Criteria for annual variable compensation of the Chief Executive Officer in 2025
The indicators selected to determine the variable compensation are divided between:
- Financial objectives, representing 60% of the fixed compensation if the targets set are achieved: 1. Group revenues, 2. Group operating margin rate, 3. Net profit before taxes, and 4. Group organic free cash flow;
- Quantitative individual performance objectives, representing 20% of the fixed compensation, assuming targets set for the two objectives are achieved aligned with the ESG strategy (diversity and cybersecurity);
- Qualitative individual performance objectives, equally weighted covering: 1. AI and Gen AI deployment, 2. Strategic partnering with clients, and 3. Strategy in execution and its progress in key geographies. In compliance with the Say on Pay rules, the compensation policy and the compensation of 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. On December 31, 2024, the international representation on the Group Executive Committee was at 60%. The Executive Committee also shifted from a female membership rate below 10% in 2016 to 25.7% in 2024. 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 percentage achieved at the end of 2024 was 29% and hereafter the objective is to reach a percentage of 30% in 2025. These objectives are combined with the strengthening of the Group’s internal policies to ensure the monitoring 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.
