Cap Gemini - Registration Document 2016

3

CAPGEMINI: PEOPLE, CORPORATE SOCIAL RESPONSIBILITY (CSR) AND BUSINESS ETHICS

3.2 People and Talent Management

following table: to a greater extent, significantly impact the geographical distribution of Group employees. This development is summarized in the in 2015, an on-going strong organic growth, notably in Asia-Pacific, and the post-2009 economic crisis that affected continental Europe The data above on headcount as of December 31, 2016 encompasses the whole Group scope (coverage 100%). The IGATE acquisition

December 31, 2014

December 31, 2015

December 31, 2016

Headcount

% Headcount

% Headcount√

%

North America

9,874 8,766 4,145 8,547

6.9% 16,034 6.1% 8,656 2.9% 4,007 6.0% 8,307 7.4% 11,342 16.5% 23,882 5.2% 7,434 41.7% 91,584 7.5% 9,393 100% 180,639

8.9% 16,895 4.8% 9,025 2.2% 4,067 4.6% 8,037 6.3% 12,464 13.2% 24,504 4.1% 8,075 50.7% 101,422 5.2% 8,589

8.8% 4.7% 2.1% 4.2% 6.4%

United Kingdom & Ireland

Nordic countries

Benelux

Germany and Central Europe

10,596 23,637

France

12.7%

Southern Europe

7,446

4.2%

Asia-Pacific

59,854 10,778 143,643

52.5%

Latin America

4.4%

TOTAL

100%

193,077

100%

2014-2016 changes Breakdown of workforce by length of service:

kept growing by 5.4% in 2016. The ongoing difficult economic which increased by 62% in 2015 thanks to the IGATE acquisition 16% growth in the rest of the APAC region. North America region points thanks to an organic growth in India of 9.3% and an above 2016. America whose share dropped by 3 points between 2014 and situation in Brazil explains the headcount decrease in Latin result, the share of this region has grown further in 2016 by 1.8 100,000 employees in December 2016 to close at 101,422. As a present in India, kept growing and exceeded the bar of 2015, as a result of the IGATE acquisition which was primarily The share of the APAC region which increased by 9 points in headcount rising from slightly under 2,000 people in 2004 to more Moreover, India saw a very strong growth in recent years with its percentage-wise lower in 2016. the headcount remained very stable but its share is less than one percent, to up to 6% in South Europe. In France, Other European geographies experienced growth ranging from for the fourth year in a row, due to a difficult economic situation. The Benelux is the main region in Europe to see its headcount fall to slightly above 7,500 at year end 2016 in these two countries. and Romania, which went from less than 500 employees in 2004 development of the Business and Infrastructure Services in Poland Group workforce. Growth in Central Europe is notably due to the than 96,600 in 2016. The country represents now 50% of the total

31.6%

31.0%

27.6%

25.5%

25.0%

22.7%

17.8%

17.3%

16.8%

16.1%

13.5%

15.0%

14.0%

13.4%

12.8%

< 1 year

1-2 years

3-4 years

5-9 years 10 years and +

december 2014

december 2015

december 2016

consideration. the date of integration into Capgemini, which is taken into that it is the date of recruitment by the acquired company, and not the purpose of calculating length of service, it should be noted Benelux countries, 7.8 years in France, or 7.6 years in the UK. For Asia-Pacific (where lies the majority of recruitments) to 8.8 in the geographical area, ranging from 2.8 years in India, or 3.1 in stands at 4.6 years in 2016. This varies according to the over last 3 years. The average length of service in the Group of our headcount) is clearly due to this high level of recruitment percentage of employees with less than three years’ service (57% percentage of people of less than one year seniority. The high recruits in 2016 (above 53,700), explaining the growth in the growing number of recruits reaching a record high number of Group’s recruitment dynamics over the last five years, with a headcount. Changes for average length of service reflect the The coverage rate for the data above is 97% of year-end

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Registration Document 2016 — Capgemini