HAVAS IS COMMITTED TO DOING MORE DOING BETTER At Havas, our people come first. We are committed to building a more diverse, inclusive, and just Havas —to provide a more meaningful work experience for all. This year, with the raised consciousness around systemic racism business networks in NA. The second tier of training courses in the US, and the low representation of diverse talent globally geared towards senior managers, team leaders and executives in the advertising industry, Havas committed to do more and do provides online courses, as well as two live sessions for better with the development of ambitious plans in North America additional learnings. and the UK that aim to build a more diverse, equitable, inclusive, and just Havas. In December, Havas launched a new management development programme in North America called Havas Emerge. Emerge is NORTH AMERICA a 9-month, 3-module learning and development programme designed to accelerate the early careers of Asian, Black, With its comprehensive Commit to Change plan, Havas North Hispanic, Indigenous, and other non-white ethnicities — with America outlined seven initiatives specific to our BIPOC the goal to increase representation in management roles across employees and how our business operates, as well as both long- Havas’ North American agencies. term and short-term plans aimed at improving our representation. UNITED KINGDOM The plan has comprehensive education and awareness for employees at all levels—with senior leaders participating in most sessions. Other areas of focus include providing more industry In October, Havas UK reaffirmed its commitment to diversity, access to those in career transitions, veterans, and high school equity and inclusion with the appointment of a new DE&I graduates; committing a significant percentage of internship executive committee and the launch of a new 10-point charter, opportunities to diverse talent; and focusing on leadership setting out the business’ commitments over the next five years. development and mentorship opportunities for BIPOC talent. The charter is a launching point to take tangible and concrete Havas has also begun to rethink and reengineer systems such as steps to create a genuinely diverse culture—a culture that recruiting and talent assessment. provides opportunity for all employees to succeed. Pledges include 25% Black, Asian & minority ethnic employees, with 10% Since publicly announcing the plan in July, Havas has already in senior management, by 2025. The charter also aims to extend made progress on many of the commitments, with more the UK government’s equal pay legislation to include ethnic programming and initiatives to launch at the end of the year and background as well as gender, ensuring that at Havas UK every start of 2021. In August, Havas launched its inaugural North person in the same role—with the same level of skills, experience, America Diversity, Equity, and Inclusion Advisory Committee. The competence and contribution to the business—is paid the same. nine-member committee comprised of senior leaders from the Media, Creative, and Health networks representing the Black, FRANCE Asian, Hispanic, and LGBTQ+ communities, will oversee NA DE&I strategy and initiatives that will drive impact and change in a Work is underway in France, with plans to align local DE&I cohesive approach across the region, as well as ensure that the initiatives across offices and create a united people strategy. Commit to Change actions are met. Through this process, France is driving initiatives and actions on Our approach to the Education & Awareness program is issues like gender equity, removing social barriers to employment, structured like an inverted pyramid—with more education creating space for the disabled community, and racial inclusion provided for senior leaders, because when leading teams and diversity. and organisations it is crucial to have inclusive leaders. With these actions, we want our employees to know that they are The first tier of courses—focused on managing bias and inclusion not just being listened to, but they are being heard. Our plan, like in the workplace—was successfully launched across all three all our DE&I plans, are works in progress because we know we can always do more and do better. TER DO MORE DOBETTER DOMORE DOBETTER DOMORE DOBETTER DOMORE DO BE 47 DARE!