Mixity Campus 360°
www.mixity.co/
Training, education
Year of creation :
2021
Training, education
Number of employees : 200
Global income : 400,000 €
Mixity Human
Mixity Campus 360°
Diversity & Inclusion Score
59/100
Principal diversity and inclusion indicators
Transversal
Gender
Disability
Ethnicity
Generations
LGBT+
Characteristics of employees
Number of respondents
113
Split of respondents by ages
Under 25 years old
27%
Between 26 and 39 years old
29%
Between 40 and 54 years old
22%
Over 55 years old
21%
Split of respondents by gender
Women
33%
Men
27%
Non-binary
20%
I don't want to answer
19%
Split of respondents by status
Student
25%
Staff member - teacher - non-executive
26%
Staff member - teacher - executive
22%
Staff member - administrative - non-executive
19%
Staff member - administrative - executive
7.96%
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
9.73%
Men
9.73%
Non-binary
8.85%
Average in my sector
34%
Overall Average
34%
Cited characteristics
My living place
57%
My gender identity
55%
My social origin
52%
my disability or state of health
51%
I don't want to answer
50%
My atypical school or professional background
49%
Other
48%
My look
45%
My sexual orientation
45%
My age
44%
My religious affiliation
44%
My culture or race
43%
Perception of the organisation's commitment according to the axes
Sexual orientation and/or gender identity
52%
Cultural and social diversity (for example, Religious or political affiliation, education, Living place, Cultural and/or social origins)
51%
Balance between generations (ages)
48%
Disability
47%
I don't know
47%
Gender equality
43%
Subjects on which the organisation should act as a priority to enable more equal opportunities and inclusion
Degree type
55%
Work Life balance
55%
Social origin
54%
Physical appearance
54%
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)
Age
47%
Physical appearance
47%
Gender stereotypes (woman/man)
47%
Sexual orientation and/or gender identity
46%
Social origin
42%
Other
41%
Health problems
41%
Place of residence
40%
race
38%
Religious beliefs
31%
In a context of remote working, managers encourage cohesion teamwork and a sense of belonging
Rate of respondents considering that 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
48%
Be promoted to a position of authority
51%
Be promoted in one of the governance bodies (Management Committee, Executive Committee...)
50%
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
41%
No it seems not possible
47%
Perceived level of preparation for their role in the organisation
The welcoming phase within the organisation should have been...
longer
27%
shorter
26%
it was just about right
30%
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
40%
40%
34%
... all people can develop and express their differences within the institution
38%
38%
33%
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
66%
your colleagues
64%
your organisation
59%
Percentage of students who feel they are treated fairly in their interactions with :
your organisation
71%
your professors
68%
your colleagues
68%
Percentage of respondents who are aware of an effective system of sanctions against discrimination and violence in the following areas:
Disability
71%
Sexism
69%
Age
69%
Sexual orientation and gender identity
66%
Cultural and social origins
58%
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)
65%
Pregnancy
59%
Career opportunities
59%
Equal access to training
54%
Equal pay
50%
Job mix
46%
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
24%
Yes, in favor of men
26%
No
28%
I don't know
22%
Perceived influence of gender on promotions/training
Yes, in favor of women
30%
Yes, in favor of men
29%
No
19%
I don't know
23%
Perceived influence of gender on promotions
Yes, in favor of women
24%
Yes, in favor of men
21%
No
26%
I don't know
29%
Perceived influence of gender on training
Yes, in favor of women
19%
Yes, in favor of men
32%
No
25%
I don't know
24%
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
27%
Situations that seem to be possible within the organisation
Having the ability to change jobs and function according to my aspirations
51%
Be promoted to a position of authority
43%
Be promoted in one of the governance bodies (Management Committee, Executive Committee, Board of Directors...)
58%
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
34%
34%
37%
... the chances of success in examinations within the institution are the same for women as for men
37%
37%
40%
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
31%
31%
30%
... that it is easy to talk about your disability in the organisation
40%
40%
40%
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
50%
Rate of respondents believing that people with chronic illness are supported by the organisation
43%
*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
50%
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
34%
34%
38%
... the organisation offers the same career prospects regardless of culture or origin of employees
37%
37%
42%
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
41%
41%
40%
Recruitment of seniors over 50
34%
34%
37%
Maintaining employment for seniors over 55
44%
44%
40%
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
29%
29%
37%
... exchanges between students whatever the year and/or the degree prepared
42%
42%
38%
... exchanges between students and graduates
47%
47%
46%
Rate of respondents experiencing difficulties with other generations often or very often
44%
*UA = Unavailable
Strengths
No strength
Areas of improvement
No area of improvement
Recommended goals
No aim
LGBT+
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 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
46%
Rate of respondents believing ...
... that sexual orientation / gender identity is a barrier to career development in the organisation
36%
36%
38%
... that it's easy for an LGBT + person to come out at work
44%
44%
45%
... that it is easy for an LGBT+ person to come out in the institution
48%
48%
39%
Rate of respondents aware of support actions for LGBT+ inclusion (associations, networks...)
*UA = Unavailable
Strengths
No strength
Areas of improvement
No area of improvement
Recommended goals
No aim