Gender Pay Gap Report 2019 - Jacobs Engineering Group

2y ago
43 Views
2 Downloads
1.43 MB
9 Pages
Last View : Today
Last Download : 2m ago
Upload by : Nadine Tse
Transcription

Gender Pay GapReport 2019Gender Pay Gap Report 2019 for England, Wales and Scotland

JACOBS GENDER PAY GAP REPORT 2019This document represents a full report of Jacobs 2019 Gender Pay Gap (GPG) and meets all statutory requirements.ForewordWe are pleased to present ourlatest Gender Pay Gap Report.Over the past 12 months, inclusionand diversity (I&D) has continued to be at theheart of everything we do. Since our last U.K.Gender Pay Gap Report in April 2019, we’veundertaken an extensive rebranding exercise,and I&D remains central to our brand, ourvalues and our strategy. ‘We live inclusion’ is acore value, demonstrating our commitment toembracing all perspectives and collaboratingto make a positive impact. As part of thelaunch of our new brand, we also introducedTogetherBeyond, our companywide approachto living inclusion every day that helps usleverage diversity of thought and collaborationand drive innovation, to create a moreconnected, sustainable world.Some of the steps we’ve taken globallyover the past year to advance our culture ofinclusion include:We took a closer look at the diversity of thetop level of our company, appointing themost diverse board in our company’s historyand increasing the number of women onour Executive Leadership Team. We have27% women on our board of directors –ultimately achieving overall board diversityof 45%. We also achieved executive teamdiversity of 75% (with six of eight positionsheld by women or people from an ethnicbackground).We continued embedding I&D intoperformance metrics and touchpoints acrossour company – reviewing job descriptionsand titles for gendered language, addingI&D to our senior leaders’ performancegoals, and incorporating “values differences”as a core competency for all employees.We rolled out conscious inclusion trainingfor all employees and are incorporatinginclusion into our employee, leadership, andexecutive training.We introduced the annual Inclusive LeaderAward to recognize those who modelsuperior inclusive behaviours.2We have eight thriving employee networksthat have a shared mission to celebrateand develop Jacobs’ diverse employeepopulation, provide career enrichingdevelopment opportunities for all levels oftalent, assist in the attraction and retentionof top diverse talent, facilitate innovation atJacobs, and contribute to the communitiesin which we live and work.We are proud of our ranking in the top quartileof Forbes Best Employer for Diversity 2020,and are pleased to see an overall positive trendin our median pay gap, but recognise we stillhave opportunities to improve further on ourinclusion journey. Meaningful change will taketime, but we’re dedicated tocreating and maintainingan inclusive workingenvironment, in whicheveryone’s voice isheard and respected.Shelie GustafsonChief HR Officer

JACOBS GENDER PAY GAP REPORT 2019Our Gender Pay Gap in 2019Jacobs has five U.K. entities with more than 250 employees as of 5 April 2019.These are:Gender distributionJacobs U.K. LimitedJacobs Field Services LimitedKEY:MaleFemaleLowerQuartileLower MiddleQuartileUpper MiddleQuartileUpperQuartile63.0% 37.0%69.0% 31.0%78.0% 22.0%87.0% 13.0%26.0%Jacobs Consultancy Limited74.0%CH2M HILL United KingdomHalcrow Group LimitedThe data presented on this page represents a combination of all entities,but the data for each is appended.Bonus GapPay GapThe Gender Pay Gap is a measure designed to show the difference between thegross hourly earnings for all men in an organisation and the gross hourly earningsfor all women. In 2019, our mean pay gap was 23.4% compared to 25.5% in 2018and 26% in 2017. The main driver of the gap continues to be a higher proportionof men compared to women in senior roles, though we’ve seen an increase inrepresentation of women in the upper quartile for the third year in a row which hascontributed to the reduction in our pay gap.MEAN23.4%30325.5%2018 201823.2%26.0%2017 201723.7%15105051015201009080706050BONUS 708090100809010074.0%2017 2017406036.0%2018 201859.1%302017 201742.7%BONUS MEDIAN2019 201964.0%2528.0%BONUShigherMEAN than ourBONUSOur bonus gap is significantlypayMEDIANgap. While a higherproportion of womenpaymentto men,61.0%received a bonus20192019 compared36.0%Proportionof haveemployeeswho percentagereceived a bonusemployees at a more seniorlevela largerof their pay74.0%64.0%20182018as variable bonus,and more of theseare men.23.0%28.0%59.1%22.7%2023.0%MEDIAN2019 201925Proportion of employees who received a bonus42.7%203040506070

