UTOPIES
utopies.com/
Business services, studies, consulting
Year of creation :
1993
Business services, studies, consulting
Number of employees : 70
Global income : 6 €
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Mixity Human
UTOPIES
Diversity & Inclusion Score
77/100
Labels and certifications
Principal diversity and inclusion indicators
Transversal
Gender
Disability
Ethnicity
Generations
LGBT+
Characteristics of employees
Number of respondents
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
Key indicators
Rate of respondents considering they belong to a minority in the organisation
Women
4.69%
Men
1.56%
Non-binary
UA*
Average in my sector
24%
Overall Average
20%
Cited characteristics
My religious affiliation
75%
My sexual orientation
25%
My culture or race
25%
My age
0%
My look
0%
My gender identity
0%
My atypical school or professional background
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%
Perception of the organisation's commitment according to the axes
Gender equality
95%
Sexual orientation and/or gender identity
70%
Disability
56%
Cultural and social diversity (for example, Religious or political affiliation, education, Living place, Cultural and/or social origins)
28%
Balance between generations (ages)
20%
I don't know
0%
Subjects on which the organisation should act as a priority to enable more equal opportunities and inclusion
Social origin
61%
Disability
42%
Degree type
42%
Gender equality
34%
Cultural background
31%
Percentage of respondents who feel that the organisation is committed to Diversity and Inclusion issues
Satisfaction rate on awareness actions carried out by the organisation 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%
race
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 organisation
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...)
20%
Perceived level of preparation for their role in the organisation
The welcoming phase within the organisation should have been...
longer
31%
shorter
4.69%
it was just about right
63%
*UA = Unavailable
Strengths
Governance
Most respondents believe that the top management is fully committed to the diversity and inclusion.
Awareness
Respondents are not satisfied with the awareness-raising actions carried out by your company on issues of diversity and inclusion.
Worklife balance
An interlocutor dedicated to issues of discrimination, harassment and/or sexual and gender violence in the workplace is clearly identified within the organisation.
Areas of improvement
Worklife balance
Une part d'employés (f/h/nb), surtout parmi les plus anciens, auraient aimé une phase d'accueil plus longue.
Worklife balance
In a context of teleworking, managers do not encourage enough team cohesion and a feeling of belonging.
Recommended goals
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.
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.
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.
Provide more resources and visual aids to employees.
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.
Continue to raise awareness of non-discrimination and inclusion to ensure that everyone feels fully integrated.
Worklife 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.
Regularly ask them about their needs in terms of skills, training and career development during the annual interview.
Gender
Mixity score
UTOPIES
Medium score in my sector
Medium score in all companies
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 organisation 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 organisation 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 organisation over the last 24 months
Perceived level of risk of being a victim of sexism in the organisation
Perceived level of risk of being a victim of gender based and sexual violence in the organisation
*UA = Unavailable
Strengths
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.
Career development
Respondents feel that gender is not a factor in promotion.
Career development
The organization supports the career development of women through specific mechanisms: mentoring, training, gender diversity network...
Areas of improvement
Awareness
Men feel less supported on the subject of gender-based and sexual violence in the workplace.
Recommended goals
Governance
Continue to enhance communication on gender equality issues.
Strengthen and clarify your actions and support (mentoring, training, networks).
Strengthen and clarify your actions and support (mentoring, training, networks).
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.
Ensure that men and women are equally trained on the issue.
Gender balance in the workforce
Progress towards a higher level of parity and ensure gender balance in the professions. Maintain a high level of transparency on recruitment.
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.
Strengthen the policy in this area and communication on the various benefits and rights.
Disability
Mixity score
UTOPIES
Medium score in my sector
Medium score in all companies
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%
39%
34%
... that it is easy to talk about your disability in the organisation
81%
51%
53%
Level of awareness of communication supports and / or actions of support carried out by the organisation on disability
Rate of respondents believing that the organisation environment can adapt to any type of disability
30%
Rate of respondents believing that people with chronic illness are supported by the organisation
67%
*UA = Unavailable
Strengths
Awareness
Over the past 24 months, respondents have been made aware of visible and / or invisible disabilities.
Worklife balance
Respondents feel that it is easy to talk about their disability in your organization.
Worklife balance
According to respondents, your organization supports people with chronic illnesses.
Areas of improvement
Recruitment
One third of the employees (f/h/nb) consider that disability can be an obstacle to employment in the company.
Working conditions
A majority of respondents (f/h/nb) do not think that the company environment can accommodate all types of disabilities.
Recommended goals
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.
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.
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.).
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.).
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.
Work on the design, the dissemination of offers and the recruitment interviews so that the whole process allows the inclusion of people with disabilities.
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.
Work on the accessibility of the company's establishments and on existing measures to facilitate the work of disabled people.
Ethnicity
Mixity score
UTOPIES
Medium score in my sector
Medium score in all companies
Key indicators
Rate of respondents believing that the management of the organisation 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 organisation 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 organisation
13%
20%
12%
... the organisation offers the same career prospects regardless of culture or origin of employees
80%
73%
71%
*UA = Unavailable
Strengths
Worklife balance
Respondents have the feeling that the work environment is inclusive regardless of the culture or origin of the respondents in your organization.
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.
Areas of improvement
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.
Recommended goals
Governance
Communicate more on the actions implemented in favour of equal opportunities and multiply the actions in schools and organisations.
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.
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.
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.
Awareness
Raise awareness among managers, HR staff and employees (f/h/nb) about age-related discrimination and remarks.
Recruitment
Formalize actions to welcome trainees (3rd and post-bac) and employees (f/h/nb) from the Priority Neighbourhoods of the City Policy.
Awareness
To discuss the management of religious issues in companies as part of the training programme for managers.
Generations
Mixity score
UTOPIES
Medium score in my sector
Medium score in all companies
Key indicators
Rate of respondents believing that the organisation acts to promote:
Recruitment of young people under 25
91%
84%
68%
Recruitment of seniors over 50
20%
15%
23%
Maintaining employment for seniors over 55
30%
33%
36%
Rate of respondents aware of a inter-generational skills
Rate of respondents believing that the organisation is part of a culture of employee training throughout their career
*UA = Unavailable
Strengths
Recruitment
According to the respondents, the organisation acts to encourage the recruitment of young people under 25.
Areas of improvement
Awareness
According to the respondents (f/h/nb), the company could do more to recruit and retain older workers.)
Career development
Most respondents do not have sufficient knowledge of an inter-generational skills sharing system in your company.
Recommended goals
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.
Raise awareness of its existence throughout the age pyramid.
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.
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
Key indicators
Satisfaction rate with the organisation's commitment to LGBT+ issues
Rate of respondents aware of communication media designed by the organisation 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 organisation
1.56%
5.38%
5.19%
... that it's easy for an LGBT + person to come out at work
81%
56%
46%
*UA = Unavailable
Strengths
Governance
A large part of the respondents are satisfied with the way in which your organization is committed to the inclusion of LGBT + people.
Recruitment
Respondents believe that sexual orientation or gender identity is not an obstacle to progress in the organization.
Worklife balance
Most respondents feel that it is easy for an LGBTQ person to come out at work.
Areas of improvement
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.
Recommended goals
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.
Train managers and HR staff on how to deal with these issues.
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.
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.).
Implement a support approach for organisations representing LGBTQ+ people (sponsorship, donations, partnerships, etc.).