CAPGEMINI_REGISTRATION_DOCUMENT_2017

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OUR COMMITMENT TO SOCIAL RESPONSIBILITY

3.2 People and work environment

Breakdown of workforce by fixed working hours in{2015-2017

A study of fixed working hours in the Group showed a wide variation among regions. This study covered 98.1% of the workforce at year-end. France, representing 12.2% of the total workforce in the sample, has a 35-hour working week. Around 30% of our employees have a 40-hour working week, which is the collective timetable of most of the countries in which we operate (the % share of the 40{hours per week category is primarily decreasing due to the increase in headcount in India with its collective timetable of 45{hours per week). The 40-hour working week applies in Europe (excluding the United Kingdom, Finland and Denmark, where it is generally 37.5{hours) and North America. Guatemala and Morocco are on a 44-hour working week, Mexico is on a 48-hour working week and India is on a 45-hour working week.

54.4%

52.9%

52.5%

30.1%

29.1%

27.8%

13.2% 12.6% 12.2%

4.9% 4.6% 4.0%

0.3% 0.5% 0.8%

35h

36-39h

40h

41-47h

48h

2015

2016

2017

Contributing to employment opportunities 3.2.2 As the employer of nearly 200,000{people, and with over 52,000{recruits, Capgemini makes an important social and economic impact in many of the countries in which it operates. To reinforce access to employment for all, we take part in various educational and mentoring initiatives region, thus facilitating access to employment for young people across the world in the

in the UK, we recruited 45{apprentices onto our Degree X Apprenticeship and 12{apprentices through Arch who support students from low social economic backgrounds to reach their potential. We have over 320 individuals currently on an apprenticeship program, 280 of which are studying for a degree with Aston University. We have extended the apprenticeships available and now offer a level 4 program in Cybersecurity since November 2017. The first cohort of 23 graduates achieved outstanding results: 64% obtained a first-class degree (over double the on-campus average). In North America, we partner with a variety of federal, state X and provincial organizations to attract premier candidates and regularly hire veterans, providing them with the opportunity to start a successful career in IT.

growing Digital economy. As significant examples:

in India, we lead a “Train{&{Hire Program” through which we X identify technologies in demand, provide training on the same at our cost to candidate students, then hire them at the end of the training. We create fresh employment and value for society by training on skills in demand in the industry; in France, we focus on providing both training and X employment to the youth and promoting gender diversity in IT{educational programs by partnering with universities, engineering schools, social innovators, NGO’s… In{2017, we partnered with “Innov’{Avenir” to promote IT{technologies and careers among secondary school students for earlier awareness. We also partner with the national agency for employment ( Pôle{Emploi ) and regularly reskill and recruit middle-age individuals for a second chance employment. In{2017, one of the several reskilling programs focused specifically on women to show our commitment to gender balance also in this specific population segment;

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REGISTRATION DOCUMENT 2017 — CAPGEMINI