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The first step is building on this strong team-of-teams ethos.
We take our commitment to inclusion and diversity (I&D) seriously, and we’re walking the talk.
This year I signed the CEO Action for Diversity and Inclusion, joining KBR with commitment to diversity, equality and inclusion.
One of the ways we’re bringing this to life is by fostering and supporting a wide range of employee resource groups (ERGs).
This sends a strong signal to our employees, and future employees, that KBR is committed to being a fully inclusive workplace.
We strive to provide resources and opportunities that enable our people to realize their full potential.
KBR’s Talent Development team leads the way by engaging through our ERGs, our talent pipeline strategy, and global leadership development programs.
And we’re working to ensure that there are equal opportunities for all.
We are actively engaging women and employees from underrepresented groups and identifying, developing and promoting leaders that represent these groups throughout the organization.
This trend is reflected in the fact that the number of female employees globally has reached 25%.
You can also see it in our leadership.
INTRODUCTION GOVERNANCE APPENDIXPEOPLE PLANET https://www.kbr.com/sites/default/files/2021-07/cobc_english.pdf https://www.kbr.com/en-gb/insights-news/thought-leadership/stuart-bradie-signs-ceo-action-diversity-and-inclusion-pledge We have a long way to go to reach equal representation, but our work is being recognized...
Based on feedback from women across the company and from industry peers, KBR was named to Forbes’ list of the World’s Top Female-Friendly Companies.
We were ranked to receive this distinction, one that reflects the hard work we’re putting into building a genuinely diverse and inclusive workplace.
The work we do to support gender parity is matched by the importance we place on other groups.
In early within KBR so they can freely express ideas and develop new initiatives with like-minded individuals.
We’ve also made progress at the board and executive levels, with ethnic and racial groups, 8% of the executive team, and 36% of employees.
Our aim is to continue to attract diverse talent and to be known for a culture where our people can belong, grow and thrive in fulfilling careers.
Our team of teams — made up of exceptional scientists, technologists, engineers and more — delivers innovative solutions for the increasingly complex challenges our customers face.
Whether working toward net-zero carbon economies, building climate security and resilience, contributing to a plastics circular economy, or developing green hydrogen technologies, our people are delivering on some of the most challenging and mission-critical projects in the world.
We also received international recognition for our innovative solutions, our people-centered culture, and our strong commitment to social and environmental sustainability when we were one of to appear on Fortune magazine’s list of the World’s Most Admired Companies.
Our corporate practices and behavior are driven by honesty, transparency and accountability.
We set the highest standards for our people, and the people with whom we work, by ensuring they abide by our COBC.
Our new Global Human Rights Policy ensures we are fully aligned with the United Nations’ Guiding Principles on Business and Human Rights, and that we are guided by international principles outlined in the Universal Declaration of Human Rights, including those in the International Bill of Rights and the International La...
The ONE KBR Values set the foundation for the work we do and our commitment to being a positive force in the world through the solutions we provide.
It’s imperative that we continue walking the talk with regard to our own operations as well.
We’ve been carbon neutral for the past three years, and we recently committed to the Science Based Targets initiative to align with a 1.5 C target.
Additionally, we’ve assembled the KBR Net Zero Project team, a global team of internal climate experts, who, with support from external consultants, are guiding the development of our net-zero roadmap and developing climate risk and resilience planning.
We know we need to improve our methods for quantifying and monitoring the environmental impact of our owned and operated sites and those of our clients.
We know that our I&D demographics are a work in progress and that we must go further.
But we are proud of the progress we’ve made on our sustainability journey.
anti-corruption, and in aligning our corporate aims with those of the UN Sustainable Development Goals.
It also sets out our sustainability performance by responding to the Sustainability Accounting Standards Board (SASB) now Value Reporting Foundation (VRF), the Taskforce for Climate-related Financial Disclosures (TCFD), and other internationally recognized standards.
Importantly, the global team of teams — 28,000 people strong — working together every day, pulling as one to do great things that matter to the rest of the world.
Sustainability is fundamental to KBR’s activities, guiding our approach, and informing our global activities to support our people, our communities and our planet for future generations.
A KBR Podcast with topics ranging from science, technology and engineering to sustainability, inclusion and diversity, mental health and well-being, the global energy transition, closing the loop on plastic waste, and much more.
We’ve continued our work of helping improve the diversity pipeline to STEAM (science, technology, engineering, arts and mathematics) careers for women.
For example, building on our commitment to the UK Women in Defence Charter signed in International Women’s Day by proudly signing the Women in Nuclear UK Industry Charter, reaffirming our commitment to gender equality.
Our Australian business reports annually in accordance with the Workplace Gender Equality Act 2012.
See the Appendix page IV for more information.
KBR is also proud to support the next generation of industry professionals by giving our time, talent, and financial resources.
a nonprofit that connects high school students to career pathways in STEAM fields and offers robust mentorship opportunities.
In collaboration with client Siccar Point Energy (SPE), we sponsored two differently abled individuals and spent numerous hours volunteering with the organization.
Beneficiaries of the program are empowered with skills, employment and, most of all, an opportunity to be a productive member of society.
One of our KBR employees was encouraged to enroll her Gabby, who is autistic and has been unable to find employment since graduating seven years ago.
Gabby was given the opportunity to train with Project Dignity, which was a fantastic opportunity for him.
He learned many new skills over the be a cashier, and pass a hygiene certification.
KBR colleagues supported this cause wholeheartedly by volunteering to pack and distribute meals and by learning more about the operations of Project Dignity.
They have ambitions to set up similar projects in the UK and U.S. as well.
KBR employees pose in front of the Project Dignity office after a day of volunteering.
The program is a global collaboration between KBR employees, local schools, youth and environmental networks, and likeminded organizations.
to foster a deeper understanding of sustainability, the ocean and its interconnection with the climate, and planetary health and regeneration.
