Universal Registration Document 2021

In 2021, the Women’s Forum launched WomenEntrepreneurs 4Good, its accelerator, in partnership with P&G and HEC, the aim of which is to identify and support projects led by women that enable an acceleration of the energy and ecological transition and promote Green Economy. Around ten women were selected for this first seven-month program, alternating online sessions and access to experts and stakeholders who can help them grow their project in a sustainable manner and change scale.

4.1.1.1 Policies and actions in specific countries

1) United States

The action program for 2021 extended activities initiated in 2020 following the mobilizations around the Black Lives Matter movement. In early 2021, the agencies largely demonstrated their solidarity among their colleagues, following the racist crimes suffered by the AAPI (Asian American & Pacific Islander) community. In June 2021, 30,000 employees took part in the second edition of Pause for Action in the United States and Canada, during two days organized around guests, workshops, presentations, testimonials from several communities and debates on the theme Identity & Impact. In application of the pillars of the action plan led by the Chairman of the Groupe’s Management Board and monitored by the US Executive Committee, highlights included:

• in the United States and since 2020, the publication of data on the ethnic origins of employees, while respecting regulations and data protection provisions, showing a 5.5% increase in the number of employees of ethnic minority;
• the creation of the first internal Black Talent Summit, bringing together a majority of employees and external guests, during a two-day event; 150 employees (Entry, Mid, Senior) took part in its first edition in 2021;
• the implementation of the Black Talent Career Development initiative in the form of a six-month individualized support program to better understand opportunities within the Groupe and build a stronger internal community;
• work on an allyship culture by training all employees, in particular through the three-step program on unconscious bias Disrupting Everyday Bias, extended in 2021 by workshops in small groups on the theme Influencing Inclusion.

The Diversity Progress Council created in 2020, bringing together people from outside the Groupe (clients, academics, etc.) with employees including young talent, met twice in 2021 to monitor the progress of the actions undertaken by the Groupe reports and define joint projects.

The Talent Engagement & Inclusion (TE&I) Brain Trust bringing together 16 diversity managers across the United States provides monthly updates on the progress of programs and activities within the agencies, and also works on the development of policies and practices by sharing experiences.

The Talent Engagement & Inclusion (TE&I) Council meets quarterly, in the presence of the Groupe’s Secretary General or with the Groupe’s CSR Department. The monthly newsletter TE&I reports on its activities on Marcel, along with the Inclusion Activated podcasts. In 2021, the focus was on more precise work on the internal options to help Groupe employees with attractive and highly individualized career paths to develop.

The TE&I 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/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 external conferences such as 3% Conference & Movement, which aims to increase the role of women in creative management roles in agencies and in the creative industry with 300 employee participants; or Adcolor which recognizes young talent and rewards companies active in these areas with around a hundred delegated employees.

For the 12^th consecutive year, the Groupe’s proprietary program, the MCTP (MultiCultural Talent Pipeline) took place, this time virtually, over two days in September 2021: it welcomed 272 young people, 75% of which were young girls, from 80 Universities or Schools with which the Groupe works, and introduced them to numerous representatives of the Groupe’s clients, in the presence of leaders of the Groupe’s agencies.

Publicis Groupe is a member of the CEO Action for Diversity & Inclusion; through Leo Burnett, Publicis Groupe is a member of Free the Work, an independent platform aimed at facilitating working relationships between directors, photographers and creators from diverse backgrounds. The Groupe’s agencies participate in the Alliance for Inclusive Multicultural Marketing (AIMM) to welcome and support more interns representing diversity. The MAIP alumni network (Multicultural Advertising Intern Program) initiated by the American inter-professional organization (4As, American Association of Advertising Agencies), welcomed 40 interns from minorities or underprivileged neighborhoods during the summer, and then recruit them.

BRGs (Business or Employees Resource Groups) have 70 chapters spread across the cities where the Groupe is present 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), “Hola” (Latin origins), GenNext (Young Talent), Publicis Connects (for HR managers and encourage internal mobility), Cross Boundary (international mobility), Sage (for people over 50), PubVets (Military veterans), and the 12^th BRG, Conscious Mind (Well-Being and Health), “Écologique” (environmental concerns) and “VivaWit” (Women in Technology) were created this year. They organized more than 200 events in 2021.