115 / 330
CAPGEMINI: PEOPLE, CORPORATE SOCIAL RESPONSIBILITY (CSR) AND BUSINESS ETHICS
3.2 People and Talent Management
3
115
Registration Document 2016 — Capgemini
2014-2016
Breakdown of workforce by gender √:changes in
headcount.
The coverage for the data below is 99.7% of the year-end
2015 following a 0.7 point improvement the year before. Women
steadily, reaching 30.3% in 2016, an increase of 0.8 point over
The percentage of women in the workforce continued to rise
17.9% in the Netherlands).
around 25% in France and the UK, 24.6% in the US, but only
and, to a lesser extent, on the country mix (30.8% in India versus
activity (43% in Business services versus 23% in Infrastructure)
representation differs across the Group, depending on the type of
december 2014
december 2015
december 2016
28.8%
29.5%
30.3%
71.2%
70.5%
69.7%
Female
Male
balance picture.
on the impact of our business and country mix on the gender
engineering graduates, predominantly male, but also sheds light
technology sector’s situation as a whole, which tends to attract
Overall gender breakdown reflects, for most part, the information
US, Canada, and India have launched several initiatives with
percentages of women. Regarding the split by country, France,
38.2%) and Business Services (BSv, 43%), displaying the highest
business: Financial Services (FS, 30.9%), Consulting Services (CC,
consequently, our attractiveness.
Women@Capgemini in order to improve the gender mix, and
Female presence in the workforce is driven by three types of
improve gender balance.
33.5% women, an effort to be sustained in order to further
Regarding recruitment, the Group reached an overall rate of
management level.
currently of 40% at early grades, falling down to a 13% at senior
requiring sustained action to increase the share of women,
pyramid, there is a clear progressive decline in female presence,
with male attrition rate overall. However, moving up in the
On retention, women’s voluntary attrition rate of 18.9% is aligned
2016 voluntary attrition
Women attrition
Men attrition
North America
15.4 %
11.8 %
United Kingdom & Ireland
15.9 %
14.9 %
Nordic countries
26.2 %
23.9 %
Benelux
13.3 %
15.1 %
Germany and Central Europe
23.0 %
24.0 %
France
9.2 %
12.4 %
Southern Europe
10.7 %
14.8 %
Asia-Pacific
21.0 %
21.4 %
Latin America
26.0 %
34.0 %
TOTAL
18.9 %
18.9 %
33.4% respectively.
shown real commitment with promotion rates of 51%, 34% and
2018. A few countries such as Poland, Spain and Italy have
grades at the top of the pyramid towards an objective of 25% in
leadership, moving from a promotion rate of 18% in E and F
On development, the Group has focused on fostering women in
activity where the proportion of female workforce can reach 50%, and
recent years of Business Services (business process outsourcing) an
The increase in female workforce is partly due to strong growth in
women’s presence in the workforce is much weaker.
to other countries and sectors (notably Infrastructure services), where
sustain this significant female presence in spite of its recent expansion
traditionally attracts more female workers. BSv has managed to
57.6% of women in workforce.
given India’s overall size of workforce, or Poland which displays a
which significantly contributes to improve Group gender balance
geographies like in India (+1.3 point, now above 30% at 30.8%)
In addition to this, the percentage of women is increasing in some
The countries where BSv is developing strongly bring in a fair
workforce.
Guatemala (+0.6 point), all of which exceed 47% of women in the
share of women into the Group: Poland, China (+0.4 point) and
notably Benelux and the USA.
countries covering 22% (-8 points) of the workforce in scope, and
Conversely, the percentage of women is less than 25% in thirteen
female in workforce.
pool, contributes to the Group’s gender balance with a 38%
Services, traditionally recruiting in a more gender diverse talent
Last but not least, the significant headcount growth in Consulting