Agencies strengthened their partnership with the NGOs Diversity Council Australia, Diversity Works New Zealand, and Pride in Diversity, continuing to roll out important trainings around unconscious biases, inclusive leadership and cultural intelligence. The public holiday policy has been adapted accordingly with six days allowing everyone to act according to their choices.
A second DEI survey was conducted in 2022 to guide the efforts of the Publicis Belong roadmap. The DEI team has been strengthened with a new director to help with the deployment of actions; it also relies on the invaluable activity of the BRGs, led by volunteers:
While this inclusion remains a priority, the Groupe does not have a global indicator for legal reasons in various countries. Various levers are activated, such as the recognition of the uniqueness of people with disabilities in the workforce, the recruitment of people with disabilities, and support in terms of adapting or adapting the workstation of employees with invisible disabilities (more numerous). In recent years, a number of initiatives have been implemented in the agencies, including work on internal culture, the removal of taboos related to disability, the need to eliminate stereotypical and erroneous views, and a better understanding of individual situations. The creation of the BRG enABLE in recent years in the United States, the United Kingdom and India in particular, has also helped to remove taboos thanks to the testimonials of employees and their allies.
In the United Kingdom, in-depth work was carried out on updating the Disability policy, in order to include more broadly many forms of disability (physical or mental disability, long-term, chronic or autoimmune diseases, pathologies impairing physical and/or mental capacities). In France, the Disability mission, which has 22 Correspondents, worked more specifically on the recruitment and retention of employees affected by a visible or invisible disability (see the France section) and a first Disability agreement was signed in early 2023.
Digital accessibility or e-accessibility: the Groupe has always been keen to make its work and documents, particularly corporate publications, e-accessible. Access to digital technology is now a fundamental human right. For nearly ten years at Publicis Sapient, an expert team with W3C certified employees (among others) has been supporting projects for clients in order to anticipate, from the initial technological design, all the points of vigilance to check in order to ensure a pleasant experience for the end user. Some certified employees are authorized to carry out external audits to confirm whether the digital project corresponds to the required criteria or not. In recent years, internal training has been accelerated to ensure employees have the basic skills to master technical prerequisites, with fully dedicated teams such as at Razorfish.
The Groupe’s key jobs – Creation, Media, Data, Technology – are under strain in most countries. The Groupe’s agencies in all countries capitalize on several recruitment levers at the same time, as the challenge is to retain Groupe talent. The agility and potential gained through personal experiences are considered key, in order to create the most diverse teams. At the same time, forging close relationships with schools and universities is still an asset that agencies can leverage to keep students informed of the considerable changes in Groupe jobs, and these rely on:
