- The Groupe’s 2020 target of 40% women among key managers set by the Groupe in recent years was achieved with 40.4% (Groupe Management Committee and Country and Region Executive Committees).
- Age pyramid: calculated in 2020 with over 98% of the headcount; this shows a good gender balance at Groupe level (50.1% women and 49.9% men). The simplified breakdown is as follows:
Women | Men | |
<30 years old | 36.4% | 26.6% |
30-50 | 54.2% | 63.1% |
51 years old and over | 9.4% | 10.3% |
Total | 100% | 100% |
- Average age of employees: 36 years old (36 for men – 35 for women).
AGE PYRAMID
WOMEN :39,259
MEN :38,441
< 20 years old : Women : 30, Men : 18
20-24 years old : Women : 3 664, Men : 2 319
25-29 years old : Women : 10 593, Men : 7 871
30-34 years old : Women : 9 003, Men : 8 991
35-39 years old : Women : 5 849, Men : 7 339
40-44 years old : Women : 3 841, Men : 4 761
45-49 ans : Women : 2 587, Men : 3 177
50-54 years old : Women : 1 964, Men : 2 233
55-59 years old : Women : 1 061, Men : 1 058
60 years old and over : Women : 667, Men : 674
The Diversity, Equality and Inclusion policy is based on five 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 more valid than ever 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 Groupe’s corporate site at: www. publicisgroupe.com). A centralized whistleblowing mechanism is operational: 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). Furthermore, several countries – United States, France, United Kingdom, etc. have strengthened their local whistleblowing and psychological support systems, notably with the introduction of an external hotline in the event of harassment or professional or personal psychological distress, or with an external reporting platform.
b) Viva la Difference: Strengthening an inclusive culture
During the virtual seminar bringing together all Groupe employees in December 2020, Viva la Difference was widely reaffirmed as the motto at the heart of the Groupe’s business and strategy, so that this difference is also embodied in the services offered to clients. This alignment between the Company’s internal culture and the business approach consolidates the core values on which the Groupe has relied for decades , brings meaning to the business lines, and illustrates our intention to see our activities contribute to the construction of a more inclusive world.