Diversity Recruit | The first 360° approach to inclusive recruitment

Mixity Human
Mixity 360

Diversity & Inclusion Score

59/100


Gender

58%

Disability

62%

Ethnicity

61%

Generations

59%

LGBTQIA+

59%

Logo Mixity

Labels and certifications

Charte des 15 engagements pour l’équilibre des temps de vie de l'observatoire de la qualité de vie au travail Initiative STOPE pour lutter contre le sexisme ordinaire en entreprise La charte de la Diversité

Principal diversity and inclusion indicators

Transversal

55%

Gender

58%

Disability

62%

Ethnicity

61%

Generations

59%

LGBTQIA+

59%
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Characteristics of employees

Number of respondents

Icone people
 100 

Split of respondents by ages

Under 25 years old

  24%


Between 26 and 39 years old

  27%


Between 40 and 54 years old

  23%


Over 55 years old

  26%

Split of respondents by gender

Woman

  31%


Man

  33%


Non-binary

  36%


I don't want to answer

  0%

Split of respondents by Function

Associate
 22% 
Technician
 19% 
Other
 18% 
Employee
 15% 
Supervisor
 15% 
executive
 11% 

Transversal


Mixity score

Mixity 360

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

9%


Men

15%


Non-binary

10%


Average in my sector

34%


Overall Average

23%

Cited characteristics

My look
 59% 
My sexual orientation
 56% 
My religious affiliation
 56% 
My culture or ethnicity
 51% 
My age
 47% 
My gender identity
 43% 
My atypical school or professional background
 0% 
my disability or state of health
 0% 
My social origin
 0% 
My place of residence
 0% 
Other
 0% 
I don't want to answer
 0% 

Perception of the organisation's commitment according to the axes

Gender equality
 51% 
I don't know
 50% 
Cultural and social diversity (for example, religious or political affiliation, education, place of residence, cultural and/or social origins)
 49% 
Balance between generations (ages)
 47% 
Sexual orientation and/or gender identity
 45% 
Disability
 43% 

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

Gender equality
 59% 
Degree type
 58% 
Social origin
 57% 
Cultural background
 55% 
Disability
 53% 

Rate of respondents sensitive to diversity and inclusion issues

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

Satisfaction rate of the diversity and inclusion policy

Percentage of respondents having been made aware of 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

35%

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)

Skin color
 57% 
Sexual orientation and/or gender identity
 54% 
Religious beliefs
 54% 
Physical appearance
 46% 
Age
 43% 
Gender stereotypes (male/female)
 41% 
Social origin
 0% 
Disabilities and health problems
 0% 
Place of residence
 0% 
Other
 0% 

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

Percentage of respondents who feel that managers encourage team cohesion 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

57%


Be promoted to a management position

53%


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

53%

Situations that seem to be possible within the organisation

Perceived level of preparation for their role in the organisation

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

longer

24%


shorter

29%


it was just about right

20%

Percentage of respondents who are aware of an effective system of sanctions against discrimination and violence in the following areas:

Sexism
 33% 
Disability
 33% 
Cultural and social origins
 33% 
Age
 33% 
Sexual orientation and gender identity
 30% 

*UA = Unavailable

Strengths

Awareness
Awareness-raising is appreciated within the organisation.
Governance
The organisation is perceived as committed to DE&I issues

Areas of improvement

Recruitment
The onboarding phase could be improved.

Recommended goals

Governance
Formalise the diversity, equity and inclusion policy with commitments and objectives set out in a charter.
Awareness
Create a DE&I committee open to volunteers to discuss the various issues.

Enable this committee to organise events and implement DE&I actions.
Worklife balance
Implement a system for reporting situations of discrimination and harassment, with a report to the Management Committee at least once a year.
Worklife balance
Strengthen the onboarding process to ensure that all new staff are included and prepared for their roles within the organisation.

Gender


Mixity score

Mixity 360

Medium score in my sector

Medium score in all companies

Key indicators

Percentage of respondents believing that the organization is committed to equality between women and men

Subjects on which the organization should act as a priority to to achieve greater gender equality

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

Awareness of internal or external actions carried out by the organization on gender equality

Percentage of respondents who feel that the organization communicates sufficiently externally on gender equality actions

Perceived influence of gender on recruitments

Yes, in favor of women

21%


Yes, in favor of men

30%


No

23%


I don't know

26%

Perceived influence of gender on promotions/training

Yes, in favor of women

28%


Yes, in favor of men

23%


No

26%


I don't know

23%

Perceived influence of gender on promotions

Perceived influence of gender on training

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

Percentage of respondents who feel that the organization provides sufficient support for parenthood/maternity

UA*

Situations that seem to be possible within the organisation

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 being a victim of gender discrimination

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

No strength

Areas of improvement

No area of improvement

Recommended goals

No aim

Disability


Mixity score

Mixity 360

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

 29% 
 29% 
 20% 

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

 40% 
 40% 
 60% 

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

41%

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

44%

*UA = Unavailable

Strengths

No strength

Areas of improvement

No area of improvement

Recommended goals

No aim

Ethnicity


Mixity score

Mixity 360

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

38%

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

 41% 
 41% 
 25% 

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

 46% 
 46% 
 61% 

Percentage of respondents who are aware of actions taken by the institution to promote multicultural and social diversity

*UA = Unavailable

Strengths

No strength

Areas of improvement

No area of improvement

Recommended goals

No aim

Generations


Mixity score

Mixity 360

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

 39% 
 39% 
 60% 

Recruitment of seniors over 50

 39% 
 39% 
 24% 

Maintaining employment for seniors over 55

 35% 
 35% 
 26% 

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

Rate of respondents experiencing difficulties with other generations often or very often

41%

*UA = Unavailable

Strengths

No strength

Areas of improvement

No area of improvement

Recommended goals

No aim

LGBTQIA+


Mixity score

Mixity 360

Medium score in my sector

Medium score in all companies

Key indicators

Satisfaction rate with the organisation's commitment to LGBTQIA+ 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 LGBTQIA+ people

40%

Rate of respondents believing ...

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

 40% 
 40% 
 25% 

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

 46% 
 46% 
 63% 

Rate of respondents aware of support actions for LGBTQIA+ inclusion (associations, networks...)

*UA = Unavailable

Strengths

No strength

Areas of improvement

No area of improvement

Recommended goals

No aim
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