Accelerating gender equality in the workplace and in the society

To meet our goals, we developed a global framework around four main levers:

• Showcasing more inspiring role models and reflecting our focus on improving gender balance in our recruitment processes and sourcing talent pool;
• Enabling women’s representation in managerial and leadership roles, through talent development programs, mentoring, and sponsorship;
• Supporting women representation in business, client-facing, and core tech roles;
• Promoting engagement and retention through more flexibility at work and parental support.

We also encourage girls, women, and people from underprivileged backgrounds and vulnerable minorities to pursue STEM (science, technology, engineering, and mathematics) studies and acquire digital skills.

Build inclusive futures for all by nurturing an inclusive culture

With 300,000+ team members in more than 50 countries, representing 160 nationalities, we are diverse by nature. Our definition of fair representation encompasses all personal attributes, including, among others, sex and gender identity, age, race/ethnicity or nationality, sexual orientation, ability status, social origin, cultural identity, faiths, working methods, skills, and experience, as stated in our Group Inclusion policy.

We strongly believe that every progress made towards inclusion benefit all and strengthen equal opportunities to thrive. To ensure that inclusion and equity are at the heart of our leadership vision and embedded in our ways of working we align ourselves with relevant charters, pledges, or affiliations, and benchmark ourselves against highest external standards, continuously improving our policies and practices.

We offer training programs from day 1 in the company to all employees and equip our leaders to manage diverse teams and translate our inclusion principles into their daily practices. We include Talent and Inclusion metrics in the global performance scheme of our Vice Presidents.

Lastly, we value the voice and direct contribution of our employees:

• We collect inclusion sentiment through Pulse, our employee experience survey, and other specific surveys;
• We have multiple employee networks, created and managed by groups of volunteers and supported by executive sponsors and allies. These networks are valuable grassroots initiatives and feedback channels that enrich our inclusion priorities. They also play a vital role in connecting us with the broader ecosystem and positioning Capgemini as an inclusive employer.