Viva la Difference! A purpose and an inclusive culture
- Viva la Difference is based on the Groupe’s historical values: cultivating talent, recognizing individual merit and offering equal opportunities to all, which are the legacy of founder Marcel Bleustein-Blanchet. They have been perpetuated throughout our history, because even if the world around us is changing, our commitment does not change. During internal round tables at end 2024, which brought together all Groupe employees in December, the motto at the heart of the Company and the Groupe’s strategy remained the common thread of the discussions; this motto is the Company’s purpose. In 2023, it was worded as follows: “Embrace positive change with enthusiasm through Creativity & Technology for People and Businesses, reconciling immediate desirability with long-term impact.”
- Inclusiveness, supported by the Zero Tolerance principle against all forms of discrimination and harassment, in compliance with legal and regulatory requirements. [S1-1-24 (a) to (d)]French laws and European directives require large listed companies such as Publicis Groupe to annually publish the progress on their gender equality objectives. The target of having 46% of women in the Groupe’s key roles by 2025, i.e. within the main country and region Executive Committees, was developed with internal stakeholders in 2019. This target has a significant impact, which is reflected in the increase in the number of women in senior roles in all business lines. [MDR-T-80, S1-5-46, S1-5-47 (c)]
- Easy access to professional training and personal development programs, so that everyone can develop their skills, consider new professional opportunities and access different experiences (Section 4.3.5). [S1-13-AR 17 (h)]
- Protection of physical and mental health, thanks to a Groupe prevention and awareness-raising policy and appropriate local actions (Section 4.3.6). [S1-14-86 & 87]
- Flexibility is at the heart of the work-life balance in all our business lines, in order to take account of the different stages of life (Section 4.3.6.5). [S1-15-91 & 92]
- Value sharing and the ability to easily express expectations through mechanisms available to all and clear compensation rules, valuing the contribution of each and every individual to the success of the Groupe’s activities with its clients (see Section 4.3.8). [S1-16-95]
- The opportunity to participate voluntarily in public interest causes and community initiatives by getting involved in pro bono campaigns, volunteering, charity work, etc. (see Section 4.3.11).
The whistleblowing system for employees [S1-3-32 (a) to (e)]
Accessible to all employees in all countries and all business lines, as well as to non-employees or freelancers , the whistleblowing system is mentioned in Groupe and local policies. It is regularly mentioned in local communications from CTOs and HR departments. An annual communication on the whistleblowing system is sent by the Secretary General to all employees, who are reminded during the year by local HR teams that it is freely and publicly available on the Groupe's website. It is operational through access to the external platform https://publicis.whispli.com/lp/ethicsconcerns. All whistleblowing alerts and their handling are notified to the Audit and Financial Risks Committee of the Board of Directors.
Reported concerns are managed by the Secretary General and systematically followed up, with complete confidentiality and protection for whistleblowers. Alerts are handled by the Compliance Department, and depending on the subject, the Internal Audit Department may be involved, as may the HR Legal Department, under the supervision of the Secretary General. Investigations are carried out with the appropriate means depending on the subjects, and with strict confidentiality. [S1-3-32 (c)] Whistleblowers, and employee representatives who may support them, are protected by the confidentiality of discussions. Any form of retaliation against a whistleblower acting in good faith is strictly prohibited. [S1-3-33]
