Our conviction is that there has never been a better time to leverage technology and human capabilities to tackle Environment, Social and Governance challenges.

Aligned entrepreneurs, with protection & respect for all

Watch our recent ESG Investor Webinar

ESG Investor Webinar

Watch Anne Lebel, Chief Human Resources Officer and other key Group executives presenting our Social priorities during an Investor Webinar held in December 2021.

Our Social priorities

Priority C | Relentlessly invest-in our talent through a unique experience developing tomorrow’s skills

Objective 04 |

Increase average learning hours per employee by 5% every year to ensure regular lifelong learning

As specialists recognized in their field of expertise, our employees are essential to our success. They work on the frontlines of business transformation, embodying our entrepreneurial culture and delivering leading-edge services. To achieve our ambitious growth objectives, we (1) attract and retain top talents in our industry, (2) invest in the development of our teams offering motivating individualized learning & skills development paths with appropriate guidance and day-to-day coaching, (3) provide a highly engaging ‘People Experience’, and (4) pay a fair compensation to all our employees.

  • Workforce planning

    Capgemini’s diverse workforce of 325,000 employees, in more than 50 countries representing more than 120 nationalities as of December 31, 2021, brings a wide array of expertise, profiles, and experiences. We attract and retain top talent in our industry offering diverse motivating projects and fulfilling opportunities with appropriate guidance, ongoing coaching on projects and industry experience.

  • People development

    We invest in skills development and growth of our teams, supported by individualized learning paths. We embed learning into our culture and our daily work, and we strive to ensure that Capgemini’s learning experience is unique and tailored. Capgemini has notably partnered with Degreed, a global leader in on-line learning, to launch its Digital Learning Platform “NEXT”. It provides all Capgemini learners access to 250,000+ courses and 3 million learning activities from 1,200 sources – including Coursera, Harvard and Pluralsight, empowering them to fully customize and optimize their own professional and personal learning journey. All development activities on Next are recognized internally, and many externally, with numerous external certifications available free of charge.

  • People engagement

    For the past few years, the Group has focused on providing a highly engaging “People Experience” structured by a holistic People Experience Framework that covers the candidate and employee experience end-to-end. Our goal is to provide a stimulating professional environment, in which employees are encouraged to share their point of view and are engaged in meaningful work. They are empowered to take ownership of their career development. The overall Employee Engagement score “Pulse”, measured on a 0 to 10 scale and the eNPS (employee Net Promoter Score) measured on a -100 to a +100 scale, are key indicator for Leadership to take action to improve employee experience across the Group.

  • Fair compensation

    At Capgemini, we believe that earning a decent wage is essential for all. We pay employees fairly at or mostly above local laws and supporting employees’ needs. We also develop a fair compensation plan to pay employees an appropriate amount according to their performance, experience, and job requirements.

Priority D | Enhance a diverse, inclusive and hybrid work environment

Objective 05 |

40% of women in our teams by 2025

Making our people feel welcome and working together seamlessly is critical to our long-term success. Therefore, we commit to (1) building a diverse and inclusive environment of aligned entrepreneurs, where every form of diverse talent thrives and brings the best value to our clients; (2) safeguarding the health, safety and wellbeing of our employees and sub-contractors; and (3) maintaining constructive employee dialogue and labor relations at all levels of the organization, both locally and globally.

  • Diverse and inclusive environment

    Diversity and Inclusion are essential to our Group identity. We foster collaboration of diverse and multi-cultural teams, promotes creativity and innovation, leading to an inclusive culture to the benefit of all. Our definition of diversity encompasses cultural identity, race/ethnicity, social origins, sexual orientation, ideologies, working methods, skills and experiences, gender identity, and disability. We value the differences & uniqueness of our people, and guarantee an open, inclusive, collaborative, and safe environment for their wellbeing.

    We continue to address the gender gap still present in our industry. We aim to ensure that female employees fully take part in both corporate life and decision-making processes at all levels on equal footing with their male counterparts and have made continuous and significant progress with respect to increasing the representation of women in our organization at all levels over the last few years.

    Over the next years, we will keep improving the pipeline of future women leaders at Capgemini. This involves increased hiring of women from entry to managerial levels, developing and retaining female talent by ensuring greater diversity in interview panels; the expansion of sponsoring and mentoring programs; the roll out and implementation of a flexible work policy (adjusted by geography and role); and our Diversity and Inclusion learning and development programs for managers and unconscious bias training.

  • Health, safety and wellbeing of our employees and sub-contractors

    be it in the workplace, working from client sites or from home, and while travelling. Information on health and safety is provided to all employees, regular training is promoted to keep people’s reactions sharp in case of incidents and to prepare them to handle emergency situations. Employees who have received first aid and emergency training are thus able to provide an adequate response in the event of an emergency. Support through third parties is offered for work-life balance, disability and rehabilitation, as well as during business travel.

