Capgemini has Various Initiatives for Women Employees, Here’s the List

As the International Women’s Day 2021 approaches, IT behemoth Capgemini has reaffirmed its commitment towards gender diversity with a focus on its key gender balance initiatives. The company says that since it believes that principles of diversity are a source of creativity, innovation and inspiration, Capgemini wants to be recognized worldwide as a leading responsible company using its expertise for positive impact as they are ‘Architects of Positive Futures’.

The organization has also listed some of its gender balance initiatives while stating that the diversity ratio in India at Capgemini is close to 38%. “Gender diversity is a critical priority for Capgemini to ensure it creates a sustainable pipeline of the best available talent and increase women representation at senior levels. To support this priority, the company runs various interventions,” said a statement from the company.

List of Initiatives that Capgemini Offers to Women Employees

fareWelcome program: This has been designed to support women colleagues during the maternity phase - assist in transition from office to maternity leave, help stay connected with the organisation and colleagues during the maternity break and ease ‘back to work’ transition process. fareWelcome! aims at both - individuals and their people managers, ensure that all the stresses and demands experienced currently, can be discussed and managed openly, honestly and in collaborative and supportive environment. This program is also availed by women who adopt and new mothers through surrogacy. Nearly 90% of women who went on maternity leave last year came back to work owing to the fareWelcome! Program, says the company.

Women Sponsorship Program: This program is a step towards building a strong pipeline of women leaders for future roles who are willing to take their career to the next level through sponsorship and advocacy of senior leaders. Finding an advocate within the senior leadership circles can help high-potential women leaders get much-deserved access and visibility.

The program is perceived for a period of 2 years to help the women protégés discover themselves, engage with the sponsors and senior leaders, develop on their existing strengths and build on their areas of improvement and be self-reliant. The success metrics and enablers of the program has been decided by the Protégés themselves in a series of Roundtables and the progress will be tracked on a regular basis using a SMART goals template.

CAPtivate: This program is Capgemini’s Career Comeback initiative to support skilled female professionals who want to make a transition back into the workforce. As part of our exclusive, women-only campaign, resumes are invited from enthusiastic and talented women—currently on a career break—who are looking to get back to their careers.

Women who have been away from workplace, often find that they are overlooked due to the gap in their CV. CAPtivate is Capgemini’s effort to address their experience gap and provide another route to get talented women back into the workplace.

Women who are currently not employed for a minimum duration of a year can apply to jobs that are relevant to their work experience. A minimum experience of 3 years is essential. Selected candidates are offered full-time, regular employment at Capgemini.

WiTI (Women in Tech India): This is an initiative to provide the company’s women colleagues (in mid-level), a platform to showcase and strengthen their skills, develop newer technical competencies, be more intentional about their careers and learn from their role models. WiTI aims to inspire, empower and equip women to understand the dynamics surrounding leadership and build a purposeful plan for career development to take charge of their career for important causes and reasons with more conviction and confidence, says the company.

SPEED Mentoring : This is a program where participants explore and engage with mentors digitally - through a series of short, focussed conversations about specific topics. These conversations involve one-on-one interaction between participants and mentors.

The objective of SPEED is to connect, interact, and address the area of learning from the conversations with the leaders as learning comes from having the space to reflect on one’s experience and hear from others. Hence the program is designed to be listening, reflecting, and sharing exercise.

W2RT – a NASSCOM Program: Capgemini in India nominated 120+ colleagues for the Women Wizards Rule Tech (W2RT), a NASSCOM Diversity & Inclusion initiative with an aim to enable women technologists build awareness about tech capabilities/ skills in emerging technologies of their choice. This is a yearlong program started last year which includes Tech Masterclasses, Tech Problem sharing and solving sessions, Career development connects (Mentoring and role model interactions). The company’s leaders play a pivotal role in creating and maintaining an environment where colleagues can achieve their full potential.