Women@Capgemini

Advancing Opportunities through Inclusive Hiring Practices

At Capgemini India, disrupting traditional gender hiring norms is a cornerstone of our Inclusion strategy. We are committed to achieving gender balance across every level and stage of the employee lifecycle. Recognizing that diverse talent is vital to our vision of becoming a Leader of Leaders, we aim to foster a level playing field where merit is the guiding principle in every hiring decision.

To realize this vision, we’ve reimagined our recruitment processes by introducing structured assessments and panel-based evaluations—reducing bias and ensuring consistent, fair outcomes. Job descriptions are reviewed for inclusive language, and diverse hiring panels help ensure equitable representation at every step.

Strategic Initiatives Driving Women’s Hiring

We proactively promote women’s participation in the workforce through a variety of targeted programs and outreach efforts. These include:

• Focused fresher hiring campaigns
• Niche skill drives for critical roles
• Partnerships with diversity consultants and job fairs to widen access to untapped talent
• Emphasis on inclusive returnship opportunities

Captivate: A Career Comeback Platform

Launched in 2019, Captivate is our flagship returnship program designed for experienced women professionals resuming their careers after a break. It provides training, upskilling, mentorship, and flexible integration—ensuring a confident transition back into the workforce. Captivate reflects our belief that potential should never be paused by a gap and that talent deserves a second inning.

At Capgemini, we are committed to unlocking the potential of our women colleagues through structured development programs designed to empower, inspire, and advance. By addressing key challenges—such as the “broken rung” that limits early progression into managerial roles—we’re creating a more equitable and opportunity-rich environment across every stage of a woman’s career.

We focus on fostering career intentionality, helping women make informed decisions, set meaningful goals, and embrace their authentic leadership journeys. Through targeted initiatives and consistent advocacy, we enable our women employees to rise with confidence and purpose.

Leadership Advocacy for a Balanced Pipeline

To address systemic barriers and build a strong leadership pipeline, we invest in sponsorship and mentoring programs that connect women with senior leaders. These partnerships offer strategic guidance, exposure to opportunities, and the influence needed to break through the glass ceiling. By championing women’s advancement, our leaders play a direct role in creating equitable leadership pathways.

Early Career Development

• WINGS (Women Inspiring Next Generation Success)
  An Employee Network Group focused on supporting women in junior roles. WINGS builds confidence, creates mentorship connections, and helps women navigate the unique challenges of early career growth.
• WiTI (Women in Tech India)
  A vibrant platform for women at junior to mid-manager levels in tech roles. Through experiential learning, peer engagement, and leadership interactions, WiTI fosters career clarity and continuous skill-building.

Mid to Senior Leadership Programs

Our programs are tailored to help women leaders navigate complex transitions, expand their influence, and prepare for enterprise-level leadership roles:

• Takecharge
  Empowers women in mid-management to strengthen their leadership identity, enhance stakeholder engagement, and build confidence to take on larger responsibilities.
• WeEmpower
  Supports women at the mid-senior level to refine their leadership style, develop cross-functional agility, and cultivate strategic vision needed for broader business roles.
• SheLeads
  Grooms future-ready women leaders through a curated journey of executive learning, coaching, and high-impact visibility. This flagship 2 year program is designed to advance women into P&L and executive decision-making roles.

We invest in programs and policies that support the diverse needs of our employees and their families, enabling them to excel both at work and in life. We have introduced several initiatives, including a 26-week maternity leave, ahead of the legal mandate, and support for surrogacy, adoption, and paternity breaks. Our commitment extends to the entire family unit through various programs:

1. Family Friendly Policies
At Capgemini, we are committed to supporting our employees through every stage of life with policies that prioritize family and well-being. We offer 26 weeks (184 days) of paid maternity leave from day one of joining, inclusive of adoption and surrogacy, along with a maternity leave bonus of ₹3,500. New fathers are entitled to 15 days of paternity leave, and employees can avail up to 30 days of paid leave in case of illness during maternity. Additionally, our sabbatical leave program allows employees to take a career break of up to 2 years, ensuring flexibility when it matters most.
 
2. Flexible Workplace policy
Flexible work is no longer a trend—it’s a fundamental part of how we operate. At Capgemini, we believe in leveraging the power of flexibility to drive both employee well-being and business success. We offer a range of flexible work options that span across time, place, and location, empowering our people to achieve a healthier work-life balance while staying productive and connected
 
3. Parental Support Program
Reserved parking for pregnant women : As part of our dedication to creating a workplace that is safe, inclusive, and responsive to the diverse needs of our employees, we have implemented reserved parking spaces specifically for expectant mothers. This initiative is designed to offer added comfort and convenience, ensuring easier access to the workplace during pregnancy

fareWelcome! : We offer comprehensive parental support to both mothers and fathers, pre-during-post childbirth. Enhancing parental benefits promotes equality in the workplace, enabling our colleagues to achieve their professional objectives.

