Building a Culture of Wellbeing and Purpose: An Inside Look at Havas’s CSR and Wellbeing Initiatives in Italy

BENEDETTA TUMATELLI -  People Wellbeing & CSR Manager at Havas Network Italy

Havas, a global leader in communication, prioritizes CSR through initiatives tailored to regional needs. Benedetta Tumatelli plays a crucial role in shaping the company’s welfare and CSR strategies. She integrates employee wellbeing, corporate social responsibility, and inclusive philanthropy, aligning with Havas's global guidelines while customizing strategies for the Italian team. Her focus on sustainability, employee happiness, and social impact reflects Havas's commitment to fostering a culture that values diverse perspectives and community engagement.

The Evolving Role of CSR and Wellbeing at Havas

The integration of wellbeing, diversity, and sustainability into corporate strategy is no longer a forward-looking trend—it’s a business imperative. Over the past decade, HR has evolved from a functional department to a strategic force that aligns employee care with long-term value creation. This shift is shaping new professional roles that connect people development with corporate responsibility, placing purpose at the heart of organizational culture.

Q: Benedetta, could you share more about your journey from HR to CSR and wellbeing, and your personal mission in this role?

Benedetta Tumatelli:

Starting from my university education, I have always firmly believed in the role of human resources and the impact of its potential within a company. One of the main objectives is the proper management of resources to ensure the sustainability of the business. When I carry out this task effectively and in alignment with corporate policies, the results are evident, tangible, and measurable. This is made possible precisely because of the knowledge I have acquired throughout my journey in HR, which is constantly evolving along with people's needs and the social context.

The actions implemented at Havas are the result of a long-standing journey; what has changed is their role today: no longer tactical but strategic. Initially, activities related to employee well-being aimed to create a sense of belonging. Over time, these activities have found a broader space, integrating seamlessly within the HR function and are now recognized as a strategic lever.

In nearly ten years, the HR team has followed this evolution by integrating various competencies such as Recruitment and Training, Performance Management and Career Paths, Payroll and Personnel Administration, and, of course, Welfare and Wellbeing. In this latter area, activities dedicated to diversity & inclusion, equity & equality, and environmental and social sustainability are no longer treated in a fragmented manner but are coordinated by a single function. This integrated approach allows us to give substance to the local and international guidelines of the Havas Network, committed to promoting best practices in CSR.

I feel extremely lucky to have had this opportunity. Our growth has been made possible thanks to the foresight of Governance: HR leaders and CEOs have believed in and invested in this approach. The involvement of the entire workforce remains essential, where active listening is crucial.

"What began as tactical has become strategic: wellbeing, diversity, and sustainability are no longer fragmented efforts, but integral to how we define human resources."

Employee Engagement and Empowerment

CSR initiatives are most effective when they bridge global objectives with local realities. In leading organizations, employees are not only participants—they become co-creators of impact. This approach fosters a stronger connection to purpose, where social responsibility is expressed through everyday action, internal alignment, and measurable outcomes.

Q: How has Havas structured its CSR initiatives to align with both global and local social responsibility goals?

Benedetta Tumatelli:

At a global level, the Corporate Social Responsibility (CSR) strategy is primarily structured around three macro areas:

1. Social Aspect: Focused on people and society.

2. Environmental Aspect: Dedicated to ecological sustainability.

3. Sustainable Communication: Aimed at promoting the values of meaningfulness.

   
   

These areas provide us with the opportunity to collaborate with international teams, regularly exchanging best practices and aligning initiatives across various countries. For several years, a sustainability report has also been prepared, detailing all the initiatives and the positive impact that the Network has at Global level, including measurements and improvement objectives.

Regarding global objectives, all activities proposed at the international level are also promoted locally, although each country has the autonomy to manage its own initiatives, adapting them to the referent market. At local level, for example, the action plan develops into specific themes: Women, Health & Inclusion, LGBTQA+, awareness-raising on decarbonization targets, and engaging people.

In general, to achieve these objectives, it is essential to maintain a constant commitment to promoting corporate values through initiatives and awareness activities throughout the year.

Diversity and Inclusion in Philanthropy

Corporate philanthropy is becoming more inclusive, emphasizing not only who is helped but also how initiatives are designed and experienced. Diversity and inclusion are no longer standalone programs—they are embedded into wellbeing strategies that support mental health, equity, and belonging. When organizations translate values into lived experiences, the result is a workplace culture built on empathy, care, and relevance.

Q: What are some standout initiatives you've introduced to support employee wellbeing and social impact?

Benedetta Tumatelli:

Throughout the year, we organize various activities based on specific "occasions." For example, the day dedicated to children usually takes place during a school closure that is not a day off at work, before Easter or Carnival. We collaborate with a non-profit organization that supports us in managing the activities and entertaining the children. Despite remote working being a valid solution for balancing family and work needs, the number of children involved is steadily increasing: in 2023, there were about thirty, while in 2024 we reached fifty.

