CAPGEMINI_REGISTRATION_DOCUMENT_2017

OUR COMMITMENT TO SOCIAL RESPONSIBILITY

3.2 People and work environment

Finally, the significant headcount growth in Consulting Services, traditionally recruiting in a more gender diverse talent pool, contributes to the Group’s gender balance with a 39% share for women in the workforce.

The countries where BSv is developing strongly bring in a significant proportion e of women into the Group. Poland and China both exceed the 55% mark for women in the workforce. Guatemala, in which BSv is also growing strongly, have 49% of women in the workforce. Conversely, the percentage of women is less than 25% in eleven{countries covering 12% (-10{points) of the workforce in scope, and notably Benelux and the USA.

Proportion of women in executive positions by geography

25

23.5%

3

20

19.3%

19.0%

18.7%

18.2%

15.8%

15.6%

15.5%

15.0%

14.9%

15

13.5%

12.9%

12.5%

10.8%

10

5

0

India

Nordic

France

Europe

Benelux

& Ireland

Southern

Countries

Total 2015

Total 2014

Germany & Central Europe

Total 2016

Total 2017

Asia-Pacific

Latin America

North America

United Kingdom

Women in executive positions The proportion of women in the executive grades in{2017 increased despite the workforce mix’s evolution. While the proportion of{E and{F in India has again positively evolved, as the India E&F ratio is currently below Group average, the volume impact of India is reducing the overall positive evolution. India excluded, the ratio would be at 16.4%. The ratio remains lower than the total percentage of women in the Group’s workforce, across all grades. Continued growth of the headcount in countries with a low percentage of women in the talent pool and engineering-trained graduates impacts heavily the overall women in workforce ratio. At the end of{2016, 21.3% of employees promoted to “Vice-President” were women, a percentage above 20% for the second{year in a row, even though the 2016{percentage was slightly lower than in{2015 by 1.9{point. Going forward, the promotion cycle will take place at mid-year and the next promotion cycle will happen in June 2018.

We have a clear picture of gender balance in the talent pool provided by the strategic talent reviews undertaken throughout the Group and ranging from CEO-led reviews of the leadership teams to Business Unit level reviews identifying top talents at all levels and grades. All Business Units are required to identify and sustain a gender balanced management talent pool and pipeline. To support these efforts, local management training courses, mentoring by senior executives, and increased exposure and visibility are provided to women identified as top talents, thereby advancing women’s presence in the Vice-President community. Outfront: the global LBGTQ+ and Allies 3.2.6.4 network For more than ten years now, North America has championed the Employee Resource Group (ERG) LGBTQA+ (Lesbian, Gay, Bisexual, Transgender, Queer, Allies, and others) employees at Capgemini, aiming at creating a safe and progressive space for the LGBTQA+ community and every employee who wishes openly to support and foster, either as an LGBTQ+ individual or as an ally, diversity and inclusion in the workplace.

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REGISTRATION DOCUMENT 2017 — CAPGEMINI