Gender equality has a vast bearing on the growth, competitiveness and future-readiness of organizations and economies worldwide. Across industries, organizations have been working towards strengthening the business case for having women at the workplace. While gender equality benefits everyone, inequality negatively affects everyone too.
Labour force participation
As per Catalyst study Women in the workforce India, the Labour Force Participation Rate for Women is declining. Despite rapid economic growth, less than a quarter (23.6%) of women aged 15 and above participated in the labour force in 2018 (compared to 78.6% of men). Women participation at work has proven time and again to be the catalyst for rapid socio-economic growth. Women are undoubtedly the foundation of the basic unit of society – the family. Even in traditional roles they demonstrate great innovation, skill, intelligence, hard work and commitment.
According to a NASSCOM and PwC study conducted in 2016, India continues to be among the hottest destinations for global sourcing, with a 56 percent share in 2015. Women constitute more than half of the current entry-level hires.
Gender diversity is a critical priority for Capgemini to ensure we create a sustainable pipeline of the best available talent and increase women representation at senior levels. To support this priority, we run various interventions to drive recruitment. Our aspiration is to build an environment that embraces differences and enables us to generate new ideas and anticipate market trends and be a leader for leaders.
Women@Capgemini global program
A woman brings a unique perspective to business challenges. To get the most out of our talents, we need a support network. That’s why we adopted the Women@Capgemini global program: it leverages all of our people’s talent through initiatives based on the “equal opportunities, equal chances” principle.
WinspirE program, India for advancing gender balance
At Capgemini, India we have WinspirE program which provide equal growth opportunities and favorable working conditions for all colleagues, enabling our women colleagues to achieve their career aspirations and organizational milestones. WinspirE, is globally aligned to the Women@Capgemini program.
The four main goals of the global program are to:
What factors are holding back real progress?
One of the biggest challenges for women in the workplace is the shortage of women role models – whether at senior levels, in specific industries, or both. Industries based on the STEM disciplines (science, technology, engineering and math) present many examples of female under representation: the UNESCO Institute for Statistics recently reported that women make up less than 30% of the world’s researchers.
Today, our commitment to diversity and inclusion is stronger than ever
With a workforce of 100,000 employees in over 39 offices across cities in India, Capgemini is proud of its wide cultural diversity. Capgemini is an equal opportunity employer and diversity and inclusion is a business priority. At Capgemini in India, our women employees constitute over 35% percent of our workforce. We believe that women in decision making roles are key to truly bringing the culture change on an equal opportunity workplace. To achieve an improved diversity ratio of workforce and to accelerate the pace of inclusion, we have focused programs to address leadership pipeline and targeted initiatives at various phases of the employee life cycle.
We advance gender equality through four pillars of delivery.
Capgemini India is focusing on gender balance across employee’s life cycle and grades at Capgemini. Disrupting the status quo on gender hire trends is a critical D&I acceleration priority for Capgemini.
. Hiring the right talent is a critical element of our vision of being a Leader for Leaders! We are continuously working towards creating a level playing field for our people and new admissions based on merit. We work on the principle that talent has no gender, age, race, nationality or sexual orientation, in fact diversity is a key facet of talent in its own right. Merit selection ensures that selection is based only on a person’s ability to perform the work.
Our recruitment process has been redefined to deliver outcomes that are both fair and merit based. Structured assessment formats support panel decision making and starkly reduces impact if not eliminating bias.
Some of the best practices are:
CAPtivate is Capgemini’s Career Comeback initiative to support women professionals to address their experience gap and provide a route for talented women back into the workplace. It’s imperative to address and fill this gap to prepare women for future leadership roles.
We are injecting greater urgency into our efforts to tackle gender imbalances in the workplace, using flexibility as a key differentiator to being a talent magnet to the modern workforce.
We recruit people not only for the roles immediately available, but with a longer-term view to offering them satisfying careers in the organisation. With this guiding principle, candidates are evaluated against behaviours identified as core to the ongoing success and sustainability of the organisation and its values.
Over the years, we have honed our talent development initiatives and built programs to equip women to self-reflect on career choices and accelerate talent in pipeline. Capgemini commits to internal growth of our talent and prioritizes it over external hiring
Partnering our learning & development and Talent management functions, we are mainstreaming all management and leadership development programs to be gender agnostic and ensuring that every program at every level has a critical mass of women participation aligned to our growth targets.