Sharing their industry expertise and knowledge, they encourage young people to investigate and develop creative and practical solutions to environmental issues based on design thinking principles.
The program also addresses circular economy, cradle to cradle and biomimicry, among other innovative sustainability approaches, and was designed to attract and inspire young people toward science, technology, engineering, arts and mathematics (STEAM) careers.
CASE STUDY One of the most successful One Ocean teams is our Singapore chapter.
Since October been sharing their expertise, technical knowledge and experience with students from the Yuvabharathi International School.
The program launched with a Zero Harm Family Day including a mass beach clean-up that involved KBR employees, their families and local students.
One Oceaneers typically work with a cohort of approximately to come up with creative solutions to environmental challenges.
Every few months, One Oceaneers conduct engineering talks with audiences that consistently comprise more than 100 students.
They have just launched their third year of the program.
Living our values, sharing a purpose and changing the world Our vision of delivering technology and solutions that help our customers accomplish their most critical missions and objectives can only be realized by attracting, retaining, and developing the best and brightest talent.
And our shared purpose of creating a better, safer, and more sustainable world can only be possible if our people feel valued and empowered to do so.
This was the year we implemented ambitious plans for building on our culture of empowerment, putting purpose at the center of our employee experience to ensure we continue strengthening our reputation as an employer of choice.
We believe our individual differences and perspectives bring enhanced value to our teams and help us develop solutions for the most challenging problems.
We understand that by embracing those differences and working together, we are more innovative, more resilient and safer.
Inclusion and diversity (I&D) are imperative for fostering innovation and creativity within our teams and for creating environments where every employee feels a sense of belonging.
Recognizing this, we have developed an I&D strategy for increasing the percentage of women and underrepresented minority groups at all levels including our board, senior management, and all other workforce levels and disciplines.
Our Code of Business Conduct (COBC) policy encapsulates our commitments to transparent hiring, promotion, wage practice and equal employment opportunity.
This is further reinforced by segment-level policies that help ensure all KBR operations and employment practices comply with applicable laws governing equal employment opportunities and assure there is no unlawful discrimination against any employee or applicant.
Progress is consolidated and monitored by our chief people officer, who reports results biannually to the Nominating and Corporate Governance Committee of the KBR Board of Directors.
Belonging KBR is committed to providing equal opportunity to all individuals and to creating a workforce that reflects the diverse populations of the communities where we operate.
Flexible Working To ensure KBR’s global workplace culture is agile, diverse and sustainable, we have developed a new Flexible Working Policy.
As part of our extensive benefits offering, our Backup Care benefit covers child and eldercare for occasions such as school breaks, bad weather events, or elder family medical events and care needs.
develop and champion programs across the organization and support the business areas with their I&D progress.
Variations in totals occur relevant to the time and date of data collection.
In-progress and late transactions such as hires, terms and onboarding may alter totals.
For more details on our I&D statistics, please see Appendix page II.
In is our global community dedicated to strengthening our I&D culture.
The vision of All In is to make KBR an employer and contractor of choice where all employees, customers and partners are included and celebrated, and where a diverse team collaborates to uphold our commitment to sustainability in the communities where we live and work.
The vision of Pride and Allies is to work collaboratively to create and maintain a safe, supportive working environment at all locations, and to offer support and advice via shared education and information for and with the LGBTQIA+ community.
MERGE The vision of MERGE (Minority Employee Resource Group) is to help KBR strengthen its position as a culturally diverse and representative organization by assisting and supporting underrepresented minority groups.
MERGE’s aim is to support changes to hiring practices, as well as retention, so these populations feel included and that they have a voice and increased opportunities for earned advancement.
Armed Forces Community The Armed Forces Community (AFC) supports KBR’s pursuit of diversity by providing a supportive, informed and welcoming environment for members of the armed forces community.
The AFC will also, where opportunity presents, seek to deliver benefit to the armed force community outside of KBR.
Employee resource groups (ERGs) are grassroots communities of passionate volunteers who deliver content and awareness in support of the Cornerstones, providing a platform for employees of all experiences to connect with each other.
In and globalizing them to make them accessible to all employees.
ASPIRE ASPIRE’s mission is to cultivate women leaders and promote gender diversity through a collaborative community that benefits employees and the business.
Their vision is to help make us an employer of choice where women are influencing, leading and learning.
Some of our ERGs extend beyond the scope of the All In community.
Although they do not specifically focus on I&D, these ERGs are important networks that can support our colleagues with a wide range of resources.
IMPACT The ERG for young professionals offers career development opportunities and resources for its members.
They learn about distinct parts of the business, develop new professional skills, and network with our senior leaders, all while engaging with other early career professionals.
OK NoW OK NoW (Network of Well-being) raises awareness for and facilitates discussion around mental health and well-being, aiming to create a culture of understanding and empathy for these important issues.
Reconciliation Network The Reconciliation Network’s purpose is to create more opportunities for Aboriginal and Torres Strait Islander peoples in Australian communities and companies, including increased employment, training, mentoring and support, and to enhance retention and career progression and engagement with Abor...
The performance management and quarterly feedback process links to KBR's business strategy and goals, which helps employees better understand how their work aligns with this strategy.
The annual performance management cycle involves three key activities — goal setting, ongoing conversations and coaching, and regular performance reviews.
Combined, these activities help managers gauge performance and allow employees to create development goals and plan their careers.
In approach, which emphasizes regular conversations between team leaders and team members.
The pilot reduces administrative tasks, creating more time for managers to engage with team members, coach, and have more meaningful discussions on priorities and professional development.
Initial employee feedback has been positive, which indicates our people prefer this approach and view it as more inclusive, agile, and supportive of a high-performing culture.