The issue of employee health and well-being is handled not only by human resources’ teams and talent managers, but also by entities’ Top management. The Group ensures that these employee healthcare schemes or services are accessible to all employees, whether the services are provided internally or externally by third-party experts. Many agencies organize internal training or awareness-raising campaigns linked to seasonal issues or pathologies or health risks. Teams mainly work sitting in front or one or more screens and employees are quite sedentary during the day, with intense visual activity. The key areas for occupational illness prevention are: stress management (and/or psychosocial risks: PSR) and the prevention of musculoskeletal disorders (MSD). Eye strain and the prevention of risks related to sedentary working (cardiovascular disease) are included in health prevention plans, which often include a module on nutrition. This prevention work is accompanied by ongoing discussion and action to improve working conditions and the way in which tasks are organized. For employees who are keen on sport, many agencies offer reduced price subscriptions to local leisure centers. Some entities are equipped with their own sports halls, like Sapient in India, and have an on-site trainer or coach, or like the Bastille Campus in Paris, have an indoor sports hall. Lastly, for the more active in their ranks, agencies encourage teams to take part in sports events (running and cycling events, marathons and half-marathons, team sports):
Let’s Talk Mental Health is a complete program. As regards major transformation of the Group on the scale of a country like the United Kingdom, and given the challenges set by our clients, Top management decided to implement a change of culture. With days that went on too long, yet never enough time to catch up, it was high time for a change of structure and mentality. With the express support of the UK’s Executive Committee of Publicis Groupe UK and the CEO, Annette King, an in-depth audit on mental health (psychosocial risks) and on employees’ expectations in this area was conducted, throwing light on current needs and existing solutions currently disregarded by employees. An ambitious project was launched to improve employees’ experience in the United Kingdom, starting from the principle that it was the Company’s duty to serve its employees. The internal Marcel app has played a key role in engaging teams in this program. With the help of a specialist firm, a one-year action plan was implemented, focusing on these six areas:
1. training managers in subjects relating to mental health and individual and collective consequences,
2. training 132 ambassadors, employee volunteers from different levels of the Company, with 97 trained more specifically in best practices for effective first aid (with Mental Health First Aid England),
3. updating a single policy enabling all employees to access the same services,
4. simplified access to the Employee Assistance Programme (EAP), and to different specialists: Yoga, meditation, massage, sports clubs (including running, cycling, etc.),
5. priority access to three 24-hour mobile resources apps,
6. for World Mental Health Day on October 10, 2019, the 5,000 employees in the United Kingdom were given the day off to devote to their mental health. Agency clients were informed beforehand so that workloads could be managed and so that this special day could be respected. This Let’s Talk Mental Health program was given widespread coverage in the British media, being held up as an example to inspire other industries and businesses. The challenge now lies in maintaining this level of awareness so that a change in internal culture can be made in the long term and help can be given to any employees who may be in need;
Yoga and Zumba workshops throughout the year are just as successful. All employees can access a comprehensive social services program via an Employee Assistance Program (EAP), which offers easy access to medical consultations, a well-being portal offering virtual access to 24-hour doctors and various specialists, and a type of medical concierge service to offer short or long-term help (stress, anxiety, insomnia, etc.).
The social welfare scheme continues to improve the coverage of specific healthcare costs due to an ad hoc governance system, particularly for employees suffering from chronic diseases (diabetes, HIV, etc.), or those facing major surgery or interventions (cancer, fertility, etc.). The family module continues to be the most popular module as it helps with work/life balance, offering access to child protection and childcare services, as well as services tailored to caring for elderly relatives;
