2022 Communication on Progress

Capgemini SE

Published date

June 30, 2022

No. of questions

64

CEO Statement

Signed

  • Governance

    Policies and Responsibilities

    1. Does the Board / highest governance body or most senior executive of the company:

    2. Does the company have a publicly stated commitment regarding the following sustainability topics?

    No, this is not a current priority

    No, but we plan to have a commitment within 2 years

    Yes, and the commitment is focused on our own operations

    Yes, and the commitment includes our own operations and the value chain

    Yes, and the commitment includes our own operations and the value chain along with communities and society

    Human Rights

    Labour Rights / Decent Work

    Environment

    Anti-Corruption

    Optional comment
    Capgemini's approach to responsible business is governed by the following policies which are regularly updated: https://www.capgemini.com/about-us/management-and-governance/policies/environmental-policy/ Capgemini published its human rights policy in December 2021 stating its human rights commitments including labour rights and decent work: https://www.capgemini.com/wp-content/uploads/2021/12/Capgemini-Human-Rights-Policy_2021_EN-.pdf As a responsible and ethical business, Capgemini has zero tolerance for corruption. The policy is available here: https://www.capgemini.com/about-us/management-and-governance/policies/anti-corruption-policy/

    3. Does the company have in place a code of conduct regarding each of the following sustainability topics?

    No, this is not a current priority

    No, but we plan to have a code of conduct within two years

    Yes, focused on employee conduct

    Yes, focused on employees and suppliers

    Yes, focused on employees, suppliers, and other business relationships

    Human Rights

    Labour Rights / Decent Work

    Environment

    Anti-Corruption

    Optional comment
    Capgemini’s human rights policy covers its employee base, supply chain, clients interactions and the local communities where the Group operates. The Group has also published its Suppliers Standards of Conduct. https://www.capgemini.com/wp-content/uploads/2021/12/Capgemini-Human-Rights-Policy_2021_EN-.pdf https://www.capgemini.com/wp-content/uploads/2022/01/Capgemini_Supplier_Standards_of_Conduct.pdf

    4. Has the company appointed an individual or group responsible for each of the following sustainability topics?

    No one is specifically responsible for this topic

    Yes, with limited influence on outcomes (e.g., limited access to internal information, limited decision-making authority)

    Yes, with moderate influence on outcomes (e.g., has access to relevant information, reports to senior manager)

    Yes, with direct influence of some outcomes (e.g., has access to relevant information, includes one or more senior manager with decision making rights

    Yes, with direct influence at the highest levels of the organization (e.g., has access to relevant information, includes most senior members of organization)

    Human Rights

    Labour Rights / Decent Work

    Environment

    Anti-Corruption

    Optional comment
    The ultimate accountability for Capgemini’s human rights policy commitments lies with the Group CEO, under the monitoring of the Ethics and Governance Committee of the Capgemini Board of Directors. The responsibility of implementing the policy lies with operational and functional leaders across the Group, supported by an implementation program driven by the Chief Ethics Officer and the country Ethics and Compliance officers. Refer also to 2021 URD - chapter 4 with the governance put in place for the 3 pillars of ESG: https://investors.capgemini.com/en/annual-reports/?fiscal-year=2021

    5. Does the company have a formal structure(s) (such as a cross-functional committee) to address each of the following sustainability topics?

    No formal structure

    Yes, and with limited influence on outcomes (e.g., limited access to internal information necessary to understand risks, poor representation from relevant departments or functions)

    Yes, with moderate influence on outcomes (e.g., it includes representatives of some functions, departments, or business units most relevant for addressing the risks concerned, has access to relevant information, reports to senior manager)

    Yes, with direct influence on some outcomes (e.g., it includes representatives of functions, departments, or business units most relevant for addressing the risks concerned, has access to relevant information, it involves one or more members of senior management)

    Yes, and with direct influence at the highest level of the organization (e.g., full access to relevant information, it involves members at highest level of organization)

    Human Rights

    Labour Rights / Decent Work

    Environment

    Anti-Corruption

    Optional comment
    The Ethics and Compliance Officer network is our formal structure under the Group Ethics Officer who have direct influence on the human rights topics outcome. We are working on the structure of cross-functional committee that would reflect the key operational and functional leaders across the Group linked to human rights topics. Capgemini anti-corruption compliance program is implemented across the Group through a dedicated organization. The Chief Compliance Officer, reporting to the Group General Secretary, is responsible for overseeing the design, day‑to‑day implementation, and continuous improvement of the Group’s anti-corruption program. The Group Compliance central team, headed by the Chief Compliance Officer, can rely on a network of local Ethics & Compliance Officers to ensure implementation of the program at local level.

    Prevention

    6. Does the company have a process or processes to assess risk?

    No, this is not a current priority

    No, but we are planning to develop one in the next two years

    Yes, related to our own operations

    Yes, related to our own operations and entire value chain and other business relationships

    Human rights risks

    Labour rights risks

    Environmental risks

    Corruption risks

    Optional comment
    In 2021 the Group reviewed its risk mapping exercise undertaken in 2020, covering both ESG risks and risks specific to its duty of care obligations through consultation of internal and external stakeholders. Also in 2021 the Group proceeded with a specific human rights sub-risk mapping exercise which will serve as a basis for its human rights framework.

    6.1. During the assessment of risk, which business relationships are reviewed?

    A few suppliers or business relationships [approximately less than 25 %]

    Several suppliers / business relationships (i.e., first tier or other high priority) [approx. 25 - 50 %]

    Most suppliers / relevant business relationships [approx. 51 - 99 %]

    All suppliers / relevant business relationships outside the supply chain

    Human rights risks

    Labour rights risks

    Environmental risks

    Corruption risks

    Optional comment
    Refer to chapter 3.2.3. of 2021 URD

    7. Does the company have a due diligence process through which it identifies, prevents, mitigates, and accounts for actual and potential negative impacts on sustainability topics?

