AGE PYRAMID
Over 70 years
WOMEN : 0 %
MEN : 0 %
65 - 70 years
WOMEN : Less than 5 %
MEN : Less than 5 %
60 - 65 years
WOMEN : Less than 5 %
MEN : Less than 5%
55 - 60 years
WOMEN : Less than 5 %
MEN : Less than 5 %
50 - 55 years
WOMEN : Less than 10 %
MEN : Less than 10 %
45 - 50 years
WOMEN : Less than 10 %
MEN : Less than 10 %
40 - 45 years
WOMEN : Less than 10 %
MEN : Less than 15 %
35 - 40 years
WOMEN : More than 10 %
MEN : Less than 20 %
30 - 35 years
WOMEN : Less than 20 %
MEN : Less than 20 %
25 - 30 years
WOMEN : More than 25 %
MEN : More than 20 %
20 - 25 years
WOMEN : More than 10 %
MEN : Less than 10 %
Less than 20 years
WOMEN : 0 %
MEN : 0 %
The diversity and inclusion policy is based on four pillars:
a) The “zero tolerance” principle
This principle is intangible. It has always been applied in the fight against all forms of discrimination, on whatever grounds (gender, age, background, sexual orientation, religion, etc.). It is still valid and must be respected by all, employees and managers alike.
This “Zero Tolerance” principle also applies to sexual harassment and inappropriate conduct. It is described as such in the Janus Code of Ethics (excerpts of which are accessible on the Group’s corporate site at: www. publicisgroupe.com).
A whistleblowing system is in operation: ethicsconcerns@publicisgroupe.com. Reported concerns are managed by the Secretary General and systematically followed up, with complete confidentiality and protection for whistleblowers (see details in Section 4.4.4 of this document).
b) Creating an inclusive culture
Managers receive training on the “Zero Tolerance” principle from local legal and human resources teams, on an annual basis, the objective being to create the conditions for an inclusive culture that is respectful to all. Training sessions on unconscious bias are delivered in the majority of countries in order to train female, and male, managers and employees in these issues and in best practices, leading to the creation of a culture of inclusivity. Unconscious bias is one of the topics covered in induction sessions for new arrivals. The Group takes a proactive approach on the subject of the diversity of its employees. Among all of the criteria to be taken into account, the Group is pursuing its efforts in eight specific areas, namely: gender, age, disability, cultural and ethnic origins, educational background, sexual orientation, religion, and veterans (military). Monitoring of diversity indicators is subject to national legislative frameworks. At the Group level, only gender and age data can be consolidated and published.
c) Group commitments
Publicis Groupe reaffirmed its commitment to gender equality on an ongoing basis when the Group’s CEO, Arthur Sadoun, signed the UN Women’s Empowerment Principles (WEP). These seven key principles promote women’s rights as fundamental human rights and encourage equality in all its forms. This corporate commitment is in addition to other initiatives such as the CEO Action for Diversity and Inclusion in the United States, which requested that hundreds of CEO signatories share their best practices and data concerning trends in female employment in their organizations. Publicis Groupe is one of the 20 or so corporate members of the Unstereotype Alliance which is placed under the aegis of UN Women and whose mission is to fight against gender stereotypes in communication campaigns. The Group has had a partnership with Catalyst for several years now and the agencies have built local partnerships with committed organizations.