Universal Registration Document 2022

The Syndio tool is being rolled out in 2022 by the Groupe’s HR Operations Department in five countries, i.e. 60% of employees, with the aim of covering the entire Company. This tool makes it possible to cross-reference various diversity criteria and not only that of gender (age, ethnic origin when legally applicable, disability, etc.), to serve as a support for mandatory declarations and to support managers in their recruitment decisions and compensation, to guarantee equal pay:

• in the United Kingdom, nine entities with more than 250 employees published the comparative situation of the Gender Pay Gap Reporting (measuring the pay gap between men and women, not equal pay). Despite the efforts made, the data show that we must continue to make progress. The issue is monitored by the UK Executive Committee;
• in France, in accordance with legal obligations, 12 Publicis Groupe companies with more than 50 employees published their gender equality index on March 1, 2022. With an average of 90/100, at the level of France, objective remains to achieve 95/100 for all entities. The Executive Committee in France monitors this index on a monthly basis;
• in Australia, where the law also requires companies to report annually on gender equality, Groupe agencies have circulated reports on the actions put in place to improve the conditions for women in these organizations.

Almost all Groupe employees are professionals who have received long and qualifying initial training, and the compensation of men and women is well above so-called minimum-living wages in all countries. Publicis Groupe has always defended the principle of a decent wage and extends this concept to its suppliers.

All of the information pertaining to the compensation of Publicis Groupe senior executives is detailed in Section 3.2 of this document. The precise criteria are indicated for the different components of this compensation, including CSR.

The ratios between the level of compensation of the Executive corporate officers and the average employee compensation (pay ratio) are set out in Section 3.2.2.8 of this document.

Value sharing: Exceptional 2021 results, Inflation

In April 2022, 35,000 employees who had been with the Groupe for more than two years, and who had no variable compensation, received an additional week of salary for the exceptional results of 2021, and to recognize their loyalty to Publicis and their performance.

In November 2022, in view of inflationary surges, employees in the Groupe for one year and having no bonus, received an additional week of salary.

During 2022, 90% of the Groupe’s employees received a salary increase.

Employee profit-sharing: in France, the Groupe maintained the employee profit-sharing agreement (in force for three years), the Groupe has continued its economic performance-related employee profit-sharing policy, which is dependent on the Groupe’s annual organic growth in France. This is part of the Groupe’s long-standing commitments for its French employees in terms of employee savings, with many advantages for them in terms of availability of the sums deposited and in terms of tax.

Employee savings plan: in France, in addition to the Company Savings Plans (PEE) implemented in the majority of its companies in France, the Groupe rolled out a Groupe Collective Retirement Savings Plan (PERECO) in 2021, thanks to a quality social dialog with all trade union coordinators. The system is optional and applies to all employees in France. It allows the vesting throughout the employee professional career, of either lifetime annuity rights or the payment of a lump sum no earlier than the legal retirement age, except in the event of early release. This system is funded by one-off or scheduled voluntary payments as well as payments in connection with incentive and/or profit-sharing plans. The PERECO system set up at Groupe level in France benefits from an annual contribution of up to 200% of the voluntary payment made by the employee (contribution capped at 450 euros).

In addition, concerning the different pension schemes and other long-term benefits are presented in this document, Section 6.6, Note 22.

Publicis Groupe’s different stock option plans and free share plans are detailed in this document in Section 6.6, Note 31.

The participation of employees in share capital through a range of profit-sharing and incentive plans is explained in Section 8.3.6 of this document.