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
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%
Health problems
48%
Other
44%
Ethnicity
41%
Gender stereotypes (woman/man)
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 organisation
57%
Percentage of students who feel they are treated fairly in their interactions with :
your colleagues
79%
your organisation
71%
your professors
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