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 and a first Disability agreement was signed in early 2023.
| 2023 | 2024 |
|---|---|
2023 0.42 % |
2024 0.45 % |
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 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.
[S1-36, S1-38 (a) to (d), S1-40 (a) & (b), S1-4-43]
Relations with academic institutions (high schools, schools and universities) and training organizations enable cooperation on current or future changes to the training courses of future professionals (see Section 4.1.8). All positions related to the Groupe’s key business lines are subject to anticipatory work, as they evolve quite rapidly. Particular attention is paid to the Data and Tech business lines, in very high demand everywhere, and for which the Groupe has real advantages in appeal, in terms of freedom of innovation and cross-skills.
Changes in data over several years are available on the Groupe website in the CSR section under “CSR Smart data.”
With Career Settings, the Human Resources information system deployed throughout the Groupe, the HR/Talent teams have a workforce management tool that provides a detailed analysis of needs in countries by business line, by agency and by type of project. This analysis makes it possible to anticipate:
In a decentralized company the size of Publicis, employees are constantly on the move, evolving to keep up with the pace of their activities, and meeting clients’ expectations as effectively as possible. Qualitative work is carried out on the basis of data and movements observed in Career Settings, making it possible to prepare the next generations of Groupe managers and executives, and to monitor the evolution of skills and expertise in order to help them acquire new ones, if necessary. The Marcel.ai platform, with the Marcel Classes section, which includes all training courses, is central to supporting employees. The Talent and HR teams guide employees in identifying the most appropriate career paths according to the personal and professional objectives to be achieved. Employees can also access vacancies on Marcel, with internal advertisements updated daily. [S1-1-AR 17 (f), S1-13-81]
Since 2021, a Groupe course called L’Avenue has been set up to mark the first 133 days of newcomers. It consists of several modules: face-to-face meetings with the Groupe’s managers, online training sessions, workshops and social events to build a sense of belonging to the Company.
2024 demonstrated the central role that the Marcel platform plays in supporting teams in terms of learning, by enriching the content and opportunities offered at Groupe level around the world. Marcel fulfills several roles, including an essential one for training, with Marcel Classes. Training serves all employees and the Company’s strategic plan.
