[S1-17-103 (a) to (c), S1-17-104 (a) & (b), S1-17-AR 106]
| ESRS metric | 2024 |
|---|---|
| Number of incidents of discrimination, including harassment, reported during the year 2024 [S1-17-103 (a)] | Number of incidents of discrimination, including harassment, reported during the year 2024 [S1-17-103 (a)]2024 126 |
| Number of complaints filed through channels for the Company’s own workforce to raise concerns [S1-17-103 (b)] | Number of complaints filed through channels for the Company’s own workforce to raise concerns [S1-17-103 (b)]2024 208 |
| Number of complaints lodged with the National Contact Points for the OECD Guidelines for Multinational Enterprises [S1-17-103 (b)] | Number of complaints lodged with the National Contact Points for the OECD Guidelines for Multinational Enterprises [S1-17-103 (b)]2024 0 |
| Amount of fines, penalties and compensation for damages resulting from the above-mentioned incidents and claims [S1-17-103 (c)] | Amount of fines, penalties and compensation for damages resulting from the above-mentioned incidents and claims [S1-17-103 (c)]2024 0 |
| ESRS metric | 2024 |
|---|---|
| Number of serious human rights incidents affecting employees [S1-17-104 (a)] | Number of serious human rights incidents affecting employees [S1-17-104 (a)]2024 0 |
| Number of serious human rights incidents for non-compliance with UN and OECD principles affecting employees [S1-17-104 (a)] | Number of serious human rights incidents for non-compliance with UN and OECD principles affecting employees [S1-17-104 (a)]2024 0 |
| Amount of fines, penalties and compensation resulting from serious human rights incidents [S1-17-104 (b)] | Amount of fines, penalties and compensation resulting from serious human rights incidents [S1-17-104 (b)]2024 0 |
| Serious human rights violations [S1-17-AR 106] | Serious human rights violations [S1-17-AR 106]2024 0 |
Payroll and personnel expenses stood at euro 9,224 million in 2024, including salaries, social contributions and freelance pay. Trends are shown in Note 5 to the consolidated financial statements for the 2024 financial year.
Compensation must respect the following three principles: 1) remain competitive and attractive locally and avoid disparities within the same market; 2) be in line with the Groupe’s practices, particularly in terms of gender equality and pay equity based on individual and collective performance in order to ensure fair and balanced compensation; 3) where appropriate, strengthen protective measures.
During the inflationary periods of 2022 and 2023, 90% of employees with at least two years of service with the Groupe received a wage increase.
All of the information pertaining to the compensation of Publicis Groupe senior executives is detailed in section 3.2 of this document. Specific criteria are set out for the various components of this compensation, including CSR.
With the entry into force of several directives, work on the definition of adequate wage has accelerated (also known as living wage). This work was managed by the Groupe HR Operations Department under the supervision of the Secretary General, with the help of an external firm and the use of the Wage Indicator database. In November 2024, the following definition was presented to the Compensation Committee of the Board: “Adequate wage, based on the base wage and supplemented by recurring indirect benefits and long-term recurring benefits such as health and welfare plans and supplementary pension plans, enable employees to purchase the goods and services necessary for them and their families to maintain a healthy and comfortable standard of living. They must cover their needs in terms of food, health, clothing, housing, education and transportation.”
In 2024, a study was conducted in four large countries representing 63% of the Company’s own workforce (United States, India, United Kingdom and France) for employees with a permanent contract and one year of seniority. It compared internal data from the HRIS tool, Career Settings, with data from the Wage Indicator database. The results showed that 99.8% have a wage above the threshold used; 0.2% have salaries below the threshold. These are positions with specific compensation structures because, in each case, the supplementary part (bonuses, allowances, etc.) guarantees compensation above the threshold used.
An action plan has been developed to further review the results with the countries and monitor this metric. [S1-10-69, S1-10-70]
An extension of the scope is planned for 2025. Publicis Groupe has always defended the principle of an adequate wage and will extend this concept to its suppliers as part of its 2025 CSR assessments.
The Groupe remains vigilant on gender equality issues and, in the event of disparities, it is up to the local management of the agencies to remedy them. The country-by-country “Job Grading” applied in the Career Settings HRIS tool facilitates a standardized description of roles and positions. This project is led by the Secretary General, coordinated by the HR Operations Department, with support from the teams in charge of compensation (Compensation & Benefits) and the country’s HR departments/CTOs. In 2023, it was decided to invest in an external tool based on a robust methodology (Syndio) which is deployed over a period of three years, to cover 100% of the Company’s own workforce in 2025. The Syndio PayEQ platform makes it possible to better identify challenges by position in order to resolve and prevent disparities in terms of compensation and opportunities in the agencies. This approach is the most relevant to the Groupe’s activities and organization.