The flagship women leadership program, “Power Ahead” envisions creating role models at leadership level who will have a seat at the table based on merit!
At Capgemini, we take pride in investing in programs and policies that support family needs so our employees can be their best at work and in life.
We have launched several initiatives for our employees and pre-empted the maternity break of 26 weeks ahead of the legal mandate. The intent is clearly to support our women to absorb and integrate with a new member of the family. To be more inclusive to a family unit, we address surrogacy, adoption and paternity breaks as well.
At a time of continuous technological and other workplace changes, there is a need to build a continuous workplace connect for women during their long absence from work. Our fareWelcome! initiative assists in transitioning from office to maternity leave, help stay connected with the organization and colleagues, and ease ‘back to work’ after the gap. It provides employees an opportunity to constantly upskill their technical knowledge in this ever-changing world of technology.
Parenting skills are a matter of practice – one get’s better and more confident the more hands-on experience they get. We launched Parents@CG network for all our colleagues with child care responsibility to network and participate in sessions on different aspects of being a parent. We also provide crèche benefits to our employees through in-house crèches and tie ups across cities. Our commitment is reflected through our crèche benefit being a gender-neutral initiative to ease childcare for all working parents.
Capgemini recognises the importance and benefits of breastfeeding for infants and has made special accommodations to support new mothers as part of its commitment to providing a family-friendly work environment. Through our practices, policies, buildings, and personnel, we are working to ensure that all of our employees are supported in providing the best, most nutritious start to their babies lives. The lactation rooms support our employees by balancing their return to work with their needs as mothers of young children.
We also provide reserved parking slots for pregnant women and persons with disabilities (PwD) across office locations.
We strive to ensure the safety and security of all our colleagues, and more so for all female colleagues. The Capgemini SOS App – ‘WS Desk’ ensure employee safety at all times-inside or outside the work premises.
We conduct awareness sessions on the various policies and practices we have for women, like: fareWelcome!, flexibility policy, child care benefits, sessions on prevention of sexual harassment and overall process, leadership connects, one to one connects and women connect forums to address the diverse needs of our women employees and provide them enablers which they need to excel at the workplace. We also run different initiatives on acknowledging and addressing unconscious biases from gender equality perspective.
We weave inclusion aspects in all communication related to organisation culture, performance management and more. We also have inclusion conscience keepers as part of the promotion nomination, conversions and performance appraisal discussions.
Our leadership is committed to promote gender equality and we invite leadership commitment to advancing women at work through different channels like; newsletters, stories, blogs and biannual inclusion week celebrations.
As a strongly non-hierarchical business in over 40 countries, with over 100 languages spoken, we benefit from a truly diverse mix of cultures and ethnicities. However, this also brings along potential biases, we conduct (CBB) Culture Brain and Bias, art of acknowledging and addressing bias, sessions for our colleagues. In CBB workshops, participants explore how limiting beliefs can affect inclusivity while using interactive exercises on everyday workplace situations. Through a co-created safe space, we see how complex dynamics play-out at work and its effects on communication, engagement and organisation culture. 500+ colleagues attended these sessions in 2019.
Economic Dividends for Gender Equality (EDGE) Certification
Capgemini India has been awarded the Economic Dividends for Gender Equality (EDGE) Certification, in recognition of our commitment towards gender inclusivity. Capgemini is the first global IT services organization in India to be re-certified as a Level Move organization.
The ‘EDGE Move’ certification goes beyond mere organizational commitment to D&I, and recognizes actual milestones achieved through the implementation of focused frameworks and initiatives. Hence, it is a vindication of our gender balance focus, and reassures us that our diversity and inclusion programs are running as desired.
Overall, the message is loud and clear. Never has recognizing commonality between people been more important to the well-being of society in general, and of gender equality in particular.
We rigorously review and update our diversity and inclusion initiatives. We support women leadership programs that help women take greater risks, experiment, and create communities of support and challenge. By making the promotion process more transparent, distributing meaningful assignments equitably, and opening up the right networks for women, we attract more and more women in technology space and build a diverse, talented cohort of leaders.