Our Values Are Rooted In Our Steadfast Commitment to Diversity & Inclusion.
Diversity & Inclusion has been a part of Capgemini’s core values since our inception. In North America, strengthening our diversity and promoting a more inclusive culture is a top business priority, as we recognize its ability to move us forward in a competitive, increasingly culturally and globally diverse market. Promoting diversity is morally correct, and it enhances our business activities. Capgemini’s inclusive culture is what ensures our teams not only thrive collaboratively, but push new boundaries with bold, creative thinking. There are many facets to our Inclusion efforts; all working to support our endeavor to make this a great place to work for all of our colleagues.
At Capgemini, we live our seven values (include image of 7 values) through behaviors that reflect our deep commitment to diversity and inclusion. This commitment is echoed by our mantra “People Matter, Results Count.”
We value collaboration to bring our clients a wealth of experience and innovative ideas. The source of our innovation, market strength and client results is our people – a team that respects diversity of thought because it’s inclusive.
The ingredients of inclusion begins with our holistic definition, which extends beyond gender, gender identity, sexual orientation, disability, ethnicity, race, age and religion. Capgemini views diversity as everything that makes us who we are as an organization, whether it’s sponsoring a Women in Digital event or leading team members through unconscious bias training.
In 2015, we completed a three-year journey launching many new programs that resulted in our advancing a more highly diverse, inclusive and integrated workforce. This journey paved the way for continued progress and we further strengthen and evolve our inclusive culture.
As you learn about our advancements in Diversity & Inclusion, know that we request your solutions and ideas to help us continue our evolution. Contact our team at firstname.lastname@example.org.
Employee Resource Groups
Capgemini NA endorses 11 Employee Resource Groups (ERGs) that support our Inclusion efforts. An ERG can be thought of as a network of colleagues with a common purpose. Any employee can join an ERG, or create a new ERG.
With 2,000 members in the ERG program, each ERG’s objectives are aligned with a concept referred to as the 4C’s. Activities planned by the ERGs must connect with 1 or more of the 4C’s to ensure maximum benefit to Capgemini employees and our business. The 4C’s are:
- Career; and
Each ERG has a dynamic leadership team which works to make a positive impact for its members, and Capgemini employees more broadly. An innovative example of the Commerce connection, is the Millennial Disrupt Hackathon hosted by the Millennial Innovation Council ERG in San Francisco Office AIE. 100 of the most creative and inspiring millennial hackers from across North America converged at the Millennial Disrupt Hackathon to learn about leading edge technology, and build innovative projects to disrupt the workplace over the course of 24 hours.
Capgemini US and Canada attained EDGE Certification in 2016 and 2017, respectively. EDGE stands for Economic Dividends for Gender Equality, is the leading global assessment methodology and business certifications standard for gender equality. EDGE Certification is designed to help organizations not only create an optimal workplace for women and men, but also to benefit from it.
Capgemini’s U.S. business was awarded the EDGE Assess Certification, the first professional services firm in the U.S. with this distinction.
Capgemini Canada has been granted the Economic Dividends for Gender Equality (EDGE) Move certification for its representation of women in leadership roles at manager and above, and the positive employee perception among men and women around fairness of pay. It is the first professional services firm in Canada to receive this designation.
Women’s Leadership Development Program
Capgemini’s Women’s Leadership Development Program (WLDP) is a six month program is designed to provide training, mentoring, career objective-setting and outside coaching for high performing / high potential women Senior Managers+ in the North America organization. Select candidates are nominated based on current performance and potential. Since WLDP’s inception in 2007, 160 colleagues have completed the program. The rate of retention for WLDP participants is currently 2 points higher than overall NA Retention.
Gender Balance in Action
Gender Balance is not just about external certifications an accolades. We must review our progress against internal metrics. Refer to these highlights for hiring, retention and promotion.
- In 2017 H1, female hire parity is higher than male hire parity in each grade except “A”.
- In 2016 grades “C”, “D” and “E” had improved parity in comparison to year 2016 hire parity.
- Retention Parity 2017 shows much improved results in terms of parity and retention both in comparison to 2016.
- Improved parity in Grade “A” promotions male (2.7%) vs. female (3.2%) in 2017 (as compared to 2016) which was – male (1.3%) vs. female (4.4%).
- Improved parity in Grade “B” promotions male (9.8%) vs. female (8.8%) in 2016 (as compared to 2015) which was – male (6.9%) vs. female (11.5%).
- Improved parity in Grade “E” promotions male (12.2%) vs. female (13.7%) in 2016 (as compared to 2015) which was – male (8.4%) vs. female (16.2%).
