Our success depends on making the best of everyone

In a global world dominated by mass standardisation, Capgemini stands out for its ability to get the best out of people, choosing and developing employees on the basis of their talents, and without regard to their age, disability, gender, race, religious belief or sexual orientation. We value difference, and actively promote the principles of diversity in our employment practices. At Capgemini, every effort is made to adapt to different needs and to enable people to work with us effectively and enjoyably under a wide range of personal circumstances.

In particular, we are committed to ensuring that:

we recruit and retain talented individuals from different backgrounds
iindividuals are shown respect and treated fairly
there is no unlawful discrimination in our working relationships
our work environment is free of bullying and harassment
all our people are encouraged to grow and develop

This section contains:

Benefits of diversity
Capgemini’s approach to diversity
Steps we have taken to increase diversity
Recognition for Capgemini’s diversity

Benefits of diversity

We know that people work best in an environment that respects their differences, allows them to be themselves and supports them through life events. Providing this environment means that they can fulfil their potential, which benefits both the individual and the company. Our inclusive approach also helps our people to work alongside clients with a wide variety of perspectives.

Capgemini’s approach to diversity

Our success over 40+ years is largely due to an ability to bring together employees and clients from mergers, acquisitions or TUPE deals into one global company. Finding synergies while making room for our differences is what makes our approach work.

Capgemini aims to offer an environment where talented people can progress, achieve their career aspirations and be rewarded based on merit and capability alone. Not only do we take a firm line against discrimination on grounds of age, disability, gender, race, religious belief or sexual orientation, but where appropriate we give people from minority groups the help they need.

For example, we are strongly committed to supporting any employee with a disability to fulfil their potential. We work consultatively with employees and occupational health providers to make suitable adjustments, such as:

physical adjustments to buildings to improve access
specialist hardware and software including voice activated software
adapted working patterns

We recognise that we can always do more to improve diversity, and believe that the way to make progress is through many small steps rather than one giant stride.

Steps we have taken to increase diversity

Our Diversity Policy receives regular reviews, in consultation with the National Works Council, to ensure that it continues to promote best practice
Promotion and performance review submissions for all business units are monitored by ethnicity and gender
We have been reviewing barriers, real or perceived, to the development of a more diverse workforcWe provide training to help managers and employees follow our diversity principles

We encourage networking and experience sharing. For example:

A Women’s Business Network is open to all of Capgemini’s women employees
OUTfront, another network, represents our gay, lesbian, bisexual and transgender employees.

We have established links with external organisations such as: