Gender and Ethnicity Pay Gap Report 2025 for England, Scotland and Wales

“We live inclusion” is one of Jacobs’ core values. It shapes who we are as a business and how people experience working here. We want everyone to have the opportunity to thrive and reach their potential, and we know that means being honest about where we’re making progress and where we still have work to do. 

This report sets out our U.K. pay gap data for 2025. It’s a key part of how we hold ourselves to account, because behind the data are real people, real careers and real opportunities. It also helps us understand whether the actions we’re taking are making a meaningful difference. 

We have made steady progress, particularly on gender, where we’ve seen sustained improvement over time. In 2025, our gender pay gap reduced again, marking the eighth consecutive year of improvement. The mean gender pay gap decreased from 16.4% to 15.5%. This reflects continued progress in both representation and progression. 

Progress in other areas has been mixed. Ethnicity representation increased across all pay levels, but our ethnicity pay gap widened in 2025 from 12.7% to 14.5%. Increasing ethnicity representation at senior levels remains central to closing this gap over time. 

Supporting this priority, the work of our employee networks is a core part of how we build an inclusive culture at Jacobs and I’m proud to sponsor Harambee, which focuses on enabling Black talent to be represented and thrive at all professional levels by building leadership capability and community across the business. Alongside our other networks, which are open to everyone, this work helps challenge barriers, amplify voices and keep inclusion part of everyday conversations. 

The work sits within our broader TogetherBeyond℠ agenda, which drives action focused on leadership commitment and accountability, developing our talent, building a strong sense of belonging, and growing our business in a way that reflects the clients and communities we serve. 

We remain committed to continuing this progress as we work to build a fair and inclusive workplace. Increasing female and ethnicity representation at senior levels, and sustaining long-term pay gap reduction, remain priority areas. There’s more to do, and with continued focus, accountability and collective effort, we can keep moving in the right direction. Together, we can make a difference.

Richard Sanderson 

Executive Vice President and General Manager – Europe & U.K. 

This document specifically discloses Jacobs U.K. gender pay gap as of 5 April 2025. 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.