Jacobs Solutions

Jacobs received a score of 100 on the 2025 Corporate Equality Index (CEI) from the Human Rights Campaign (HRC), a political stakeholder group. The company recruits employees based on sexual identity issues. The company discriminates against vendors that do not promote divisive sex and gender policies, indicating it prioritizes sexual issues over merit (1)(2). The company promotes divisive sex and gender policies. Its Supplier Code of Conduct requires international vendors to include sexual orientation and gender identity in their nondiscrimination policy (3). Jacobs’ integrates DEI into its business practices, tying Inclusion & Diversity (I&D) to compensation. “Require I&D as a priority in senior leaders’ annual performance plan tied to compensation for accountability.” (4). However, the company has not publicly canceled customers, suppliers, or vendors based on political views or religious beliefs (5).

Jacobs’ HRC 2025 CEI rating indicates the company will not donate to non-religious charities unless they embrace controversial sexual identity policies (1)(2). The company likely uses Benevity as its charitable giving platform. Benevity vets charities according to the Southern Poverty Law Center’s Hate List, which includes mainstream libertarian, conservative, family, and religious advocacy organizations (3)(4)(5).

Jacobs’ HRC 2025 CEI rating indicates the company forces employees to attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology. The company provides gender transition guidelines for its employees and a specific benefits guide with a comprehensive explanation of transgender services funded by the company (1)(2). The company offers all high-ranking employees to take “anti-racism” training and offers “Conscious Inclusion” training for its employees (3)(4). The company appears to prioritize diversity over merit in its recruitment, supply chain, and mentorship program. From its FY 2023 ESG Disclosures: “Our Action Plan for Advancing Justice & Equality sets actionable initiatives and measurable objectives to address embedded and systemic racial inequities within the industry sectors we serve, including those related to training, recruitment and retention, charitable giving, volunteering and supplier diversity” (5). Its CEO Bob Pragada signed Catalyst’s Champions for Change pledge, indicating its support of DEI in its leadership composition through the establishment of gender and racial targets (6)(7). The company was a signatory of the Orlando Economic Partnership’s DEI pledge, committing itself to fight systemic racism, prioritize the success of diverse people in its workplace, and ensure DEI “is a strategic imperative with demonstrated commitment and actions” (8).

Jacobs’ HRC 2025 CEI rating indicates the company agrees to allow a controversial stakeholder group focused on sexual identity issues to dictate marketing or advertising strategy. By doing so, the company risks dividing employees, alienating customers and harming shareholders (1)(2). The company opposed various state and local legislation intended to protect parental rights, girls’ sports, bathroom facilities, and gendered spaces (3)(4). Jacobs’ former CEO Steve Demetriou signed the Business Roundtable’s 2019 Statement on the Purpose of a Corporation, which promotes stakeholder capitalism over traditional obligations to shareholders (5). The company signed an open letter endorsing the Equality Act, a contentious proposal to amend the 1964 Civil Rights Act by adding sexual orientation and so-called gender identity as protected categories. The legislation would, among other implications, grant biological men access to women-only spaces such as sports teams and public restrooms, and compel healthcare providers to deliver sex-denying healthcare (6). Jacobs’ is committed to net zero emissions across the value chain by 2040 (7).

Jacobs’ HRC 2025 CEI rating indicates the company covers transgender related costs for its employees and their children, including paid short-term leave, puberty blockers, cross-sex hormones, chest surgeries, genital surgeries, medical visits and lab monitoring, travel and lodging. Additionally, the company has pledged philanthropic support of at least one organization or event that promotes sex and gender ideology. By allowing a political stakeholder group to dictate operations, the company increases health care costs and risks dividing employees, alienating customers and harming shareholders (1)(2). The company pledged to match up to “$100,000 of employee donations to eligible causes dedicated to inclusion, equality and injustice around the world” (3). Jacobs’ also “committed to investing $10 million over five years to support STEAM programs in Black communities, increase our support of diverse suppliers, and strengthen our commitment to developing and hiring the best diverse talent.” Part of the this goal is to “contribute to structural change in the broader society” and develop a Supplier Diversity Roadmap (4). The company partners with Building Equality and Tent’s LGBTQ+ Refugee Mentorship Initiative (5)(6). Otherwise, there are no publicly known cases of Jacobs’ using corporate funds to advance ideological causes, organizations, or policies (7).

Jacobs’ HRC 2025 CEI rating indicates the company publicly advocated for controversial sex and gender ideology through local, state or federal legislation or initiatives. By allowing a political stakeholder group to dictate operations, the company risks dividing employees, alienating customers and harming shareholders (1)(2). The company has not used its PAC donations or lobbying for ideological purposes (3)(4)(5).