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Jacobs' Gender Pay Gap Report 2018

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Jacobs' Gender Pay Gap Report 2018 Gender Pay Gap Report 2018 Gender Pay Gap Report 2018 for England, Wales and Scotland 1 Gender Pay Gap Report 2018 JACOBS | GENDER PAY GAP REPORT 2018 This document represents a full report of Jacobs 2018 Gender Pay Gap and meets all statutory requirements. Foreword Since our last UK Gender Pay Gap • Hosting our first annual Inclusion Week We are proud to be ranked in the top Report, we’ve accelerated our globally to increase employee awareness quartile in 2018 of Forbes’ Best Employers commitment to attract, develop about the business value for having an for Diversity, while recognising we still have and retain a globally diverse talent base in inclusive and diverse workforce. opportunities to improve further on our Jacobs. The introduction and significant inclusion journey. We are investing to attract, • Empowering employees to share investment in a Global Inclusion and Diversity inspire, retain and develop diverse talent feedback with our leaders when they see Strategy ensures that we continue to toward the ultimate aim of opportunities for improvement. GENDER PAY GAP understand issues like the gender pay gap and closing the gender pay Pay Gap Pay Gap take positive action to address issues which • Introducing mandatory conscious inclusion gap to create a (Mean) (Median) are systemically prevalent across our industry. training to all employees over the next year. working environment 26% 23% At Jacobs, we are proud of our inclusion and • Improving our talent management and where all employees GENDER BONUS PAY GAP diversity foundation. development processes to ensure feel welcome and will thrive.” Bonus Gap Bonus Gap Our global accomplishments during 2018 opportunities for training, development and (Mean) (Median) have included: career advancement are distributed fairly Shelie Gustafson % % across the company. Chief HR Officer • Strengthening the diversity of our 64 74 Executive Leadership Team, including the • All senior executives signing of an Inclusion appointment of our first female executive and Diversity Commitment Statement. JACOBS TOTAL GENDER DISTRIBUTION vice president and first female chief strategy • Undertaking an evaluation of policies to & communications officer in the company % ensure they support our inclusion and The median gender pay gap figure is determined by 25 history. Overall, our executive leadership diversity goals. ordering the individual hourly rates of pay for all men team is now represented by 56% women and women from the lowest to the highest and then and 22% reflect ethnic diversity. • Joining Catalyst CEO Champions For calculating the difference between the middle number Change companies in demonstrating an in the male and female range for each entity. This is • Holding senior leadership accountable for expressed as a proportion of the male’s median hourly active commitment to achieving gender rate of pay. inclusion and diversity. In fiscal 2019, the equality in the workplace. company instituted culture-based leadership metrics into annual executive compensation, The mean gender pay gap is the difference between the which include inclusion and diversity goals average hourly rate of pay of women compared with men for each senior Jacobs leader. in a company. This is expressed as a proportion of men’s hourly rate of pay. 75% 2 Gender Pay Gap Report 2018 JACOBS | GENDER PAY GAP REPORT 2018 Why do we have a Gender Pay Gap Report? The Equality Act 2010 (Gender Pay Gap Information) Therefore, the gender pay gap is less of a reflection Similarly, there was a reported increase in 2018 from Regulations 2017 require companies with more than on whether men and women are receiving equal 7% to 9% of women on FTSE 100 STEM Boards 250 employees to publish prescribed information pay for equal work, but more whether women are (WISE – Women in Science and Engineering), on their gender pay gap before 4 April each year. employed within senior, higher paid, technical and demonstrating that positive change is happening in This Report, in accordance with the Regulations, leadership roles. our wider industry. represents Jacobs’ separate and combined qualifying Paying our employees fairly and equitably relative to WISE has highlighted that this upward trend could entities with more than 250 employees in England, their role, skills, experience and performance is central inadvertently contribute to the overall marginal Wales and Scotland as at 5 April 2018 which are: to our global reward philosophy. We review our global increase in the STEM industry gender pay gap as Jacobs U.K. Limited, Jacobs Field Services Limited, reward structures on an ongoing basis. typically employees join the industry in less senior Sinclair Knight Merz (Europe) Limited, CH2M HILL roles before working their way up the organisation. United Kingdom, Halcrow Group Limited. Gender pay gap in our industry In 2018, we accelerated our commitment to attract, Jacobs 2018 gender pay gap figures inspire, retain and develop a globally diverse