    No, this is not a current priority

    No, but we are planning to develop one in the next two years

    Yes, related to our own operations

    Yes, related to our own operations and entire value chain and other business relationships

    Human rights risks

    Labour rights risks

    Environmental risks

    Corruption risks

    Optional comment
    Based on four international indices, we developed a human rights country risk mapping. This country risk mapping is aimed at identifying across the countries where Capgemini is present, the most a risk country in terms of impact on human rights. We also developed a country human rights impact assessment questionnaire in order to look per country at all the aspects of our business and value chain and to assess where there is more exposure to human rights negative impacts. Specific initiatives have also been created and implemented to ensure compliance with the UK Modern Slavery legislation and the Australian Modern Slavery legislation, which includes specific due diligence screeding of suppliers.

    7.1. During the due diligence process, which business relationships are reviewed?

    A few suppliers or business relationships [approximately less than 25 %]

    Several suppliers / business relationships (i.e., first tier or other high priority) [approx. 25 - 50 %]

    Most suppliers / relevant business relationships [approx. 51 - 99 %]

    All suppliers / relevant business relationships outside the supply chain

    Human rights risks

    Labour rights risks

    Environmental risks

    Corruption risks

    Concerns and grievance mechanisms

    8. Are there any processes through which members of the company’s workforce can raise concerns about the company’s conduct related to human rights, labour rights, environment, or anti-corruption?

    Optional comment
    Our ethics helpline, SpeakUp is a natural extension of our values-based culture and high ethical standards. It is a web and phone-based ethics reporting, incident management and advisory tool, hosted by an independent service provider, managed by Group Ethics and supported by our global network of Ethics & Compliance Officers and HR investigators. SpeakUp is voluntary, confidential and allows anonymity. It is made available by Capgemini to our team members, customers, suppliers and business partners. https://www.capgemini.com/wp-content/uploads/2022/01/Capgemini_SpeakUpPolicy_English.pdf

    8.1. Please provide additional detail regarding the process(es) the company has through which members of the company’s workforce can raise concerns about the company’s conduct.

    No

    Yes

    Is the process communicated to all employees/workers in local languages?

    Is the process available to non-employees (e.g., contractors, vendors, suppliers)?

    Is the process confidential (e.g., whistleblowing process)?

    Are there processes in place to avoid retaliation?

    Can concerns be raised about suppliers or other business relationships (e.g., clients, partners, etc.)

    Other (Please provide additional information)

    Optional comment
    https://www.capgemini.com/wp-content/uploads/2022/01/Capgemini_SpeakUpPolicy_English.pdf

    9. Does the company provide or enable access to effective remedy to right holders / stakeholders where it has caused or contributed to the adverse impact?

    No process to enable remedy to stakeholders

    Remedy available to some stakeholders (i.e., some geographies, employees only)

    Remedy is available to all affected stakeholders

    Remedy is available to all stakeholders, and suppliers are expected to have similar policies

    Human Rights

    Labour Rights / Decent Work

    Environment

    Anti-Corruption

    Lessons

    10. How does the company capture lessons regarding each of the following sustainability topics?

    No lessons are regularly captured

    Conducts root cause analyses/investigation of major incidents

    Conducts root cause analyses/investigation and changes organizational policies, processes, and practices accordingly

    Systematically conducts root cause analyses/investigation and leverages learnings to influence both internal and external affairs

    Human Rights

    Labour Rights / Decent Work

    Environment

    Anti-Corruption

    Executive Pay

    11. Is executive pay linked to performance on one or more of the following sustainability topics?

    No, and we have no intention to change

    No, but we plan to within two years

    Yes

    Human Rights

    Labour Rights / Decent Work

    Environment

    Anti-Corruption

    Optional comment
    Refer to section 2.3.2 of 2021 URD

    Board Composition

    12. Percentage of individuals within the company’s Board / highest governance body by:

    Number/Percentage

    Not applicable (Please provide additional information)

    Total number of board members (#)

    14

    Male (%)

    55

    Female (%)

    45

    Non-binary (%)

    Under 30 years old (%)

    0

    30-50 years old (%)

    7

    Above 50 years old (%)

    93

    From minority or vulnerable groups (%)

    Executive (%)

    7

    Independent (%)

    82
    Optional comment
    The Directors representing employees and employee shareholders are not taken into account in calculating those percentage, in accordance with the provisions of the AFEP-MEDEF Code and the French Commercial Code. Information on the members of the Board of Directors at the end of December 2021: page 46-47 in the 2021 URD https://investors.capgemini.com/en/annual-reports/?fiscal-year=2021

    13. Do you produce sustainability reporting according to:

    Optional comment
    Our ESG reporting is aligned with international standards: Capgemini’s commitment, as well as the ESG policy, the indicators dashboard, the 2025 and 2030 objectives and the strengthened reporting process, meet the European and French regulatory obligations, and are in line and consistent with the requirements of internationally recognized standards: — the European Union Directive and the French regulations on non‑financial statement, known as the extra‑financial performance declaration (“Déclaration de performance extra‑financière” or DPEF); — the French duty of care (“devoir de vigilance”) and anticorruption law (“Loi Sapin 2”), which are applicable in France since 2017 and 2016 respectively; — the ten principles of the United Nations Global Compact (UNGC), to which we communicate our progress; — the Taskforce on Climate-related Financial Disclosures (TCFD); — the Carbon Disclosure Project (CDP) climate change questionnaire; — the SASB Software-IT-Services-Standard‑2018; — the GRI standards 2016 to 2019, as published in May 2021; — the framework published by the Value Reporting Foundation (VRF); — the French Code of Commerce and the AFEP-MEDEF recommendations on Corporate Governance. Capgemini ESG index Capgemini discloses Environmental, Social, and Governance (ESG) data across several reports and websites. For each subtopic, we map our existing disclosures to the Global Reporting Initiative (GRI), the Sustainable Accounting Standards Board (SASB), and the Task Force on Climate-Related Financial Disclosures (TCFD) voluntary disclosure frameworks, as relevant to our business.

