With more than half of employees working at home in 2022, particularly in North America and Asia, flexibility is at the heart of work organization. The Groupe wants the Company to remain the main place to work, because it is through spontaneous exchanges that a unique dynamic is created, where employees enjoy getting together and collaborating. A communication agency is above all a community of different individuals, with unique experiences and expertise, where each employee contributes to shared objectives. In addition to the general principle, each entity determines the specific conditions for implementing flexibility (based on the workload, the role in the team, the duration, the mission to be accomplished for the client, performance, etc.). The aim is for employees to be able to benefit from flexibility at different stages of their professional and personal life. Agencies have been implementing sabbatical leave for many years (eligibility conditions defined locally), thus enabling employees to take a break (from 3 to 12 months) while remaining with the Groupe.
Parental leave
3,255 employees benefited from parental leave for the birth or adoption of their child in 2022 (65% women, 35% men). All employees are eligible for this type of leave, depending on the legal context and, above all, on internal arrangements implemented by the Company that are often far more advantageous.
Agencies have strengthened their policies to support pregnancy periods and maternity leave (number of weeks of leave in countries with less favorable regulations) as well as from a managerial point of view, in order to enable mothers or first-time parents to better manage their return to work (with ad hoc meetings before, during and on return to work, flexible schedules). In the same mindset, particular provisions have been put in place in the event of miscarriage. Different initiatives are taken to facilitate family life: several large agencies (on all continents) have made breastfeeding rooms available and, on some main campuses, daycare is available too (e.g. Bangalore). Social benefit programs (via Employee Assistance Programs or EAPs) include provisions for childcare and family support schemes for parents and co-parents to make their personal organization more simple.
| Health & Safety | 2020 | 2021 | 2022 |
|---|---|---|---|
| Absenteeism rate (% of employees) | Absenteeism rate (% of employees) 2020 1.77 |
Absenteeism rate (% of employees) 2021 1.51 |
Absenteeism rate (% of employees) 20221.8 |
| Employees benefiting from health cover (%) | Employees benefiting from health cover (%) 2020 99 |
Employees benefiting from health cover (%) 2021 99 |
Employees benefiting from health cover (%) 202299 |
| Employees with access to local health prevention plans (%) | Employees with access to local health prevention plans (%) 2020 100 |
Employees with access to local health prevention plans (%) 2021 100 |
Employees with access to local health prevention plans (%) 2022100 |
| Workplace accidents (%)(1) | Workplace accidents (%) (1)2020 0.19 |
Workplace accidents (%) (1)2021 0.11 |
Workplace accidents (%) (1)20220.15 |
| Workplace accident frequency rate (%)(2) | Workplace accident frequency rate (%) (2)2020 0.99 |
Workplace accident frequency rate (%) (2)2021 0.60 |
Workplace accident frequency rate (%) (2)20220.86 |
| Workplace accident severity rate (%)(3) | Workplace accident severity rate (%) (3)2020 0.02 |
Workplace accident severity rate (%) (3)2021 0.01 |
Workplace accident severity rate (%) (3)20220.02 |
(1) Workplace accident rate: (Number of recordable workplace accidents/total workforce) x 100. 2022 coverage rate: 97.6%.
(2) Calculation of recordable workplace accident frequency rate:(Number of recordable workplace accidents/total number of hours worked) x1,000,000 (GRI403-9 standard) 2022 coverage rate:97.6%.
(3) Calculation of workplace accident severity rate: (Number of days of work lost x 1,000)/Number of hours worked (GRI 403-9 standard)2022 coverage rate: 97.6%.
100% of employees (permanent and temporary contracts) have access to various local health support services in the field of healthcare, whether internal or external services or third-party experts.
The pandemic situation led the Human Resources (HR) and Talent Departments to significantly strengthen the service catalog offered to employees with local partners which continued to improve their offers to adapt to the new needs expressed. Mental health and individualized support have become a central issue. The Groupe-wide global partnership with Thrive provides everyone with other support sessions on mental health and the prevention of the risks of overwork, and programs better adapted to specific issues. In 2022, the employee experience was not the same for all depending on the local health situation. Several programs are popular with employees, such as Thriving Mind, Thriving Performance, Thriving in the new normal accessible on Marcel. The Thrive Resets which are short 60-second formats, Meditative Stories or MicroSteps are very popular because they make it possible to change habits over time and break with certain routines.
A large majority of employees have experienced long periods of work from home, such as in the United States and Canada, where some employees have barely returned to the office at all for nearly two years. The premises remained open to host meetings where employees find it more comfortable to work.
