An introduction to Women@Capgemini
Adopted in 2012, Women@Capgemini is a global program supported by our Chairman and Group CEO Paul Hermelin to set the overarching guidelines around gender balance across the Group. Women@Capgemini encapsulates all initiatives across our business units around the world, allowing us to share best practices. Based on the fundamental principle of “equal opportunities, equal chances”, Women@Capgemini leverages all talents in the organisation to deliver innovative results to stakeholders including our team members, clients, partners and shareholders. One of the main goals is to globally change corporate mentalities through strong commitments and role modelling from Group leaders.
Why is Women@Capgemini important?
- It is a business imperative, as gender balance is proven to accelerate business;
- It brings innovation and value;
- It creates a more balanced and inclusive environment
- It fosters collaboration between our service lines and our geographies
- It improves our employees’ commitment
- It is key to attract and retain the right talents
Three Pillars for Women@Capgemini
- Open sourcing policy for new joiners towards more gender diverse environments
- Require both internal and external recruiters to source candidates of both genders for each profile
- Communicate on role models for/by women
- Ensure candidates are interviewed by at least one woman from the business
- Rule for maternity leave*
- No freeze of career path and of compensation raise
- When applicable, no refusal for promotion on grade when women are pregnant / on maternity leave (not for further extensions) into bonus eligible period
- Offer a development program for targeted high-potential women to help them reach leadership positions
- Ensure female candidates for Vice President promotion are identified locally
- Ensure at least one person from each gender in promotion panels to guarantee gender neutrality and include 20% women in panels
Our 2019 Plan for Women@Capgemini Australia and New Zealand
- Partner/Guest Speaker events: learning different approaches to empowering women within the organization
- Skills and coaching: opportunities to participate in developmental coaching and workshops.
- Community partnerships: build empowerment and engagement in our broader community by partnering with leading organisations.
- Thought leadership: engagement with local and global leaders of our organisation to share thought leadership and best practices
- Empowerment activities: a variety of extracurricular activities to extend empowerment beyond functional responsibilities