| Social and human rights matters & sections of the document [S1-4] | Groupe policies - supplemented by local policies [S1-1] | Action plans and areas of work [S1-4] | Objectives and targets [S1-5] |
|---|---|---|---|
|
Measures against violence and harassment in the workplace Sect. 4.3.4.1 Pillars of the Impact & Equity policy |
Measures against violence and harassment in the workplace Sect. 4.3.4.1 Pillars of the Impact & Equity policy Groupe policies - supplemented by local policies [S1-1]Groupe HR & Impact & Equity “Zero Tolerance” policies rejecting any form of discrimination, harassment or inappropriate behavior |
Measures against violence and harassment in the workplace Sect. 4.3.4.1 Pillars of the Impact & Equity policy Action plans and areas of work [S1-4]Regularly promote internal and external whistleblowing mechanisms, mandatory employee training, strengthen support systems in the event of domestic violence |
Measures against violence and harassment in the workplace Sect. 4.3.4.1 Pillars of the Impact & Equity policy Objectives and targets [S1-5]Ensure wide dissemination of whistleblowing mechanisms, including in small subsidiaries |
|
Diversity Sect. 4.3.3 HR Policy Sect. 4.3.4.1 Pillars of the Impact & Equity policy |
Diversity Sect. 4.3.3 HR Policy Sect. 4.3.4.1 Pillars of the Impact & Equity policy Groupe policies - supplemented by local policies [S1-1]Groupe HR & Impact & Equity policies, combating all forms of discrimination, and encouraging the plurality of profiles in the broadest sense, facilitating the representation of minority groups, at all levels |
Diversity Sect. 4.3.3 HR Policy Sect. 4.3.4.1 Pillars of the Impact & Equity policy Action plans and areas of work [S1-4]Mandatory employee training, specific actions with external partners, programs for certain under-represented categories |
Diversity Sect. 4.3.3 HR Policy Sect. 4.3.4.1 Pillars of the Impact & Equity policy Objectives and targets [S1-5]Increasing the diversity of profiles and skills at all levels in the Company |
|
Child labour Sect. 4.3.3 HR Policy |
Child labour Sect. 4.3.3 HR Policy Groupe policies - supplemented by local policies [S1-1]Groupe HR & Impact & Equity policies excluding the use of child labor in all its forms |
Child labour Sect. 4.3.3 HR Policy Action plans and areas of work [S1-4]Verification of the age of employees, support for organizations fighting against child labor |
Child labour Sect. 4.3.3 HR Policy Objectives and targets [S1-5]Maintain a high level of vigilance in the corporate culture |
|
Forced labour Sect. 4.3.3 HR Policy |
Forced labour Sect. 4.3.3 HR Policy Groupe policies - supplemented by local policies [S1-1]Groupe HR & Impact & Equity policies excluding the use of forced labor in all its forms and modern slavery |
Forced labour Sect. 4.3.3 HR Policy Action plans and areas of work [S1-4]Measures guaranteeing free consent to employment |
Forced labour Sect. 4.3.3 HR Policy Objectives and targets [S1-5]Maintain a high level of vigilance in the corporate culture |
Note on [ESRS 2 S1-4] on the main Groupe and/or local action plans are explained by major topic in connection with the HR and Impact & Equity policies, hence the multiple reporting of certain ESRS, in particular [S1-36, S1-38 (a) to (d), S1-40 (a) & (b), S1-4-43].
Point relating to employee personal data as part of the General Publicis Groupe HR Staff Privacy Notice. [S1-4-41] Publicis Groupe applies the following six personal data protection principles. Data is:
[S1-36, S1-38 (a) to (d), S1-40 (a) & (b), S1-4-43]
The Groupe’s Impact & Equity policy, part of the Janus Code of Conduct and Ethics, sets out the founding principles behind which local actions are aligned. This policy is regularly updated, and the implementation of action plans in the countries and agencies is the responsibility of local management, particularly the Talent/HR Departments and the teams dedicated to Impact & Equity projects. Locally, employees are involved in the actions implemented and progress is shared at least once a year. These policies are also shared with clients with whom we may conduct joint initiatives.
Equal opportunity is at the heart of the Groupe’s Top Management priorities. Each country has a specific legal framework determining the type of metrics that can be monitored. [S1-1-19] As part of the Groupe’s policy to combat discrimination and promote respect for each person’s uniqueness, the intention is to provide the same professional opportunities so that career development is based on individual merit. [S1-16-24 (b)]
The legal framework in each country determines the data that may be made public. Gender and age are the only two criteria authorized by French and European regulations and applicable throughout the Groupe. These metrics are part of the Company’s mandatory disclosure.
This “Zero Tolerance” principle remains intangible and universal. It is central to the Company’s vision of human rights and respect for everyone. It has always been applied to the fight against all forms of discrimination, whatever the grounds (gender, age, origin, sexual orientation, religion, etc.), and must be respected by everyone, employees and managers alike. This Zero Tolerance principle also applies to moral and sexual harassment and inappropriate conduct. It is stated as such in Janus, the Groupe’s Code of Conduct and Ethics, in the General HR Policy, and in the Impact & Equity Policy (all available at www.publicisgroupe.com). Examples from the countries are presented in the Groupe’s corporate website at https://www.publicisgroupe.com, CSR section.
[S1-1-24 (a) to (d), S1-1-AR 16, S1-3-32 (a) to (e)]