    Data Assurance

    14. Is the information disclosed in this questionnaire assured by a third-party?

    Please refer to our URD 2021, page 228: https://investors.capgemini.com/en/annual-reports/?fiscal-year=2021

  • Human Rights

    Materiality / Saliency

    1. Which of the following has the company identified as material human rights issues connected with its operations and/or value chain, whether based on their salience (i.e., the most severe potential negative impacts on people) or another basis?

    Optional comment
    https://www.capgemini.com/wp-content/uploads/2021/12/Capgemini-Human-Rights-Policy_2021_EN-.pdf Other: Freedom of association and collective bargaining, protection against child labour, forced labour and human trafficking.

    Commitment

    2. Does the company have a policy commitment in relation to the following human rights issues?

    No, and we have no plans to develop a policy

    No, but we plan to in the next two years

    Yes, included within a broader policy

    Yes, articulated as a stand-alone policy

    Rights of women and/or girls

    Freedom of expression

    2021

    Rights of refugees and migrants

    Digital security / privacy

    2021

    Rights of indigenous peoples

    Access to culture

    Free, prior and informed consent

    Access to water and sanitation

    2.1. For each human rights policy, is it:

    Aligned with international human rights standards?

    Publicly available?

    Approved at most senior level of the company?

    Applied to the company’s own operations?

    Applied to the company’s supply chain and/or other business relationships?

    Developed involving human rights expertise from inside and outside the company?

    Other (Please provide additional information)

    Freedom of expression

    Digital security / privacy

    Rights of women and/or girls

    Access to culture

    Rights of indigenous peoples

    Free, prior and informed consent

    Rights of refugees and migrants

    Access to water and sanitation

    Optional comment
    https://www.capgemini.com/wp-content/uploads/2021/12/Capgemini-Human-Rights-Policy_2021_EN-.pdf

    Prevention

    3. In the course of the reporting period, has the company engaged with affected stakeholders or their legitimate representatives in relation to the following human rights issues?

    No engagement on this topic

    To better understand the risks/ impacts in question

    To discuss potential ways to prevent or mitigate the risks/ impacts in question

    To agree on a way to prevent/ mitigate the risks/ impacts in question

    To assess progress in preventing /mitigating the risks/impacts in question

    To collaborate in the prevention/ mitigation of the risks/ impacts in question

    Rights of women and/or girls

    Freedom of expression

    Rights of refugees and migrants

    Digital security / privacy

    Rights of indigenous peoples

    Access to culture

    Free, prior and informed consent

    Access to water and sanitation

    Optional comment
    Engagement and dialogue with affected stakeholders and their legitimate representatives is for the moment essentially done internally. There is also an ongoing dialogue with the International Works Council.

    4. What type of action has the company taken in the reporting period with the aim of preventing/mitigating the risks/impacts associated with this human rights issue?

    Provided internal training/ capacity building for the direct workforce

    Building capacity among relevant business relationships (e.g., partners, suppliers, clients, etc.)

    Conducting an audit process and/or corrective action plan

    Collective Action with peers or other stakeholders to address the issue

    Collaboration with governmental or regulatory bodies

    Other (Please provide additional information)

    No action within reporting period

    Rights of women and/or girls

    Freedom of expression

    Rights of refugees and migrants

    Digital security / privacy

    Rights of indigenous peoples

    Access to culture

    Free, prior and informed consent

    Access to water and sanitation

    Optional comment
    Awareness raising sessions on business and human rights and Capgemini’s human rights policy were provided to the company’s ethics and compliance network and to the company’s internal audit team. A human rights e-learning for all Capgemini’s employees is currently being developed. Also, as part of our mandatory e learning courses on our Code of Business Ethics, three micro modules on , “Prevention of workplace harassment”, “Prevention of sexual harassment” and "speaking up and non-retaliation" are available for all capgemini’s employees.

    5. Who receives training for the following human rights issues?

    No training provided

    Select employees

    All employees

    Contractors

    Direct suppliers of the organization

    Indirect suppliers of the organization

    Other – such as partners, clients, etc.

    Rights of women and/or girls

    Freedom of expression

    Rights of refugees and migrants

    Digital security / privacy

    Rights of indigenous peoples

    Access to culture

    Free, prior and informed consent

    Access to water and sanitation

    6. How does the company assess progress in preventing/mitigating the risks/impacts associated with the following human rights issues?

    No monitoring of progress

    Review issues on ad-hoc basis

    Set annual targets/ goals, track progress over time (internal programs only)

    Set annual targets/ goals, track progress over time (internal and external programs)

    Other (Please provide additional information)

    Rights of women and/or girls

    Freedom of expression

    Rights of refugees and migrants

    Digital security / privacy

    Rights of indigenous peoples

    Access to culture

    Free, prior and informed consent

    Access to water and sanitation

    Optional comment
    We perform root cause analysis to assess progress in preventing/mitigating the risks/impacts of human rights issues based on the alerts received on our ethics helpline SpeakUp. The company is currently defining and in the process of deploying its human rights framework.

    Response

    7. During the reporting period, has the company been involved in providing or enabling remedy where it has caused or contributed to adverse impact associated with the following human rights issue(s)?

    Yes

    No

    Choose to not disclose

    Not applicable (Please provide additional information)

    Rights of women and/or girls

    Freedom of expression

    Rights of refugees and migrants

    Digital security / privacy

    Rights of indigenous peoples

    Access to culture

    Free, prior and informed consent

    Access to water and sanitation

    Optional comment
    As an outcome of SpeakUp investigations, the substantiated alerts resulted in appropriate remediation such as counselling/ training, disciplinary actions for individuals (based on the severity of the alerts), and a review or update of related processes and improvement action plans.