JACOBS GENDER PAY GAP REPORT 2019Actions taken in 2019 to address the Gender Pay GapConscious Inclusion TrainingIn 2018, all people managers globally undertookonline Unconscious Bias training. In 2019, wecontinued this, rolling-out a face-to-face ConsciousInclusion programme for all employees as well as avirtual online programme. As of March 2020, 98%of employees have completed the training. Thisprogramme is aimed at raising awareness aroundinherent biases, impacts on decision making, andhelping employees develop the necessary skills tofoster a more inclusive and diverse workplace.Senior level Accountability and CommitmentEach member of our senior leadership team hassigned our I&D Accountability and CommitmentStatement. They are committing to aim higher,challenge what’s accepted, and hold themselvesaccountable for creating a company where everyemployee is empowered to thrive, knowing theirindividual value is recognised. In addition to thisstatement, we have embedded I&D specific goals intothe annual performance management cycle for oursenior leaders.Dedicated ResourceIn June 2019, we appointed an experienced Inclusion& Diversity Leader, Sarah Winship, to develop andimplement a strategy across Europe. We have alsoappointed an Inclusion & Diversity Partner to helpdrive the agenda. These two important roles workwith the European I&D Council and the Global Council4to ensure we are creating sustainable inclusion anddiversity practice that will have a measurable impact.Bridge the GapWe recognise that becoming a parent is a lifechanging milestone. Whilst exciting, it can also bean overwhelming time, with complex emotional andpractical issues to navigate. Following a successfulpilot, we have launched a new U.K. programme forreturning and working parents to support them duringthis period of their life, and appointed Hannah Turnerto manage this initiative. Bridge the Gap is open to allcolleagues who have taken or are planning to take anextended period of leave on becoming a parent. Wecurrently have 180 eligible staff across the U.K., 40 ofwhom started the programme in early 2020.Variable HoursIn July 2019, we introduced a new Variable HoursPolicy. This built on existing flexible workingarrangements and allows employees to work amonthly adjusted working pattern in line withcontracted hours.Inclusive Leader AwardIn December 2019, we introduced a new award toour Beyond Excellence Awards Ceremony. Theseawards celebrate those who raise the bar and deliverthe extraordinary with excellence. The new InclusiveLeader Award recognises and rewards employeeswho show a personal passion and commitmentfor I&D and who role model inclusive behaviourswithin our organization. Any member of staff couldbe nominated by their peers, and we received 100nominations. Finalists were announced duringInclusion Week, in advance of the award ceremony.Inclusion WeekIn November 2019, we held our second InclusionWeek, with all our offices participating under thetheme of ‘Everyday Inclusion’. Throughout the weekthere were global and local office activities and eventscelebrating our achievements to date and equippingemployees with easy, practical, and intentional actionsto embed inclusion in our everyday culture.The point is to create a positive workingenvironment and design an empoweringculture where all employees can equallycontribute to the success of the businessand grow their career without invisible hurdles, biasesand unsubstantiated perceptions.”Imad FeghaliVP & Regional Director, Peopleand Places Solutions Dubai,United Arab Emirates, andinaugural winner of the InclusiveLeader Award

JACOBS GENDER PAY GAP REPORT 2019Jacobs Women’s NetworkOur Jacobs Women’s Network (JWN) – U.K. andIreland region, is proud to have 30 Local Chaptersacross Jacobs and client offices, with over 1,400members, both male and female. Some initiativeswe were involved in are included below. Lookingahead with the GPG in mind, we will engage our newExecutive Sponsor, Donald Morrison, to develop andsupport (1) a regional action plan to close the GPGand (2) the global Fiscal Year 2019 I&D initiativespromoting equality and development opportunitiesfor womenat Jacobs.JWN Global Summit“Empowering Women,Engaging Men”We were delighted to have 14 participants from theU.K. at the JWN Global Summit in Dallas in June2019 where the importance of inclusive leadershipfor profitable growth was promoted by our leaders.Attendees were inspired to hear Fiscal Year 2019global initiatives on recruitment, developing metricsfrom our new E3 talent initiative to address payequity, and the need for employee empowerment andinspirational leadership.5Improving the Gender Balance inour UK&I Steering CommitteeRecognising that data and transparency is key tocommunicating our organisational change, we drovechanges to engage more widely with all employeesand specifically including gender statistics. Our U.K.and Ireland Steering Committee is now one third malewhich we are also incredibly proud of.European Women inConstruction & EngineeringAwards 2019We were proud to coordinate the 77 nominations andsee 22 shortlisted and three winners across theseawards. We recognise that while awards won’t closethe GPG, they do allow us to recognise and celebrateour female talent and advocates and share theirachievements to inspire others.Male Engagement InitiativeOne of our Regional Committee members developeda Male Engagement initiative, which is now beingrolled out globally via the JWN.The Jacobs Women’s Network (JWN)provides a home to everyone, women andmen alike. Male engagement plays animportant role in changing perceptions and helpingwith the growth of the network. Men should beagents for change by challenging stereotypes whilstproviding diverse views and supporting developmentfor all. I am proud to be amember and look forward tomore men joining not onlythe network butcommittees too.”Stewart KnowlesGlobal Adjacencies Lead forTransportationPictured below are our inspiring winners at the European Women in Construction & EngineeringAwards. Left to right: Catriona Schmolke – Lifetime Achievement in Engineering; Kate Carpenter –Best Woman in Health & Safety; and Katy Kemble – Best Woman in Environment & Sustainability.

