This diagram shows the age pyramid.
- Under 30 years old
-
- Women: 39.6%
- Men: 31.5%
- Total: 35.7%
- 30-50 years old
-
- Women: 51.9%
- Men: 58.9%
- Total: 55.3%
- +50 years old
-
- Women: 8.5%
- Men: 9.6%
- Total: 9.0%
| Simplified age pyramid | Women | Men | Total |
|---|---|---|---|
| Less than 30 years old | Less than 30 years old Women39.6% |
Less than 30 years old Men31.5% |
Less than 30 years old Total35.7% |
| Between 30 and 50 years | Between 30 and 50 years Women51.9% |
Between 30 and 50 years Men58.9% |
Between 30 and 50 years Total55.3% |
| More than 50 years | More than 50 years Women8.5% |
More than 50 years Men9.6% |
More than 50 years Total9.0% |
Workforce and skills planning. Countries are responsible for making short- and medium-term forecasts. The communication and digital transformation sector is structurally a very dynamic job market, where experience is acquired through the diversity of projects, clients and sectors. Employees change agencies regularly, which is normal in this sector. Given this structural mobility, the challenge for Publicis Groupe’s HR/Talent teams is to carry out distinctive recruitment actions in parallel to attract the best talent, to use retention levers in order to offer employees a comprehensive and enriching career path within the Groupe.
The Groupe’s tools for this planning are Career settings, the HRIS (Human Resources Information System) allowing fairly detailed demographic analyses, by business line, level of experience, level of responsibility, and, Career Conversation on monitoring employees’ performance and perception of their operational roles and functions. With the Marcel platform and thanks to these tools, the personalization of career paths has improved in recent years on the basis of objective data. The contribution of external partners on local labor market developments is also used. Lastly, relations with academic institutions (high schools, schools and universities) and training organizations enable cooperation on current or future changes to the training courses of future professionals (see Section 4.1.2). All positions are subject to anticipatory work, as they evolve quite rapidly. Particular attention is paid to the Data and Tech business lines, in very high demand everywhere, and for which the Groupe has real advantages in appeal, in terms of freedom of innovation and cross-skills.
Changes in data over more than ten years are available on the Groupe website, CSR section, CSR Smart data.
The Groupe’s gender diversity at December 31, 2022
Diversity and equity are considered priority objectives. Since 2019, the Groupe has set itself the objective of 45% women among the Company’s key executives by 2025 with a checkpoint reached in 2022 at 42.5% (Groupe Management Committee and Country and Regional Executive Committee).
The demographic data tables illustrate a balanced population at Groupe level.
Multi-year data trends are available on the Groupe website, in the CSR section of the CSR Smart data page.
| Gender balance of Governance bodies as of December 31, 2022 | % Women |
|---|---|
| The Supervisory Board, chaired by Maurice Lévy, has seven women out of thirteen members, including two members representing employees, one woman and one man (see Section 3.1.1 of this document) | The Supervisory Board, chaired by Maurice Lévy, has seven women out of thirteen members, including two members representing employees, one woman and one man (see Section 3.1.1 of this document) % Women45% |
| The Management Board chaired by Arthur Sadoun has one woman and two men | The Management Boardchaired by Arthur Sadoun has one woman and two men % Women33% |
| The Directoire+ includes two women and two men | The Directoire+includes two women and two men % Women50% |
| The Management Committee chaired by Arthur Sadoun has nine women among twenty-two members | The Management Committeechaired by Arthur Sadoun has nine women among twenty-two members % Women43.5% |
| % of women amongst the Groupe’s key executives (objective 45% in 2025) | % of women amongst the Groupe’s key executives(objective 45% in 2025) % Women42.5% |
| Gender balance by Business Line: Senior Level | % Women 2021 | % Women 2022 |
|---|---|---|
| Consulting | Consulting % Women 202124.8% |
Consulting % Women 202229.8% |
| Client Management | Client Management % Women 202147.8% |
Client Management % Women 202253.7% |
| Creative & Content | Creative & Content % Women 202123.9% |
Creative & Content % Women 202227.3% |
| Data & Tech | Data & Tech % Women 202126.9% |
Data & Tech % Women 202224.8% |
| Engineering | Engineering % Women 20218.8% |
Engineering % Women 20228.8% |
| Support functions | Support functions % Women 202154.5% |
Support functions % Women 202255.8% |
| Management | Management % Women 202135.0% |
Management % Women 202237.5% |
| Healthcare | Healthcare % Women 202133.3% |
Healthcare % Women 202236.4% |
| Media | Media % Women 202147.6% |
Media % Women 202249.1% |
| Production | Production % Women 202132.8% |
Production % Women 202232.1% |
| Strategy | Strategy % Women 202142.3% |
Strategy % Women 202239.5% |