    8. Briefly describe practical actions the company has taken during the reporting period and/or plans to take to implement the human rights principles, including any challenges faced and actions taken towards prevention and/or remediation.

    Our human rights policy was released and communicated to all employees in December 2021. A roll‑out campaign has been formalized, which will include from 2022 onwards an e-learning for all employees and dedicated training for certain key positions such as Ethics & Compliance Officers, HR professionals and Internal Auditors. Specific action plans will be progressively deployed over the course of 2022; they will address issues related to employees, vendors or business partners, and Capgemini businesses and services. The requirements of the policy will be integrated into the internal audit framework as of 2022 and will be monitored by defined indicators. Alerts related to violations or risks of violation of human rights, and corrective actions, are already monitored through our global helpline SpeakUP. These measures enable us to ensure that we do business ethically, and respect human rights in all spheres of our business practices. Indicators to be monitored are: — number of activities subject to human rights reviews or impact assessments; — number of employees trained on human rights; — number of human rights screenings for new activities; — operations at significant human rights risks (child labor, forced labor, working conditions); — suppliers at significant human rights risks (child labor, forced labor, working conditions); — number of human rights impact assessments of AI solutions; — alerts of discrimination and corrective actions taken; — alerts related to indecent working conditions; — alerts of harassment and corrective actions taken

  • Labour

    Commitment

    1. Does the company have a policy commitment in relation to the following labour rights principles?

    No, and we have no plans to develop a policy

    No, but we plan to in the next two years

    Yes, included within a broader policy

    Yes, articulated as a stand-alone policy

    Not applicable (Please provide additional information)

    Freedom of association and the effective recognition of the right to collective bargaining

    2021

    Forced labour

    2021

    Child labour

    2021

    Non-discrimination in respect of employment and occupation

    2021

    Occupational safety and health

    2021

    Working conditions (wages, working hours)

    2021
    Optional comment
    https://www.capgemini.com/wp-content/uploads/2021/12/Capgemini-Human-Rights-Policy_2021_EN-.pdf

    1.1. For each labour rights policy, is it:

    Aligned with international labour standards?

    Publicly available?

    Approved at most senior level of the company?

    Applied to the company’s own operations?

    Applied to the company’s supply chain and/or other business relationships?

    Developed involving labour rights expertise from inside and outside the company?

    Other (Please provide additional information)

    Freedom of association and the effective recognition of the right to collective bargaining

    Forced labour

    Child labour

    Non-discrimination in respect of employment and occupation

    Occupational safety and health

    Working conditions (wages, working hours)

    Optional comment
    https://www.capgemini.com/wp-content/uploads/2021/12/Capgemini-Human-Rights-Policy_2021_EN-.pdf

    Prevention

    2. In the course of the reporting period, has the company engaged with affected stakeholders or their legitimate representatives in relation to the following labour rights issues?

    No engagement on this topic

    To better understand the risks/ impacts in question

    To discuss potential ways to prevent or mitigate the risks/ impacts in question

    To agree on a way to prevent/ mitigate the risks/ impacts in question

    To assess progress in preventing/ mitigating the risks /impacts in question

    To collaborate in the prevention/ mitigation of the risks/ impacts in question

    Other (Please provide additional information)

    Freedom of association and the effective recognition of the right to collective bargaining

    Forced labour

    Child labour

    Non-discrimination in respect of employment and occupation

    Occupational safety and health

    Working conditions (wages, working hours)

    Optional comment
    Engagement and dialogue with affected stakeholders and their legitimate representatives is for the moment essentially done internally. There is also an ongoing dialogue with the International Works Council.

    3. What type of action has the company taken in the reporting period with the aim of preventing/mitigating the risks/impacts associated with this labour rights issue?

    Provided internal training/ capacity building for the direct workforce

    Building capacity among relevant business relationships (e.g., partners, suppliers, clients, etc.)

    Conducting an audit process and/or corrective action plan

    Collective Action with peers or other stakeholders, in particular workers' organizations, to address the issue

    Collaboration with governmental or regulatory bodies

    Other (Please provide additional information)

    No action within reporting period

    Freedom of association and the effective recognition of the right to collective bargaining

    Forced labour

    Child labour

    Non-discrimination in respect of employment and occupation

    Occupational safety and health

    Working conditions (wages, working hours)

    Optional comment
    Awareness raising sessions on business and human rights and Capgemini’s human rights policy were provided to the company’s ethics and compliance network and to the company’s internal audit team. A human rights e-learning for all Capgemini’s employees is currently being developed. Also, as part of our mandatory e learning courses on our Code of Business Ethics, three micro modules on , “Prevention of workplace harassment”, “Prevention of sexual harassment” and "speaking up and non-retaliation" are available for all capgemini’s employees.

    4. Who receives training for the following labour rights issues?

    No training provided

    Select employees

    All employees

    Contractors

    Direct suppliers of the organization

    Indirect suppliers of the organization

    Other – such as partners, clients, etc.

    Freedom of association and the effective recognition of the right to collective bargaining

    Forced labour

    Child labour

    Non-discrimination in respect of employment and occupation

    Occupational safety and health

    Working conditions (wages, working hours)

    5. How does the company assess progress in preventing/mitigating the risks/impacts associated with the following labour rights issues?

    No monitoring of progress

    Review issues on ad-hoc basis

    Set annual targets/ goals, track progress over time (internal programs only)

    Set annual targets/ goals, track progress over time (internal and external programs)

    Other (Please provide additional information)

    Freedom of association and the effective recognition of the right to collective bargaining

    Forced labour

    Child labour

    Non-discrimination in respect of employment and occupation

    Occupational safety and health

    Working conditions (wages, working hours)

    Optional comment
    All human rights violations are in-scope of our ethics helpline, SpeakUp and a root cause analysis is performed for all substantiated alerts to assess progress in preventing/ mitigating the risks/impacts.