JACOBS GENDER PAY GAP REPORT 2019Hiring & Future TalentSTEM Success inStocktonDiversity has been a key part of our talent acquisitionstrategy, with several improvements made to both ourattraction methods and the selection process itself.Our approach is starting to have an impact,particularly in terms of success rates for womenapplying for jobs.Our talent acquisition team members have allreceived training in inclusive recruitment techniquesand have appointed an I&D Champion. This allowsthem to actively challenge the hiring communityfrom initial conversations through the application andshortlisting process, to interviews and final offer. Theyhave also strengthened relationships with our variousemployee networks to leverage the far reach of theseto source and attract talent.In Fiscal Year 2019, we hired 1,100 new membersof staff in to the People & Places Solutions line ofour business; 39% were female, from a total of 21%female applicants.Where posts become available, requirements arebeing reviewed and widened and software used toidentify and remove any strongly genderedlanguage. The introduction of a standard templateallows us to highlight our commitment to I&D witha statement about flexible working at the top of anyjob description.A hiring manager guide has been developed, whichincludes a section on unconscious bias and howit can manifest itself in the recruitment process,encouraging managers to consider the diversity oftheir shortlists and interview panel.6Future TalentWe have continued to actively influence the educationand career decisions of future generations and toinspire girls and women to study and pursue careersin Science, Technology, Engineering and Mathematics(STEM). We are investing in STEM teachers through‘Enthuse Partnerships’ to change the lives of youngpeople by working with schools on teacher continuingprofessional development as well as student facingactivities supported by our own national network ofSTEM Ambassadors.Jacobs ApprenticeCivil Engineer RebeccaRoberts participatedin the ‘Big Project’, a‘partnership’ projectdeveloped by Jacobs towork with Carmel CollegeDarlington. By answeringa ‘Big Question’ withmentoring and teachingsupport, students gaininsight into some ofthe skills required inthe world of work andthe variety of roles anddisciplines to access.We’re working with theCareers and EnterpriseCompany, Tees ValleyCombined Authority andbusinesses in the area toexpand the Big Project tomore schools and acrossmore sectors.“These experiencesreally helped me decidethat I wanted to do aDegree Apprenticeship.I am now doing an HNCin Civil Engineering withJacobs.”Rebecca RobertsJacobs Apprentice CivilEngineer

JACOBS GENDER PAY GAP REPORT 2019What’s Next?As we continue to progress our company culture,we will have a focus on our value of living inclusion,advancing equality, employee well-being andensuring employees feel a sense of workplacebelonging. These key factors will ensure long termsustainable value.Accreditation - we recently partnered with The ClearCompany and are looking forward to using ClearAssured to map and review current activity while alsoidentifying gaps and developing actions for 2020and beyond.Data - we will develop our approach to datacollection and analysis to ensure we have a robustdata set that allows us to develop evidence-basedactions. We will share these actions with staff andcommunicate progress regularly. A data dashboardwill be developed covering the entire employeelifecycle which will enable us to measure progress.Continued Policy Review Process – we willimplement a programme of policy review which willassess the impact of our policies on different groups.We will prioritise those policies likely to have thegreatest impact on the gender pay gap.7External engagement - we will continue to workwith external organisations including Women inScience and Engineering (WiSE), Women in Nuclear(WiN) and Employers Network for Equality andInclusion (ENEI) to ensure we keep up-to-date withbest practice, both in our industries and more widely,but also to share our own successes with others aswell as our challenges.We will continue our work with the EnthusePartnerships and will join the national STEM EnthuseAlliance. This is a ground-breaking collaborationof government, charitable trusts, STEM employers,professional institutions and scientific societies, allshowing their support for teachers of STEM subjects.Through this collaboration, we have an opportunityto inspire and influence females to become part ofthe next generation of innovative thinkersI am pleased to see the steady progresswe are making at reducing the Gender PayGap in the organisation and the numberof actions that we have already taken and thosethat are underway to accelerate further reducing thegap. There is no room for complacency though as westrive to be a company like no otherin every regard, where everyonecan succeed and make apositive impact.”Donald MorrisonSVP & GM People & PlacesSolutions - Europe, Middle East& Africa

