Mixity Human
Mixity 360
Diversity & Inclusion Score
59/100
Labels and certifications
Principal diversity and inclusion indicators
Transversal
Gender
Disability
Ethnicity
Generations
LGBTQIA+
Characteristics of employees
Number of respondents
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)
Ethnicity
57%
Sexual orientation and/or gender identity
54%
Religious beliefs
54%
Physical appearance
46%
Age
43%
Gender stereotypes (woman/man)
41%
Social origin
0%
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.
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