Cap Gemini - Registration Document 2016

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

3.2 People and Talent Management

Proportion of women in executive positions by geography

25%

22.9%

20.6%

19.7%

20%

16.7%

16.4%

16.1%

15.8% 15.5%

14.9%

15%

12.7%

12.6%

11.8%

10.3%

10%

5%

0%

India

Nordic

France

Europe

Benelux

& Ireland

Southern

countries

Total 2015

Total 2014

Germany & Central Europe

Total 2016

Asia-Pacific

Latin America

North America

United Kingdom

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 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 the pressures placed on personal and family life created by the expectant mothers and their families. Capgemini also recognizes reason we’ve established a Work Life Harmony policy which increasing demands of the modern working environment. For that 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. Capgemini UK has also set some ambitious new gender balance targets: to increase the proportion of women from 26.6% in 2013 to ◗ 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. ◗

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 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 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 countries is higher than the overall proportion of women in the IT market. 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, leadership and communication. networks with action plans focused on recruitment, retention, The Group’s largest countries have set up women’s councils and

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Registration Document 2016 — Capgemini