This year, on the occasion of Health Day in April, we also organized a massage day with an expert therapist for those who wanted to receive advice on their health. Since most of us are "screen workers", issues related to joints or back pain often arise. Thus, we focus on both necessity and prevention.

Prevention, particularly for our female population, is also translated into agreements with multi-specialty centers at various locations, where our women can receive free breast health check-ups.

However, it is not only physical health that requires attention; it is essential to dedicate time to mental health as well. For this reason, for several years we have offered a psychological support service with open monthly appointments, allowing our employees to find support and learn how to face with daily difficulties that often remain invisible. The topics addressed are not only work-related but also personal and often linked to life changes. For example, new parents are given priority in scheduling appointments to ensure they have a space for discussion and support during such significant family changes and stress management at work.

We also need to ensure that our female colleagues feel supported in their professional journeys; therefore, International Women's Day and the Day Against Violence Towards Women are always two very important moments on our calendar. We place great emphasis on valuing women's skills and empowerment by offering mentorship or coaching programs. This year, for November 25th, we will have the pleasure of hosting an author who will present her book on forced marriages. A part of the proceeds from book sales will be donated to an organization that supports and protects women fleeing these terrible situations.

Throughout the year, we also work on environmental awareness. Since 2020, we have collaborated with 3Bee, an agritech company that has allowed us to adopt beehives, plant nectar-producing forests, and support environmental education projects in schools in Milan. Thanks to their support, even gifts and gadgets have gradually transformed into something useful and sustainable. We wrote a fairy tale imagined and illustrated by two colleagues who brought to life a beautiful project about bees and biodiversity and the importance of its protection. 

“It’s not only physical health that requires attention; it is essential to dedicate time to mental health as well.”

Annual Wellbeing and Happiness Goals

Employee engagement thrives when individuals feel heard, valued, and part of something meaningful. Companies that allow people to shape their own social contribution—through votes, initiatives, and peer-led projects—build a stronger sense of belonging and purpose. These approaches help translate corporate values into everyday decisions and community impact.

Q: Havas allows employees to engage with causes that resonate personally. How has this strategy influenced employee morale and engagement?

Benedetta Tumatelli:

Over the years, we have proposed various internal contests aimed at engaging people in CSR activities, not only during the participation phase but also in the definition of the projects themselves. Employees have been able to submit their environmental sustainability projects or proposals for associations and non-profits to support, as well as awareness campaigns.

For example, during Christmas 2023, we asked employees which charitable organizations they would like the company to support. The most voted organization then received our financial assistance. "La Speranza Onlus" from Cirò Marina in Calabria was chosen, where a relative of one of our colleagues volunteers their time to help young people with disabilities. The numerous thank-you messages we received from the young people we supported provided a sense of belonging and joy for participating in this initiative.

Another initiative that is about to be launched is the Charity Market within the agency. This virtual market aims to raise funds in support of the association with which we collaborate for corporate volunteering projects. This projects too was designed by colleagues years ago, before the Covid pandemic.

Challenges and Innovations in HR for CSR

As hybrid and remote work reshape how we connect, the challenge for HR and CSR professionals is to design inclusive, flexible, and engaging experiences. This new model requires not only logistics but creativity—blending digital and in-person formats, fostering informal connection, and ensuring CSR remains a shared endeavor, not a siloed program.

Q: Benedetta, with the shift towards remote work, what innovative solutions have you found for fostering team spirit and corporate social responsibility?

Benedetta Tumatelli:

Remote work has provided great opportunities in terms of flexibility and managing family responsibilities or personal needs; however, it has made participation in in-person activities more challenging.

During the year, we have moments of gathering in addition to the previously mentioned volunteering activities: internal "tournaments" (table tennis and table football), update aperitifs among different teams, and lunches where our CEOs take turns meeting with all agency employees. Meanwhile, awareness and information initiatives are primarily managed via webinars.

The goal is to engage people through topics that resonate with them in accessible and appealing ways, not just in person. The hybrid model (both in-person and remote) is what can ensure participation from the majority of the workforce.

The approach we are using is to diversify the topics so that everyone can choose according to their interests and preferred modes of engagement, allowing everyone to participate while incorporating everything into a sustainable calendar of scheduled appointments.

About the Author:

Born and raised in Varese, Italy, Benedetta Tumatelli holds a degree in Sociology and a Master of Science in Social Sciences from Università Cattolica del Sacro Cuore, with a thesis on volunteering and sustainable development. Since 2015, she has been with Havas - , where she now leads CSR and People Wellbeing for the Italian team. Her work bridges HR, sustainability, and community engagement, promoting a culture of purpose and care.

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