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CAPGEMINI: PEOPLE, CORPORATE SOCIAL RESPONSIBILITY (CSR) AND BUSINESS ETHICS
3.2 People and Talent Management
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116
Registration Document 2016 — Capgemini
Proportion of women in executive positions by geography
12.6%
16.7%
16.1%
10.3%
12.7%
19.7%
22.9%
16.4%
20.6%
11.8%
0%
5%
10%
20%
15%
25%
North America
United Kingdom
& Ireland
Nordic
countries
Benelux
Germany &
Central Europe
France
Southern
Europe
Asia-Pacific
Latin America
India
Total 2016
Total 2015
Total 2014
14.9%
15.8% 15.5%
data adjustments made in Benelux and Nordic countries.
end of 2015 has been adjusted from 16.8% to 15.8% to reflect
evolution was positive on gender balance. The rate reported at the
India has driven an overall negative evolution. India excluded, the
The proportion of females in the executive grades in 2016
E&F ratio is currently below Group average, the volume impact of
proportion of E and F in India is positively evolving, as the India
decreased due to the workforce mix’s evolution, as while the
countries is higher than the overall proportion of women in the IT
market.
talent pool and engineering-trained graduates impacts heavily the
Group’s headcount in countries with a low female presence in the
Group’s workforce, across all grades. Continuing growth of the
The ratio remains lower than the total percentage of women in the
that the proportion of women working for Capgemini in these
overall women in workforce ratio. However, it is worth pointing out
talent pool and pipeline. To support these efforts, local
Units are required to identify and sustain a female management
leadership in the Vice-President community.
identified as top talents, thereby advancing female presence and
and increased exposure and visibility are provided to women
management training courses, mentoring by senior executives,
CEO-led reviews of the leadership teams to Business Unit level
talent reviews undertaken throughout the Group and ranging from
a clear picture of our female talent pool, provided by the strategic
percentage was slightly lower than in 2015 by 1.9 point. We have
reviews identifying top talents at all levels and grades. All Business
20% for the second year in a row, even though the 2016
to the role of “Vice-President” were female, a percentage above
At the end of 2016, 21.3% of employees who had been promoted
leadership and communication.
networks with action plans focused on recruitment, retention,
The Group’s largest countries have set up women’s councils and
through active inclusion
Capgemini UK, taking steps to advancing women
colleagues, highlighting our Family Friendly approach.
a wide range of tailored benefits and opportunities to our women
through recruitment and specific programs and through providing
focused on both increasing the share of women in our workforce
efforts to be leading in workplace gender equality. Our actions are
an inclusive environment. In that respect we are making ongoing
of diverse experiences and perspectives, supported and thriving in
Capgemini UK is committed to have a workforce that is made up
the pressures placed on personal and family life created by the
expectant mothers and their families. Capgemini also recognizes
attention to the pressures that having a family can have on our
with the needs of our employees in mind and pay specific
We recognize that our employment policies have to be designed
work, and beyond, is as exciting a time as it should be for our
offering as much support as possible to ensure that maternity at
our population of mothers at its centre, and we are committed to
employees. Our maternity policy has therefore been designed with
and fulfilling career with us, while at the same time enabling
objective is to ensure that our employees can have an amazing
parents and individuals to fulfill their caring responsibilities.
reason we’ve established a Work Life Harmony policy which
increasing demands of the modern working environment. For that
Capgemini UK has also set some ambitious new gender balance
targets:
to increase the proportion of women from 26.6% in 2013 to
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30% by 2020;
to increase the proportion of senior women from 16.9% in 2013
◗
to 20% by 2020; and
to ensure that 50% of our apprentice intake are female by 2025.
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