In 2025, a multi-year project was carried out in order to understand the subject more broadly: starting with employees with specific characteristics, to local HR policies, internal work tools, products made for clients, and the widest accessibility of all digital content. Various levers are activated, such as the recognition of the uniqueness of people with disabilities in the workforce, the recruitment of people with disabilities, and support in terms of supplying or adapting workstations for employees with invisible disabilities (more numerous). In recent years, a number of initiatives have been implemented in the agencies, including work on internal culture, the removal of taboos related to disability, the need to eliminate erroneous views, and a better understanding of individual situations. The expansion of the affinity group enABLE in recent years in the United States, the United Kingdom, India and Australia in particular, has also helped to remove taboos thanks to the testimonials of employees and their allies. Under the impetus of the Chief Impact Officer, the internal Groupe Impact & Equity Council has decided to put disability at the heart of the priorities for the next two to three years. [S1-1-17, S1-12-79, S1-2-28] In the United Kingdom, in-depth work was carried out on updating the Disability policy in order to include more broadly different forms of disability (physical or mental disability, long-term, chronic or autoimmune diseases, pathologies impairing physical and/or mental capacities). In France, the Disability mission, which has 22 correspondents, worked more specifically on recruiting and retaining employees affected by visible or invisible disabilities and a first Disability agreement was signed in early 2023. In the United States, the Groupe was recognized by Disability:IN, with a score of 100/100 on the Disability Index, and was named "Best Place to Work for Disability Inclusion".
| 2024 | 2025 |
|---|---|
2024 0.45% |
2025 0.46% |
This data is taken from the HRIS Career Settings. However, in some countries employees can voluntarily report their disability, in other countries this data cannot be collected; these data are therefore underestimated.
The Groupe has always been keen to make its work and documents, particularly corporate publications, e-accessible. Access to digital technology is a fundamental human right. For more than ten years at Publicis Sapient, between Canada and India, an expert team with W3C-certified employees (among others) has been supporting projects for clients in order to anticipate, from the initial technological design, all the points of vigilance to be checked in order to ensure a pleasant experience for the end user. Some certified employees are authorized to carry out external audits to confirm whether or not the digital project corresponds to the required criteria. In recent years, internal training has been accelerated to ensure employees have the basic skills to master technical prerequisites, with fully dedicated teams such as at Razorfish.
The training and career development policy is based on a central pillar that continuous learning, accessible to all thanks to Marcel.ai and Marcel Classes, and on a set of levers that are activated at a local and individual level.
In a decentralized company the size of Publicis, employees are constantly on the move, evolving to keep up with the pace of their activities, and meeting clients’ expectations as effectively as possible. Qualitative work is carried out on the basis of data and movements observed in Career Settings, making it possible to prepare the next generations of Groupe managers and executives, and to monitor the evolution of skills and expertise. Particular attention is paid to the Data and Tech business lines, in very high demand everywhere, and for which the Groupe has real advantages in appeal, in terms of freedom of innovation and cross-skills. The Marcel.ai platform, with the Marcel Classes section, which includes all training courses, is central to supporting employees. The Talent and HR teams guide employees in identifying the most appropriate career paths according to the personal and professional objectives to be achieved. Employees can also access vacancies on Marcel, with internal advertisements updated daily. [S1-1-AR 17 (f), S1-13-81]
Career Settings, the human resources information system, is a workforce management tool that provides a detailed analysis of needs in countries by business line, by agency and by type of project. This analysis makes it possible to anticipate:
