Poor maternity, advertised as 6 months fully paid but it's actually only 18 weeks - Managing Consultant Capgemini Employee Review

1.0
Jun 3, 2024
Recommend
CEO approval
Business outlook

Pros

Big company I guess, nothing else to say.

Cons

Poor maternity, advertised online as 6 months fully paid but it's actually only 18 weeks. And only after 12 months of service which is a lot compared to the industry standards. I was expecting better than this.

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Capgemini Response
2y
Thank you for sharing your experience. I discussed your concerns with the team, It seems there might be a misunderstanding. Our Primary Partner Leave Policy (nee maternity) was updated over a year ago in which our offerings were significantly enhanced. It appears that the information you have is from a legacy policy and therefore no longer relevant. Could you reach out to our Family Leave Coordinator (on Workzone or the internal GAL) to clarify your personal situation. Also, you can find our current offerings in the Primary Partner Leave policy on Workzone. We really want to help, so please don't hesitate to reach out to the Family Leave Coordinator or your People Manager. We want to help. Thankyou

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Cons

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1.0
Jun 30, 2026
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Recommend
CEO approval
Business outlook

Pros

there are no pros for this company

Cons

I was laid off after spending several months on the bench, with "lack of available projects" cited as the reason. However, another consultant in the same role who was also without an active client engagement was retained. As a woman and racial minority, I could not ignore the disparity in how these decisions appeared to be made. Before my termination, I reported being recorded without my consent and raised concerns about conduct that I believed reflected implicit bias. I was referred to as "URM" instead of by my name or role, encouraged toward race based employee resource groups rather than meaningful career opportunities, and repeatedly advocated for fair project placement while on the bench. My employment ended shortly after I raised these concerns. Following my termination, I pursued the matter through the appropriate internal and legal channels. I provided documentation supporting my concerns and gave the company multiple opportunities to investigate and resolve the issues. Rather than meaningfully addressing the evidence or acknowledging the seriousness of the allegations, the company denied wrongdoing, offered what I viewed as a nominal severance, and declined to accept accountability. Employees deserve confidence that concerns about discrimination and retaliation will be investigated objectively and fairly. My experience left me with the opposite impression.

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