MGMT1201: Analyzing Diversity Policies at Capgemini Canada Inc.

This report analyzes Capgemini Canada Inc.'s approach to diversity within the Canadian workplace, fulfilling the requirements of a MGMT1201 assignment. The paper begins with an introduction highlighting the importance of diversity in Canada and the selection of Capgemini as a leading example. It then delves into two key diversity issues: gender identity and diverse representation. For each issue, the report defines the problem, outlines Capgemini's existing policies, justifies their priority, and suggests future implementations. Specifically, the report examines how Capgemini addresses gender identity issues, ensuring that employee's personal sense of gender does not hinder career growth. It also discusses the company's commitment to increasing the representation of women in leadership roles, including specific targets and development programs. The report concludes by summarizing the diversity challenges faced by Capgemini and the company's efforts to improve its practices, referencing relevant sources and an appendix with supporting data. The assignment demonstrates an understanding of diversity management and its practical application within a Canadian corporate context.

Running head: DIVERSITY
DIVERSITY
Name of the Student
Name of the University
Author Note

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Introduction
Diversity is taken as a matter of concern in Canada and in regard to this, the Diversity
issues in the Canadian Workplace are being examined in the given paper (Ashikali &
Groeneveld, 2015). The paper will identify and select one company based on which two diversity
issues will be assessed. Future recommendations for the improvement of the same will be
identified accordingly. The company which has been chosen for the analysis can be mentioned to
be the Capgemini Canada Inc.
Company chosen: Capgemini Canada Inc.
The Capgemini in Canada has been identified as one of the best Diversity employers
present around the globe and as of 2019. The reason why the enterprise has been selected as one
of the best firms can be mentioned to be because the firm has engaged in a large number of
initiatives to encourage the inclusion of the women employees and in association with this, the
enterprise has engaged in inclusion plans in regard to the different parties as well.
Diversity issues selected
Gender Identities
Gender Identity Issues and Challenges
The Gender Identity issues can be effectively defined as the personal sense of one`s own
gender. In an organization, there may be a scenario whereby a firm may have employees who
essentially associate themselves with a different gender (Özbilgin et al., 2015). In consideration
to this, it is effective to ensure that such issues do not step in the way of career growth.

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Policies as adopted by the enterprise
The firm accepts employees from all walks of life and they are associated and supported
throughout their tenure.
Priority Justification
The issue is given the ultimate priority because, the orientation and identity of different
genders may differ and all individuals have a choice to choose an identity of their choice.
Further Growth or Future Implementations
In the future, the firm aims to organize special seminars and training sessions which
would assist people to interact freely and build a diverse enterprise (Harvey & Allard, 2015).
Diverse Representation
Diverse Representation Issues and Challenges
Very often the diversity is not appropriately reflected and represented in the organization
and a single gender is given the representation. Hence, the enterprise aimed to overcome this
issue by increasing their representation of Women leaders.
Policies as adopted by the enterprise
In consideration to this, Capgemini Canada has committed to ensuring the representation
of women in the leadership role to 25% by 2020 and 40% in 2030. Hence, the firm has come up
with a 6 month women leadership development program and has organized the tasks accordingly
to boost various prospects at work (Canadastop100.com ,2020).

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Priority Justification
The reason why the enterprise gives this aspect priority is because, it will assist the
different women employees in firm to prosper and experience career growth.
Further Growth or Future Implementations
In the future, the firm has already set a strong objective for itself. The firm can aim to
hire more employees who are women and thereby build a strong base.
Conclusion
Hence, the paper focused on the different diversity challenges and issues being met by
Capgemini and focused on understanding the ways to improve the same.

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References
Ashikali, T., & Groeneveld, S. (2015). Diversity management for all? An empirical analysis of
diversity management outcomes across groups. Personnel Review.
Canadastop100.com (2020). Diversity [online]. Available at:
https://reviews.canadastop100.com/top-employer-capgemini#diversity (Retrieved on: 23
Jan 2020).
Harvey, C. P., & Allard, M. (2015). Understanding and managing diversity: Readings, cases,
and exercises. Pearson.
Özbilgin, M., Jonsen, K., Tatli, A., Vassilopoulou, J., & Surgevil, O. (2015). Global diversity
management. London, United Kingdom: Palgrave Macmillan.

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Appendix
(Source: Canadastop100.com ,2020).