Gender and Ethnicity Pay Gap Report 2024 for England, Wales and Scotland
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Our Gender Pay Gap in 2024 – England, Wales and Scotland
Jacobs has three U.K. entities with more than 250 employees as of 5 April 2024. These are:
- Jacobs U.K. Limited,
- Jacobs Clean Energy Limited, and
- Jacobs Field Services Limited
We’ve published individual pay and bonus gap information for each of these entities. However, in the interest of transparency, we have chosen to broaden our analysis and the data set in the rest of this report relates to our cumulative directly employed workforce across England, Wales and Scotland.
The gender pay gap is a measure to show the difference between the gross hourly, ordinary earnings for all male employees compared to the gross hourly, ordinary earnings for all female employees, without taking into account individual roles, responsibilities and seniority level.
The gender pay gap includes regular payment of salaries and allowances and is taken from Payroll data.
At Jacobs, we understand that inclusion is a verb, not a noun. It means being transparent and acting on our statements, commitments and initiatives to drive meaningful, measurable change both in our company, industry and in the communities that we serve. It means creating a workplace where our people are curious, embrace different perspectives and harness new ideas to bring the innovative, extraordinary solutions clients demand from us. It means creating a culture of belonging where everyone can thrive – a culture that we call TogetherBeyond℠.
We understand that bold, accountable leadership is a key driver for inclusion and have seen great success through our operationalization of TogetherBeyond and amplification of inclusive behaviors at all levels of our company. I’m pleased to present our 2024 Gender Pay Gap Report, which shows that our mean gender pay gap currently stands at 16.4%, a reduction of 1.1% from last year’s report and a cumulative reduction of 9.6% since we began reporting seven years ago. We’re also voluntarily publishing our fifth Ethnicity Pay Gap Report, which shows that our mean ethnicity pay gap currently stands at 12.7%.
Tangible leadership commitment and accountability help drive our culture at Jacobs. At fiscal year-end 2024, our global Board’s independent directors were 50% diverse (gender and ethnicity) and our global Executive Leadership Team was 80% diverse (gender and ethnicity) based on self-reported data. We’re inspired by bold actions such as our global Sustainability-Linked Bonds, where the interest rate payable on the bonds is tied to Jacobs’ success towards the aspirational goal of gender equality and reducing gender inequalities. In this regard, our global female representation at vice president and above level at fiscal year-end 2024 was 34% and based on merit.
However, we also acknowledge that we still have work to do. The report details our journey and highlights the actions we are taking to increase female and ethnically diverse participation, reduce our pay gaps and ensure a more equitable workforce for everyone.
Joanne Caruso
Chief Legal & Administrative Officer
This document specifically discloses Jacobs UK gender pay gap as of 5 April 2024. I confirm that the information and data provided in this report is accurate and that information concerning the gender pay gap is in line with the requirements of the U.K. Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 (“Regulations”).
