Gender diversity enriches our creative solutions and enables a more balanced and inclusive environment.
At Capgemini, we believe the factors that make people different are a source of innovation and creativity – factors that enable us to generate new ideas, anticipate market trends, and be thought leaders in our chosen markets. It, therefore, makes business sense to create more gender-diverse teams across our organization, even as it serves to create a more equitable world.
To achieve real gender diversity across Capgemini, we are working through several local and global initiatives. And prioritizing more regular feedback sessions from our female employees to see what it is really like working in Capgemini on a daily basis, is part of that.
Here, we speak to some of Capgemini’s Business Services female leaders to discover their thoughts on leading in what traditionally is a male-dominated industry.
Caroline Schneider – Transformation Practice Head
I recently moved to a new role, where I am part of a team that is establishing a new practice focused on the Frictionless Enterprise. In my new role, I am responsible for setting up the transformation team. Prior to that, I was the order-to-cash (O2C) global process owner for Capgemini’s Business Services, where my focus was on designing innovative (O2C) frictionless solutions and operations for clients.
I never really have to think about what it’s like to work at Capgemini as a woman – which is probably a good thing. However, I learned that you have to take control of your own destiny pretty early on in my career. I have also been lucky to work for great leaders and mentors at Capgemini, who helped provide guidance, and created a positive environment for me. Before Capgemini, I definitely experienced what it’s like to be managed differently as a woman in business.
Most of the technology or external partners that I deal with – perhaps intentionally – have women working with me and my team on initiatives. It’s been a very even dynamic – very rarely is it an all-male team. Maybe this is because everyone works better when there is equality and diversity on both sides of a partnership, but generally working within Capgemini has been a positive experience for me.
Eloise Hebert – Executive Program Manager
I work for Capgemini’s Digital Customer Operations (DCO) practice, as a strategic partner and program advisor to the practice head, helping design go-to-market product strategies, and identifying and mitigating potential problems quickly, as part of our Frictionless Enterprise approach.
Working at Capgemini has been great so far for me. I joined Capgemini as a “baby” – as part of my master’s degree – and I was integrated into my team quickly. When I started here I felt really welcomed – there were always people around who would freely give me support and advice when I asked for it. This helped me settle into my role faster and enabled me to build strong relationships with several trusted mentors quickly.
Maybe my personality helped here – being the youngest in my family, I learnt to socialize quickly and ensure I am heard. As a result, I haven’t participated in programs such as Avancer at Capgemini because I am quite confident in the network I am building on my own and the people in it. All of this combined, means that I don’t feel that my career will ever be impacted by my gender at Capgemini. Maybe I am lucky, but I haven’t felt the need to join any of the programs used to promote woman at Capgemini just yet.
Elle Sanchez-Cardenas – Digital Transformation Manager
I focus on using technology to simplify business processes, reducing manual work within teams, and increasing efficiency to deliver frictionless operations. I currently hold two roles, the first is global product owner for our Digital Twin offer and Transformation Innovation Office (TIO), and the second is working with Unilever in Latin America.
I have a technology background, and working for Capgemini’s Business Services global business line has been quite refreshing, as we have a lot of women in the team – as opposed to my previous employer where I was often the only woman in the room. I am a big advocate in finding and developing female talent – and I enjoy working at Capgemini because of this.
Research suggests – and my experience has proved – that women are less drawn to technology roles and I am not sure why. My career in technology has given me a particular edge and unique understanding of how to transform business operations and process –something I feel many women (and men!) could benefit from. I think we need to embrace technology in our roles since it is a key enabler for our products and services. Therefore, it is increasingly important that every woman understands the basics of systems and data – no need to become a coder, just adjust focus and rebalance the gender ratio in technology.
Priya Ganesh – Senior Director
I work as a transformation leader within Capgemini’s Business Services. This means I collaborate with clients to ensure that our transformation program is aligned with their long-term business goals. I do this by ensuring the right Capgemini Group assets and frameworks are used to make the client’s transformation a reality.
I have worked for Capgemini for 12 years, and I have seen a conscious and palpable shift towards gender diversity represented within the company across the board. For example, in the past, we didn’t make a conscious effort to groom women for leadership roles due to a number of business or cultural factors at the time. However, now there is a lot more focus on grooming Capgemini’s women leaders of tomorrow than ever before.
Unfortunately, I know there are very few women working in top positions in the tech industry because they have not been groomed for these roles at the middle-management level. Across geographies, many tech companies are not preparing women for C-suite roles and they are unclear on how to elevate women to the next level in their careers. Unless companies give women the training they need to combine the business expertise they need, with the tech experience they already have – we will continue to see less women in leadership roles across the industry.
