Universal Registration Document 2023

4. Corporate Social Responsibility Non-Financial Performance - AFR

  • For the 14th consecutive year, the Groupe’s proprietary program, the MCTP (MultiCultural Talent Partnership), took place over several days, offering a hybrid immersive experience, bringing together more than 700 participants, double when compared to 2022, in collaboration with more than 130 universities and schools.
  • The Once And For All Coalition, launched by Publicis, and now a sectoral approach to promote diversity of and in the media, in order to better contribute to their development and financial solidity (see Section 4.3.8.4). More than 35 of them are in this program, which now has 160 active participants in the media, agencies and clients. The latter increased their investments in these media by +50%.

This coalition is supported by the Inclusion Investment Fund managed by Publicis Media, which has made it possible to invest USD 25 million between 2022 and 2023 to help around thirty programs and content.

  • As for the Inclusive Product Council, in its 4th year, 45 members from diversity were asked to evaluate 200 projects, and thus gave direct feedback to more than 60 brands/clients, enabling them to improve their arguments and to have a more accurate resonance in relation to the audiences with which they want to interact. Since its creation, the teams have been able to see the relevance and operational value of this exercise.
  • Publicis Groupe is a member of the CEO Action for Diversity & Inclusion; through Leo Burnett, Publicis Groupe is a member of Free the Work, an independent platform aimed at facilitating working relationships between directors, photographers and creators from diverse backgrounds. The Groupe is also active in the ANA SeeHer alliance, which aims to change the representation of girls and women in the media and advertising.
  • The Groupe’s agencies participate in the ANA Educational Foundation Talent Partner Program for young people, forging links between companies and certain associations or institutions supporting young people, such as the National Black MBA Association or A Call to Men, taking action for a world without violence.
  • The Alliance for Inclusive Multicultural Marketing (AIMM), to welcome and support more interns from diverse backgrounds. The alumni network of the MAIP (Multicultural Advertising Intern Program), initiated by the American inter‑professional organization (4As, American Association of Advertising Agencies).
  • The Diversity Progress Council, created in 2020 to bring together people from outside the Groupe (clients, academics, etc.) and employees, including young talent, met in November 2022 to monitor the progress of the actions undertaken by the Groupe.
  • Each year, teams participate in several selected conferences such as Adcolor, which recognizes young talents from diversity, or the Black Enterprise Women of Power Summit, as well as Lesbian Who Tech, and Disability.IN, which promotes equality regardless of disability.
2) India

With nearly 24,000 employees in India, the Groupe has a significant presence, making 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 the promotion of women, and in favor of persons belonging to under‑represented population groups. The aim 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 one. It is based on internal sponsorship, which makes it possible to monitor the careers 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 VivaWomen! internal network is active and facilitates the sharing of experiences, the highlighting of role models, and meetings with inspiring women, and promotes public speaking at professional events.
  • LGBTQI+ Inclusion: this program concerns all employees. Each new employee takes part in an awareness‑raising session, and at each change of position, another session on inclusion adapted to the challenges of his or her new functions is provided. 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. The activities of the internal network Égalité – Pride enable people concerned by LGBTQI+ issues to have a dedicated space to discuss personal situations, welcome experts, debate sensitive topics surrounding gender identity and transformation, and connect 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 for employees, provided by managers as mentors.