Gender Pay Gap Report 2025 for Ireland

Jacobs has three legal entities in Ireland as of 15 June 2025. These are:

• Jacobs Engineering Ireland Limited
• CH2M HILL IDC Limited
• Halcrow Group Ireland Limited

We are legally required to report gender pay and bonus gaps for Jacobs Engineering Ireland Limited only, as it has more than 50 employees as of our snapshot date (15 June 2025). However, to promote transparency, we are voluntarily reporting gender and bonus pay gap information for all employees directly employed in Ireland.

We have published pay and bonus gap data for Jacobs Engineering Ireland Limited specifically on page 16 to fulfil our statutory obligations. Otherwise, the data in this report reflects the cumulative employee population across all three Jacobs entities in Ireland. 

The gender pay gap is a measure to show the difference between the gross hourly, ordinary and bonus earnings for all male employees compared to the gross hourly, ordinary and bonus earnings for all female employees during the relevant pay period, without taking into account individual roles, responsibilities and seniority level. Similarly, the bonus pay gap is a measure to show the difference between bonus remuneration for all male employees compared to bonus remuneration for all female employees, again without taking into account individual roles, responsibilities and seniority level.

“We live inclusion” is one of Jacobs’ core values and central to our company purpose: To create a more connected, sustainable world.

At Jacobs in Ireland (hereinafter, “Jacobs”, “our company” or “our organisation”), 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 operationalisation of TogetherBeyond and amplification of inclusive behaviours at all levels of our company. I’m pleased to present our 2025 Gender Pay Gap Report, which shows that our median gender pay gap currently stands at 22.2%, a decrease of 3.8% from last year’s report, and a cumulative decrease of 7.2% since we began reporting in 2022. Our mean pay gap is 23.8%, a decrease of 3.9% from last year’s report, and a cumulative decrease of 5.7% since our first report in 2022.

Tangible leadership commitment and accountability helps drive our culture at Jacobs. We acknowledge that we still have work to do. This report details our journey and highlights the actions we are taking to increase female participation, reduce our gender pay gap and ensure a most equitable workforce for everyone.

Joanne Caruso

Chief Legal & Administrative Officer

^{This document specifically discloses Jacobs Ireland gender pay gap as of 15 June 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 Employment Equality Act 1998 (Gender Pay Gap Information) Regulations 2022 (“Regulations”), as amended by the Employment Equality Act 1998 (Section 20A) (Gender Pay Gap Information) (Amendment) Regulations 2024 (“2024 Regulations”).}