Jacobs in the UK Recognized as a Disability Confident Leader

Jacobs has achieved Disability Confident Leader status, the highest level in the U.K. Government’s Disability Confident scheme. It’s a significant milestone that demonstrates the company’s commitment to breaking down barriers, fostering equity, and ensuring that everyone has the opportunity to thrive at Jacobs.

This achievement is more than a title — it’s a reflection of Jacobs’ values. Disability Confident Leader status means Jacobs is actively creating accessible workplaces, supporting recruitment and retention of people with disabilities and promoting inclusive practices across its operations. For clients and communities, it signals the organization’s unwavering commitment to inclusion and belonging — embedding these principles into how Jacobs delivers projects and shapes the future. It’s about building a culture where everyone feels valued and empowered to contribute their best.

The journey to Disability Confident Leader status involved strategic and practical steps across Jacobs U.K. operation:

• Comprehensive self-assessment: Practices were reviewed against Leader criteria and embedded disability reporting in our sustainability reporting.
• Cross-functional collaboration: Multiple teams from across the organization worked together to strengthen inclusion across all functions.
• Employee engagement: Through an internal campaign, employees are encouraged to share their disability status, increasing disclosure rates in the U.K. by 19% over three years to nearly 60%. The ACE Employee Network (supporting disabled employees, carers and allies) grew to 880 members, adding Neurodiversity and Carers subgroups, alongside 700 Positive Mental Health Champions.
• Inclusive practices: A new policy was introduced for reasonable adjustments across recruitment, onboarding and workplace environments, supported by flexible working options. Disability awareness and inclusive leadership training was set up, while working with an organization that connects jobseekers to employers committed to inclusive working environments to enhance accessibility and open opportunities for talent from all backgrounds.
• Accessibility audits: Completed audits of U.K. offices in collaboration with the U.K. Department of Work and Pensions to ensure spaces are inclusive for neurodivergent employees and those with long-term health conditions.
• Commitment to employee wellbeing: Offer extensive benefits designed to help employees and their families thrive.
• External validation: Worked with the Business Disability Forum to validate company practices and commitments.

Transparency and continuous improvement are central to the approach:

• Disability data is collected and feedback reviewed through multiple surveys and annual demographic campaigns, with progress reported internally and externally.
• Looking ahead, the aim is to improve digital accessibility and strengthen supplier engagement with Disability Confident principles.
• Jacobs will continue mentoring other organizations and sharing best practices to drive systemic change across industries. Please reach out if you are an organization interested in progressing in the scheme by emailing togetherbeyond@jacobs.com.

This isn’t the only benchmark Jacobs has taken part in this year — a top score of 100 was received in the 2025 Disability Index, reflecting inclusion efforts across six countries spanning three continents. These benchmarks help Jacobs measure against best practice and inform continuous improvement.