In the Groupe’s Janus Code of Conduct and Ethics, the general HR policy lists the fundamental principles with regard to all employees in terms of human resources and talent management, namely:
4.3.3.1 Viva la Différence! A purpose and an inclusive culture
- Respect for the values specific to Publicis is intangible, particularly in terms of respect for each individual, human rights and fundamental freedoms, and their skills and professional and personal potential. These values are based on the history of the Company and its founder, Marcel Bleustein Blanchet, and on the Groupe’s French roots in the philosophical principles around universalism. This means that each and every person must be respected for their uniqueness, whatever that may be and wherever they come from. This applies to everyone and everywhere. This is also what underlies the paramount place given to equity, equal opportunities and meritocracy in the Company. Lastly, the Groupe condemns all forms of forced labor, modern slavery and the use of child labor. [S1-1-19, S1-1-20 (a) & (b), S1-1-21, S1-1-22] During the internal round tables bringing together the Groupe’s employees in December, the motto at the heart of the Company and the Groupe’s strategy remained a common thread of the discussions. This motto embodies the Company’s purpose. It was formulated in 2023 as follows: "Embrace positive change with enthusiasm through Creativity & Technology for People and Businesses, reconciling immediate desirability with long-term impact. "
- Actual inclusiveness, supported by the Zero Tolerance principle against all forms of discrimination and harassment, in compliance with legal and regulatory requirements (Section 4.3.4) [S1-1-24 (a) to (d) French laws and European Directives require large listed companies such as Publicis Groupe to annually publish the progress on their gender equality objectives. The target of having 46% of women in the Groupe’s key roles by 2025, i.e. within the main country and region Executive Committees, was developed with internal stakeholders in 2019. This target has a significant impact, which is reflected in the increase in the number of women in senior roles in all business lines. [MDR-T-80, S1-5-46, S1-5-47 (c)]
- Easy access to professional training and personal development programs, so that everyone can develop their skills, consider new professional opportunities and access different experiences (Section 4.3.5). [S1-13-AR 17 (h)]
- Protection of physical and mental health, thanks to a Groupe prevention and awareness-raising policy and appropriate local actions (Section 4.3.6). [S1-14-86 & 87]
- Flexibility is at the heart of the work-life balance in all our business lines, in order to take account of the different stages of life (Section 4.3.6.5). [S1-15-91 & 92]
- Value sharing and the ability to easily express expectations through mechanisms available to all and clear compensation rules, valuing the contribution of each and every individual to the success of the Groupe’s activities with its clients (see Section 4.3.8). [S1-16-95]
- The opportunity to participate voluntarily in public interest causes and community initiatives by getting involved in pro bono campaigns, volunteering, charity work, etc. (see Section 4.3.9).
4.3.3.2 The whistleblowing system for employees [S1-3-32 (a) to (e)]
Accessible to all employees in all countries and all business lines, as well as to non-employees or freelancers, the whistleblowing system is mentioned in Groupe and local policies. It is regularly mentioned in local communications from CTOs and HR departments. The whistleblowing system is the subject of an annual communication from the Secretary General to all employees, who are reminded during the year by local HR teams that it is freely and publicly available on the Groupe’s website. This system is operational through access to the external platform https://publicis.whispli.com/lp/ethicsconcerns. All reports and their processing are monitored at each Audit and Financial Risks Committee of the Board of Directors.
Reported concerns are managed by the Secretary General and systematically followed up, with complete confidentiality and protection for whistleblowers. Alerts are handled by the Compliance Department, and depending on the subject, the Internal Audit Department may be involved, as may the HR Legal Department, under the supervision of the Secretary General. Investigations are carried out with the appropriate means depending on the subjects, and with strict confidentiality. [S1-3-32 (c)] Whistleblowers, and employee representatives who may support them, are protected by the confidentiality of discussions. Any form of retaliation against a whistleblower acting in good faith is strictly prohibited. [S1-3-33]
