It all starts with the space to be yourself

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Creating a positive and supportive working environment is an important element in fostering a sense of belonging within an organisation. Encouraging open communication and collaboration within companies is increasingly important. Every day we create a work culture that values empathy, respect and inclusion. This is what current and future talent expects from us. Just how do we effectively put this philosophy into practice?

63% of people representing different generations prioritise diversity, equality and inclusion when choosing a company. For Generation Z and Millenials looking for a job, this is even more important (73% and 68%) . Unfortunately, in the same survey, up to 75% of respondents indicated that they felt excluded at work. Why is this the case? What should we keep in mind when building a sense of belonging?

Inclusion circles – total openness and acceptance
Where does the whole process start? By defining the core values. In this case, from how we understand the freedom to be ourselves in an organisation. How do we create a space where everyone can feel complete and not just seen through the prism of their next professional role. At Capgemini we are creating such a space thanks to, among others, the “Inclusion circles” initiative – a global project that has also been implemented in the Polish branch of the company since this year. “Inclusion circles” is an intimate meeting in a group of up to 12 people, attended by male and female employees of all levels, including those representing top management. For one hour, in an atmosphere of total openness, acceptance and trust, we discuss the needs of diversity and inclusiveness – looking for the best solutions we can implement in these areas. “Inclusion circles” are a motivational meeting for everyone, regardless of their role and seniority.

The great power of communities
“Inclusion circles” are a symbol of community strength. Capgemini’s strategy is implemented by ensuring participation and supporting bottom-up initiatives. Good examples of active communities within the company are Women@Capgemini, OUTfront or the Cultural Diversity Community. The first of these has been active since 2015, bringing together not only women but also their allies, supporting them in their development and ensuring their influence in shaping professional realities. The role and position of women at Capgemini Poland is significant – they represent around 53% of all employees, which is also externalized in the composition of the group of leaders and female leaders of the division. OUTfront is Capgemini’s community for LGBTQ+ people. Its mission is to provide a space for education and awareness so as to foster professional development and authenticity in the workplace for people representing this community. Cultural Diversity, on the other hand, brings together people who see the value of drawing more deeply from multicultural diversity.

Showing acceptance in a crisis
Building a positive and supportive working environment is also about caring for the wellbeing of every person employed. People who feel real understanding and support in the workplace are less likely to experience feelings of isolation, job burnout and anxiety. Sometimes, however, these negatives do occur, resulting in a sense of exclusion – people who experience this do not know how to cope, they move away into the shadows. At Capgemini, we openly say that it is possible to feel mentally unwell, that there are times in life when professional burnout can be experienced. Showing acceptance and support in such situations, saying to the other person: “you are one/one of us all the time”, makes a difference. In internal meetings and podcasts, we openly discuss what job burnout or depression is and how to deal with it. We also offer, among other things, anonymous psychological support. The last three years around the world have presented companies and employees with many challenges. Remote working, downsizing of operations and financial implications, have not made it easier to build strong relationships and affiliations between male and female employees and companies. Therefore, today organisations are starting to build relationships with their talent more flexibly. Developing open communication, empathy, respect, and inclusivity have become an even more important part of the strategy for many years to come.

Katarzyna Skoczek
Global Capabilities & Employee Experience Senior Manager w Capgemini Poland

About Capgemini
Capgemini is a global leader in transformational consulting and business management by harnessing the power of technology. The Group’s goal is to move towards a socially responsible, integrated and sustainable future where human potential is supported by new technologies. Capgemini is a responsible and multicultural organisation with almost 350,000 employees working in more than 50 countries. With a strong 55-year heritage and extensive industry knowledge, it enjoys the trust of its clients and is able to comprehensively meet their business needs: from strategy and solution design to operational activities driven by the dynamic and innovative world of cloud, data, artificial intelligence, connectivity, software, digital engineering and platform technologies. In 2022, the Group recorded global revenues of €22 billion.

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