We’re breaking down barriers to a better future

Society demands an end to intolerance and discrimination. To make meaningful change happen, businesses must play a vital part in building a more inclusive world.

At Capgemini, we believe a workplace where everyone feels valued for who they are isn’t just a powerful moral responsibility — it’s also a source of competitive advantage. By having a diverse workforce that represents our society and fostering an inclusive culture, we’re building a place where our people can thrive.

That’s why we’re working with global and local organizations and our own employees to ensure we create equal opportunities for all, address bias in the workplace, and equip all our managers with the skills to be truly inclusive leaders. From inclusion surveys and unconscious bias trainings to internal employee resource groups and engagement initiatives, we seek to understand the needs and hear the voices of all our people.

“It is with great pride that I am able to say Diversity and Inclusion are in our culture and DNA.” Aiman Ezzat, Chief Executive Officer of Capgemini

How we are building an inclusive environment

Accelerating gender equality in tech

Women are key to shaping the future of the digital economy, whether in technology, business, or client-facing roles. To support the development of women at all levels of our organization, Capgemini has launched an ambitious program focused on improving female representation in recruiting, providing mentoring opportunities, and supporting women at key moments in their professional and personal lives. We have committed to having women make up 40% of our workforce by the end of 2025, with 30% female representation on our executive leadership teams. Right now, 30% of vice president-level promotions and new hires are women.

Tackling racism at all levels

As a founding member of the World Economic Forum’s Partnering for Racial Justice in Business initiative, we are committed to building an equitable environment for professionals from under-represented minorities and eradicating racism in the workplace. For example, in the UK, we have signed the Race at Work Charter from Business in the Community, an organization dedicated to responsible business.  We have also implemented concrete measures to tackle the barriers faced by ethnic minorities in hiring and career development. In the US, Capgemini has created the Inclusion Leadership Advisory Council to promote the representation and advancement of black, Hispanic, and Asian employees globally.

Improving the integration of people with disabilities and neurodivergences

Capgemini is part of Valuable 500, a global network of CEOs committed to the inclusion of individualswith physical or mental impairments. This partnership promotes better workplace accessibility, providing support for caregivers and offering several programs encouraging the hiring of people with limitations and ensuring equal opportunities for them.

At country level, numerous awareness and integration programs cover the entire spectrum of disability:

• In France, thanks to the work of Mission Handicap, launched in 2006, 3.34% of Capgemini employees are officially recognized as disabled, compared with an average of 2.5% in the IT sector.
• The UK has launched the “Now you see me” campaign to combat invisible disabilities and has developed a network of Mental Health Champions.
• Australia realized that 7% of its employees (of the 20% who participated in its inclusion survey) identified as neurodivergent.

All of these programs are based on three core beliefs: we need to see the person before the disability; these people have developed other unique abilities; and with technology and remote work, there has never been a better time to include more people with disabilities in our workforce.

Building an LGBT+ friendly culture

Capgemini facilitates a safe environment that respects all sexual orientations: lesbian, gay, bisexual, transgender, and queer along with their allies. Since 2007, we have been expanding our OUTfront global network, whose mission is to provide a forum for education and awareness supporting the professional growth and recognition of LGBT+ people. OUTfront currently operates in 21 countries.

Empowering inclusive leadership

From 2021 onward, our managers and executives will participate in inclusive leadership training, including a workshop on unconscious bias, to develop new mindsets and behaviors. This training is designed to help our people to recognize any biases they have, understand the impact they have on decision-making, and address them in order to ensure an inclusive and productive culture.