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diversity and inclusion

We’re breaking down barriers to a better future.

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 by 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.


Shobha Meera, Chief Corporate Social Responsibility Officer

Our objectives

– 40% of women in our teams by 2025

– 30% of women in executive leadership positions in 2025

– 20% of our US workforce will be underrepresented minorities by 2025

*In the US, we define underrepresented minorities (URM) as anyone who self-identifies as: North African or Middle Eastern, Native American or Alaskan Native, Black or African American, Native Hawaiian or Other Pacific Islander, Multiracial/Multiethnic, Hispanic or Latino, East or Southeast Asian, Non-URM includes: White and South Asian”

Building an inclusive environment

From inclusion surveys and unconscious bias training to internal global employee networks and engagement initiatives, we seek to understand the needs, and hear the voices, of all our people. 

Women are key to shaping the future of the digital economy, whether in technology, business, or client-facing roles. 
We have 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. Read more on our progress towards our commitments.

As a founding member of the World Economic Forum’s Partnering for Racial Justice in Business initiative, we commit to leverage our power as a global leader to dismantle systemic racism. We strive to design a racially equitable workplace for all our colleagues, clients, and partners.

In the US, we are taking action to eliminate the structures within our walls that contribute to injustice and discrimination, including increasing participation in our Black and Hispanic retention programs. Our ERGs are devoted to developing, retaining, and celebrating our diverse employees.

We invest in leadership development, training, and mentorship that aligns with individual goals. These provide robust environments of eLearning, virtual sessions, and classroom training to aid employees from the basics to obtaining certifications. We have retention and sponsorship programs targeted at our diverse talent and all leaders are required to complete unconscious bias training. This is designed to help our people recognize bias they may have and understand the impact unconscious bias can have on decision-making so they can create a more inclusive and productive culture.

Employee Resource Groups (ERGs) at Capgemini are voluntary, employee-led centers of excellence for development, retention, engagement, recruiting, and knowledge sharing. Collectively, they bring different perspectives with a focus on fostering diversity and inclusion across the region. ERG’s help us cultivate a work culture of respect and value for differences, enabling people to collaboratively deliver innovative solutions.

Capgemini is part of Valuable 500, a global network of CEOs committed to the inclusion of individuals with visible and hidden disabilities. This partnership promotes better workplace accessibility, providing support for caregivers, and offering several programs to encourage the hiring of people with limitations and ensuring equal opportunities for them. In the US, our AbiliNet Employee Resource Group is working to raise awareness and support caregivers as we continue to adapt our programs to be inclusive for all.

Capgemini facilitates an inclusive environment that respects all sexual orientations and identities. In 2007, we launched our first Employee Resource Group, OUTfront, whose mission is to provide a forum for education and awareness supporting the professional growth and recognition of LGBTQ+ people. OUTfront has since expanded and operates in over 20 countries.

We are proud to support those who have bravely served our country. We do this by investing in career transitions for US Veterans into the tech sector. We partner with non-profits to bring US Veterans and Veteran spouses into Capgemini after they have completed their service. Our Veterans Employee Resource Group supports and celebrates our Veterans throughout the year.

    Be who you need to be? Or just be you?

    We believe that diversity combined with active inclusion enables innovation and produces value that benefits everyone.

    Do diverse teams develop more inclusive tech?

    The Capgemini Research Institute connected business, experts, academics and nearly 5000 consumers to find out.

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