FY21 ESG Disclosures July 2022 Unaudited 27 SOCIAL SOC.1 Introduction At Jacobs we put 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 across the communities in which we live, work and play. We invest in our people, prioritizing initiatives to help them develop their capabilities and careers, improve wellbeing, and increase flexibility and creativity. And we make decisions guided by our values: We do things right. We challenge the accepted. We aim higher. We live inclusion. SOC.2 Employee Engagement We are committed to fostering a culture in which our people feel celebrated, supported and heard, empowering them to deliver extraordinary solutions to solve our clients’ toughest problems. We understand that culture is a key component of an employee’s decision to remain and stay engaged with an organization, and we have made investment in our culture a top priority. We endeavor to continuously evaluate and build upon our employees’ understanding of and commitment to our values, culture, strategy and brand through various mechanisms, including global surveys. Culture Survey – Methodology In FY21 our people took the time to share honest, unfiltered feedback in our confidential Culture Survey. Building on the methodology of our FY19 Brand Survey, our FY21 Culture Survey expanded our focus from brand awareness and engagement to cultural alignment and engagement, broadening the scope of dimensions assessed. The survey was sent to all Jacobs employees, and we obtained a participation rate of 50% of our global workforce, representing all lines of business and regions of operation. We measured employee engagement based on two key index questions, which were also used in our FY19 Brand Survey to calculate engagement: on a scale of 1 to10, with 1 being lowest understanding or commitment and 10 being the highest, (1) how well do you understand Jacobs’ values? and (2) how committed are you to Jacobs’ values? Active engagement was defined as when an employee selects a value greater than or equal to 8 for both questions. Additionally, the survey assessed 18 key dimensions that were reflective of Jacobs’ culture and employee engagement, with examples including: alignment and accountability, employee experience and trust. Culture Survey – Key Findings The results of our Culture Survey were overwhelmingly positive, with the majority of respondents feeling connected to our values, inspired by our culture of integrity, safety and inclusion—and proud to be part of Jacobs. As summarized in Table 13, our FY21 Culture Survey results showed that 62% of Jacobs employees are “actively engaged,” a notable increase from the 40% of “actively engaged” employees based on the same methodology in our FY19 Brand Survey. We take pride in this improvement, particularly given the challenges posed by the COVID-19 pandemic and increased remote workforce. We performed dynamic and cross-sectional analysis of our FY21 Culture Survey results to understand trends and correlations between employees’ age, company tenure, diversity status, business unit, region and other categories in comparison to their self-reported understanding of company strategy, alignment with company values, sense of belonging and beyond, all of which factor into our ability to retain talent. Based on this analysis, we identified several key cultural strengths, including integrity and safety, pride in Jacobs, connection to company values, inclusion and diversity, flexible remote working, and mental health commitments. Additionally, we identified six priority areas to continue improving upon our culture and level of employee engagement. These included evolving and embedding Jacobs’ strategy, emphasizing employee wellbeing, accelerating digital employee experience, strengthening leadership accountability, demystifying employee networks, and living inclusion every day.