At Capgemini, we know that the business benefits of a diverse and inclusive workforce speak for themselves. We are on a journey to continually evolve our organisation, to ensure that our workplace is as inclusive as it can possibly be for all employees, present and future. We refer to our diversity and inclusion strategy as Active Inclusion, deliberately named in recognition of the fact that it is a concerted and considered effort to consciously shape our people strategy, and ensure that everything we do has an inclusivity lens applied to it.
Active Inclusion is a change programme, driven by our business, enabled by HR and communications, and crucially, supported by our clients, who are at the heart of everything we do. It encompasses every element of the way we work with our people, from our branding and attraction activities, through recruitment and hiring, and the entire employee journey.
There are four key elements of active inclusion which run across the five pillars of inclusivity (LGBT, Social Mobility, Gender, Multiculturalism and Disability). These are:
- Leadership: It’s absolutely crucial that this journey is led from the top of the organisation, so our leaders are all passionate about demonstrating their commitment to this agenda. They take personal accountability for this agenda.
- Actively Inclusive People: Whilst our leaders are driving this journey from the top of our organisation, it is incredibly important that all of our employees feel they have accountability for this agenda. We know that when everyone feels they have personal accountability to make a change that great things can happen, and to foster this empowerment, we ask our employees to input into our strategy, through our Active Inclusion survey. The results of this survey genuinely shape the direction of travel, and this means all our employees are part of this journey.
- Actively Inclusive Workplace: We look at every element of our employer offering with a lens of inclusivity, to ensure that we not only attract and recruit a diverse group of people, but also retain and develop those individuals once they are part of our team.
- Measurement and Reporting: The development of an interactive and cutting edge analytics tool has enabled us to make a step-change in this journey, allowing us to pinpoint pain points and progress on a month by month basis. Data continues to allow us to monitor the impact of every change we make on this journey.
Ultimately, our goal is clear: We want to be recognised in the market, by our clients and our current and future workforce as a truly inclusive organisation where everyone feels valued, included and empowered.