Mixity Diag
Mixity 360
Diversity & Inclusion Score
61/100
Labels and certifications
Principal diversity and inclusion indicators
Transversal
Gender
Disability
Ethnicity
Generations
LGBT+
Transversal
Mixity score
Mixity 360
Medium score in my sector
Medium score in all companies
Evolution since 2022
▲ 2 pts
Key indicators
Number of persons in the organisation
1,000
Rate of employees satisfied with the D&I policy
75%
75%
75%
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
14%
3.57%
82%
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
✗ Dispositif de soutien aux aidants
*UA = Unavailable
Strengths
Awareness
L'entreprise a mis en place un dispositif et/ou un parcours de formation sur la thématique D&I s'adressant à l'ensemble de son personnel en charge du recrutement.
Areas of improvement
Governance
Pas encore de rapport sur les indicateurs de performance D&I en réunion de Direction (Comex, Codir, ...)
Worklife balance
L'entreprise n'identifie pas encore les collaborateurs aidants (f/h/nb) (enfants ou proches en perte d'autonomie.
Recommended goals
No aim
Gender
Mixity score
Mixity 360
Medium score in my sector
Medium score in all companies
Evolution since 2022
▲ 1 pts
Key indicators
Split by generations in the organisation
Women
30%
Men
70%
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
82
/ 100
Rating at the French Gender Equality Index
Actual pay gap between women and men (job families and comparable ages)
6%
in favour of men
Women
Men
Actual pay gap between women and men managers (job families and comparable ages)
8%
in favour of men
Women
Men
Actual pay gap between women and men who are not managers (job families and comparable ages)
3%
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
7%
in favour of men
... promoted
1%
in favour of men
Gap between training hours attended by men and women
20%
in favour of men
Women
Men
Split by gender...
Women
Men
Non-binary
… in Sales/Sales/Customer Service Functions
45%
55%
UA*
... in technical and IT jobs (web, IT jobs, technicians, engineers, operators and specialized agents)
10%
90%
UA*
... in support professions (administration, human resources, procurement, communication, marketing, logistics, risk, audit, finance)
35%
65%
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.
*UA = Unavailable
Strengths
Governance
Le taux de femmes dans le COMEX et/ou CODIR est supérieur à 40%.
Governance
Le taux de femmes dans le Conseil d'Administration est supérieur à 40%.
Career development
Pas d'écart entre la part des femmes promues et celles des hommes promus.
Career development
Le pourcentage de femmes augmentées après un congé maternité (1 an max) est de 100%.
Career development
Le taux de femmes + non-binaires au sein des fonctions commerciales est de 45%.
Worklife balance
Participation de l'entreprise et/ou du CSE aux modes d'accueil de la petite enfance.
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Areas of improvement
Career development
L'écart entre le nombre d'hommes et de femmes formés est supérieur à 10%
Career development
L'écart en pourcentage d'heures de formation des hommes et des femmes est supérieur à 10%.
Career development
Le taux de femmes + non binaires dans les métiers techniques et informatiques est de 10%.
Recommended goals
No aim
Disability
Mixity score
Mixity 360
Medium score in my sector
Medium score in all companies
Evolution since 2022
▲ 7 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
Split by generations in the organisation
Women
Men
Non-binary
40%
60%
UA*
Percentage and annual net amount spent on purchases from structures in the protected and/or adapted work sector for disabled people
25,000
i.e. 0.50% of purchases
● 0.50%
● 0.50%
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.
... in the organisation reference website
85%
85%
85%
70%
70%
70%
Percentage of employees having followed an awareness and / or training program during the year with mention of stereotypes related to disability
*UA = Unavailable
Strengths
Governance
Le taux de recrutement de personnes en situation de handicap est supérieur à 10%
Worklife balance
Existence d'un processus d'alerte des arrêts maladies longs ou répétés au sein de l'organisation.
Recruitment
Le service RH et les managers en charge des recrutements connaissent les services et associations en charge de l'insertion des demandeurs d'emploi handicapés.
Areas of improvement
Awareness
L'entreprise n'a pas été impliquée dans une manifestation externe sur la thématique handicap au cours des 12 derniers mois.
Awareness
Le taux de salariés (f/h/nb) sensibilisés au sujet du handicap dans l'entreprise est inférieur à 20%.
Recommended goals
No aim
Ethnicity
Mixity score
Mixity 360
Medium score in my sector
Medium score in all companies
Evolution since 2022
▲ 4 pts
Key indicators
Number of nationalities in the organisation
12
Number of nationalities in the Board of Directors
2
Number of nationalities in the Executive Commitee
2
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
Employee distribution by assumed ethnic origin
?
Namsor is a tool that measures the presumed ethnic origins of employees by analysing first and last names.
Learn more
?
Namsor is a tool that measures the presumed ethnic origins of employees by analysing first and last names.
Learn more
Strengths
Recruitment
Le taux d'embauche des CDD//CDI vivant dans quartiers de la prioritaires de la ville et Zones rurales est supérieur à 10%.
Governance
Le pourcentage de personnes avec une nationalité autre que Française est supérieur à 10%
Governance
Le pourcentage de managers avec une nationalité autre que Française est supérieur à 10%
Areas of improvement
Recruitment
Le taux de cadres ayant suivi un cursus universitaire / effectif total des cadres est inférieur à 15%.
Recommended goals
No aim
Generations
Mixity score
Mixity 360
Medium score in my sector
Medium score in all companies
Evolution since 2022
▼ -6 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
1%
... under 25 years
1.67%
… of all staff
0.70%
Number of interns and work-study students recruited in the last 12 months
39
Middle age ...
*UA = Unavailable
Strengths
No strength
Areas of improvement
Career development
Le taux d'effectif d'encadrement chez les salariés de moins de 45 ans est inférieur à 10%.
Career development
Le taux de formation des seniors de plus de 55 ans (f/h/nb) dans l'entreprise est inférieur à 10%.
Career development
Le taux de formation des jeunes de moins de 30 ans (f/h/nb) dans l'entreprise est inférieur à 10%.
Career development
Le taux de formation des employés (f/h/nb) dans l'entreprise est inférieur à 10%.
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Recommended goals
No aim
LGBT+
Mixity score
Mixity 360
Medium score in my sector
Medium score in all companies
Evolution since 2022
▲ 3 pts
Key indicators
There is not LGBT network gathering LGBT+ employees or allies
Number of actions carried out during the year with LGBT associations
3
Number of media communication in the past 12 months on LGBT+ inclusion
4
Number of social media communication in the past 12 months on LGBT+ inclusion
2
Number of workshops, conferences, speaking engagements, testimonials on LGBT+ issues over the past 12 months
1
Percentage of employees made aware about LGBT topics
*UA = Unavailable
Strengths
Awareness
Au cours de l'année, l'entreprise a pris la parole dans les médias au moins une fois pour communiquer sur la question LGBT+.
Areas of improvement
Awareness
Le taux de salariés (f/h/nb) sensibilisés au sujet LGBT+ dans l'entreprise est inférieur à 20%.
Recommended goals
No aim