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
54
Split of respondents by ages
Under 25 years old
19%
Between 26 and 39 years old
30%
Between 40 and 54 years old
28%
Over 55 years old
24%
Split of respondents by gender
Woman
39%
Man
20%
Non-binary
19%
I don't want to answer
22%
Split of respondents by status
Student
0%
Staff member - teacher - non-executive
54%
Staff member - teacher - executive
46%
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
7.41%
Men
5.56%
Non-binary
5.56%
Average in my sector
24%
Overall Average
24%
Cited characteristics
My gender identity
65%
My social origin
59%
My age
55%
My place of residence
55%
My atypical school or professional background
51%
Other
51%
I don't want to answer
49%
My sexual orientation
47%
my disability or state of health
47%
My look
45%
My religious affiliation
39%
My culture or ethnicity
37%
Perception of the organisation's commitment according to the axes
Disability
54%
I don't know
54%
Balance between generations (ages)
52%
Sexual orientation and/or gender identity
52%
Gender equality
44%
Cultural and social diversity (for example, religious or political affiliation, education, place of residence, cultural and/or social origins)
43%
Subjects on which the organisation should act as a priority to enable more equal opportunities and inclusion
State of health (disease out of disability)
63%
Physical appearance
61%
I don't know
56%
Disability
54%
Pregnancy
52%
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
41%
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)
Gender stereotypes (woman/man)
58%
Physical appearance
45%
Social origin
45%
Age
43%
Sexual orientation and/or gender identity
43%
Health problems
40%
Other
38%
Ethnicity
38%
Religious beliefs
28%
Place of residence
28%
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
41%
Be promoted to a management position
56%
Be promoted in one of the governance bodies (Management Committee, Executive Committee, EXCOM...)
54%
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
31%
No, it does not seems possible
44%
Perceived level of preparation for their role in the organisation
The welcoming phase within the organisation should have been...
longer
26%
shorter
30%
it was just about right
26%
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
37%
37%
37%
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
67%
your colleagues
61%
your organisation
61%
Percentage of students who feel they are treated fairly in their interactions with :
your organisation
69%
your professors
65%
your colleagues
65%
Percentage of respondents who are aware of an effective system of sanctions against discrimination and violence in the following areas:
Sexism
44%
Disability
37%
Cultural and social origins
26%
Age
22%
Sexual orientation and gender identity
37%
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
Pregnancy
65%
Life time management (part time, need to work from home or on the move)
60%
Career opportunities
60%
Job mix
52%
Equal pay
50%
Equal access to training
50%
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
22%
Yes, in favor of men
20%
No
37%
I don't know
20%
Perceived influence of gender on promotions/training
Yes, in favor of women
26%
Yes, in favor of men
33%
No
20%
I don't know
20%
Perceived influence of gender on promotions
Yes, in favor of women
21%
Yes, in favor of men
17%
No
27%
I don't know
35%
Perceived influence of gender on training
Yes, in favor of women
17%
Yes, in favor of men
33%
No
25%
I don't know
25%
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
31%
Situations that seem to be possible within the organisation
Having the ability to change jobs and function according to my aspirations
56%
Be promoted to a position of authority
56%
Be promoted in one of the governance bodies (Management Committee, Executive Committee, Board of Directors...)
63%
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
21%
21%
21%
... the chances of success in examinations within the institution are the same for women as for men
52%
52%
52%
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%
31%
... that it is easy to talk about your disability in the organisation
31%
31%
31%
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
37%
*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
40%
40%
40%
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
39%
39%
39%
Recruitment of seniors over 50
26%
26%
26%
Maintaining employment for seniors over 55
43%
43%
43%
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
17%
17%
17%
... exchanges between students whatever the year and/or the degree prepared
38%
38%
38%
... exchanges between students and graduates
38%
38%
38%
Rate of respondents experiencing difficulties with other generations often or very often
50%
*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
50%
50%
50%
... that it is easy for an LGBTQIA+ person to come out in the institution
40%
40%
40%
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