Capgemini’s Women’s Leadership Development Program (WLDP) is a six month program designed to provide training, mentoring, career objective-setting and outside coaching for high performing / high potential women Senior Managers+ in the North America organization. Select candidates are nominated based on current performance and potential. Since WLDP’s inception in 2007, 160 colleagues have completed the program. The rate of retention for WLDP participants is 2 points higher than overall NA Retention.
Pictures from Houston Day event:
Rachel Biggs on WLDP:
Strengthening the D&I Competence of our Leaders
Capgemini’s Culture, Bias, and the Brain (CBB) Executive Leadership Program has been specifically designed to advance our culture and enable peak performance through engaging a larger population of our employees. CBB participants identify various dimensions of diversity beyond ethnicity and gender, and engage in discussion around the supporting network to maintain a more diverse workforce. Participants also agree to specific actions they will commit to, to support this work environment.
In 2016, 70 additional NA colleagues participated in this training, and 150+ of our India colleagues participated as offerings for this course now extend beyond NA. There are several course offering scheduled for 2017 across North America. The CR team also hosted a Train-the-Trainer CBB session for several ERG leaders and D&I champions. The addition of CBB trainers positions Capgemini to increase our internal training offerings, and expand the reach of our external training sessions to client and alliance partners.
Diversity Best Practices
Diversity Best Practices (DBP) is the preeminent organization for mid to large size organizational diversity thought leaders to share best practices and develop innovative solutions for culture change. Through research, resources, benchmarking, publications and events, Diversity Best Practices offers organizational members information and strategies on how to implement, grow, measure and create first-in-class diversity programs.
- In 2016 and 2017, Capgemini colleagues have attended a number of DBP Conferences and presented on the topic: Let’s Talk Talent: Examining the Talent Lifecycle through a D&I Lens and Measure the Success of ERGs.
- Additionally, Capgemini received Honorable Mention for two DBP Awards: The CARES ERG for “Above & Beyond” and Nolan Melson for “Affinity Group Leadership.”
Nolan Melson’s Reflections on his DBP Award:
National Diversity Council
The National Diversity Council (NDC) is the first non-profit organization to bring together the private, public and non-profit sectors to discuss the many dimensions and benefits of a multicultural environment. The vision of the NDC is to cultivate a nationwide network of affiliated councils to advance diversity and inclusion by transforming our work places and communities into inclusive environments where individuals are valued for their talents and empowered to reach their fullest potential. The mission of the NDC is to be both a resource and an advocate for the value of diversity and inclusion.
Capgemini is proud to support the NDC’s Women In Leadership Symposiums (WILS). The vision of the National Women in Leadership Symposium is to develop a network of nationwide annual events and to be the premier resource for women to be able to network, mentor and participate in professional development programs geared toward helping them rise in their careers. The program’s mission is to bring together a diverse mix of successful women leaders who, through the discussion of topics relevant to today’s issues, educate, inspire and encourage women to reflect on their own goals and status as they strive to move higher in their organizations.
- This year’s WILS theme is, “Be Fearless: Influence, Innovate and Inspire.” For H1 2017, many Capgemini NA colleagues participated in WILS in various cities throughout North America.
- In April 2017, Capgemini was proud to sponsor the 13th Annual Texas Diversity & Leadership Conference hosted by the National Diversity Council in Houston. This year’s conference theme is Fostering Equity through Inclusion. This three-day conference afforded organizations the opportunity to explore tools and resources necessary to build diverse workforces and remain competitive on the global stage. During the luncheon on Day 2 of the conference, Janet Pope was honored by the National Diversity Council for her Diversity & Inclusion work within Capgemini, and our community.
The Jana Wilson Award
On September 20, in partnership with the National Diversity Council, we present the first ever Jana Wilson Award. The Jana Wilson Award has been established in memory of Jana Wilson.
Jana had a strong, lively presence and was known as a stalwart for her passion for coaching and mentoring. Many who reflect on Jana, can contribute at least 1 career milestone, or success, that was the result of coaching and mentorship that Jana provided as some point in their career or life.
To this end, the Jana Wilson Award honors a woman leader in business or the community who is devoted to mentorship and invested in helping her colleagues (both women and men) thrive in their professional pursuits.
Nominees for the Jana Wilson Award are managers or above her organization with a proven track record of mentorship, citing tangible examples which can include:
- Involvement in formal mentorship programs.
- Leadership in innovation.
- Measureable support of community programs that focus on mentorship and career.
5 women leaders were recognized this year: Amanda Beekes, Jodi Bernstein, Zandra Foley, Arquella Hargrove, Janet Pope, and Carla Wilder.
Follow @CapgeminiNA on Twitter for updates on our events and initiatives.