2) India
With nearly 22,000 employees in India, the Groupe has a significant presence there which makes it possible to deploy actions on a large scale.
Activities related to the Diversity, Equity & Inclusion program aim to sustainably change practices in terms of management, recruitment, appointment and promotion of women, and in favor of persons belonging to under-represented population Groupes. The objective is to change mentalities, practices, representations and internal culture, with a priority on women, who are few in number in the engineering and developer professions.
- The RISE (Redefine, Inspire, Strengthen, Elevate) program is dedicated to them, with a highly individualized approach to meet the challenges of each. It is based on internal sponsorship, which makes it possible to monitor the career of talented women over time, on mentoring to address specific topics related to professional life, and on training. One of these leadership training programs benefits around 300 women per year, and gives them access to committed managers involved in the program.
- The internal VivaWomen! network is active and helps to share experiences, highlight role models, meetings with inspiring women, and promotes public speaking at professional events.
- LGBTQI+ inclusion: this program affects all employees. Each new employee takes part in an awareness-raising session, and for each professional development, he or she will have another session on inclusion adapted to the challenges of his or her new functions. For managers, the Transformational Leadership Program (created in 2010) lasts one year and includes a day dedicated to the challenges faced by the LGBTQI+ community and the role that the Company can have in terms of inclusion. Activities are carried out with associations and communities (Solidarity Foundation or The Aravani Art Project), allowing total immersion for managers and facilitating changes in perception. Internal network activities of Égalité – Pride allow people concerned by LGBTQI+ issues to have a dedicated space to discuss personal situations, welcome experts and debate on these sensitive topics around gender identity, transformation and be in contact with this very supportive community. The Leading with Pride with Dwight Cook program has been in place for many years: it is based on mentoring from which employees have been able to benefit and managers have been mentors.
- The Rainbow Internship was set up to address the challenges faced by trans people. The objective is to better support them in a sometimes complicated journey and to provide them with support with the help of specialized organizations such as Perriferry or the TWEET Foundation.
- For people with disabilities, with the Disability Confidence program, various actions have been implemented. First, a proactive recruitment policy for the various departments, by training recruiters and giving them the tools to support these employees, the teams around them and the managers. The enABLE affinity Group organized internal conferences or round tables to discuss and experiment with disabled people to better understand the situation experienced by a person with a disability. Each year, the Accessibility Hackathon, led by the Chair of Publicis Sapient, aims to find new innovations and technologies that can help people with disabilities. The teams in India actively participate in the work of the Center of Excellence on Accessibility, aiming to make digital content truly e-accessible, and that this expertise is easily accessible in all countries.
- For caregiver employees and in particular the generation that must deal with the care of elderly parents or family complications while pursuing their professional objectives, the program makes it possible to help the employee concerned and provide them with support during the difficult period. The attention of co-workers is important, also for the Millennial and Z generations who are particularly stressed and anxious about their future, and who express it easily.
- The “HOWathon”, Created by the Technology teams, allows many teams to work together to find new solutions. In 2022, the theme was around diversity, accessibility and sustainability. The participating teams are coached by a woman, they are mentored by managers, and they present their innovations and creations to an internal jury bringing together Publicis Sapient executives.
- Finally, the Groupe has strengthened its approach to diversity with its local suppliers to support companies led by women, LGBTQI and people with disabilities, and active in the area of equal treatment.