JACOBS GENDER PAY GAP REPORT 2019Reporting Tables 5 April 2019 for England, Wales and ScotlandStatutory DisclosureJACOBS U.K.LIMITEDDifference in hourly rate of payDifference in bonus payProportion of male employeeswho receive a bonusProportion of female employeeswho receive a bonusProportion of males & femalesin each Quartile Pay BandLower QuartileLower Middle QuartileUpper Middle QuartileUpper QuartileMean25.360.7Median25.933.3JACOBS FIELDSERVICES LIMITEDMean19.766.5Median29.038.8JACOBSCONSULTANCY LIMITEDMean26.059.4Median20.848.1CH2M HILLUNITED 7.7NOTE: ALL FIGURES SHOWN ARE PERCENTAGE VALUES.Declaration: Jacobs confirms that the information and data provided in this report is accurate and in line with mandatory requirements.8HALCROW ales35.934.723.713.7

JACOBS GENDER PAY GAP REPORT 2019At Jacobs, we’re challenging today to reinvent tomorrow by solving the world’s mostcritical problems for thriving cities, resilient environments, mission-critical outcomes,operational advancement, scientific discovery and cutting-edge manufacturing, turningabstract ideas into realities that transform the world for good. With 13 billion inrevenue and a talent force of more than 55,000, Jacobs provides a full spectrum ofprofessional services including consulting, technical, scientific and project delivery forthe government and private sector.Find out more at www.jacobs.com and connect with Jacobs onFacebook, Instagram, LinkedIn and Twitter.Follow us @jacobsconnects Copyright 2020 Jacobs Engineering Group Inc. All rights reserved.9

Pay Gap The Gender Pay Gap is a measure designed to show the difference between the gross hourly earnings for all men in an organisation and the gross hourly earnings for all women. In 2019, our mean pay gap was 23.4% compared to 25.5% in 2018 and 26% in 2017. The main driver of the gap continues to be a higher proportion

Related Documents:

3. Statutory Gender Pay Gap Report 2019 In this section is reported the Statutory Gender Pay Gap, the Gender Pay Gap (Excluding Casual Staff), and a review of Bonus Pay. A positive black number, means that there is a pay gap in favour of men, whereas a negative red number means that there is a pay gap in favour of women. 3.1. Statutory Gender .

by law to publish their gender pay gap each year on their own and on the Government’s website. This is Unite the union’s gender pay gap report for 2019 based on 2018 pay. 2 Gender Pay Gap 4 april 2019 ABOUT THIS REPORT The report was prepared in line with the Equality Act 2010 (Gender Pay Gap

A gender pay gap does not indicate discrimination or an absence of equal pay for equal value work - it reports a gender representation gap. If women hold more of the lower paid jobs in an organisation than men, the gender pay gap is usually wider. Gender pay gap reporting often further highlights important challenges that business

Gleeds Gender Pay Gap Report 2019 Gleeds figures 2018 PAY GAP This table shows the mean and median pay gap between men and women, based on hourly rates of pay and presented relative to men’s earnings. The median gender pay gap differs from the mean as it shows the mid-point of data, rather than the average. BONUS GAP

report, the 2019 overall pay gap data includes the pay gap data for UK subsidiaries of the firm. Statutory 2019 Gender Pay Gap Reporting The Gender Pay Gap aims to show the distribution of men and women across different roles within an organisation and highlight where there may be concentrations of a particular gender at lower or higher

PROGRESS ON THE GENDER PAY GAP: 2019 7 In 2016, we released the first-ever study of the gender pay gap using Glassdoor salary data. In that study, we added to the large body of research confirming the existence of a gender pay gap, but we also used Glassdoor’s unique data to explore the drivers of the pay gap by

the gender pay gap, the second part on research funding. In a first section of the first part, we present the methodological and conceptual framework for an analysis of the gender pay gap in general. An outline of the general definition of the gender pay gap is followed by a discussion of existing indicators and measures of the gender pay gap. The

4 Johnson Matthey Gender Pay Gap Report 2019 Gender pay gap key facts The gender pay gap is the average difference in pay between men and women. Johnson Matthey is committed to being a meritocracy where men and women are paid fairly. Women currently represent 26% of our UK employees. Female representation is lower in our science, technology and