Publicis Sapient welcomes the opportunity to report our U.K. gender pay gap information in line with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Under this new U.K. legislation, employers with more than 250 employees are required to publish their gender pay gap in relation to their U.K. employees.
U.K. Gender Pay Gap Report
Publicis Sapient Statement
Today, Publicis Sapient in the U.K. commits to the following:
- Ban all-male candidate shortlists for hiring
- Have women comprise a minimum 39% of all-level hires
- A minimum 39% of leadership to comprise women by 2020 Gender Pay Gap Report
Embracing diversity is at the core of Publicis Sapient’s values and we are continuing to promote gender equality across all levels of our business. Not only is gender equality the right thing to pursue, we believe that inclusive and diverse teams deliver real impact for our clients.
The annual release of our gender pay gap report is a reminder that we still have some way to go and that we aren’t satisfied with our current representation gap. This is a welcome opportunity to create real lasting change in hiring, development and leadership. To accelerate our progress, we have appointed Nancy Rowe as Head of Inclusion and Diversity and Atul Mehta as Executive Sponsor of Inclusion and Diversity. We are establishing firm targets to close the gender pay gap and adjusting our working practices accordingly.
We believe our workforce should reflect our world, because that is where our clients and their customers live every day. Our utmost priority is to create a diverse and inclusive culture where all people can thrive.
Scott Criddle
Managing Director, U.K., Publicis Sapient
Our utmost priority is to create a diverse and inclusive culture where all people can thrive.
Understanding the gender pay gap
The gender pay gap legislation was introduced as part of the U.K. government’s strategy to address the imbalance of earnings between men and women.
The gender pay gap measures the difference in the average hourly pay rate for all men and women across the whole organisation. One of the main factors affecting the gender pay gap in any organisation is the number of men holding the most senior roles.
The gender pay gap is different from Equal Pay, which is defined as “the right for men and women to be paid the same when doing the same, or equivalent, work” (Equality Act, 2010).
The gender pay gap is the percentage difference between average hourly earnings for men and women, as required by the U.K. regulations. The results are based on two standardised calculations—the mean (average) and median (midpoint).
The mean gender pay gap shows the average hourly rate difference between men and women. The percentage result is affected by gender splits at different roles and levels.
The median gender pay gap is calculated using the midpoints between the lowest and highest income for men and women.
Our 2018 gender pay gap results
In the U.K., Publicis Sapient’s mean gender pay gap for 2018 is 27.4% and the median gender pay gap is 24.6%.
The following has been calculated using the government guideline calculations to determine our gender pay gap for 2018.
Publicis Groupe Statement
Talent is at the heart of everything we do at Publicis Groupe UK and we are committed in our ambition to being a company that provides equal, accessible opportunities for everyone.
I am proud that we have deployed a series of ambitious programmes across our UK agencies to help achieve a better balance of gender at senior levels. Although these are relatively new, we are already seeing progress in some areas. The simple truth is that we are on a journey, there will always be room for improvement and it’s essential we talk, review and redress how we are going to embrace a better and more transformative workplace.
Over the last year, we have welcomed more female leaders across Publicis Groupe UK; Jo Coombs (COO, Publicis Groupe UK), Anna Campbell (CGO, Publicis Groupe UK), Paula Cunnington (CTO, Publicis Groupe UK) and Emma de la Fosse (CCO, Digitas) who join our ever-growing pool of senior female talent including Sue Frogley (CEO, Publicis Media), Kate Stanners (Chairwoman and global CCO, Saatchi & Saatchi), Fura Johannesdottir (ECD, Publicis Sapient), Chaka Sobhani (CCO, Leo Burnett London), Larissa Vince (Managing Director, Saatchi & Saatchi London), Natalie Cummins (CEO, Zenith UK), Karen Martin (Managing Director, BBH) and Dani Bassill (CEO, Digitas).
Globally, our supervisory board is made up of equal numbers of women and men. Our Diversity & Inclusion initiatives, led by Anne-Gabrielle Heilbronner of the Directoire and Groupe Secretary General, are an everyday priority for Publicis Groupe and our agencies. These initiatives, including VivaWomen!, LGBT movement Égalité, and the Women’s Forum actively push diversity and inclusion across many platforms.
Annette King, CEO, Publicis Groupe UK
Our Latest
Publicis Sapient Announces Global Partnership With Google Cloud to Accelerate AI-Driven Business Transformation
Publicis Sapient will create a dedicated Google Business Unit to support enterprise demand for Google’s AI technology
Read more
Publicis Sapient Named a Leader in IDC MarketScape: Worldwide Data Modernization Services 2024 Vendor Assessment
The IDC MarketScape: Worldwide Data Modernization Services 2024 Vendor Assessment evaluated 27 vendors using both qualitative and quantitative criteria to assess each vendors’ product and service offerings, capabilities, strategies, and current and future market success factors.
Read more
Publicis Sapient Named a Leader in IDC MarketScape: Worldwide Professional Services for Retailers 2024 Vendor Assessment
The IDC MarketScape for Worldwide Professional Services for Retailers 2024 Vendor Assessment evaluated 9 vendors using both qualitative and quantitative criteria to assess each vendors’ product and service offerings, capabilities, strategies, and current and future market success factors.
Read more