talent Having a higher proportion of men than women in base. We introduced our Global Inclusion & Diversity higher paid, more senior roles, is a common factor Overall our 2018 gender pay gap is similar to 2017; Strategy and are making strong organisational within our industry due to the inherent challenge to we can report a reduction in the gender pay gap in commitments to support inclusion, diversity and attract and retain high numbers of female employees the upper pay quartile, which can be attributed to gender equality in the workplace. We took positive into STEM (Science, Technology, Engineering and more women moving into more senior and higher paid steps in 2018 to address the gender pay gap, and Maths) careers. The good news is that there are signs roles and clearly lays the foundation for more women several actions and achievements are outlined in this of positive improvement in the attraction of females to to aspire to take up more senior positions. report. But we recognise we can, and need to do engineering (see figure 1). A key part of our integration journey is ensuring the more to close the gender pay gap. WOMEN IN ENGINEERING WOMEN AS PERCENTAGE fundamentals of employment are equitable. In 2019 PROFESSIONAL OCCUPATIONS OF ENGINEERING PROFESSIONALS we will be transitioning all our employees to one The gender pay gap is different 2016 2017 2016 2017 global grading system with appropriate local market than equal pay pay ranges, whilst standardising terms and conditions 8% 11% of employment to further safeguard fair and equitable The gender pay gap is a term used to describe compensation across Jacobs. Over time this will help the difference between the average pay (and 36,734 48,449 the company address gender pay disparities. bonus payments) of men and women across Figure 1 (Source: WISE) an organisation. 3 Gender Pay Gap Report 2018 JACOBS | GENDER PAY GAP REPORT 2018 Actions taken in 2018 to address the Gender Pay Gap Throughout 2018 we have continued our integration Inclusion and diversity will play an integral role in our In Europe, our inclusion and diversity council is journey (following the acquisition of CH2M in integration journey, and with the commitment of our committed to integrating inclusion and diversity at December 2017) to develop our new company; the employees and leaders, we can achieve our goals. the very core of our business. We look forward to pace of change has been fast, with our talented and We have detailed the actions we’ve taken during accelerating our journey in this critical area, including continued dedicated employees driving the transformation. 2018 to address some of the factors contributing to measures to achieve gender pay parity. It is our people who are Jacobs’ greatest asset; the gender pay gap. There is no doubt that an inclusive our employees directly contribute to the company’s workforce with diverse talent long history of success and we strive to attract the Jacobs Values leads to greater innovation and best talent while investing in and developing our improved business results.” diverse talent pipeline. We are actively committed Peter Lutwyche to having a workforce that reflects the global Jacobs Senior Vice President communities we serve and we embrace the & General Manager, mandatory gender pay gap reporting requirement as Aerospace, Technology and it helps sharpen our focus to accelerate our diversity Nuclear International and inclusion strategy. Our commitment to inclusion and diversity is a critical factor to ensuring our continued organisational success – it is at the core of our values and we aim to ensure that all employees are treated equally at work across all levels and this includes making career development opportunities available to all with fair and equitable recognition and rewards. We actively foster a culture where our employees can bring their authentic self to work regardless of gender identification, personal characteristic, or lifestyle. 4 Gender Pay Gap Report 2018 JACOBS | GENDER PAY GAP REPORT 2018 Jacobs UK Returners Programme Jacobs recognises that having children is a life- The aims of the programme are to safe-guard This is a great programme to be involved with. changing milestone, so in 2018 we launched a pilot returners personal and professional lives by promoting The two-day workshop re-engaged me with the programme for employees returning from parental positive mental wellbeing and easing their transition business in a personal way, focusing my mind on (maternity, adoption, surrogacy, shared) leave. back to their careers. The programme is a key part how I would transition back into the workplace. It also covered Two one-day workshops in several offices, hosted of Jacobs’ commitment to recognising, harnessing the realities of balancing work and home life with some practical returning parents who were supported to reflect, and nurturing our diverse returning talent, ensuring tips on managing time, and potential feelings of stress and guilt, re-focus and invigorate their careers, whilst layering a pipeline of women and attracting the very best etc.
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