    Performance

    6. What is the percentage of employees covered under collective bargaining agreements?

    Percent of employees (%)

    Unknown

    Employees covered under collective bargaining (%)

    34
    Optional comment
    We have developed a dedicated Human Rights Policy across our value chain, in line with the United Nations Guiding Principles on Business and Human Rights. It confirms the Group's commitment to respect internationally recognized rights and sets out our salient issues. In this policy, we encourage "freedom of association and collective bargaining". Our employees can exercise their right without fear of intimidation or reprisal, and irrespective of the country where they are located, while respecting local laws. We ensure that all our employees have recourse to consultation and dialogue. We have several mandatory training programs, to increase awareness on human rights across our workforce. Through dedicated internal hubs, newsletters, and training materials, we regularly engage with employees and educate them on ethics and human rights topics. However, due to European law compliance, we are not providing freedom of association metrics in the public documents. Overall, 34% of the global workforce is covered by bargaining agreements, which represents around 70% of Europe (including UK).

    7. What is the percentage of employees in a trade union or other workers' organization?

    Percent of employees (%)

    Unknown

    Not applicable (Please provide additional information)

    Employees in a trade union or on a worker committee (%)

    8. In the course of the reporting period, what was the percentage of women in:

    Percent of women (%)

    Unknown

    Senior leadership level position

    22.4

    Non-executive board

    27.6
    Optional comment
    Refer page 179 of the 2021 URD

    9. What was the average ratio of the basic salary and remuneration of women to men (comparing jobs of equal value) during the reporting period?

    Salary ratio (%)

    Unknown

    Choose to not disclose

    Women / Men (%)

    Optional comment
    The information above is not disclosed externally. However, in France for 4 years we publish a gender index covering several items one being around pay equity. The methodology has been agreed with employee representatives and is certified by an audit firm. Capgemini France has been rated 94/100 on this legal index every year for the last 4 years (this is publicly advertised on Capgemini France Web Site: https://www.capgemini.com/fr-fr/index-egalite-professionnelle/ Capgemini UK is publishing every year a Gender Pay Gap Report presenting the pay gap as requested by law but also highlighting all the initiatives they are running around pay equity.Please refer the below link for the reference: https://www.capgemini.com/gb-en/wp-content/uploads/sites/3/2021/04/2021-Gender-Pay-Gap-Report.pdf https://www.capgemini.com/gb-en/resources/capgemini-uk-gender-pay-gap/ Refer page 169-170 of FY 2021 URD: Section: Reward and compensation for additional information on the topic

    10. In the course of the reporting period, how frequently were workers injured (injuries per hour worked)?

    Frequency of injury

    Unknown

    Choose to not disclose

    Frequency of injury

    Optional comment
    Refer to the section 4.3.4.2 of the 2021 URD: During 2021, the security team continued to monitor international travel in accordance with Group guidelines to ensure that only essential travel take place. Providing updated information on travel conditions helped guide travellers and ensure no one was stranded or quarantined. Group Security is also part of the work from home program and works closely with HR and Operations to provide support to employees: — 24/7 psychological support: a team of specialists associated with a call center and a unique phone number tracks employees who need assistance; — a mobile application is also available for employees to trigger an alert in case they need help

    11. In the course of the reporting period, what was the company’s incident rate?

    Incident rate

    Unknown

    Choose to not disclose

    Incident rate

    Optional comment
    Refer to the section 4.3.4.2 of the 2021 URD: During 2021, the security team continued to monitor international travel in accordance with Group guidelines to ensure that only essential travel take place. Providing updated information on travel conditions helped guide travellers and ensure no one was stranded or quarantined. Group Security is also part of the work from home program and works closely with HR and Operations to provide support to employees: — 24/7 psychological support: a team of specialists associated with a call center and a unique phone number tracks employees who need assistance; — a mobile application is also available for employees to trigger an alert in case they need help

    Response and Reporting

    12. In the course of the reporting period, has the company been involved in providing or enabling remedy where it has caused or contributed to the adverse impact associated with the following labour rights issues?

    Yes

    No

    Choose to not disclose

    Not applicable (Please provide additional information)

    Freedom of association and the effective recognition of the right to collective bargaining

    Forced labour

    Child labour

    Non-discrimination in respect of employment and occupation

    Occupational safety and health

    Working conditions (wages, working hours)

    13. Briefly describe practical actions the company has taken during the reporting period and/or plans to take to implement the labour rights principles, including any challenges faced and actions taken towards prevention and/or remediation.

    The protection of labour rights is enshrined in Capgemini's human rights and it is addressed through the implementation of this policy. Capgemini has published its human rights policy in December 2021, the company has developed a human rights risk mapping per country with a related human rights assessment questionnaire for all countries. The company has provided awareness raising sessions on business and human rights and Capgemini’s human rights policy for tis ethics and compliance officers network and the internal audits teams. It is currently developing a human rights e-learning for all Capgemini’s employees. The company is working on the deployment of its related human rights framework.

  • Environment

    Commitment

    1. Does the company have a formal policy on the following environmental topics?

    No, and we have no plans to develop a policy

    No, but we plan to in the next two years

    Yes, included within a broader policy

    Yes, articulated as a stand-alone policy

    Not applicable (Please provide additional information)

    Climate Action

    2021

    Water

    Oceans

    Forests / Biodiversity / Land Use

    Air Pollution

    Waste (e.g., chemical spills, solid waste, hazardous, plastic, etc.)

    2021

    Energy & Resource Use

    2021

    1.1. For each environmental policy, is it:

    Aligned with international environmental standards?

    Publicly available?

    Approved at most senior level of the company?

    Applied to the company’s own operations?

    Applied to the company’s supply chain and/or other business relationships?

    Developed involving environmental expertise from inside and outside the company?

