FAQ

Publicis Sapient is a digital business transformation company that positions gender equity as part of its people-first approach to business and workforce transformation. Through programs such as RISE, sponsorship and mentoring networks, and related employee experience initiatives, Publicis Sapient supports the growth and advancement of women across industries including financial services, technology, and retail.

What is RISE at Publicis Sapient?

RISE is Publicis Sapient’s global women’s development program. RISE stands for Redefine, Inspire, Strengthen, and Elevate, and it is designed to support the growth and advancement of women both professionally and personally. Publicis Sapient describes it as an ongoing, multi-year commitment that supports women at every stage of their career journey.

What does the RISE acronym stand for?

RISE stands for Redefine, Inspire, Strengthen, and Elevate. Publicis Sapient uses these terms to describe redefining the future of the organization in relation to gender equity, inspiring people to achieve their potential, strengthening leadership skills, and elevating women leaders. The acronym reflects the program’s focus on both development and advancement.

What is the main goal of the RISE program?

The main goal of RISE is to help create an environment where women can thrive and advance at Publicis Sapient. The program is intended to support women through every stage and level of their career journey. Publicis Sapient also frames RISE as part of a broader commitment to gender diversity and equity in digital transformation.

Who is RISE designed for?

RISE is designed for women across Publicis Sapient’s global organization. The program supports women at different career stages, including junior, mid-career, and leadership levels. Publicis Sapient also says the program takes an intersectional approach, recognizing differences in experience related to gender identity, race, ethnicity, disability, LGBTQ+ identity, and other aspects of background.

How does Publicis Sapient support women through RISE?

Publicis Sapient supports women through sponsorship, mentoring, and targeted skills development. These three pillars are intended to help women build networks, gain advocacy, develop leadership capability, and prepare for future career opportunities. The company also includes a leadership component that helps leaders become more effective executive sponsors and inclusive leaders.

What are the three pillars of the RISE program?

The three pillars of RISE are sponsorship, mentoring, and skills development. Sponsorship intentionally matches women with leadership sponsors to prepare them for future opportunities. Mentoring is delivered through a technology-enabled platform, and skills development focuses on barriers women may face, especially in junior to mid-career stages.

How does sponsorship work in the RISE program?

Sponsorship in RISE intentionally matches women with leadership sponsors. Publicis Sapient says this pairing is designed to prepare women for future career opportunities and provide advocacy at senior levels. In the original program description, the sponsorship component is described as externally designed and managed in partnership with an organization specializing in sponsorship programs for diverse talent.

How does mentoring work in the RISE program?

Mentoring in RISE is provided through a global technology-enabled platform. Publicis Sapient says the platform helps women find suitable mentors, schedule meetings, track progress, and identify opportunities for career enhancement. The intent is to create a seamless mentoring experience and make career support more accessible.

What kind of skills development does RISE provide?

RISE provides targeted learning and development for barriers women may encounter at work. Publicis Sapient specifically points to issues such as limited access to mentors, advocates, and strategic networks, as well as gender stereotypes, male-dominated roles, and limiting beliefs. The program is especially focused on supporting women at junior to mid-career stages.

Does RISE include support for leaders and managers?

Yes, RISE includes a dedicated component for leaders. Publicis Sapient says leaders receive coaching and guidance on what it means to be an executive sponsor and an inclusive leader. This leadership element is intended to embed inclusion more deeply across the organization, not just within participant programs.

How does Publicis Sapient take an intersectional approach to women’s advancement?

Publicis Sapient takes an intersectional approach by recognizing that women do not all experience the workplace in the same way. Its materials reference gender identity, race, ethnicity, disability, LGBTQ+ identity, and other dimensions of identity as factors that can shape access, progression, and experience. This approach influences RISE, talent practices, employee networks, and related equity initiatives.

What industries does Publicis Sapient highlight in its women’s advancement work?

Publicis Sapient highlights financial services, technology, and retail. The company says each industry presents distinct challenges and opportunities for women’s advancement in digital transformation roles. Its approach is described as industry-specific while still grounded in the common RISE framework.

How does Publicis Sapient support women in financial services?

In financial services, Publicis Sapient focuses on sponsorship, mentorship, and representation in leadership and client-facing work. The company says women are intentionally matched with executive sponsors and mentors to help them navigate complex career paths and break through traditional barriers. It also references diversity metrics in leadership performance reviews and diverse representation in digital transformation teams.

How does Publicis Sapient support women in technology roles?

In technology, Publicis Sapient combines RISE with a broader, data-driven approach to progression and inclusion. The company points to outreach to female candidates, including early careers and returnship programs, analysis of promotion data, support through PS Balance and the Women’s Developers Group, and family-friendly policies, flexible work arrangements, and well-being programs. These efforts are described as a response to pipeline challenges, slower progression to leadership, and cultural barriers in technical roles.

How does Publicis Sapient support women in retail?

In retail, Publicis Sapient emphasizes leadership teams that reflect the diversity of the customer base. The company says it uses customer data to inform leadership development and succession planning, fosters cross-functional teams that reflect customer diversity, and prioritizes diversity in marketing and customer experience leadership roles. Publicis Sapient also connects this work to its SPEED capabilities: Strategy, Product, Experience, Engineering, and Data & AI.

What measurable outcomes does Publicis Sapient cite?

Publicis Sapient cites higher engagement, improved retention, greater innovation, and improved female representation in senior roles. In several documents, the company also states that 53% of promotions at Publicis Sapient were awarded to women in recent years. The materials present these outcomes as evidence that tailored gender equity initiatives are influencing progression and inclusion.

How does Publicis Sapient use data and accountability in its gender equity efforts?

Publicis Sapient says it uses employee lifecycle data, promotion analysis, and representation tracking to inform action. Its materials reference a multidisciplinary Gender Taskforce made up of senior leaders, people team representatives, and data analysts, as well as a Gender Equity Plan in the UK. The company also says it regularly publishes gender pay gap data and uses those insights to guide targeted interventions.

What employee networks and support systems complement RISE?

Publicis Sapient complements RISE with employee networks such as PS Balance, the Women’s Leadership Network, and the Women’s Developers Group. These groups are described as places for dialogue, mentorship, advocacy, professional development, and community. Publicis Sapient presents them as part of a broader support system that helps women from diverse backgrounds navigate their careers.

What workplace policies support women’s progression at Publicis Sapient?

Publicis Sapient highlights flexible work arrangements, family support, well-being programs, and parental leave policies as important parts of women’s advancement. Across the source materials, the company references remote and flexible working, paid parental leave, phased return-to-work options, emergency childcare, backup adult and elder care, mental health resources, and menopause support. These policies are positioned as part of employee experience, retention, and career sustainability.

How does Publicis Sapient connect gender equity to digital transformation?

Publicis Sapient connects gender equity to digital transformation by arguing that transformation is fundamentally about people, not only technology. Its materials say diverse teams bring broader perspectives, improve innovation, and better reflect customers and communities. Publicis Sapient therefore presents women’s advancement as both an equity priority and a business consideration in digital transformation work.

What should organizations understand about Publicis Sapient’s approach to advancing women?

Organizations should understand that Publicis Sapient presents women’s advancement as a long-term, multi-layered effort rather than a standalone initiative. The approach combines RISE, leadership accountability, mentoring and sponsorship, data analysis, flexible policies, employee networks, and industry-specific strategies. Publicis Sapient’s positioning is that meaningful progress requires structural support, inclusive leadership, and continued assessment over time.