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BUSINESS NEWS JACOBS JOINS CATALYST CEO CHAMPIONS FOR CHANGE IN ADVANCING GENDER EQUALITY Jacobs Engineering Group Inc. joins Catalyst CEO Champions For Change companies in demonstrating an active commitment to achieving gender equality in the workplace. Jacobs Chair and CEO Steve Demetriou, and the Catalyst CEO Champions For Change signatories, have committed to advancing more women, including women of color, into senior leadership positions and onto boards. The initiative, developed by Catalyst, recognizes CEOs and top industry leaders who support and drive inclusion and diversity within their organizations. “Together with more than 50 other global companies and Catalyst, we are making strong organizational commitments to support inclusion, diversity, and gender equality at work,” said Demetriou. “We continually need to raise the bar, holding ourselves publicly accountable for progress and doing everything we can to build workplaces that work for everyone. As CEOs and board chairs, we have experienced the advantages of having women serve in leadership roles. We believe it is important to have a board and executive leadership teams that are representative of our customers, stakeholders, and employees.” To hold Jacobs accountable, Steve Demetriou boldly pledged to be transparent and share metrics on progress. This is the second year Catalyst is reporting on how well Champions For Change companies lived up to their commitments. Numbers show companies are making strides in just a few years, outpacing their global peers in advancing women in the workplace by up to 5 percent. “We commend Jacobs, along with the other Catalyst Champion CEOs, who epitomize inclusion in action. They know and value the importance of creating more gender inclusive workplaces, and serve as inspirational role models for all,” said Catalyst President and CEO Lorraine Hariton.
Jacobs has taken meaningful steps to advance inclusion and diversity in the workplace. The firm was recently honored as Employer of Choice for Workplace Gender Equality, with two women among Jacobs’ Board of Directors and four women among Jacobs’ executive leadership team. Some recent actions include: ❚ ❚ Appointing first female executive vice president in the company’s history. ❚ ❚ Undertaking a full pay equity review with Jacobs’ annual remuneration review and prioritizing budget for any remedial actions required to address inequity in like-for-like roles. ❚ ❚ Introducing conscious inclusion training to all employees over the next year. ❚ ❚ Holding senior leadership accountable for recruiting from a diverse candidate pool both internally and externally. ❚ ❚ Empowering all employees to share opportunities for improvement with leaders. ❚ ❚ Improving talent management and development process to ensure training, development and career advancement are distributed fairly across the company. ❚ ❚ Instituting culture-based leadership metrics into annual executive compensation, which will include inclusion and diversity goals for each senior Jacobs leader. Jacobs’ Women’s Network promotes an inclusive culture where women and men can thrive and feel valued. The network has a vision that together fosters an inclusive environment where gender diversity and equality drive profitable growth. With more than 5,000 members and more than 90 local chapters on six continents, the impact of the network can be felt throughout Jacobs. Its mission is to accelerate a cultural shift by empowering women and promoting gender equality. The network aims to balance out the representation of gender at all levels, influence recruitment, development, retention, and promotion of qualified women and to champion women leaders.
1200 North College Ave. Fayetteville, AR 72703 Mark Zweig | Publisher mzweig@zweiggroup.com Richard Massey | Managing Editor rmassey@zweiggroup.com Christina Zweig | Contributing Editor christinaz@zweiggroup.com Sara Parkman | Editor and Designer sparkman@zweiggroup.com Liisa Andreassen | Correspondent landreassen@zweiggroup.com
MARK ZWEIG, from page 1
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boss hired in above you. Even if it’s a reorganization of some kind, if anyone feels they are being demoted – or that others will see them as such – their egos could be signifi- cantly bruised and they’ll be unhappy. 6)Not being included. When you pick meeting attendees, pick carefully. Anyone who is excluded could feel bad or left out. Ditto for parties, presentations, or business trips. 7)Not being responded to. I had someone tell me recently that they had thrown their name in the hat for a department head position and never got any reaction of any kind, neither good nor bad. That is demotivating. Or just not being responded to when you send an email to the boss. That can be a morale-buster, too. All of these – or any one of these – could potentially turn off and demotivate someone who is otherwise a good employee. And they should all be avoidable IF you are smart and can anticipate problems. MARK ZWEIG is Zweig Group’s chairman and founder. Contact him at mzweig@zweiggroup.com.
Email: info@zweiggroup.com Online: thezweigletter.com Twitter: twitter.com/zweigletter Facebook: facebook.com/thezweigletter Published continuously since 1992 by Zweig Group, Fayetteville, Arkansas, USA. ISSN 1068-1310. Issued weekly (48 issues/year) $250 for one-year print subscription; free electronic subscription at thezweigletter.com/subscribe © Copyright 2019, Zweig Group. All rights reserved.
© Copyright 2019. Zweig Group. All rights reserved.
THE ZWEIG LETTER January 7, 2019, ISSUE 1278
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