CAPGEMINI_REGISTRATION_DOCUMENT_2017

OUR COMMITMENT TO SOCIAL RESPONSIBILITY

3.1 A renewed strategy: “Architects{of{Positive{Futures”

Business ethics The Group’s seven{core values and ethics are among Serge Kampf’s most precious legacy to the Group. Our longstanding commitment to these values has shaped the Group’s reputation in the market and are a major asset for our business performance. The Ethics{&{Compliance program was launched to sustain and enhance this commitment and, in so doing, to further strengthen our competitive advantage. The objectives of the program are to: develop a sustainable ethical culture, which reinforces X integrity and fosters ethical behavior; strengthen knowledge and awareness of laws and X regulations, as well as internal policies applicable across the Group; and implement initiatives aimed at reinforcing prevention and X avoiding ethics and compliance breaches. Code of Business Ethics The Code of Business Ethics encapsulates the Group’s ethical culture. It is available in fourteen{languages. It has the collective and individual support of the members of the Board of Directors, the Group Executive Committee and the Vice-President community. Last update was made in January{2016. All Group employees are required to commit to the seven core values and to the principles enshrined in the Code. In particular, employees are expected to: respect applicable laws and regulations; X apply health and safety rules in the workplace and contribute X to the creation of a safe, inclusive work environment; act responsibly in the marketplace, comply with applicable X competition laws and regulations and anti-corruption provisions, avoid conflicts of interest and insider trading, and provide accurate commercial and financial information; build open, trustworthy relationships with clients, suppliers X and business partners; maintain the security and integrity of all Group’s assets and of X all third parties with whom we work; minimize the impact of our activities on the environment and X foster social impact in the spaces in which we operate; and ban the use of forced labor and child labor in our activities. X At the end of{2017, more than 184,000{employees had taken the Code of Business Ethics e-learning module, which is available in nine languages. This represents close to 92% of the Group’s employees at year-end{2017. All new hires are expected to undertake to comply with the principles set out in the Code of Business Ethics and to complete the relevant e-learning module. Group Anti-Corruption Policy In{2011, the Group released a policy outlining its commitment to zero{tolerance for any form of corruption. It is available in{twelve languages. Ethics{&{Compliance program in{2017

At the end of{2017, more than 184,000{employees had followed the related e-learning module, available in six{languages. This represents approximately 92% of the Group’s employees at year-end{2017. Loi Sapin II: see chapter 2, Corporate Governance – Risk management and internal control for further information on legal risks management Group Competition Laws Policy In{2012, the Group released a policy to equip employees in identifying and avoiding situations that could violate competition laws. It is available in nine{languages. At the end of{2017, more than 175,000{employees had followed the related e-learning module, available in five{languages. This represents approximately 88% of the Group’s employees at year-end{2017. New employees are expected to undertake to comply with the principles set out in the Group Anti-Corruption Policy and in the Group Competition Laws Policy, and to complete the related e-learning modules. Raising Concern Procedure The Code of Business Ethics states that an employee faced with a question or issue involving ethics or compliance should discuss the matter{first with his/her local manager. If the issue is not solved by the manager, or if the employee is not comfortable discussing the matter with his/her manager, or if other procedures for dealing with individual grievances are not applicable, the employee may use the employee-dedicated Raising Concern Procedure (RCP). Through the RCP, employees may seek advice and guidance on appropriate action from the local{GC-ECO, or even directly from the CECO in Paris. Operating since late{2013, the RCP is applied on a case-by-case basis in the countries where the Group operates, in accordance with applicable legislation. Commitment to Human Rights Capgemini’s commitment to Human rights is deeply rooted in its values and culture since its creation in{1967. The Group has conducted its business on an ethical foundation, encouraging and enabling its employees and suppliers to operate within the same principled framework. As a responsible and ethical company, we comply with the Principles of the{1948{Universal Declaration of Human Rights and the fundamental conventions of the International Labour Organization (ILO) refusing the use of forced labor or child labor. This commitment is further embodied by the signature of the UN{Global Compact in{2004. Accordingly, we support and comply with the ten{principles in the areas of the environment, human rights, labor rights, and the fight against corruption. Our Ethics{&{Compliance principles and program, our CSR{strategy and all the Group’s policies (HR, Procurement…) reflect this commitment and provide guidance on their effective application in every aspect of our activity, in every country in which we operate.

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REGISTRATION DOCUMENT 2017 — CAPGEMINI