Cap Gemini - Registration Document 2016

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

3.2 People and Talent Management

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

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

70.5%

3

71.2%

69.7%

29.5%

30.3%

28.8%

Female

Male

december 2014

december 2015

december 2016

2016 voluntary attrition

Women attrition

Men attrition

North America

15.4 % 15.9 % 26.2 % 13.3 % 23.0 % 10.7 % 21.0 % 26.0 % 18.9 % 9.2 %

11.8 % 14.9 % 23.9 % 15.1 % 24.0 % 12.4 % 14.8 % 21.4 % 34.0 % 18.9 %

United Kingdom & Ireland

Nordic countries

Benelux

Germany and Central Europe

France

Southern Europe

Asia-Pacific

Latin America

TOTAL

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

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Registration Document 2016 — Capgemini