Welcome to VERCIDA website.

Skip to main content
Enable Recite to make this website accessible

Jacobs Striving to Significantly Improve Their Gender Balance Globally

Category: Gender Balance, Leading With Inclusion, World’s Top Female Friendly Companies in 2021, Gender Balance Globally

Gender Focus Header

As we close out one fiscal year and look ahead to the next, I’ve been reflecting on the work we’ve accomplished at Jacobs, delivering amazing solutions to our clients without missing a beat – even during the pandemic. There are many factors that have contributed to our success, but one in particular is our commitment to an inclusive work environment. This is something we’ve prioritized as a company for the past several years, and it’s making a difference in attracting and retaining our employees.

As of June this year, according to Newsweek, 4.5 million fewer women are employed globally compared to the beginning of the pandemic. Given these 30-year historic lows, I’m proud that our overall female headcount at Jacobs has actually increased since the beginning of fiscal year 2021. Jacobs was also recently named one of the World’s Top Female Friendly Companies in 2021 by Forbes.

Currently, almost 30% of our global employee base at Jacobs is female, and we have areas in the company where we’re seeing it between 40 to 50%. Years of research shows conclusive evidence that diversity helps companies win in the marketplace. A more inclusive and diverse workforce brings greater scope for creativity and innovation to the table, enabling us to deliver better solutions for our clients globally.

Over the next five years, 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. By focusing on hiring, supporting and elevating all talent, we’re creating equitable opportunities where all employees feel empowered to own their career, realize their aspirations, and succeed at Jacobs.

We’re empowering all our people to succeed with the help of tools dedicated to meet their specific needs. Through our variety of Employee Networks, our employees can foster personal and professional growth by connecting with individuals that share their heritage, passions, and interests. Our networks also connect our people to unique resources: For example, our Women’s Network in the United States recently partnered with Vanguard, our 401(k) provider, to offer custom educational material, and globally they recently launched a Men Advocating for Real Change (MARC) Dialogue Teams Program to foster more effective gender partnerships.

Our flexible approach to working, whether it be location or schedule, is one of our most talked about benefits, allowing employees to manage their time to meet the needs of both their family and professional responsibilities. We’ve also improved our parental benefits and programs around the globe – from new family planning resources, like Maven, to increasing the salary continuation for U.S. delivering mothers well beyond our industry standard. We also recognize it’s not just delivering mothers raising families, so we now offer Caregiver Leave for U.S. employees who need time to focus on their loved ones. These are just a few examples of the strides we’ve made in our culture that I believe make Jacobs a place where our people want to stay.

As we continue investing in our people and their success, we’re committed to making Jacobs a place where all employees want to join, stay, and where they can thrive. Last year, we launched a custom talent management platform called e3 – engage, excel, elevate. Through e3, our 55,000 employees across the company are brought together on a single platform, allowing them to proactively share their personal experiences, what they’re passionate about, and where they’d like to develop – ultimately putting them in the driver’s seat of their careers.

In addition to better equipping our employees to own their career through solutions like e3, we’ve also made progress in driving greater gender diversity opportunities overall at Jacobs – increasing female representation on our Board and Executive Leadership Team, prioritizing pay equity reviews with strategic actions, and ensuring our leaders are accountable through our priority setting and performance conversations processes.

As we look to the future, we’re committed to continuing our cultural transformation as a company – leading with inclusion. To become a company like no other for the best and brightest minds, we ensure that all our employees are supported and empowered to contribute to our greater company success – helping to solve some of our world’s biggest challenges.

 

Shelie Gustafson Executive Vice President and Chief People Officer - JacobsShelie Gustafson
Executive Vice President and Chief People Officer - Jacobs

 

Vercida logo

VERCIDA works with over one hundred clients who are committed to creating an inclusive work environment. If you are an employer and interested in working with VERCIDA to promote your diversity and inclusion initiatives and attract the best candidates, please email [email protected] for more information.

Learn more about this employer

Jacobs

Inclusive features

  • Dependency (Parenting & Carers)
  • Race, Ethnicity & Heritage
  • Ex-Armed Forces & Veterans
  • Gender Equality & Identity

Section with Articles you might like

See all articles

You will receive an email with link to reset your password.

Enter your new password