Universal Registration Document 2023

The internal “Be You” survey conducted in 2023 helps to guide the work focuses, and the DEI team can rely on very dynamic affinity groups led by volunteers:

• Égalité was awarded a bronze medal by the Australian Workplace Equality Index for all its actions at Sydney World Pride, IDAHOBIT and Wear it Purple Day, and all the day to day actions and training in favor of the LGBTQ+ community;
• VivaWomen! launched the menopause policy in partnership with the Menopause Friendly organization, and organized several internal events. Their attention in 2023 focused on gender equality issues in terms of compensation. The VivaVoice series on Marcel continued with a steadily increasing audience;
• enABLE partnered with the Australian Network on Disability to fine‑tune the Disability Access & Inclusion action plan, and organized key moments during the year to draw everyone's attention and educate, such as Global Accessibility Awareness Month;
• embRACE Australia continued its actions around the Reconciliation Action Plan, a national program to raise awareness of the aboriginal culture, with innovative training at the Brisbane premises. In New Zealand, Matariki (Maori New Year, which marks the transition to winter) was celebrated, accompanied by sessions and workshops carried out with the Tupu Toa association, which promotes Maori and Pacific Islander culture;
• Écologique, sponsored by an executive of the agency, has begun actions to promote the protection of the environment and seeks to mobilize volunteers in the agency.

8) Inclusion of people with disabilities

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 workstations for 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 expansion of the affinity group enABLE in recent years in the United States, the United Kingdom, India and Australia 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 different 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 recruiting and retaining employees affected by visible or invisible disabilities (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 more than ten years at Publicis Sapient, between Canada and India, 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 be checked in order to ensure a pleasant experience for the end user. Some certified employees are authorized to carry out external audits to confirm whether or not the digital project corresponds to the required criteria. 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.

4.2.4.2 Attracting and recruiting talent with different profiles

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:

1. employment forums, many of which return to face‑to‑face sessions, depending on the country: Job Fairs or Careers Fairs enable several agencies to act as one, promoting a well‑rounded vision of the diversity of Groupe occupations, sometimes around entertaining approaches or challenges to be won together;
2. internships or work‑study programs: on‑the‑ground learning with actual business cases is still the best way of starting out with the Groupe. The vast majority of the Groupe’s agencies welcome several thousand interns per year, internships being a means to jumpstart access to employment;
3. “open house” or “discovery” days in agencies: organized with the support of local professional organizations, in the form of talks by agency professionals on the various lines of business;
4. teaching: some Groupe managers are involved in teaching in schools or universities or, alternatively, in associations and organizations that reach out to young people who have veered away from traditional educational paths;
5. sponsorship: several agencies have set up sponsorship policies to encourage employees to propose new recruits, an interesting approach in particular for expert lines of business.