    Other (Please provide additional information)

    Climate Action

    Water

    Oceans

    Forests / Biodiversity / Land Use

    Air Pollution

    Waste (e.g., chemical spills, solid waste, hazardous, plastic, etc.)

    Energy & Resource Use

    Prevention

    2. In the course of the reporting period, has the company engaged with affected stakeholders or their legitimate representatives in relation to the following environmental issues?

    No engagement on this topic

    To better understand the risks/ impacts in question

    To discuss potential ways to prevent or mitigate the risks/ impacts in question

    To agree on a way to prevent/ mitigate the risks/ impacts in question

    To assess progress in preventing/ mitigating the risks/ impacts in question

    To collaborate in the prevention/ mitigation of the risks/ impacts in question

    Other (Please provide additional information)

    Climate Action

    Water

    Oceans

    Forests / Biodiversity / Land Use

    Air Pollution

    Waste (e.g., chemical spills, solid waste, hazardous, plastic, etc.)

    Energy & Resource Use

    Optional comment
    We continuously engage with internal and external stakeholders on the topic of fighting climate change. We have an ambitious net zero program ourselves and also engage with clients and suppliers to see how to further decarbonize the value chain.

    3. What type of action has the company taken in the reporting period with the aim of preventing/mitigating the risks/impacts associated with these environmental topics?

    Provided internal training/ capacity building for the direct workforce

    Building capacity among relevant business relationships (e.g., partners, suppliers, clients, etc.)

    Conducting an audit process and/or corrective action plan

    Collective Action with peers or other stakeholders to address the issue

    Collaboration with governmental or regulatory bodies

    Other (Please provide additional information)

    No action within reporting period

    Climate Action

    Water

    Oceans

    Forests / Biodiversity / Land Use

    Air Pollution

    Waste (e.g., chemical spills, solid waste, hazardous, plastic, etc.)

    Energy & Resource Use

    4. How does the company assess progress in preventing/mitigating the risks/impacts associated with the following environmental topics?

    No monitoring of progress

    Review issues on ad-hoc basis

    Set annual targets/ goals, track progress over time (internal programs only)

    Set annual targets/ goals, track progress over time (internal and external programs)

    Other (Please provide additional information)

    Climate Action

    Water

    Oceans

    Forests / Biodiversity / Land Use

    Air Pollution

    Waste (e.g., chemical spills, solid waste, hazardous, plastic, etc.)

    Energy & Resource Use

    4.1. For each environmental topic in which the company sets timebound goals / targets, what kind of targets has the company set?

    Description of targets (e.g., what is the target, absolute vs. intensity, externally verified, on track, etc.)

    Climate Action

    We have set (science based) targets and committed to the following targets; 1. Reduce our scope 1 & 2 emissions by 80% by 2030 from a 2015 baseline 2. Transition to 100% renewable electricity by 2025 3. Reduce the travel emissions per head by 50% by 2030 from a 2015 baseline 4. Reduce the employee commuting emissions by 50% by 2030 from a 2015 baseline 5. Reduce the absolute emissions from procured goods and services by 50% by 2030 from a 2015 baseline. 6 Transition to 100% electric vehicles for our company car fleet by 2030 Note that in March 2022 we have been refining our targets in the light of the SBTi's net zero standard that was published in October 2021. We have been submitting these new targets to the SBTi and are awaiting validation which is scheduled for latest 5 July 2022.

    Energy & Resource Use

    Water

    Forests / Biodiversity / Land Use

    Air Pollution

    Waste (e.g., chemical spills, solid waste, hazardous, plastic, etc.)

    Oceans

    Optional comment
    Please refer to our URD 2021, page 148 Note that in March 2022 we have been refining our targets in the light of the SBTi's net zero standard that was published in October 2021. We have been submitting these refined targets to the SBTi and are awaiting validation which is scheduled for early July 2022.

    4.2. For each environmental topic in which the company sets timebound goals / targets, how is progress against target / goal tracked?

    Progress is reviewed against goals annually or more frequently

    Progress is reported internally to the most senior level

    Progress is reported externally

    Other (Please provide additional information)

    Climate Action

    Energy & Resource Use

    Water

    Forests / Biodiversity / Land Use

    Air Pollution

    Waste (e.g., chemical spills, solid waste, hazardous, plastic, etc.)

    Oceans

    5. In the course of the reporting period, has the company been involved in providing or enabling remedy for any actual impacts associated with the following environmental issue(s)?

    Yes

    No

    Choose to not disclose

    Not applicable (Please provide additional information)

    Climate Action

    Water

    Oceans

    Forests / Biodiversity / Land Use

    Air Pollution

    Waste (e.g., chemical spills, solid waste, hazardous, plastic, etc.)

    Energy & Resource Use

    Optional comment
    We have taken numerous actions and supported various initiatives with respect to e.g. carbon reduction, reforestation and the ocean. Please refer to section 4.2.4 of our URD 2021 as well as section 4.2.7

    Climate Action

    6. What were the company’s gross global greenhouse gas emissions for the reporting period?

    Scope 1 Emissions

    Emissions (tCO2e)

    9187.73

    Scope 2 Emissions

    Emissions (tCO2e)

    53180

    Scope 3 Emissions

    Emissions (tCO2e)

    66786
    Optional comment
    These are the carbon emissions as reported in our Universal Registration Document 2021 (page 156)

    7. What percentage of the company's revenue was invested in R&D of low-carbon products/services during this reporting period?

    Percent of revenue (%)

    1.5
    Optional comment
    What we report here is the proportion of Taxonomy‑eligible CAPEX divided by our total revenue over 2021 (refer to page 159 of our URD)

    8. Has the organization acted to support climate change adaptation and resilience?

    Energy / Resource Use

    9. Please report the company's renewable energy consumption as a percentage of total energy consumption in the reporting period.

    % of total energy consumption

    52

    Technology

    10. What percent of the company's revenue came from environmentally friendly products / services during this reporting period?