• Flexi work options for returning Mothers (after normal childbirth or C-section), new mothers returning after adoption or new mothers through surrogacy. This flexi-work option starts from the day they return to work after maternity, for a period of 12 months. There are a range of flexi-work options available such as Work from Home, Part-time and Hybrid etc.
• Flexible work options are also available for New Fathers, it starts from the DOB of their child, for a period of 6 months.
• Our Virtual Baby Shower bring together colleagues from across locations to extend best wishes to our expectant parents. Complete with medical expert led sessions on nutrition, diet plan, physiotherapy, thoughtful messages, and joyful moments, this underscores our commitment to empathy and employee well-being.

Parents@Capgemini is our dedicated parental support network, designed to assist colleagues with parental responsibilities. This program aims to enhance existing parenting skills and foster the development of new competencies, ensuring parents have the knowledge and tools needed to provide enriching experiences that promote their children’s learning and development. Our program and policies have expanded to support working parents through various stages, including adoption, surrogacy, and caregiving for a parent or loved one. Key features of our parenting support programs include early support for expecting parents, involvement at all levels of program operation, and a range of parenting activities such as parent-child playgroups and informational workshops on health and wellness, nutrition, and childcare resources.

Lactation Rooms: Capgemini recognizes 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. Each room offers a clean, secure, and user-friendly environment for women who need to express breast milk during their work shift.

4. Child Care Benefits

In today’s evolving workplace, it’s essential for organizations to support employees in balancing their professional and personal responsibilities. Providing child care benefits is not just a perk—it’s a powerful way to promote employee well-being, reduce stress, and enable working parents to thrive both at home and at work.

Crèche Facility at Capgemini

At Capgemini, we understand that reliable childcare is essential to supporting working parents and fostering a family-friendly workplace. Our crèche benefits are designed to provide peace of mind and convenience, helping employees balance their professional and personal responsibilities.

We offer both in-house and external daycare options:

• In-House Facilities: Capgemini has partnered with trusted daycare providers to offer on-site and near-site crèche services across multiple locations. These facilities provide group care, supervision, and developmental support for children aged 6 months to 6 years. This gender-neutral initiative is available to all employees, ensuring inclusive support for working parents.
• External Facilities: In locations where in-house crèches are not available, employees can access services from Capgemini-empanelled daycare centers, with 100% of the monthly cost reimbursed. This ensures that every parent, regardless of location, has access to quality child care support.

Capgemini La Lumière – A Preschool Initiative

We recognize the importance of early childhood education in laying a strong foundation for a child’s future. Understanding the challenges working parents face in balancing multiple roles, we identified the need for a solution that effectively supports the developmental needs of young children. To address this, we launched the Capgemini La Lumière program, a preschool initiative designed to meet the virtual learning needs of parents and children.

In response to the evolving post-pandemic landscape, we have expanded this initiative to include physical schooling requirements, adapting to the current normal across the country. Through Capgemini La Lumière, we are committed to providing comprehensive support for early childhood education, ensuring that our employees’ children receive the best start in life.

5. Wellness Programs for Women Employees:

We prioritize women’s health and wellness, believing it leads to a better quality of life, reduced disease risk, and improved mental health.

• Free On-Site Gynaecologist Clinics
  We provide free monthly gynaecologist consultations at office locations to support women’s health. Male colleagues can also consult on behalf of immediate family members, promoting holistic family wellbeing.
• Women’s Wellness Webinars
  Monthly sessions focus on key health topics like thyroid health, nutrition, and PCOS management etc. These expert-led webinars empower women with actionable insights to support personal and professional wellbeing.

At Capgemini, we’re committed to creating an environment where women can thrive at every stage of their careers. Through proactive awareness and engagement initiatives, we ensure our women employees are empowered with the right tools, support systems, and opportunities for growth.
Awareness sessions on policies like fareWelcome! (our flexible work framework), childcare benefits, and prevention of sexual harassment are regularly conducted to ensure every employee is informed and supported.
 
To build a truly inclusive workplace, we also lead initiatives that challenge unconscious bias and nurture a supportive environment where all voices are respected and valued.
 
Our women-led Employee Network Groups are designed to support professional advancement through mentorship, learning opportunities, and peer connections. Key ENGs include:

• Women in Delivery
• Women in Sales
• Women in Cloud
• Women in Tech
• Women in Cybersecurity
• Women in Innovation