Jacobs Named One of The 2022 Times Top 50 Employers for Women

Our recent company-wide culture survey showed overwhelmingly that TogetherBeyond, the name of our unique culture of belonging, is widely accepted by staff and is viewed as a key differentiator for why people want to work and stay with Jacobs. Our Jacobs Employee Networks play a critical role in this; they are centered around offering employees an opportunity to collaborate with others around the world who share similar interests and explore opportunities that relate to their specific goals. The Jacobs Women's Network in particular is championing gender equality and working to make Jacobs a company where all women thrive.

We understand the importance of family and flexible working and actively support both, with flexible schedules and locations to help colleagues balance work and home. Our global benefit Maven provides family services for all paths to parenthood and our returners program in the U.K. and Ireland, Bridge the Gap, actively supports parents returning to work after parental leave through structured workshops, manager toolkits, coaching and awareness campaigns. Since its inception, over 200 employees have accessed the program, and we expanded the program to offer parent-to-parent buddying, providing informal support to employees preparing for, taking, or returning from parental leave.

Additionally, we've taken several steps to safeguard our employees' physical and mental wellbeing including launching a new Wellbeing Portal and increasing the support available through our Employee Assistance Program. Our Positive Mental Health Champions also developed a free, globally accessible mental health check-in tool called One Million Lives to help users assess their current mental health and provide them with suggestions and resources for personal growth and resilience.

Finally, we're closely monitoring and taking actions to continue to improve our pay gap and pay equity for women and ethnicities within Jacobs. Our Gender Pay Gap for England, Wales and Scotland has reduced for four consecutive years. We recognize this is a journey and we still have a long way to go, but we can see that our actions are starting to have an impact.

By FY25 we're striving to significantly improve our gender balance globally, with an aspirational goal to achieve 40% female talent, 40% male talent and 20% being a flexible measure - including any gender and those who choose not to identify or disclose.