FY21 ESG Disclosures July 2022 Unaudited 29 Action Plan for Advancing Justice & Equality Our focus on creating equal opportunities within Jacobs, including among historically underrepresented groups, continues to increase as we deliver on the promises laid out in last year’s global Action Plan for Advancing Justice and Equality . In alignment with TogetherBeyond, this plan sets actionable initiatives and measurable objectives to address embedded and systemic racial inequities across three pillars: (1) amplify a culture of belonging; (2) recruit, retain and advance Black employees based on merit; and (3) contribute to structural change in the broader society. This third pillar includes a commitment to donate $10M over the next five years in support of Black educational and professional development and scholarship opportunities. We have made progress delivering on this goal, including contributions designed to tangibly benefit the Black community and help create a new generation of Black talent through targeted Science, Technology, Engineering, Arts and Mathematics (STEAM) programs. Examples include a partnership with SEED LA’s new campus in South Los Angeles, scholarships for outstanding Black students at the University of Connecticut and with the Cowrie Scholarship Foundation in the U.K., and a Tier 1 partnership with Howard University where Jacobs is renovating a computer lab and creating five scholarships. Attracting & Retaining Diverse Talent At Jacobs, we understand that “inclusion” is a verb, not a noun. It means being transparent and taking action on our statements, commitments and initiatives to drive meaningful, measurable change both in our company and in the communities that we serve. It means creating a workplace where our differences are accepted, celebrated and harnessed to bring the innovative, extraordinary solutions clients demand from us, and to attract and retain a diverse team of visionaries, thinkers and doers. We strengthened our commitment to developing and hiring the best diverse talent with organizations including the National Society of Black Engineers (NSBE), Black Engineer of the Year Awards (BEYA) and Women of Color in STEM (WOC). We are a proud member of NSBE’s Board of Corporate Affiliates at their top national support level. We also partner with Society of Hispanic Professional Engineers (SHPE), the Society of Women Engineers (SWE) and Building Equality , the U.K. construction industry’s leading LGBTQ+ alliance to further support our retention and recruitment efforts of underrepresented talent. We also continue to work to recruit, develop and retain the best military and veteran talent, partnering with key organizations like Hiring Our Heroes, Boots2Roots and HirePurpose. We are proud to have received the HIRE Vets Gold Medallion for Veteran Recruiting. In partnership with McKinsey, nearly 300 Black, Latinx and Asian employees are participating in Connected Leaders Academy programs, which seek to create a unique learning environment and safe space for sharing common experiences, while providing the participants with the opportunity to build their networks and become part of a new wave of Jacobs leaders. Our Black and Latinx employee networks, Harambee and Enlace, continue to lead STEAM outreach efforts in the communities that we serve and are working to bring a new generation of diverse visionaries from underrepresented and underserved groups into the industry. In partnership with our Women’s Network, we launched gender-balanced interview teams, provided flexible working arrangements, improved caregiver leave, rolled out our first domestic violence policy in Australia and New Zealand, piloted a “Male Champions of Change” allyship program, and created “Bridge the Gap,” a program that actively supports parents returning to work. In addition to the above, we promote an inclusive environment for our diverse workforce via many approaches, including:  Offering Conscious Inclusion and Advocate & Ally training for all employees  Incorporating inclusion as a key focus area in leadership development programs  Investing in diversity recruitment