    Percent of total revenue (%)

    1.5
    What we report here is the Taxonomy eligible revenues as reported in the URD; 268 million revenues derived from taxonomy eligible activities and a total revenue of 18.160 million euro (page 159 of URD)

    Sector-specific Questions

    11. Which sector(s) does the company operate in? If diversified, choose top 3 by revenue.

    Overall Environment

    21. Briefly describe practical actions the company has taken during the reporting period and/or plans to take to implement the environment principles, including any challenges faced and actions taken towards prevention and/or remediation.

    To reach carbon neutrality from our own operations by 2025 and become a net zero company, we are taking a range of measures across the organization. We have developed a ten point action plan for the group addressing all key areas. E.g. onsite renewable energy generating; doubling the capacity at our Indian campuses, development of Signing of Green Leases for growing number of our buildings, taking measures to improve energy efficiency, taking measures to make our IT more sustainable, reduce travel emissions through low carbon digital delivery model and putting a ban on the order of pure petrol and diesel cars. Read more about our initiatives on pages 150-151 of our Universal Registration Document 2021

  • Anti-corruption

    Commitment

    1. Does the company have an anti-corruption compliance programme?

    The program is reviewed every year
    Optional comment
    We review our program every year so as to improve continuously

    2. Does your company have policies and recommendations for employees on how to act in case of doubt and/or in situations that may represent a conflict of interest, e.g. with regard to gifts and hospitality, donations, sponsorship, or interactions with public officials?

    Optional comment
    https://www.capgemini.com/wp-content/uploads/2021/12/Capgemini-CBE_2021_English-v3.2.pdf https://www.capgemini.com/wp-content/uploads/2021/12/210212_GACP_v3_English.pdf

    Prevention

    3. Who receives training on anti-corruption and integrity?

    3.1. How often is such training provided?

    One time only

    Every year

    Every two or more years

    We do not collect this data

    All employees

    Select employees

    Contractors

    Direct suppliers of the organization

    Other – such as partners, clients, etc.

    Indirect suppliers of the organization

    Optional comment
    In addition to the mandatory annual e-learning on our values and ethical culture, and to the regular awareness initiatives, the Group has implemented a specific mandatory anti-corruption e-learning, which is mandatory for all new employees and has started a series of live global webinars tailored to its most exposed employees by function, enabling the audience to interact in real-time with our Group’s anti-corruption experts to ask specific questions related to their domains.

    4. Does the company monitor its anti-corruption compliance programme?

    Regular manual controls are in place and country compliance reviews as well

    Response and Reporting

    5. Please report the company's total number and nature of incidents of corruption during the reporting year.

    Number of incident(s)

    Unknown

    Choose to not disclose

    Confirmed during the current year, but related to previous years

    This information is confidential

    Confirmed during the current year, and related to this year

    This information is confidential
    Optional comment
    This information is confidential

    6. Within the reporting period, what measures has the company taken to address suspected incidents of corruption independently or in response to a dispute or investigation by a government regulator?

    7. Does your company engage in Collective Action against corruption?

    8. Briefly describe practical actions the company has taken during the reporting period and/or plans to take to implement the anti-corruption principle, including any challenges faced and actions taken towards prevention and/or remediation.

