American Council of Engineering Companies of Pennsylvania



Formal Program DevelopmentJacobs puts people at the heart of our business. We have an unparalleled focus on inclusion with a diverse team of visionaries, thinkers and doers. We embrace all perspectives, collaborating to make a positive impact. We aim to make inclusion and diversity (I&D) core attributes of our identity, embedded in all of our employment and business practices in all locations. Jacobs has elevated I&D to a core value that guides how we pursue and execute business globally. Ranked in the top quartile of?Forbes’ Best Employers for Diversity, we continue to advance inclusion and diversity to create an environment where all employees can thrive. Jacobs’ formal I&D program is ‘Together Beyond.’ It has three priority focus areas: Culture Building and Engagement, Leadership Commitment and Accountability, and Developing Our Talent. Jacobs established distinct firmwide initiatives related to each of these focus areas. Each initiative was assigned a timeline for implementation and specific metrics to measure success. Below are summaries of a selection of Jacobs’ key global I&D program initiatives.Unconscious Bias Training: Mandatory Conscious Inclusion training was initiated for all employees to heighten awareness of unconscious bias and teach employees the necessary skills to foster a more inclusive and diverse workplace.Global Inclusion Week: Our annual Global Inclusion Week promotes awareness and provides tools and resources to employees to create a more inclusive cultureGlobal I&D Ally Program: Our global Ally program provides specialized training to employees to promote, lead, develop and participate in Jacobs I&D events, initiatives and programs for employees and clients.Employee Network Engagement and Support: We are engaging and supporting our Employee Network Groups (described on the next page) to make members change agents for our inclusive culture, drive business value, and enrich career pathsInclusion in Action: Jacobs has established an ongoing comprehensive communication program (internal and external) to communicate I&D’s value, programs and initiatives to our employees and clients.I&D Community of Practice: Jacobs has formalized an I&D Community of Practice to empower I&D practitioners to align and leverage I&D best practices around the globe.Key Accomplishments. With our I&D program, Jacobs intends to be the industry world leader in inclusion and diversity, and we have made significant progress towards that goal within the last two years:Jacobs’ leadership has signed an inclusion and diversity commitment statement (included in our supporting documents) which establishes the strategic imperative to build an inclusive culture. The performance of corporate leadership will be judged by their ability to execute on the stated commitments and initiatives.More than 50,000 employees have completed conscious inclusion training to shift personal awareness from unconscious bias to conscious inclusion. By the end of December 2019, 100% of Jacobs employees will have been trained and prepared to actively mitigate biases in ourselves and challenge our personal perceptions.Broadened LGBTQI+ recognition, with our executive leadership team participating in the Pride march in our corporate hometown of Dallas and taking top honors on the HRC’s 2019 Corporate Equality Index?–?making us a “Best Place to Work for?LGBTQI+?Equality."Appointed?the first female executive vice president in the?company’s?history, and?five of our eight executive leadership team?members?are now?women.Received honors from the 2020 Women on Boards?for our commitment to?Board?diversity in having at least 20% women?on?our board of directors?– ultimately achieving executive team diversity of 63% and Board diversity of 45%.??Launched?our new employee performance program designed to Engage, Excel and Elevate (E3) as an opportunity to provide our employees a defined career trajectory.??Strengthened our future talent through increasing the number of interns and grads hired in 2019, resulting in 959 interns and 873 graduates globally, with a goal of hiring 30% more interns and graduates in 2020.I&D is embedded into performance metrics and touchpoints across the company – removing gendered language from our job descriptions and titles, adding inclusion and diversity to our senior leaders’ performance goals, and incorporating “values differences” as a core competency for all employees.Jacobs has initiated the Best Inclusive Leader Award to recognize those who model superior inclusive behaviors.Jacobs Employee Network Groups Foster I&D. Jacobs Employee Networks (JENs) play a critical role in fostering I&D in the work they do. Our eight JENs, described below, represent more than 23,000 employees. The shared mission of these employee-led and employee-organized groups is to celebrate and develop Jacobs’ diverse employee population, provide career enriching opportunities at all levels, assist in the attraction and retention of top diverse talent, facilitate innovation, and contribute to the communities in which we live and work.ACE: providing information, resources, and networking opportunities regarding physical, mobility and cognitive disabilities to disabled staff and to staff who provide caregiving services.Careers Network: empowering our employees across all career stages to maximize their potential and make Jacobs the industry leader and workplace of choice.Enlace?