Gender equality, disability, age... Don't settle for quotas.
Measure the real feeling of your teams to break the glass ceiling and make difference an innovation engine.
HR numbers (age, sex) don't tell everything. It's the feeling of inclusion that counts.
You must meet increasing legal obligations (Pénicaud Index, Non-financial reporting). Supplement your quantitative data with a qualitative measurement of internal climate.
You aim for a label (AFNOR Diversity, B Corp...) and must prove that your approach is understood and experienced positively by employees.
You wish to audit your HR processes (recruitment, promotion) to identify potential systemic biases or feelings of injustice.
You notice that certain populations (women, juniors, seniors...) struggle to access management positions despite their skills.
Some talents may hesitate to express their singularity or personal situation (health, background...). Creating a climate of trust is essential for them to fully invest themselves.
New generations demand an open culture. A lack of inclusion slows down your recruitment and harms your employer brand.
Diversity without inclusion is a failure. Inclusion is a profitability lever.
Companies in the top quartile for gender diversity within their executive teams are 39% more likely to financially outperform.
Organizations with inclusive cultures are 6 times more likely to be innovative and agile, and 2 times more likely to meet or exceed their financial goals.
For 80% of candidates, inclusion is an important criterion when choosing an employer. It is an attractiveness imperative.
Sources: McKinsey, Diversity Matters Even More - 2023 / Deloitte, The diversity and inclusion revolution / Deloitte / Gen Z & Millennial Study
Address these sensitive subjects with the right method and total security.
On these subjects, trust is key.
Octomine garantit un anonymat absolu. It is the sine qua non condition for employees to dare declare an invisible disability or a feeling of discrimination without fear of reprisals.
Nos experts vous aident à formuler les questions pour mesurer le "Sentiment d’Inclusion" et le "Sentiment d’Appartenance" sans heurter les sensibilités ni enfreindre le cadre légal (RGPD/CNIL).
Detect unconscious biases invisible to the naked eye.
Octomine IA analyse les verbatims pour identifier les thématiques sensibles (sexisme ordinaire, âgisme, manque d’accessibilité) et croise les données par population.
Compare feelings of different populations to spot flagrant perception gaps.
Move from observation to company culture.
Our tool prioritizes projects: should job descriptions be reviewed? Train managers on cognitive biases? Adapt premises?
Nous vous accompagnons pour restituer ces résultats parfois "durs" à entendre, en adoptant une posture constructive pour engager la direction et les partenaires sociaux.
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