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Gender and Ethnicity Pay Gap Report 2020 for England, Wales and Scotland

Gender and Ethnicity Pay Gap Report 2020

Gender Pay Gap Report

Download the complete series of Gender Pay Gap Reports for England, Wales and Scotland (including Ethnicity Pay Gap for 2020)

The 2020 Report

Jacobs has five U.K. entities with more than 250 employees as of 5 April 2020.

These are:

  • Jacobs U.K. Limited
  • Jacobs Clean Energy
  • Jacobs Field Services Limited
  • Halcrow Group Limited

Gender and Ethnicity Pay Gap

The Gender Pay Gap for England, Wales and Scotland is a measure designed to show the difference between the gross hourly earnings for all men in an organization and the gross hourly earnings for all women.

The ethnicity pay gap measures the difference between average hourly pay rates for BAME employees compared to white colleagues’ average earnings and is expressed as a percentage of white employees’ pay.

TogetherBeyond℠ is our name for this culture at Jacobs. It’s our approach to living inclusion every day, enabling diversity and equality globally and holding ourselves and our leadership to account for delivering tangible positive change in our workforce.

With this theme of accountability in mind, we are pleased to share our 2020 Gender Pay Gap data – and for the first time to go beyond the statutory requirements by also sharing our Ethnicity Pay Gap results. Only by being completely transparent in this way can we drive and measure the progress we continue to make in our business.

Looking at the numbers, we are excited to note that our average gender pay gap has reduced for a third consecutive year, and now stands at 21.3%. This is a reflection on the growing momentum we are seeing to reduce the pay gap, promote female talent and advance conversations around gender equality and pay equity with our employee networks, HR groups and Executive Leadership team. It is notable that our 2020 gender pay gap is calculated using a different sample population due to significant changes in our workforce following the divestiture of Jacobs Consultancy Limited in March 2019 and the acquisition of Wood Nuclear in March 2020.

While these results highlight a continuing positive trend in advancing equity and inclusion at Jacobs, we must continue to accelerate our commitment to reducing the pay gap and ensuring that we use insights from our pay gap data to hold ourselves accountable for creating a home where the world’s best and most diverse talent can thrive.

One central tool that is helping us achieve this is our Action Plan for Advancing Justice and Equality, launched in August 2020, which sets out actionable initiatives and measurable objectives to ensure equality both within Jacobs and in communities across the world. By identifying emerging black leaders, developing black talent and requiring all Jacobs leaders at VP level and above to mentor at least one Black, Asian and Minority Ethnic (BAME) employee, we’re developing a growing pipeline of diverse talent that is already progressing through the ranks of our company: 11% of our Senior Leadership Team is black, our Board of Directors is 55% ethnically and gender diverse, and our Executive Leadership Team has similar diversity of 60%.

These developments are exciting, and our people, our clients and our leaders expect them to continue and to increase in frequency through 2021. We’re committed to advancing our TogetherBeyond culture and continuing to use our pay gap and diversity data to drive tangible, effective and lasting cultural change, allowing everyone to achieve their full potential with Jacobs. 

Shelie Gustafson

Executive Vice President,

Chief People Officer