Universal Registration Document 2023

The Syndio tool has been rolled out by the Groupe’s HR Operations Department in several countries, i.e. 60% of employees, with the aim of covering the entire Company. This tool makes it possible, according to local regulations, 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, to support managers in their recruitment decisions and compensation and to guarantee equal pay:

• in the United Kingdom, eight entities with more than 250 employees publish the comparative situation of the Gender Pay Gap Reporting (measuring the pay gap between men and women, not equal pay). The data show an improvement in most agencies, although efforts to increase women's access to positions of responsibility must continue. 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, 2023. The average is 90/100 in terms of France, the 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. In 2023, a comparative analysis and definition of the living wage was carried out and presented to the Compensation Committee of the Supervisory Board. This definition will be used in 2024. Publicis Groupe has always defended the principle of a decent wage and extends this concept to its suppliers as part of its CSR assessments.

All of the information pertaining to the compensation of Publicis Groupe senior executives is detailed in Section 3.3 of this document. The precise criteria are indicated for the different components of this compensation, including CSR.

The equity ratio, namely the ratio between the level of compensation of the executive corporate officers and the average employee compensation are set out in Section 3.3.2.7 of this document.

4.2.8.2 Sharing value

During 2023, in view of the Groupe’s good performance and inflationary environment in several countries, 90% of the Groupe’s employees received a salary increase (in addition to exceptional bonuses paid in April and November 2022, each an additional week of salary, for those employees not paid variable compensation).

Employee profit‑sharing: in France, the Groupe maintained the employee profit‑sharing agreement (in force for three years until December 31, 2024), a policy of involving employees in economic performance in line with the Groupe's annual organic growth in France and worldwide. 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) covering all of its companies in France, the Groupe rolled out a Groupe Collective Retirement Savings Plan (PERECO) in 2021, thanks to a quality social dialogue 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 euro 400).