Diversity Recruit | The first 360° approach to inclusive recruitment

Mixity Human
Mixity Campus 360°

Diversity & Inclusion Score

60/100


Gender

57%

Disability

60%

Ethnicity

62%

Generations

58%

LGBTQIA+

62%

Logo Mixity

Principal diversity and inclusion indicators

Transversal

57%

Gender

57%

Disability

60%

Ethnicity

64%

Generations

61%

LGBT+

59%
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Characteristics of employees

Number of respondents

Icone people
 31 

Split of respondents by ages

Under 25 years old

  39%


Between 26 and 39 years old

  32%


Between 40 and 54 years old

  10%


Over 55 years old

  19%

Split of respondents by gender

Woman

  26%


Man

  42%


Non-binary

  16%


I don't want to answer

  16%

Split of respondents by status

Student

  0%


Staff member - teacher - non-executive

  0%


Staff member - teacher - executive

  0%


Staff member - administrative - non-executive

  71%


Staff member - administrative - executive

  29%

Transversal


Mixity score

Mixity Campus 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

13%


Men

23%


Non-binary

9.68%


Average in my sector

52%


Overall Average

52%

Cited characteristics

My atypical school or professional background
 58% 
My place of residence
 55% 
My religious affiliation
 52% 
my disability or state of health
 52% 
My social origin
 52% 
My gender identity
 48% 
My culture or ethnicity
 45% 
Other
 45% 
I don't want to answer
 45% 
My sexual orientation
 42% 
My look
 39% 
My age
 32% 

Perception of the organisation's commitment according to the axes

Gender equality
 58% 
Cultural and social diversity (for example, religious or political affiliation, education, place of residence, cultural and/or social origins)
 58% 
Sexual orientation and/or gender identity
 55% 
I don't know
 45% 
Disability
 39% 
Balance between generations (ages)
 29% 

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

Work Life balance
 71% 
Gender equality
 65% 
Social origin
 65% 
Degree type
 61% 
Union or mutualist activities
 61% 

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

32%

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)

Sexual orientation and/or gender identity
 67% 
Social origin
 57% 
Physical appearance
 50% 
Religious beliefs
 47% 
Other
 47% 
Place of residence
 43% 
Age
 43% 
Gender stereotypes (male/female)
 40% 
Skin color
 40% 
Disabilities and health problems
 40% 

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

55%


Be promoted to a management position

48%


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

42%

Situations that seem to be possible within the organisation

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

52%


Be promoted to a position of authority

61%


No, it does not seems possible

42%

Perceived level of preparation for their role in the organisation

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

longer

35%


shorter

16%


it was just about right

35%

Rate of respondents who applied in part because of D&I commitment

Rate of respondents believing that ...

... diversity in the class/team is well represented

 32% 
 32% 
 32% 

... all people can develop and express their differences within the institution

 42% 
 42% 
 42% 

Percentage of respondents who feel that the institution sufficiently promotes sharing and collaboration

Percentage of staff and teachers who feel they are treated fairly in their interactions with :

your manager
 65% 
your colleagues
 65% 
your organization
 58% 

Percentage of students who feel they are treated fairly in their interactions with :

administrative staff
 76% 
your teachers
 72% 
other students
 62% 

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

Sexism
 19% 
Disability
 26% 
Cultural and social origins
 26% 
Age
 48% 
Sexual orientation and gender identity
 32% 

Percentage of respondents who feel that the actions and events organised by the institution include all diversities

*UA = Unavailable

Strengths

No strength

Areas of improvement

No area of improvement

Recommended goals

No aim

Gender


Mixity score

Mixity Campus 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

Life time management (part time, need to work from home or on the move)
 66% 
Pregnancy
 62% 
Career opportunities
 62% 
Equal access to training
 52% 
Job mix
 45% 
Equal pay
 38% 

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

19%


Yes, in favor of men

35%


No

19%


I don't know

26%

Perceived influence of gender on promotions/training

Yes, in favor of women

29%


Yes, in favor of men

26%


No

19%


I don't know

26%

Perceived influence of gender on promotions

Yes, in favor of women

14%


Yes, in favor of men

28%


No

34%


I don't know

24%

Perceived influence of gender on training

Yes, in favor of women

17%


Yes, in favor of men

38%


No

34%


I don't know

10%

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

21%

Situations that seem to be possible within the organisation

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

66%


Be promoted to a position of authority

41%


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

55%

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

Rate of respondents believing that ...

... women and men have equal opportunities to be admitted to the institution

 52% 
 52% 
 52% 

... the chances of success in examinations within the institution are the same for women as for men

 28% 
 28% 
 28% 

Percentage of respondents who feel that gender equality issues have been addressed in the program

*UA = Unavailable

Strengths

No strength

Areas of improvement

No area of improvement

Recommended goals

No aim

Disability


Mixity score

Mixity Campus 360°

Medium score in my sector

Medium score in all companies

Key indicators

Perception rate of disability as a barrier to hiring

Percentage of respondents who feel that it is easy for a student with a disability to attend the institution

Rate of respondents believing ...

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

 35% 
 35% 
 35% 

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

 45% 
 45% 
 45% 

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

48%

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

39%

*UA = Unavailable

Strengths

No strength

Areas of improvement

No area of improvement

Recommended goals

No aim

Ethnicity


Mixity score

Mixity Campus 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

48%

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

 32% 
 32% 
 32% 

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

 41% 
 41% 
 41% 

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

Percentage of respondents who feel that multicultural difference is a barrier to study at the institution

Percentage of respondents who feel that the BDE and/or the institution encourage student mentoring actions with people from urban policy areas and/or vulnerable groups

*UA = Unavailable

Strengths

No strength

Areas of improvement

No area of improvement

Recommended goals

No aim

Generations


Mixity score

Mixity Campus 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

 55% 
 55% 
 55% 

Recruitment of seniors over 50

 39% 
 39% 
 39% 

Maintaining employment for seniors over 55

 45% 
 45% 
 45% 

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

Percentage of respondents who feel that the institution clearly communicates its openness to all generations

Percentage of respondents who feel that the institution takes action to promote...

... the integration of older students in retraining

 28% 
 28% 
 28% 

... exchanges between students whatever the year and/or the degree prepared

 59% 
 59% 
 59% 

... exchanges between students and graduates

 59% 
 59% 
 59% 

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 Campus 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

48%

Rate of respondents believing ...

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

 38% 
 38% 
 38% 

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

 35% 
 35% 
 35% 

... that it is easy for an LGBTQIA+ person to come out in the institution

 52% 
 52% 
 52% 

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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