- “open house” or “discovery” days in agencies: organized with the support of local professional organizations, in the form of talks by agency professionals on the various lines of business;
- teaching: some Groupe managers are involved in teaching in schools or universities or, alternatively, in organizations that reach out to young people who have veered away from traditional educational paths;
- sponsorship: several agencies have set up sponsorship policies to encourage employees to propose new recruits, an interesting approach in particular for expert lines of business.
In more than 90% of entities, agency management is, and remains, local. A key success factor of the Groupe’s agency acquisition and integration policy is maintaining the local management team in place, not to mention the necessity of gaining a strong cultural foothold so as to understand the markets in which we operate. The vast majority of an entity’s employees are local, which is why it is essential to create teams with diverse profiles – career path, experience, culture, language, nationality, etc.
4.1.1.3 Relationships with academia, schools and universities
In 2021, many of the face-to-face programs or activities conducted in universities and schools were replaced by virtual sessions. Around 310 programs took place between the Groupe’s agencies and establishments. The aim of these partnerships is to help young people, with an educational background that is far removed from the usual standards, find out about jobs in the industry and that they have a place among our teams. Technologically-oriented or academic collaborations with certain establishments were established for pilot projects. Many managers of the Groupe’s agencies act as regular contacts in certain disciplines and domains, and are keen on sharing their experience with future professionals.
The Groupe has forged relationships with various schools, universities (see corporate website, CSR section) and organizations that are highly committed to diversity. Publicis Groupe is a member of All4Youth, created and run by Nestlé, bringing together several companies and aiming to offer new integration opportunities for young people in specific paths, and to work on their employability. The Groupe’s agencies are committed to attracting talented young people from underprivileged backgrounds, through targeted support programs.
4.1.2 Development of skills, experience, careers
2021 was marked by enhanced content and opportunities offered on the Marcel internal platform, at Groupe level worldwide. Marcel fulfills several roles, including an essential one for training, with Marcel Classes. This training serves all employees and the business’ strategic plan so as to move towards a continuous learning culture:
TRAINING & DEVELOPMENT
1,670,000 hours of training
of which 70% on MRCL Classes
82% of employees received training equivalent to 23.4 hours per capita
Business know-how, Business acumen : 25%
Professional development, personal development, soft skills : 23.7%
Coding, Programming, Software, Engineering, Algorithms : 19.5%
Integration, internal culture : 10%
Strategy, Consulting : 7.2%