| Gender | 2023 | 2024 |
|---|---|---|
| Men | Men 2023 78.2% |
Men 2024 82.0% |
| Women | Women 2023 78.8% |
Women 2024 81.6% |
| Other | Other 2023 41.7% |
Other 2024 67.0% |
| Eligible employees (present for more than 3 months) | 2023 | 2024 |
|---|---|---|
| % of eligible employees who participated in performance reviews | % of eligible employees who participated in performance reviews 2023 88.0% |
% of eligible employees who participated in performance reviews 2024 92.6% |
For several years, the Groupe’s major agencies and certain countries have set up Next Generation Boards (NGBs), enabling young talent to be involved in the operation of the entity and in the consultation and decision-making processes. In the vast majority of cases, these young employees are selected to sit on this advisory Board for one year. Their work schedule is specific to each country context, but all are involved in both internal (culture, organization, etc.) and business (innovation, development, etc.) issues. These Next Gen Boards also make it possible to escalate the concerns of the teams to the Groupe’s Executive Management and are an interesting avenue for internal dialogue within agencies and within countries.
Social dialogue is included in the Janus Code of Conduct and Ethics. The aim is to foster staff/management exchanges and ensure freedom of expression for employees as a basic human right. With regard to the Groupe’s commitment to the UN Global Compact and its adherence to the International Labour Organization (ILO) Convention, the Groupe is committed to respecting freedom of association, freedom of expression as well as the right to collective bargaining in the countries where it operates. [S1-2-27 (d)]
In France, the notion of collective agreement (which does not exist in this form in the communications industry in other countries) is a cornerstone of labor law. Meetings with the Social and Environmental Committees (CSEs) of the various entities take place every month, and the Groupe Works Council meets once a year. Agreements negotiated and signed previously are still in force and regularly updated, including the agreement relating to healthcare costs, including the responsible contract and to which an optional supplementary scheme has been added, as well as the collective bargaining agreement relating to the welfare plan. Negotiations with the Publicis Groupe union coordinators in France took place on Quality of Life at Work in order to renew the teleworking agreements and the sustainable mobility package, for a period of three years. The new agreements include a lump-sum allowance for remote working to cover the various costs incurred, and a sustainable mobility allowance of €40 per month to help finance employees’ commuting via alternative and sustainable modes of transportation. The collective agreement on the right to disconnect has been continued. Its objective is to establish operating rules and methods of use of digital technologies in order to ensure the right to disconnect for everyone and to guarantee a balance between personal and professional life.
The main agreements signed in France are as follows: [S1-8-63 (b)]
