Universal Registration Document 2025

Secure employment

Sect. 4.3.2.4 Workforce & skills planning

Sect. 4.3.4.1 Pillars of the Impact & Equity policy

Sect. 4.3.5 Training and career development

Sect. 4.3.6 Health and well-being

• Groupe HR policy, governing the terms of the employment 

  relationship, confirming access to training for all employees, 

  both to deepen a specialization and to change professions 

  and activities

• The policy implemented under the Working With Cancer 

  program contains four points, including wage 

  and job protection for one year

• Access to training options to facilitate 

  professional development

• Proposed internal opportunities in the event 

  of reorganization

• Access for freelancers to vacant job opportunities

• Limit the use of freelancers

• Continuously improve training 

  programs, as well as those 

  relating to employee social 

  protection

Working time

Sect. 4.3.2.4 Workforce & skills planning

Sect. 4.3.6.5 Work-life balance

Groupe HR Policy, governing the terms of the employment relationship, including paid leave (or time in lieu), maternity or adoption leave, paternity/second parent and parental/family leave

Work Your World (WYW) program allowing employees to work for six weeks from the place/country of their choice (after approval by their manager)

• Increase the number of 

  employees benefiting from 

  the WYW program

• Facilitate internal mobility

Adequate wages

Sect. 4.3.8.1 Rewarding and sharing value

Groupe HR Policy including a definition of the adequate wage approved by the Compensation Committee of the Board of Directors in 2024

Annual local analysis

Ensure adequate wages for employees, especially low-wage employees

Social dialogue/information, consultation

and participation rights of workers

Sect. 4.2.7.3 Social Dialogue

Groupe HR policy promoting respect for social dialogue, the rights of employee representatives, and regular methods of dialogue adapted to each local context

• Inclusion of additional sustainability issues 

  in social dialogue

• Involving internal affinity groups in the 

  development of the Groupe’s flagship programs

Promote the co-construction of projects with employees on the life of the agency/country/region

Freedom of association and/or

collective bargaining

Sect. 4.3.3 HR Policy

Sect. 4.2.7.3 Social Dialogue

Groupe HR policy defining the points relating to human rights and fundamental freedoms, respect for freedom of expression and association, leaving the implementation and agreements to be defined with the management and local HR teams

Strengthening social dialogue around these topics related to human rights and fundamental freedoms

Mainstream sustainability issues into discussions

Work-life balance

Sect. 4.3.3 HR Policy

Sect. 4.3.4 Equity & Impact Policy

Sect. 4.3.6.5 Work-life balance

Groupe HR Policy, encouraging flexibility at work in various forms, taking paid leave, maternity or adoption leave, paternity/second parent leave and parental leave

• Facilitating flexibility at work, with a personalized 

  approach

• The Groupe’s Work Your World program 

  allowing employees to work for six weeks 

  from the place/country of their choice 

  (after approval by their manager)

Increase the number of employee beneficiaries

Health and safety

Sect. 4.3.6 Health and safety

Groupe occupational health and safety policy protecting all employees in terms of hygiene, health, safety and well-being at work

• Deployment of on-site or virtual actions, 

  enabling employees to take care of their 

  physical and mental health

• Local deployment of the Groupe’s Working 

  With Cancer plan

Increase the number of employee beneficiaries, and continuously improve local employee protection systems

Gender equality and equal pay for work of equal value

Sect. 4.3.3 HR Policy

Sect. 4.3.4 Equity & Impact Policy

Sect. 4.3.8.1 Compensation and equal pay

GroupeHR & Impact & Equity policies establishing equal pay for men and women for work of equal value, promoting equal opportunity in recruitment as well as gender balance in promotion and succession plans

Monitoring of gender pay with the Syndio tool, Groupe training programs including more women

• 46.5% women on the main 

  Executive Committees 

  (excl. United States)

• Use of Syndio on 100%

  of workforce by 2025

Training and skills development

Sect. 4.3.5 Skills and professional development

Groupe HR Policy for training and skills improvement (including the concepts of “upskilling” and “reskilling” facilitating mobility), and information on career opportunities
within the Groupe and its subsidiaries

Skills planning, access for all employees to
Marcel.ai and Marcel Classes, implementation
of a “Growth Dashboard" personalized
for each employee

Increase the number of
training hours per employee

The employment and inclusion of people
with disabilities

Sect. 4.3.4. Impact & Equity policy pillars

Groupe HR & Impact & Equity policy facilitating access to
the workplace for persons with disabilities, promoting
the integration of people with any kind of disability

Improving physical and digital accessibility
measures, continuing actions to better
understand all forms of invisible disability

Increase the percentage
of disabled employees
in subsidiaries