Mixity Campus | The first digital solution for assessing diversity and inclusion in higher education establishments

Mixity Campus | First solution to measure diversity and inclusion in schools

Mixity Human
Mixity Campus 360°

Diversity & Inclusion Score

64/100


Logo Mixity

Principal diversity and inclusion indicators

Transversal

62%

Gender

62%

Disability

66%

Ethnicity

63%

Generations

62%

LGBT+

68%

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Characteristics of employees

Number of respondents

Icone people
 13 

Split of respondents by ages

Under 25 years old

  31%


Between 26 and 39 years old

  38%


Between 40 and 54 years old

  23%


Over 55 years old

  8%

Split of respondents by gender

Women

  54%


Men

  46%


Non-binary

  0%


I don't want to answer

  0%

Split of respondents by status

Student

  38%


Staff member - teacher - non-executive

  15%


Staff member - teacher - executive

  31%


Staff member - administrative - non-executive

  7.69%


Staff member - administrative - executive

  7.69%

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

31%


Men

15%


Non-binary

UA*


Average in my sector

46%


Overall Average

40%

Cited characteristics

My religious affiliation
 50% 
My look
 33% 
my disability or state of health
 33% 
My sexual orientation
 17% 
My gender identity
 17% 
My ethnicity or skin color
 17% 
My social origin
 17% 
My age
 0% 
My atypical school or professional background
 0% 
My living place
 0% 
Other
 0% 

Perception of the organisation's commitment according to the axes

Ethnic and social diversity (for example, Religious or political affiliation, education, Living place, Ethnic and/or social origins)
 69% 
Gender equality
 54% 
Balance between generations (ages)
 46% 
Disability
 31% 
Sexual orientation and/or gender identity
 23% 
I don't know
 0% 

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

Disability
 46% 
Social origin
 46% 
Gender equality
 38% 
Degree type
 38% 
Ethnic background
 31% 

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

Satisfaction rate of the diversity and inclusion policy

Satisfaction rate on awareness actions carried out by the company in favor of diversity and inclusion

Rate of respondents who have ever felt left out because of a element of appearance and / or personality

31%

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
 62% 
Physical appearance
 62% 
Health problems
 31% 
Place of residence
 31% 
Gender stereotypes (woman/man)
 23% 
Other
 23% 
Sexual orientation and/or gender identity
 15% 
Religious beliefs
 15% 
Skin color
 15% 
Social origin
 15% 

In a context of remote working, 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

25%


Be promoted to a position of authority

38%


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

50%

Situations that seem to be possible within the organisation

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

75%


Be promoted to a position of authority

13%


No it seems not possible

13%

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

longer

15%


shorter

31%


it was just about right

54%

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

 62% 
 62% 
 45% 

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

 54% 
 54% 
 40% 

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 colleagues
 100% 
your manager
 88% 
your organisation
 75% 

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

your professors
 100% 
your colleagues
 100% 
your organisation
 100% 

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

Sexism
 85% 
Disability
 85% 
Sexual orientation and gender identity
 77% 
Ethnic and social origins
 62% 
Age
 62% 

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

Perceived influence of gender on recruitments

Yes, in favor of women

13%


Yes, in favor of men

25%


No

63%


I don't know

0%

Perceived influence of gender on promotions/training

Yes, in favor of women

38%


Yes, in favor of men

38%


No

25%


I don't know

0%

The company offers a life time balance (professional / personal life) favorable to career development for women as well as for men

Rate of respondents sensitized and / or trained in the fight against gender-based and sexual violence in the company 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

 80% 
 80% 
 60% 

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

 40% 
 40% 
 41% 

Percentage of respondents (f/h/nb) 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

 38% 
 38% 
 34% 

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

 62% 
 62% 
 51% 

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

54%

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

62%

*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

62%

Rate of respondents believing that ...

... the multi-cultural difference can be a barrier to hiring in the organisation

 50% 
 50% 
 46% 

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

 38% 
 38% 
 38% 

Recruitment of seniors over 50

 38% 
 38% 
 38% 

Maintaining employment for seniors over 55

 25% 
 UA* 
 UA* 

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

 60% 
 60% 
 53% 

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

 60% 
 60% 
 48% 

... exchanges between students and graduates

 60% 
 60% 
 53% 

*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

38%

Rate of respondents believing ...

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

 63% 
 63% 
 54% 

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

 80% 
 80% 
 56% 

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
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