Universal Registration Document 2022

Groupe Profile

    • additional protection taken out to cover Covid-19 is included in the social security coverage of employees (and their family members), and a specific offer was put in place to provide supplementary family insurance at an affordable price to help families cope with the upheaval created by the pandemic,
    • the Groupe has invested in a training program for volunteers to become Mental Wellbeing Ambassadors (35 for Publicis Sapient India) in order to provide assistance to employees facing difficulties related to mental health and to obtain basic assistance. Some have been trained and certified Mental Health First Aid at Work. 400 employees were helped in 2022,
    • the social welfare program continues to improve the coverage of specific healthcare costs due to an ad hoc Governance system, particularly for employees suffering from chronic diseases (diabetes, HIV, etc.), or those facing major surgery or treatments (cancer, fertility, etc.),
    • the family module continues to be the most popular module as it helps with work/life balance, offering access to child protection and childcare services, as well as services tailored to caring for elderly relatives,
    • due to the sedentary nature of the business, nutrition workshops are organized with professionals to answer any questions, including questions related to future maternity,
    • health support workshops are an opportunity to deal with other issues such as breast cancer screening or cardiovascular diseases, blood donations, eye tests and dental appointments,
    • Yoga and Zumba workshops are always successful,including virtual ones. Again in yet another unusual year, with a large amount of working from home, the management of the entities demonstrated their support by leading and/or participating in various workshops organized during Global Wellness Week, showing that the subject of well-being at work is serious and important,
    • all these actions approved and implemented by the management teams have a significant impact on the use by all employees of these resources. This encourages employees to take time for themselves. By leading by example, managers help to build an internal culture where mental health and well-being are recognized as key topics;
  • in France, the HR & Talent teams organized their priority action plans around needs clearly expressed by employees, including:
    • continuation of the Back to Basics campaign – in place since 2019 – relating to codes of good conduct at work, the areas of which are shared and displayed within the Groupe’s agencies,
    • the implementation of facilitated access to Sport –preferential rates, free admission, organization of team races – in many agencies for activities such as running or yoga,
    • the continuation of the “Les Bonnes Oreilles” service –bringing together employees specifically trained to listen to employees wishing to discuss and confide,
    • organizing agencies during Quality of Life at Work Week with workshops on self-hypnosis, self-massage, dietary advice and during Sustainable Development Week with daily relaxation therapy sessions offered to all,
    • activities to (re)create links between employees in the agencies: Mercredi culture at Marcel, Informés du vendredi at Prodigious, Re-connect seminar at Sapient, Chorale at the Bastille site, etc.
    • in many agencies, the regular distribution of seasonal fresh organic fruit and access to a vegetarian dish each day at the Company canteen,
    • the continuation of training and awareness-raising actions against all forms of harassment and sexist acts as part of the program WeCare@Publicis.

Similar approaches adapted to meet employee expectations exist throughout Europe.

  • in the United States, since 2020 the program has been ramped up to provide closer support to employees during these long months, with prevention and flexibility as the watchwords, in four main areas:
    • virtual access to doctors for everyone, free of charge.The Groupe has also set up a partnership with Catapult Virtual Checkup to set up an individualized prevention program from home, as well as the Teladoc program,
    • flexibility remains a key point in order to allow those in charge of family to organize their time, even to take time off to take care of their family (children and elderly parents),
    • free access to Covid-19 tests and vaccines,
    • management of mental health issues through the Employee Assistance Program, with a strengthening of medical solutions and personalized support.

The four pillars of the protection and prevention regime in the United States are as follows:

  1. Teladoc, the telemedicine service with free 24/7 year-round access to doctors for consultations from mobile phones or by video, whether the employee is at work, at home or on vacation;
  2. the Healthy Living Wellness Program set up and managed by Re:Sources US: it offers employees and their families health coverage and various services; everyone can benefit from personalized monitoring thanks to the Health Coaching, very popular because it has a strong immediate impact. The satisfaction rate is above 90%. The participants confirm the motivational impact of this online assistance which has sometimes changed their lives. This program makes a positive contribution to employee well-being;
  3. the Employee Assistance Program (EAP), which has been in place for some years now, offers employees online preventative physical and mental healthcare support that is individually-tailored and confidential. It can be used by employees and their close family members;
  4. Bright Horizons Back Up Care Program is a system that enables families to better address the challenges of finding a balance between their professional and personal lives, through care facilities (for children or elderly or sick parents) and home-help solutions, at very affordable prices, to cope with unexpected events. Since 2021, a preparation and coaching offer has been added to support parents and their children destabilized by the pandemic and for their future entry into University;
  • in South Africa, AIDS-HIV prevention and screeningsessions are also held every year, and during Wellness Days, workshops are open to all employees on the classic themes of well-being at work, with discovery sessions on meditation (mindfulness);
  • in Poland, with the Talent team, a joint program on healthand well-being at work has been strengthened over the last two years, with the intervention of professionals and external experts. The healthcare offer is accessible to employees and their families, in order to have easy access to healthcare professionals (covering dental, eye, nutrition and mental health). In terms of mental health, an ad hoc system was set up where employees can express themselves in Polish, Ukrainian or English. A sports program allowing teams that so wish to access sports, swimming, gymnastics, dance and fitness facilities, as well as rock-climbing and skiing;
  • in Australia and New Zealand the new EAP application(Employee Assistance Program) was rolled out providing free, 24/7 access to health professionals and psychologists providing mental health support. Doctors and specialists are also accessible to relatives of employees. Internal activities around the Mental Health & Wellbeing policy continued, in particular in terms of the training of volunteers as Mental Health First Aid which act as the first point of contact in the event of difficulties that an employee may face and that they can thus reinsure and support. 137 employees make up this precious internal cohort.