CAPGEMINI_REGISTRATION_DOCUMENT_2017

3

OUR COMMITMENT TO SOCIAL RESPONSIBILITY

3.2 People and work environment

Key achievements in{2017: implementation of a gender balance KPI on Group top X executives’{2017 variable compensation; women in Executive Leadership Teams progressed to 20% ( vs X 15% YE{2016); all service lines and major countries have implemented a X gender balance action plan; Breakdown of workforce by gender √: changes in 2015-2017 The coverage for the data below is 99.1% of the year-end headcount. The percentage of women in Capgemini's workforce continued to rise steadily, reaching 31.4% in{2017, an increase of 1,1{point over{2016 following a 1.9-point improvement over the last two{years. Women representation differs across the Group, depending on the type of activity (44.5% in Business services versus 24% in Infrastructure) and, to a lesser extent, on the country mix (above Group average in Asia-Pacific and Latin America but below 20% in Benelux).

dedicated management-level high-potential women implemented in most service lines and in Finance; EDGE certification achieved in several large countries and X regions since{2016: North America, France, UK, Brazil, India… talent programs for

Overall gender breakdown mirrors, for most part, the information technology sector, which tends to attract engineering graduates, predominantly male is most geographies. The business and geographical breakdown sheds light on the Group's gender balance. Female presence in the workforce is driven by three{types of business: Financial Services (33%); X Consulting Services (38.8%); and X Business Services (44.5%), displaying the highest percentages X of women. On hiring, the overall rate is 35.2% women (on 96.8% of the total population), an effort to be sustained to further improve gender balance. On retention, women’s voluntary attrition rate of 19.6% is aligned with male attrition rate overall. However, moving up in the pyramid, there is a clear progressive decline in female presence, requiring sustained action to increase the share of women, currently of 40% at early grades, falling to a 13% at senior management level.

71.2% 69.7% 68.6%

28.8% 30.3% 31.4%

Female

Male

december 2015

december 2016

december 2017

2017 voluntary attrition

2017 voluntary attrition

Women attrition

Men attrition

{

North America

17.1% 13.4% 22.7% 12.3% 22.2% 11.0% 21.9% 31.4% 15%

14.5% 14.3% 20.1% 12.7% 23.8% 17.1% 13.6% 22.5% 40.3%

United Kingdom & Ireland

Nordic countries

Benelux

Germany and Central Europe

France

Southern Europe

Asia-Pacific

Latin America

presence despite its recent expansion to other countries and sectors (notably Infrastructure services), where women’s presence in the workforce is much weaker. In addition to this, the percentage of women is increasing in some geographies like in India (+1.7{point, now at 32.5%) which significantly contributes to improve Group gender balance given India’s overall size of workforce, or Poland which displays a 56.3% of women in workforce.

On development, the Group has focused on fostering women in leadership, moving from a promotion rate of 18% in E{and F{grades at the top of the pyramid in{2015 towards a target of more than 20% in{2018. The increase in female workforce is partly due to strong growth in recent years of Business Services (Business Process Outsourcing), an activity where the proportion of female workforce can reach 50%, and traditionally attracts more female workers. BSv has managed to sustain this significant female

138

REGISTRATION DOCUMENT 2017 — CAPGEMINI