

ObjectivesMulti-culturel

Governance : Communicate more on the actions implemented in favour of equal opportunities and multiply the actions in schools and organisations.

ObjectivesMulti-culturel

Recruitment : Pay particular attention to inclusive recruitment: socio-cultural profile, background, diploma, domicile, etc.

Strengthen the existing system, from the design to the dissemination of offers on specialised sites, in order to encourage the social and ethnic diversity of candidates' profiles.

ObjectivesMulti-culturel

Recruitment : Monitoring the response rate to applications (unsolicited and/or responses to the company's job offers) by tracking the distribution by place of residence and origin (Priority Urban Neighbourhoods) but also the level of diploma and studies to ensure the diversity of the talent pool.

ObjectivesMulti-culturel

Awareness : Raise awareness among managers, HR staff and employees (f/h/nb) about age-related discrimination and remarks.

ObjectivesMulti-culturel

Recruitment : Formalize actions to welcome trainees (3rd and post-bac) and employees (f/h/nb) from the Priority Neighbourhoods of the City Policy.

ObjectivesMulti-culturel

Awareness : To discuss the management of religious issues in companies as part of the training programme for managers.

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Generations


Mixity score

UTOPIES

Medium score in my sector

Medium score in all companies
Evolution since 2021
▼ -15 pts

Key indicators

Rate of respondents believing that the company acts to promote:

Recruitment of young people under 25

 91% 
 84% 
 68% 

Recruitment of seniors over 50

 20% 
 15% 
 22% 

Maintaining employment for seniors over 55

 30% 
 UA* 
 UA* 

Rate of respondents aware of a inter-generational skills

Rate of respondents believing that the company is part of a culture of employee training throughout their career

*UA = Unavailable

Objectifs pour Multi-générationnel

Strengths

Points forts pour recruitment

Recruitment : According to the respondents, the organisation acts to encourage the recruitment of young people under 25.

Objectifs pour Multi-générationnel

Areas of improvement

Points d'amélioration pour awareness

Awareness : According to the respondents (f/h/nb), the company could do more to recruit and retain older workers.)

Points d'amélioration pour career-development

Career development : Most respondents do not have sufficient knowledge of an inter-generational skills sharing system in your company.

Objectifs pour Multi-générationnel

Recommended goals to reach over more or less 3 years

ObjectivesMulti-générationnel

Training : Monitor the implementation of the skills transfer system across generations to enable all employees to acquire key skills for the company.

Raise awareness of its existence throughout the age pyramid.

ObjectivesMulti-générationnel

Recruitment : Monitor the implementation of the actions that will soon be put in place to encourage the recruitment of people aged 50 and over.

Establish quantified objectives on this point as well as for the retention of employees aged 55 and over.

Sourcing candidates from platforms specialising in recruiting older workers.

LGBT+


Mixity score

UTOPIES

Medium score in my sector

Medium score in all companies
Evolution since 2021
▼ -14 pts

Key indicators

Satisfaction rate with the company's commitment to LGBT+ issues

Rate of respondents aware of communication media designed by the company to educate employees on the LGBT + subject

Rate of people identifying discriminatory language towards LGBT+ people

0%

Rate of respondents aware of an internal sanctioning system against LGBTphobic attitudes or comments

Rate of respondents believing ...

... that sexual orientation / gender identity is a barrier to career development in the company

 1.56% 
 3.95% 
 4.04% 

... that it's easy for an LGBT + person to come out at work

 81% 
 60% 
 50% 

*UA = Unavailable

Objectifs pour LGBT+

Strengths

Points forts pour governance

Governance : A large part of the respondents are satisfied with the way in which your organization is committed to the inclusion of LGBT + people.

Points forts pour recruitment

Recruitment : Respondents believe that sexual orientation or gender identity is not an obstacle to progress in the organization.

Points forts pour work-life-balance

Work life balance : Most respondents feel that it is easy for an LGBTQ person to come out at work.

Objectifs pour LGBT+

Areas of improvement

Points d'amélioration pour awareness

Awareness : The majority of employees are not made aware of the fact that the organization has implemented a sanctioning system against LGBTphobic comments or attitudes.

Objectifs pour LGBT+

Recommended goals to reach over more or less 3 years

ObjectivesLGBT+

Governance : Do not hesitate to challenge the current knowledge of employees (f/h/nb) on the LGBTQ+ topic. Remember to address each letter of the acronym, including non-binarity and trans-identity.

Train managers and HR staff on how to deal with these issues.

ObjectivesLGBT+

Awareness : Formalise and communicate internally on the system of sanctions and reporting of discrimination, particularly with regard to inappropriate comments and behaviour towards LGBT+ persons.

ObjectivesLGBT+

Awareness : Strengthen communication on LGBTQ+ issues (commitment, devices, visual aids, etc.) internally and externally.

Implement a support approach for organisations representing LGBTQ+ people (sponsorship, donations, partnerships, etc.).

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