| Social and human rights matters & sections of the document [S1-4] | Groupe policies - supplemented by local policies [S1-1] | Action plans and areas of work [S1-4] | Objectives and targets [S1-5] |
|---|---|---|---|
Social and human rights matters & sections of the document [S1-4]Measures against violence and harassment in the workplace Sect. 4.3.4. Impact & Equity policy pillars |
Groupe policies - supplemented by local policies [S1-1]Groupe HR & Impact & Equity “Zero Tolerance” policies rejecting any form of discrimination, harassment or inappropriate behavior |
Action plans and areas of work [S1-4]Regularly promote internal and external |
Objectives and targets [S1-5]
Ensure wide dissemination |
Social and human rights matters & sections of the document [S1-4]Diversity Sect. 4.3.3 HR Policy Sect. 4.3.4. Impact & Equity policy pillars |
Groupe policies - supplemented by local policies [S1-1]Groupe HR & Impact & Equity policies, combating all forms of discrimination, and encouraging the plurality of profiles |
Action plans and areas of work [S1-4]Mandatory employee training, specific actions |
Objectives and targets [S1-5]
Increasing the diversity |
Social and human rights matters & sections of the document [S1-4]Child labor Sect. 4.3.3 HR Policy |
Groupe policies - supplemented by local policies [S1-1]Groupe HR & Impact & Equity policies excluding the use |
Action plans and areas of work [S1-4]Verification of the age of employees, support |
Objectives and targets [S1-5]
Maintain a high level |
Social and human rights matters & sections of the document [S1-4]Forced labor Sect. 4.3.3 HR Policy |
Groupe policies - supplemented by local policies [S1-1]Groupe HR & Impact & Equity policies excluding the use |
Action plans and areas of work [S1-4]Measures guaranteeing free consent |
Objectives and targets [S1-5]
Maintain a high level |
2025 checkpoint has been reached at 46.5% on a scope outside the United States. The evolution of the case law of the Supreme Court of the United States (June 2023), included in the terms of the Executive Order of January 2025, makes this criterion uncertain or even illegal.
Note on [ESRS 2 S1-4] on the main Groupe and/or local action plans are explained by major topic in connection with the HR and Impact & Equity policies, hence the multiple reporting of certain ESRS, in particular. [S1-36, S1-38 (a) to (d), S1-40 (a) & (b), S1-4-43]
As part of the Publicis Groupe HR Staff Privacy Notice policy [S1-4-41] Groupe applies the following six personal data protection principles. Data is:
The Groupe’s Impact & Social Equity policy, part of the Janus Code of Conduct and Ethics, sets out the founding principles behind which local actions are aligned. This policy is regularly updated, and the implementation of action plans in the countries and agencies is the responsibility of local management, particularly the Talents/HR Departments and the teams dedicated to Impact & Social Equity projects. Locally, employees are involved in the actions implemented and progress is shared annually. [S1-1-19]
As part of the Groupe’s policy to combat discrimination and promote respect for each person’s uniqueness, the intention is to provide the same professional opportunities so that career development is based on individual merit. [S1-16-24 (b)]
The legal framework in each country determines the data that may be made public. Gender and age are the only two criteria authorized by French and European regulations and applicable throughout the Groupe. These metrics are part of the Company’s mandatory disclosure.
These policies are also shared with clients with whom we may conduct joint initiatives.
