4,317 employees benefited from parental leave for the birth or adoption of their child in 2024 (65% women, 35% men) out of a total of 5,734 employees who took family-related leave. [S1-15-93 (b)] All employees are eligible for or entitled to this type of leave, depending on the legal context and, above all, on internal arrangements implemented by the agency that are often far more advantageous. [S1-15-93 (a)] As part of the global audit conducted in 2023 on health policies and programs/benefits (see Section 4.3.6.3), the average length of maternity leave is 14 weeks.
Agencies have strengthened their policies to support pregnancy periods and maternity leave (number of weeks of leave in countries with less favorable regulations) as well as from a managerial point of view, in order to enable mothers or first-time parents to better manage their return to work (with ad hoc meetings before, during and on return to work, flexible schedules). Particular provisions have also been put in place by the countries in the event of miscarriage. A number of initiatives have been taken to facilitate family life: some branches have set up a breastfeeding room or, on some large campuses, daycare. Social benefit programs (via Employee Assistance Programs or EAPs) include provisions for childcare and family support schemes for parents and co-parents to simplify their personal organization.
| 2023 | 2024 |
|---|---|
| 97% | 97% 2024 97% |
| Gender | 2023 | 2024 |
|---|---|---|
| Men | Men 2023 1.8% |
Men 2024 1.7% |
| Women | Women 2023 2.7% |
Women 2024 3.1% |
Since 2020, the country management teams have developed local systems that enable them to be in very regular contact with all the teams to better respond to their expectations, to encourage solidarity and mutual attention so as not to forget anyone, and thus to better detect any weak signals or warnings regarding employees who may be in difficulty.
At the Groupe level, four regional round tables (APAC; Europe, Africa & Middle-East; North America; South and Latin America) were held four times this year with, each time, the Chair and Chief Executive Officer, Mr. Arthur Sadoun, supported by members of the Executive Committee, the Management Committee and key local executives. Employees are invited to send all their questions in advance and to interact live during the sessions. In the United States, for example, these quarterly sessions were attended by around 10,000 employees each time.
[S1-2-27 (a) to (e)]
Publicis Groupe has always been committed to human rights and remains concerned about respect for fundamental freedoms, including freedom of conscience, freedom of expression, freedom of association and assembly, the right to respect and the protection of privacy. These values are included in the Janus Code of Conduct and Ethics and apply everywhere. Publicis Groupe has included in the Groupe’s Janus Code of Conduct and Ethics the Ten Principles of the United Nations Global Compact, as well as the Seven Women Empowerment Principles (UN WEPs).
Finally, listening to employees is carried out at the highest level of corporate governance with the Supervisory Board, which has two employee representatives (one man and one woman) from two French subsidiaries.
82% of employees had at least one individual interview (talent review, annual appraisal or performance review) in 2024, not counting Catch-ups or Wrap-Ups, shorter formats carried out during the year or following a completed project. This is an internal obligation and is part of the human resources management rules defined in the Janus Code of Conduct and Ethics. Career Conversations is the tool used in the Marcel platform, which has the advantage of being used throughout the year to keep pace with projects. Employees who have been with the Company for more than 3 months are eligible for assessment interviews.
This platform allows for more frequent meetings between employees and their managers, based on key objectives for Senior Management (KPIs), for all employees, to build a Growth Plan in order to achieve their ambitions, and to ask for 360° opinions. The Wrap up is a summary exercise on the past year and on the employee’s impact, and allows a forward view to the year to come.
