The Talent Engagement & Inclusion Core team, which coordinates all actions, has refocused its efforts around four priorities: internal culture and employee communities, support for Talent, work carried out for clients, responsibility – supporting figures, rolling out the 6Ps model: Process, Practices, Policies, Platform, Products (and services) and Partnerships. This team supports local D&I managers by providing various tools and programs such as: Unconscious Bias, Inclusive recruiting, Managing inclusion, Straight talk, and others.
The teams focused on several programs such as:
For the 11th consecutive year, the Groupe’s proprietary program, the MCTP (MultiCultural Talent Pipeline) took place, this time virtually, over three days: it welcomed 357 young people proposed by Universities or Schools with which the Groupe works, and introduced them to 88 representatives of the Groupe’s clients, in the presence of 40 leaders of the Groupe’s agencies. The agencies then welcomed 30 interns into their teams during the year.
Publicis Groupe is a member of the “CEO action for Diversity & Inclusion”, an American initiative bringing together several hundred CEOs and executives of international companies, determined to change behavior in their companies. The Groupe’s agencies participate in the Alliance for Inclusive Multicultural Marketing (AIMM) to welcome and support more interns representing diversity. In the same vein, the MAIP alumni network (Multicultural Advertising Intern Program) initiated by the American inter-professional organization (4As, American Association of Advertising Agencies), makes it possible to welcome interns from minorities or underprivileged neighborhoods during the summer, and then recruit them.
BRGs (Business or Employees Resource Groups) are present in 21 American cities and rely on volunteers. The aim of these affinity communities is to act together: VivaWomen! (women), Égalité (LGBT), VivaWomen! of Color (Women of Color), PublicisParents (parents), VivaTech! (women in Tech), MOCA (Men of Color Alliance), GenNext (Young Talent), Publicis Connects (for HR managers and facilitating internal mobility), Cross Boundary (international mobility), Sages (for people over 50), PubVets (Military veterans), and the 12th BRG, Conscious Mind (Well-Being and Health), was created this year.
With more than 15,000 employees in India, the Groupe has a significant presence there.
Activities related to the Diversity, Equality and Inclusion program aim to sustainably change practices in terms of recruitment and promotion of women, and in favor of persons belonging to minorities.
Thematic workshops are held throughout the year for executives, managers and those in charge of strategy. The role of diversity and inclusion managers is to be vigilant and nurture this internal culture. Within the context of the induction program organized to welcome new employees into the Company, all female and male recruits take part in an “Unconscious bias” session designed to anchor the culture of diversity. Publicis Sapient has set itself a roadmap in which the place of women is central, as are minorities, who need to be better represented.
The VivaWomen! internal network is active in favor of women, in order to highlight role models in leadership positions, by encouraging people to speak at professional events. Monthly meetings with inspiring guests are an opportunity to reflect on professional development, and to share experiences on the combination of personal and family life, and professional ambitions. The 2020 Howathon involved more than 200 people in a hackathon-type event on coding, where each team is led by a woman.
The activities of the internal PRIDE network (Potential Realized in Diverse Experience) enabling people concerned by LGBTQI issues (Lesbian, Gay, Bisexual, Transgender, Queer, Intersex) to have a dedicated space to discuss personal situations, watch films and discuss these sensitive topics and be in touch with this community. With regard to people with disabilities, the agency launched the PwD (People with Disability) program to promote inclusion in the workplace. The Care Givers association has intervened on several occasions to help employees who have to deal with the care of elderly parents and family complications while pursuing their professional goals. Finally, the Groupe has strengthened its approach to diversity with its local suppliers to regularly employ women-led companies or companies with disabled employees.
In France, the Groupe is continuing its long-standing partnerships (for example: Nos quartiers ont des talents, Baissez les barrières, Jeunesse et entreprises, C’Possible, Prométhée Éducation, etc.) by providing them with long-term support.
The Groupe has extended its action with the C’Possible association; a vocational high school class was accompanied by Publicis Media employees to introduce them to the communication profession. These actions are initiated in the context of the National Youth Day (JNDJ), the aim being to put young high school students from precarious backgrounds in touch with the world of business and, more generally, the diverse spheres of civil society (e.g. culture).
