Some of the successes highlighted in this section of the report include:
- We achieved gold rating and is listed as one of the Top 10 private sector organisations for gender diversity in the Opportunity Now Benchmark; in 2014, 26.8% of the average headcount was female
- Through our Schools Outreach Programme, we interacted with 7,000 students across the UK
- We achieved Positive About Disabled People Two Ticks accreditation for sixth year running
“I feel incredibly lucky not to have experienced any stigma in the workplace for my gender. We have come such a long way that, even in the IT sector, it doesn’t matter if you are male or female, and the same opportunities exist for everyone. Over the last few years I have seen the pace of change really accelerate, with large enterprise companies, in particular, making huge steps to improve diversity.
“Throughout working in this industry for over 20 years, women have always been in the minority. I started in an office of 70 people, only three of whom were women and all three worked in administration. When I moved to Capgemini in 1997, I immediately noticed the increased proportion of women, and I am proud that in 2014 we employed 26.8% women across all levels of the organisation as we’re working towards increasing the proportion of women to 30% by 2020. I believe that part of this is helped by monitoring of hires and promotions, and also the success of our Women’s Business Network that attracts inspirational female speakers who share their career and life stories, while enabling women at all levels at Capgemini to extend their networks.
“The next step is to show more women that they should not feel out of place working in tech, so the industry can attract as many talented people as possible. Young girls need to have visibility of all the talented women doing exciting things in senior positions, to inspire them and to encourage them to study STEM subjects at school. Too many panels and keynote speakers at industry events are made up of men in suits and, while there have been big improvements overall, this imbalance still needs to be addressed.”
To find out more about our diversity and inclusion policy, read our latest CR&S report.