CONTENTS - Capgemini

committed to delivering a truly collaborative experience to our
clients and top-quality service. Capgemini promotes the principles
of diversity, in particular by:
selecting employees according to objective, job-related criteria;
continuously reviewing all internal policies and procedures in
order to make improvements and to encourage diversity;
identifying barriers or restrictions to diversity in order to take
the action required to remove them;
training and continuously educating the management;
communicating the spirit of the diversity policy to everyone
within the company;
setting up ways to measure and monitor diversity.
PROPORTION OF WOMEN IN TOP EXECUTIVE POSITIONS PER OPERATING UNIT
25
20
15
10
5
0
North America
17%
19%
United Kingdom and Ireland
16%
Nordic Countries
6%
Benelux
Germany and
Central Europe
Despite remaining stable from one year to the next, pronounced
evolutions in the proportion of women in top executive positions
have been recorded. The percentage of women promoted to top
management roles has reached the 23% mark and this figure
follows on the heels of the same statistics for society as a whole.
Furthermore, growth is mainly centered on India, where the
figures recorded for Capgemini are higher than those recorded
in the local employment market, in spite of this rate being lower
than our global average.
Across the Group, the focus on improving the diversity of workforce
has remained a priority. Some of the many diversity actions
in 2006 were:
10%
22%
France
The Group makes every effort to adapt to the different needs of
its staff and to provide a sound working environment for them,
an environment which is best suited to their lifestyles.
Group-level tracking is carried out, in compliance with the applicable
legislation, to assess and understand better the situation of
women within the Group such as the percentage of women in
recruitments, departures, promotions. In a number of countries,
and where allowed by the regulations, tracking is carried out of
specific populations such as different cultural groups, age groups
and people with disabilities. Diversity performance indicators
are also included in the HR audit run each year.
In terms of women’s representation at the highest levels of responsibility,
the situation was as follows as at 31 December 2006:
13%
Southern Europe
Asia-Pacific
16%
6%
India
Holding
8%
14.9%
Total 2006
In France, both Capgemini and Sogeti signed the Charte de la
Diversité dans l’Entreprise (French corporate diversity charter)
and actively participate in IMS Entreprendre pour la Cité, an
organization responsible for promoting the French charter to
help drive modern diversity in France. An agreement favoring
the employment of disabled people was also signed in 2006.
Capgemini and Sogeti also rolled out training programs, for the
recruitment teams and managers, on the importance of diversity
in recruitment. Working with Medef and Syntec, the Group
was involved in Nos quartiers ont des talents, which generated
an increase in the number of CVs received from young people
from the Paris suburbs. This was combined with initiatives to
bring greater awareness of opportunities in the IT business for
14.9%
Total 2005
15.5%
Total 2004
ANNUAL REPORT 2006 Capgemini
23