CAPGEMINI_REGISTRATION_DOCUMENT_2017

OUR COMMITMENT TO SOCIAL RESPONSIBILITY

3.2 People and work environment

in Poland, we are part of the “Come Closer to Disability Task X Force”, a cross-industries network fostering better education and employment for people with disabilities.

in North America, equal employment opportunity and X affirmative action plans are in place for individuals with disabilities, Vietnam-era and special disabled and other covered veterans in all our US offices;

Number of employees in the Group with a disability in 2015-201

1,591

1,468

1,458

3

535

544

502

483

428

433

215

177

162

150

132

123

114

114

95

90

79

70

20

23

3

17

1

0

3

2

2

United Kingdom & Ireland

India

France

North America

Germany & Central Europe

$VLD 3DFLƬF Latin America

Southern Europe

Benelux

Nordic Countries

Total

2015

2016

2017

A disability is defined as anything preventing or limiting someone to participate to corporate, social life due to a long term or definitive reduction of his/her mental or physical capabilities. These figures reflect both voluntary and legal declarations depending on countries and their respective disability disclosure laws and policies. In{2017 the Group employed a total of 1,458{people with disabilities, of whom 33.1% are in France and 29.7% are in the UK{&{Ireland. The coverage rate for the data above is 89.0% of year-end headcount, some countries being excluded from the scope for legal reasons due to the confidentiality of this employee information. Measures against discrimination 3.2.6.6 In all the countries where we operate, the Group not only complies with local labor legislation and international labor regulations but also with our own Charter championing diversity and inclusion. By virtue of our commitment to the principles of the fundamental conventions on the labor standards of the International Labor organization and the Principles of the 1948{Universal Declaration of Human Rights including the UN{Guiding Principles on Business and Human Rights, we are committed to: recruiting and retaining talented individuals from different backgrounds ; treating individuals with respect and treated fairly; ensuring our working environment is free from all forms of X harassment or abuse;

encouraging our people to keep a good balance between X work and private life; supporting the health and well-being of our employees ;{and X offering a sound and fair working environment where our people can develop and flourish. Capgemini will not tolerate any form of professional discrimination in the workplace. Discrimination can take two{forms, direct and indirect. Direct discrimination occurs when someone is treated less favorably, for example on grounds of their gender, race, age, disability, religion or sexual orientation. Indirect discrimination occurs when a condition or rule is applied which disqualifies a large proportion of one group from an activity and there is no genuine reason for imposing that condition. A “grievance escalation process” is in place in all countries where the Group is present. This process enables the escalation of any complaint from our employees who feel discriminated against in any form. Each claim is investigated fully, and disciplinary actions can be taken if discrimination is proven. In addition to this, the Nordic countries and India are significant examples of units with robust policies and procedures in place to educate employees on inappropriate conduct at work, as well the relevant alert mechanisms.

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REGISTRATION DOCUMENT 2017 — CAPGEMINI