Gender Pay Gap Report 2024 for Ireland

At Jacobs, 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 operationalization of TogetherBeyond and amplification of inclusive behaviors at all levels of our company. Our 2024 Gender Pay Gap Report shows that our median gender pay gap currently stands at 26.0%, a decrease of 1.3% from last year’s report, and a cumulative decrease of 3.4% since we began reporting in 2022. Our mean pay gap is 27.7%, an increase of 0.5% from last year’s report and a cumulative decrease of 1.8% since our first report in 2022.

We’re inspired by bold actions such as our global Sustainability-Linked Bonds, where the interest rates payable on the bonds are tied to Jacobs’ success towards the aspirational goals of gender equality and reducing gender inequalities. In this regard, our global female representation at vice president and above level at fiscal year-end 2024 was 34.0% and based on merit.

However, we also 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 2024. 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”).}