2023 Integrated Annual Report

WEIGHT OF CSR INDICATORS IN THE CHIEF EXECUTIVE OFFICER’S VARIABLE COMPENSATION

CRITERIA FOR ANNUAL VARIABLE COMPENSATION OF THE CHIEF EXECUTIVE OFFICER IN 2024

The indicators selected to determine the variable compensation are divided between:

• financial objectives, representing 60% of annual variable compensation and based on attainment of: 01. Group revenues objectives, 02. Group operating margin target rate, 03. Net profit before taxes target, and 04. Group organic free cash flow target;
• quantitative individual performance objectives, representing up to 20% of annual variable compensation, tied to the roll-out of the CSR strategy (diversity and growth of our portfolio of sustainability related offerings);
• qualitative individual performance objectives, equally weighted covering 01. Talent attractiveness, 02. Strategic partnering with clients, and 03. Evolution of the portfolio of strategic offerings.

In compliance with the Say on Pay rules, the compensation policy and the compensation of Executive Corporate Officers paid during the fiscal year or granted in respect of the fiscal year then ended must be presented to the Shareholders’ Meeting for an annual vote.

DIVERSITY POLICY FOR MANAGEMENT BODIES

The Group decided to implement a progressive increase in both female and international representation on the Group’s Executive Committee.

At December 31, 2023, the international representation on the Group Executive Committee is at 58%. The Executive Committee also shifted from female membership rate below 10% in 2016 to 28.9% in 2023. The Group’s mid-term objective is to reach at least 30% by 2025 and the long-term objective is to achieve the same percentage of women in the Executive Committee as in the Group’s headcount.

Capgemini also intends to increase female representation within Group executive leaders, representing 10% of positions with the greatest responsibility within the Group, and more widely in the Vice-President community by similarly setting annual objectives in this respect for the Group’s key managers. The Group has set a target of 30% of women in executive leadership positions by 2025.

These objectives are combined with the strengthening of the Group’s internal policies to ensure the implementation of regular and fair practices supporting this strategic direction, enabling diversified and non-discriminatory global representation at all levels of the organization.

Finally, the Board of Directors has set Executive Corporate Officers objectives to increase female representation in the Group in the variable part of their annual compensation.