    To successfully promote wellbeing, several stakeholders align their efforts, such as Learning & Development teams to promote training and e-learning that address topics such as work-life balance, and Corporate Real Estate Services to support colleagues with equipment to make working at home easier. We also engage with partners, such as insurers and healthcare providers, who run initiatives to enhance wellbeing and support in the event of grief, loss or stress.

    With the increase in remote working, as well as under normal conditions, we are committed to ensuring the right to disconnect and promote the importance of maintaining a good work-life balance to our employees. In March 2020, we published Group Guidelines for Working from Home focusing on preparedness, connectivity, security and interactions.

  • Constructive employee dialogue and labor relations

    At the Group level, the International Workers Council (IWC), which is involved in all major decisions and is a partner in the continuous transformation of our Group, is a powerful tool to move forward, while allowing safe and conflict-free change. Its mission is to put forward employees’ interests to management, and to be kept informed of action plans and projects made by management regarding their impact on employees. The employees are represented by country delegates and by a permanent standing body called IWC Bureau. The CEO attends the IWC Meeting at least once a year, and the Group Executive Board members are regularly invited to attend the meetings for open discussions with IWC members.

    Since 2016, two Directors representing the employees have been appointed to the Board of Directors of Capgemini SE, going beyond statutory requirements. One Board member was designated by the French unions and the second was elected by the IWC. In countries, unions, Work Councils and social representatives lead a continuous dialogue with Capgemini business leadership and HR, and labor agreements signed in cooperation with both parties contribute to a better, safer, healthier work environment for all employees.

Priority E | Support Digital Inclusion in our communities

Objective 06 |

5M beneficiaries supported by our digital inclusion program by 2030

Capgemini’s ambition is to take part in making the digital revolution an opportunity for all and to provide a bridge between technology and society. This strong connection has led to a deep sense of responsibility in terms of both the impacts of technology and the risks of being excluded from its opportunities in an increasingly connected world. Fostering the entrepreneurial spirit of our teams, we follow local initiatives with great interest; but as a Group, we want to streamline our efforts to increase positive impacts on our communities.

That’s why we are committed to being a leader in Digital Inclusion – because we believe technology should open doors to the future for all. Digital inclusion and equipping everyone with the skills they need for a digital world is also an opportunity for our industry – we need skilled talent, and we all have a responsibility to make careers in technology possible for everyone.

We drive impactful Digital Inclusion initiatives hand in hand with our ecosystem of NGOs, social innovation organizations and clients across 4 main streams: (1) Digital Literacy, (2) Digital Academy, (3) Tech4Positive Futures and (4) Advocacy & Thought Leadership, all of which are supported/enabled by employee engagement.

  • Through the Digital Literacy program,

    we provide access to digital devices to the most excluded, impart foundational digital skills to the digitally uninformed/untrained to help them take their first steps towards digital autonomy, and aim to raise digital awareness and inspire young people and women to pursue careers in tech. Since its inception in 2019, we have continued to work with local NGO partners to empower the most excluded and have supported almost 330,000 beneficiaries in less than two years. We will also promote the engagement of our employees in these initiatives because we know that they can be real catalysts for change on this journey to bring digitally excluded people out of their exclusion.

  • Our Digital Academies

    are centers of quality education. Since 2018, they deliver specialized learning on IT & ITES (Information Technology Enabled Services) courses where we are helping the most disadvantaged young people, enabling them to enter the new world of work. We operate a global network of 30 learning institutions across nine countries (France, India, Netherlands, UK, US, Germany, Spain, Morocco and Italy). We strongly believe that our graduates represent an alternative pool of diverse talent trained in top notch skills which are valuable in the market. We are confident of their potential and have made a commitment to hire at least 10% of our Digital Academy graduates each year, either as interns or on permanent contracts.

  • Tech4Positive Futures

    is an initiative, launched in 2019, leveraging innovative, technology-led, ecosystem-enabled solutions to solve some of the world’s key societal and environmental challenges. Capgemini is committed to providing its top talent and the financial resources required to bring these ideas to life and deliver social impact at scale. We delivered 79 Tech4Positive Futures solutions so far with hundreds of employees across 15 countries taking part in the global challenge and presenting impressive solutions to a range of problems: food insecurity & hunger in schools, digital exclusion, maternal mortality rates, carbon footprint from emails- to name a few. Each year, we will support the creation and development of these social innovation ideas, which will become reality.

  • Advocacy & Thought leadership

    is our fourth pillar of action, in which we join forces with other responsible actors (public, private, non-profit, educational institutions, etc.) to create and share knowledge and expertise with the common goal of reducing the digital divide. We have also joined the Business for Inclusive Growth alliance, which is a partnership between the OECD and a global CEO-led coalition of companies, including Accenture, Microsoft, Ricoh, Salesforce, and Schneider Electric. Our ambition is to work together on inequalities in income and opportunities with a key focus on the reduction of the digital divide.

Related Documents

Enhance a diverse, inclusive and hybrid work environment
Support Digital Inclusion in our communities