    1. Risk Assessment The Group is responsible for identifying, monitoring and mitigating risks related to corruption and bribery. The Group has put in place in-depth risk mapping methodologies and processes to identify and assess such risks. This methodology is designed to comply with the French law no. 2016-1691 on transparency, fighting corruption and modernizing economic life - known as the “Sapin II Law” - applicable to Capgemini’s consolidated affiliates worldwide and the published recommendations of the French Anti-Corruption Agency, as well as best international practices. The Group risk map identifies relevant internal and external stakeholders and assesses possible risk scenarios considering geography, activity sector and aggravating factors, such as interactions with the public sector. The Group consolidated corruption risk map has identified 18 potential risks, including 11 critical scenarios for which Group action plans have been defined and are being implemented. In addition to the Group consolidated corruption risk map, there are local risk maps for the 42 countries in which Capgemini operated in 2019, along with the legacy Altran corruption risk map from 2020 that covered 14 countries on a stand-alone basis. In line with the Group Corruption Map Update Procedure adopted in 2021 upon completion of the consolidation of the Group corruption risk map, the Group has set a three-year deadline to review, consolidate and update each of the country-level corruption risk maps. The risk mapping exercise is the basis for the risk management components of the Group’s anti-corruption program. 2. Risk management Corruption risk is managed through i) prevention actions, such as setting out clear policies and processes, awareness raising and training of our employees and carrying out due diligence on third parties we interact with; ii) detection actions, including through our internal reporting system, SpeakUp, and mechanisms for assessing and monitoring the implementation of the program; and iii) remediation actions, including disciplinary sanctions in the event of misconduct. - Anti-Corruption reference framework The Group has set up a series of clear rules and policies promoting the fight against corruption and bribery. The Group Code of Business Ethics which sets out clearly the Group zero tolerance for corruption, has been communicated to all the employees including ex-Altran employees, as well as to Capgemini SE Directors. The Group Anti-Corruption Policy also affirms the Group zero tolerance policy and goes further. It presents the main corrupt practices and includes examples of risky situations and how to avoid them. It sets out requirements that apply to all Capgemini Directors, Executives, and employees at any level of the Group. Third parties interacting with a Group company are also expected to comply with the general principles presented. The policy presents rules to be followed when offering or receiving third-party entertainment, meals, gifts, and travel and lodging for both private persons and public officials. It also explains risks and rules related to sponsorships, charitable donations, sales agents and consultants as well as lobbying. The Group Anti-Corruption Policy also reiterates our long-standing rule that strictly prohibits contributions to political organizations. The policy was revised at the end of 2020 to include scenarios that reflect the 2019 Capgemini and 2020 Altran corruption risk maps and has been communicated to all Group employees, including ex-Altran employees. Compliance with our Group Anti-Corruption policy is also facilitated by specific policies, processes and tools relating to travel and expenses, procurement and third-party due diligence by the management of conflicts of interest, and our ethics helpline. In addition, the Group suppliers have been made aware of the Group Anti-Corruption policy as part of their acknowledgement and acceptance of the Group’s Supplier Standards of Conduct. Our Code of Business Ethics, Group Anti-Corruption Policy, Group Conflict of Interest Policy, SpeakUp Policy and Supplier Standards of Conduct are all publicly available on the Group’s website (www.capgemini.com). - Awareness raising and training Our commitment to zero tolerance for corruption is expressed in regular statements by our Chief Executive Officer, Mr. Aiman Ezzat, both internally and publicly. The Group regularly communicates with all its employees on anti-corruption topics, whether through global messages that are also deployed locally, podcasts, articles, or other intranet publications, as well as on recurring dates such as the United Nations’ International Anti-Corruption Day.The Group intranet enables employees to access relevant information and policies related to our anti-corruption program. In addition to the mandatory annual e-learning on our values and ethical culture, and to the regular awareness initiatives, the Group has implemented since 2011 a specific mandatory anti-corruption e-learning, which is mandatory for all new employees and has started a series of live global webinars tailored to its most exposed employees by function, enabling the audience to interact in real-time with our Group’s anti-corruption experts to ask specific questions related to their domains. The Group’s awareness and training initiatives are complemented by local initiatives driven by SBU/BU Managers and local Ethics & Compliance Officers. - Third Party Due Diligence The Group categorizes every third party it interacts with according to corruption and trade sanctions risks, factoring in country, sector of activity and nature and purpose of the relationship, in accordance with its anti-corruption risk map. Due diligence involves collecting information (including the screening on adverse media, sanctions lists and politically exposed persons via service providers platforms), identifying any corruption or bribery risks and taking appropriate mitigation measures. The Group also has implemented due diligence processes covering the most-at-risk parties, with specific procedures designed to ensure that recipients of charitable donations and sponsorships, consortium partners and sales agents or consultants cannot be used to disguise bribery. In 2021, the Group formalized its due diligence approach in its Group Anti-Corruption and Trade Sanctions Third Party Due Diligence policy. The Group also conducts appropriate anti-corruption due diligence on partners and target companies before entering into a joint venture, consortium, merger or acquisition - or, if circumstances require, immediately thereafter. - Alert System – Ethics helpline (SpeakUp) Capgemini encourages a culture of openness where employees can raise their genuine concerns regarding Capgemini business practices in good faith and without fear of retaliation. The Group prohibits retaliation against anyone for raising or helping to address a concern. Our ethics helpline, SpeakUp, is open to our team members, customers, suppliers, and business partners to report alerts, including corruption issues. Employees may also report a possible Group Anti-Corruption Policy violation by raising it directly to their Manager, local Ethics & Compliance Officer, or a representative of the Human Resources department. - Monitoring – Continuous improvement The Group monitors its anti-corruption program, ensuring its implementation is effective and appropriate. Monitoring is done through the three lines of defence. As part of the second line of defence controls, Group Compliance also conducts compliance reviews of the Group local operations. These reviews may be conducted with the assistance of external consultants (lawyers, accountants…). Deficiencies associated with the implementation of procedures - and potentially reported by the monitoring and internal audits - are analysed to identify their cause and remedied for continuous improvement of the program. - Disciplinary action Violations of our Group Anti-Corruption Policy may lead to disciplinary sanctions, up to and including termination of employment, in line with our commitment to zero tolerance for corruption. This is set out clearly in our policy and communicated to our Group employees. Anti-corruption - Main achievements in 2021 2021 has been an invigorating year for implementation of the Group anti-corruption program. Following the Group acquisition of Altran in 2020, the major focus in 2021 has been the continued integration of Altran in the Group anti-corruption program. Following the completion of the risk assessment, action plans have been defined for critical risks and are being implemented as part of the anti-corruption program. Specific anti-corruption accounting controls, based on the consolidated risk map, were elaborated for Group wide deployment and a program of compliance reviews in the Group local operations, including both Altran and Capgemini legacy operating entities, was initiated by Group Compliance on a risk-based approach. Our updated Group Anti-Corruption Policy was communicated in 2021 to all Group employees, including former Altran employees, through a global message including a video from our Chief Executive Officer reiterating our zero-tolerance approach to corruption, which was also relayed locally by SBU/BU Managers. Other specific Group policies complementing our Group Anti-Corruption Policy (such as SpeakUp policy, travel and expenses policy, procurement policy etc.,) and the updated version of our mandatory e-learning on anti-corruption were also rolled out to ex-Altran employees in 2021. Our Group Anti-Corruption Policy was also complemented by the internal publication of a Group Anti-Corruption and Trade Sanctions Due Diligence Policy, formalizing our approach to third party due diligence. The Group commitment to zero tolerance for corruption was expressed in regular statements throughout the year, both internally as part of the roll-out of the Group revised Anti-Corruption Policy or as part of global communication initiatives on recurrent events such as the United Nations International Anti-Corruption Day, and externally on the occasion of the publication of our ESG policy and associated ESG Investor Webinar. In 2021, we released an updated version of our mandatory e-learning on anti-corruption, reflecting revisions made to the Group Anti-Corruption Policy in 2020. It is now available in six languages (Chinese, English, French, German, Portuguese, and Spanish) and was rolled out to all ex-Altran employees in October and November 2021. In addition, in 2021, the Group started rolling out a series of live global webinars to its most exposed employees by function (Delivery, Finance, Business Risk Management, Legal, Sales & Alliance, Procurement, Marketing & Communication and Corporate Social Responsibility): 3,085 employees were trained in 2021 through these specific targeted webinars.