Carolina Gonzalez-Aces – Business Transformation Senior Manager
I work for the Digital Supply Chain practice within Capgemini’s Business Services – where I help our clients run their supply chains more efficiently. This involves shaping their future supply chain together, overcoming challenges, and aligning the roadmap needed to achieve their long-term goals.
I love the logistics and supply chain sector because it is exciting. I find the huge impact that supply chain operations have in our day-to-day life fascinating, and enjoy the environment, and economy around it – as well as the business performance aspects of it. I enjoy my job because it enables me to identify and implement solutions that revolutionize supply chain operations –driving real transformation and changing the game for any organization.
When I joined the supply chain management workforce, I was concerned about how the lack of female representation or female role models could impact my career. After all, supply chain management is a male-dominated field – especially in top rank positions. This leads to a lack of female role models within the industry who can inspire other women to enter the industry, grow within it, and successfully get into these top positions. However, I have never felt my gender has impacted my career either positively or negatively. Working within Capgemini means your hard work and talent are recognized – regardless of gender.
Felicia Jones – Senior Director, Digital Employee Operations Practice, Americas
I am a Senior Director leading the Digital Employee Operations Practice for the Americas. I help organizations move to digital, while focusing on improving HR operations and building their organization’s digital operations. I do this by implementing best-of-breed digital solutions within their organization to enable clients to operate similarly to other market leaders within their space – transforming them into digital-first HR organizations that improve their digital employee experience overall.
To do this I work with a lot of tech experts, and the majority of the people I work with here are men. However, I do think there are women out there who are interested in working in the tech industry. There needs to be a concerted effort – across the industry, not just in Capgemini – to go out and attract more women into tech-based roles.
However, things are slowly beginning to improve here. I can see that Capgemini is making great strides in promoting women and giving them opportunities. As an organization, Capgemini is very aware of current social issues and we are addressing this within the Group. This is great news for me – not only as a woman, but also as a black woman – to be part of an organization that recognizes something needs to change and then taking action to improve things for the better.
Florence Rolland – Intelligent Automation Offering and Business Developer
I have two hats in Capgemini. First, I handle the global business enablement and go-to-market operations around our Intelligent Process Automation (IPA) offering. This involves building clear, concise messaging, and structuring it around concrete AI-focused business cases that show our clients how we can automate their processes for them. My second role involves contributing to the business development of Capgemini’s Business Services Intelligent Automation practice for France where I work with our IPA clients.
During my time at Capgemini, I’ve noticed how Capgemini is pushing for more equality in the IT sector. This is demonstrated clearly by our annual promotion of the Women in AI awards. To me, this shows how Capgemini is striving to get more women into the IT sector, which has an impact on the entire industry – not just our own workforce.
However, I think there is also another way to get more women involved in the IT sector if they haven’t studied IT development. They can work as a bridge between business and IT and, through this, expand their knowledge and experience within the IT sector. This could get more women involved in the IT sector and might be a way of getting around the lack of women participating in IT courses at the university level.
Pooja Malhotra – Global Transition Leader
Together with my team, I ensure smooth transitions and transformations by handling our client-centric relationships with a personal touch, bringing more value to everything we do.
Working at Capgemini gives me the freedom to progress in my career, enabling me to expand my skillset, while also giving me the confidence to speak my mind fearlessly. This has enabled me to embrace change easily, and ensured I started growing within the company very quickly. In addition, my mentors within the company have helped me understand that failure is part of success. This has enabled me to continue to improve for the benefit of my teams, my clients, and myself, as I have never been intimidated by the unknown. In fact, I see this as my greatest strength. Finally, Capgemini provides me with a great work-life balance that has never forced me to choose between my family and my career.
Capgemini is making great strides in promoting women within its workforce. During my time here, I have seen management make a conscious effort to promote women into more senior and top-tier roles across the Group – ensuring that women across the company never have to limit their ambitions. This is why I feel immensely proud of working at Capgemini today.
Smitha Gopalaiah – Delivery Head for Intelligent Automation
My main role is to deliver automation to our clients and engagements – from opportunity identification to deploying bots and providing ongoing support and maintenance. By automating these processes, we create an augmented workforce that enables our colleagues to focus on more value-added activities.
There are a number of women in prominent leadership roles within Capgemini’s Business Services, and working at Capgemini has already given me an avenue to expand my role twice – despite being part of company for just two years. This is possible because the management team trusts in my expertise – they don’t worry about red tape. Your skills and hard work are rewarded, regardless of gender – which is why I love working at Capgemini.
My view is that if the IT industry wants to increase diversity, more effort needs to be made on both sides of the spectrum. While management teams need to provide platforms and forums to encourage female employees to familiarize themselves with IT processes, women also need to understand that the IT sector isn’t difficult to navigate and take the plunge. The gender gap in the IT sector is caused by a lack of interest rather than skills, and both sides can help bridge this by working together.
Parvathy Nair leads marketing and communications for Capgemini’s Business Services.