Professional equality

Equality between women and men has been part of Publicis Groupe cardinal values since its creation. Respect for everyone is a strong component of the company’s culture around the signature “Viva la Différence” which recognizes and values individual singularities as assets.

The Group is strongly committed to inclusion and diversity issues, resulting in corporate commitments as the signature of the 7 Women Empowerment Principles (WEPs) of UN Women, or the active participation to Unstereotype Alliance with UN Women, gathering around twenty global companies to fight against stereotypes in communication campaigns. Women-men equality must be tangible and requires constant vigilance; it must exist at all levels: from recruitment, through promotions and career development, to remunerations. Indicators show that there is still room for improvement.

In accordance with the provisions of the “Avenir professionnel” law of the 5th of September 2018, Publicis France agencies having at least 50 employees have established their index dedicated to profesional equality between women and men. The criterias included in the calculation of the index are:

  • The gender pay gap,
  • The gap in the rate of individual increases between women and men,
  • The gap in promotion rates between women and men (criteria merged with the previous one for companies counting 250 employees and less),
  • The percentage of employees having benefited from a raise after their maternity leave,
  • The number of employees of the under-represented gender among the 10 employees who got the highest salaries.

To calculate the company’s indexes, we called on an external firm that has collected all the data and ensured the accuracy and reliability of the results.

The grade obtained by Publicis Conseil in 2020 is 85/100.
Publicis Conseil : 85/100
Indicator 1 : 25/40
Indicator 2 : 20/20
Indicator 3 : 15/15
Indicator 4 : 15/15
Indicator 5 : 10/10
Indicator 1 : pay gap between women and men;
Indicator 2* : gap in the rate of individual salary increases between women and men;
Indicator 3* : gap in promotion rates between women and men;
Indicator 4 : percentage of employees who received a salary increase after returning from maternity leave;
Indicator 5 : number of employees of the under-represented gender in the 10 highest paid employees

  • In companies with less than 250 employees, indicators 2 and 3 are merged. Therefore, individual increases as well as those resulting from promotions should be taken into account.

The members of the Comex of Publicis Conseil have decided to follow the index evolution on a quarterly basis, and to reinforce the training of management teams in unconscious bias.

Beyond the strict annual photography of the indicators and the publication of the index for the companies concerned, the Group wants to pursue the amelioration of its actions in a social progress objective to strengthen the professional equality between women and men.

Publicis Groupe is convinced that professional and salary equality is a factor of collective enrichment and sustainable performance, and a major stake of social policy. Publicis Groupe wishes to sensibilise its employees and its supervising staff over other stakes, just as strong, aiming to strenghten the profesional equality between women and men: equilibrium between professional and personal life and fight against sexual harassment and sexist behaviours.

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