Diversity Recruit | The first 360° approach to inclusive recruitment

Mixity Human
Mixity Campus 360°

Diversity & Inclusion Score

59/100


Gender

57%

Disability

60%

Ethnicity

62%

Generations

58%

LGBTQIA+

62%

Logo Mixity

Principal diversity and inclusion indicators

Transversal

56%

Gender

56%

Disability

60%

Ethnicity

61%

Generations

61%

LGBT+

63%
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Characteristics of employees

Number of respondents

Icone people
 28 

Split of respondents by ages

Under 25 years old

  32%


Between 26 and 39 years old

  25%


Between 40 and 54 years old

  25%


Over 55 years old

  18%

Split of respondents by gender

Woman

  29%


Man

  25%


Non-binary

  29%


I don't want to answer

  18%

Split of respondents by status

Student

  100%


Staff member - teacher - non-executive

  0%


Staff member - teacher - executive

  0%


Staff member - administrative - non-executive

  0%


Staff member - administrative - executive

  0%

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

11%


Men

3.57%


Non-binary

14%


Average in my sector

32%


Overall Average

32%

Cited characteristics

My place of residence
 62% 
my disability or state of health
 58% 
I don't want to answer
 58% 
My look
 54% 
My culture or ethnicity
 54% 
My sexual orientation
 46% 
My religious affiliation
 46% 
Other
 46% 
My gender identity
 42% 
My age
 38% 
My social origin
 38% 
My atypical school or professional background
 35% 

Perception of the organisation's commitment according to the axes

Balance between generations (ages)
 61% 
Cultural and social diversity (for example, religious or political affiliation, education, place of residence, cultural and/or social origins)
 61% 
Sexual orientation and/or gender identity
 50% 
Disability
 43% 
I don't know
 36% 
Gender equality
 25% 

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

Age
 61% 
Degree type
 57% 
Social origin
 57% 
Sexual orientation and/or gender identity
 54% 
Work Life balance
 54% 

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

25%

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
 63% 
Place of residence
 63% 
Physical appearance
 52% 
Disabilities and health problems
 48% 
Other
 44% 
Skin color
 41% 
Gender stereotypes (male/female)
 37% 
Sexual orientation and/or gender identity
 33% 
Social origin
 26% 
Religious beliefs
 22% 

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

43%


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

52%

Situations that seem to be possible within the organisation

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

61%


Be promoted to a position of authority

35%


No, it does not seems possible

61%

Perceived level of preparation for their role in the organisation

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

longer

21%


shorter

29%


it was just about right

32%

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

 43% 
 43% 
 43% 

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

 36% 
 36% 
 36% 

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
 70% 
your manager
 65% 
your organization
 57% 

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

other students
 79% 
administrative staff
 71% 
your teachers
 68% 

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

Sexism
 36% 
Disability
 46% 
Cultural and social origins
 29% 
Age
 46% 
Sexual orientation and gender identity
 39% 

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)
 74% 
Equal pay
 65% 
Equal access to training
 65% 
Career opportunities
 52% 
Pregnancy
 43% 
Job mix
 35% 

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

35%


Yes, in favor of men

26%


No

17%


I don't know

22%

Perceived influence of gender on promotions/training

Yes, in favor of women

39%


Yes, in favor of men

22%


No

13%


I don't know

26%

Perceived influence of gender on promotions

Yes, in favor of women

43%


Yes, in favor of men

22%


No

13%


I don't know

22%

Perceived influence of gender on training

Yes, in favor of women

26%


Yes, in favor of men

22%


No

13%


I don't know

39%

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

26%

Situations that seem to be possible within the organisation

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

22%


Be promoted to a position of authority

17%


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

52%

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

 39% 
 39% 
 39% 

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

 21% 
 21% 
 21% 

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

 25% 
 25% 
 25% 

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

 50% 
 50% 
 50% 

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

61%

*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

 35% 
 35% 
 35% 

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

 26% 
 26% 
 26% 

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

 26% 
 26% 
 26% 

Recruitment of seniors over 50

 48% 
 48% 
 48% 

Maintaining employment for seniors over 55

 48% 
 48% 
 48% 

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

 50% 
 50% 
 50% 

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

 32% 
 32% 
 32% 

... exchanges between students and graduates

 50% 
 50% 
 50% 

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

35%

*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

39%

Rate of respondents believing ...

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

 30% 
 30% 
 30% 

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

 43% 
 43% 
 43% 

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

 57% 
 57% 
 57% 

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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