In accordance with CSRD requirements, this year the Groupe published the gender pay gap, which stands at 7% in favor of men for the 2025 financial year. The scope taken into account to calculate the difference is identical to that of the total remuneration ratio
This indicator measures the difference in average pay between women and men, expressed as a percentage of the average men’s pay. It is not a measure of pay equity on its own, as it reflects structural effects linked to the distribution of employees by business line, level of responsibility, seniority and country.
The gap is calculated based on the average gross hourly rate, based on the compensation actually paid and the contractual hours, in accordance with ESRS S1 requirements.
Their compensation includes a fixed portion, and may include a variable portion based on performance and the alignment of its interests with those of the Company and shareholders. This variable compensation is made up of annual variable compensation and long-term variable compensation in the form of performance shares and/or stock options.
The fixed compensation is determined by taking into account:
The level of fixed compensation is reviewed periodically (for example, every two years for senior executives and executive corporate officers) in order to regularly assess its relevance and competitiveness.
Social benefits reinforce social security provisions or well-being solutions when necessary. Benefits in kind may also be granted to certain Groupe employees, such as company cars.
The annual variable compensation is intended to represent a substantial, but not predominant, portion of the total annual compensation of certain employees and senior executives, if objectives set are achieved. It encourages overperformance, as they are rewarded when their objectives are exceeded.
The share-based compensation program is meant to incentivize on a long-term basis. It is subject to stringent performance conditions to develop loyalty and intended to engage the organization’s key talent over the long term and common interests with Publicis Groupe SA shareholders (see Section 6.6, Note 32 to the consolidated financial statements).
Publicis Groupe share awards to Groupe employees are pursuant to the provisions of articles L. 225-197-1 et seq. of the French Commercial Code and subject to an overall ceiling of 3% of the Company’s share capital, which also applies to stock options. Publicis Groupe share awards to executive corporate officers are subject to an overall sub-cap of 0.3% of the Company’s share capital. For information, this ceiling of 0.3% is a long way from being reached. The total number of shares granted before performance under the authorization granted by the General Shareholders’ Meeting of May 29, 2024 in its twenty-fourth resolution represents 0.31% of the share capital.
The Board of Directors reserves the right to grant stock options.
In this case, stock options would be subject to at least two performance conditions and measured over three years for executive corporate officers. The subscription or purchase price of the shares would not be lower than the average of the opening prices of Publicis Groupe shares on the regulated market of Euronext Paris over the 20 trading days preceding the date on which the options are granted, rounded down to the nearest euro, nor, for stock purchase options, the average purchase price of the Company’s treasury shares, rounded down to the nearest euro.
These awards are subject to an overall ceiling of 3% of the Company’s share capital (0.3% of the Company’s share capital for awards made to executive officers), which also applies to performance shares.
The Groupe has not granted any stock options since 2013.