(“link” in Spanish): leveraging the company’s unique and vibrant Latino talent contributing to our company’s growth profitable strategy, attracting and retaining Latinos, while fostering leadership, community involvement, diversity and cultural pride.Harambee?(“working together” in Swahili): positively impacting the black employee experience through recruitment, development, and retention of black talent.OneWorld: providing an inclusive environment that actively nurtures and supports our diverse employees and clients across all ethnicities and cultures.PRISM?(LGBTQI+ group): creating an environment where our people feel able and empowered to bring their whole self to work.VetNet: advocating for veterans and current military reserve members, including support for transitioning veterans.Women’s Network: accelerating a cultural shift by empowering women and promoting gender equality.Training InitiativesAn inclusive culture requires commitment and accountability from not only top leadership, but every employee. Earlier this year, Jacobs initiated mandatory Conscious Inclusion Training for all staff worldwide. Offered in instructor-led, virtual instructor-led and online formats, it helps Jacobs employees build the necessary skills to foster a more inclusive and diverse workplace, making our employees and company more engaged, productive and innovative. The goals of the training are to:Elevate employees I&D acumen from Awareness to Action Touch ‘’hearts and minds’’ and activate culture transformation Reinforce an Open Culture - where personal stories can be shared Empower employees to consciously create an Inclusive Environment Feedback from course participants has been overwhelmingly positive. The training program currently has a 4.5-point satisfaction rating on a 5-point scale. Comments received include “I learned that I had some biases and stereotypes that I didn’t realize existed,” “The learning sessions were valuable to help better understand the complete I&D message,” “I appreciated everyone sharing their ‘story’.”Jacobs also offers specialized training for our leadership to reinforce commitments to corporate I&D objectives, include I&D priorities in performance evaluation criteria, continually evaluate policies and procedures to reduce inequalities and to institute measurable outcomes for I&D leadership. Courses include: Dimensions of Inclusion and Diversity; Diversity and Success; Supporting Inclusion and Diversity in the Workplace; Sustaining an Inclusive and Diverse Workplace; and Recognizing I&D ExcellenceCommunity OutreachCommunity Outreach is a key tenet of Jacobs’ formal I&D program and promotes our Culture of Caring. We believe we have a corporate responsibility and opportunity to do what is right for people and the planet, and we have a long history of investing in the communities in which we live and work.?To help focus, maximize, and measure our positive impact, Jacobs is introducing a Global Giving and Volunteering Strategy (GGV) in early 2020.?Below are selected examples of Jacobs numerous Community Outreach activities that drive our I&D objectives, both locally and around the world. Conference of Minority Transportation Officials (COMTO). Jacobs shares COMTO’s mission and vision to engage minority individuals, businesses and communities of color through advocacy, knowledge sharing, learning, education, and professional development. We partnered with COMTO to support three scholarships and we serve an Industry Partner for the organization. Freddie Fuller, Jacobs Vice President, also serves as COMTO’s National Chair. Speaking on the importance of awarding scholarships to deserving candidates, Freddie said, “We are committed to supporting diverse communities and developing a more inclusive and diversified workforce. In addition, it supports recruitment efforts; one of our past COMTO scholarship recipients is currently interning in our Chicago office this summer.”WTS: (Women in Transportation). Jacobs is proud to be a WTS International guardian sponsor as well as a local level sponsor for chapters throughout the nation, including Pennsylvania. We currently have 19 WTS chapter board leaders, including two presidents, two Vice Presidents, and two immediate past presidents. Jennifer Duval, AICP, Jacobs Transportation Planning Manager in Philadelphia and WTS Foundation Board of Director Secretary, described her experience with WTS: “WTS has helped me develop my leadership skills, as well as opened up local and national opportunities for my career advancement. WTS has helped me create a network of strong, professional women and men that can help me throughout my career.” Heather Wishart-Smith, PE, PMP, LEED AP BD+C,?Jacobs Vice President for Mid-Atlantic People and Places Solutions, was featured in the WTS Philadelphia Chapter’s?Learn from a Leader?series in July 2016. In the same year, WTS and Eno Center for Transportation also recognized?Heather as?one of The Top 10 Women to Watch in Transportation. ................
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