CONTENTS - Capgemini

22 ANNUAL
THE GROUP
Capgemini
Since 2004, Capgemini has gone beyond the European legislation
on Works Councils and opened up the IWC meetings to members
from non-European countries, including the United States and
India, creating a truly globally representative body. The IWC
meets twice a year for two-day working sessions.
At a local level, the company also supports dialogue with unions
or other employee representatives, within relevant bodies and
through the processes provided for in local legislation, regulations
and agreements.
Following the October 2006 announcement of the acquisition
of Kanbay, its workforce being mainly based in India, the IWC
was invited to hold its meeting in India. The meeting was a great
opportunity for the IWC to gain important first-hand experience
of both the country and of our Indian colleagues.
The accent was laid on cultural understanding, business culture,
code of ethics and work practices in the IT sector in addition to
the recruitment process, learning and personal development. IWC
members were given the chance to speak to people working on
various accounts. Our working conditions and salaries are in line
with those of the large Indian IT companies. Offices are huge,
open-plan spaces, divided into pods of two or four, which see a
great deal of activity in the afternoons, when Europe has only just
woken up. Our employees also have the chance to learn foreign
languages, including French, German and Dutch. There was
positive feedback from the IWC on the working conditions, the
professionalism and the friendliness of our Indian colleagues.
The IWC has a dedicated intranet site to give all Group employees
open access to IWC information. In France, an Information Dissemination
Agreement was signed, in 2002, to define the terms
and conditions for information to be issued to employees by the
unions, Health and Safety Committee and other employee representatives
via the Group’s intranet. Similar practices also exist in
other countries, such as Spain and the United Kingdom.
7.3.4 Remuneration policy
The Group’s remuneration policy is based on common principles,
applied in a decentralized way and tailored to local job market
conditions and regulations. The policy aims to:
attract and retain top talent;
reward performance with a remuneration model that is motivating
yet flexible;
be consistent with the Group’s financial and operational targets.
When local rules permit, employees can select the components of
their remuneration package from a predefined menu. This allows
employees additional flexibility and enables them to reconcile their
financial and personal situations in the best possible way.
REPORT 2006 Capgemini
Profit-sharing is provided to employees, pursuant to the local
regulations of the country concerned.
The Vice Presidents’ and Senior Executives’ compensation schemes
are overviewed and authorized at the Group level for both fixed
salaries and variable compensation schemes. Non Vice President
and Senior Executive compensation schemes are locally designed
and managed but with Group approval on the principles.
7.3.5 Stock options
Stock options are granted on a regular basis in line with corporate
governance recommendations. These grants are made
selectively, with the aim of rewarding employee loyalty, namely
for those who have made exceptional contributions to sales,
production, innovation or management or who have been
acknowledged for specific initiatives. Any employee in the
Group may be selected to receive stock options. They are an
exceptional reward and do not form part of the Group’s general
remuneration policy.
The Board of Directors granted a certain number of stock options
to 6,193 beneficiaries under the fifth plan (launched in May 2000
and closed in May 2005) and to 1,342 beneficiaries under the
sixth plan (launched in May 2005 and closing in July 2008). The
Management Report, presented at each shareholders’ Meeting of
Cap Gemini S.A., provides a detailed yearly breakdown of these
grants. Stock option grants to company directors formed only a
tiny percentage (less than 1.5%) of the aggregate stock options
allocated.
Detailed information regarding the stock options granted by Cap
Gemini S.A. to the first ten non-designated company employees
having been granted the highest number of options and the
number of options exercised by the ten non-designated company
employees having subscribed the highest number of shares
and, generally, any details regarding the plans are provided on
pages 129 and 139 of this reference document.
7.3.6 Diversity, equal opportunities and working conditions
In all countries of operation, the Group strictly complies with the
local labor legislation and international labor regulations.
Capgemini guarantees equal opportunities to all employees and
any form of discrimination is forbidden. The principles and
values of the Group are applied so that they expressly promote
diversity, integrity and work-life balance for its employees. The
aim is to encourage a respectful attitude and to banish any form
of harassment or exploitation from the workplace.
The goal of the company is to welcome individuals from diverse
backgrounds who are innovative, enthusiastic, open-minded and