A Place Where Everyone Belongs
Progress on Our Inclusion and Diversity Journey
At KBR, we believe that inclusion and diversity (I&D) makes us better and stronger and equips us to take on our customers’ most critical challenges. As one of our Sustainability Pillars, I&D has been a central part of our ESG (environmental, social and governance) strategy. Not only does I&D help expand our talent pool, but it also sets up our people to contribute to our shared purpose and success.
Our goal is to become a magnet for diverse talent, known for a culture of belonging and equity.
So how are we accomplishing that goal, and what does our progress look like so far?
A Multilevel Approach
KBR’s commitment to I&D starts with our leadership. Our I&D strategy, like all aspects of our broader sustainability agenda, has been driven and championed by President and CEO Stuart Bradie. That strategy has been implemented across three complementary levels, which serve as the front line of KBR’s ongoing I&D journey. Those levels include KBR People professionals (human resources), our employee resource groups (ERGs), and the KBR I&D Council, which support Chief People Officer Jenni Myles, KBR corporate I&D efforts, and our business units.
KBR Link has recently featured the amazing work of our People professionals and our employee-driven ERGs to improve the total employee experience at KBR. So we thought we’d share how the I&D Council is working to ensure that KBR is progressing its I&D efforts and maturing and solidifying what we’re doing well.
Using Data to Drive I&D
The KBR I&D Council comprises senior executives from across the company who advise in various capacities. Before a new year begins, the council reviews KBR data to see where we are in our I&D journey and how we’ve matured elements of our strategy.
“One of the biggest questions we asked last year is how do we increase knowledge about ourselves and our business practices,” said Bobby Nicholson, vice president of Operations for KBR’s Readiness and Sustainment business and chair of the I&D Council. “To answer those and other questions, we reviewed research topics related to where we are now, best business practices around I&D, and how can we bridge the gap.”
The council identified four key areas to study in 2023:
Total inclusion
Ensuring that members of all demographics, even those well represented, feel included and supported, with the goal to persuade everyone to actively participate in I&D efforts.
Enhanced communication
Studying how we can strengthen our communications, internally and externally, and talk about how our I&D culture has matured.
STEM (science, technology, engineering, math) outreach
Better understanding why women and minorities are not well represented in these areas and exploring opportunities for encouraging more diversity while also building a talent pipeline.
Equipping managers
Making sure managers have the tools they need to be aware of and to advance KBR’s I&D culture.
KBR has been collecting data on each of these topics throughout the year. In due course, the council will meet, study the data and examine findings from working groups that support each topic. From there, the council will present recommendations — including associated costs and necessary resources — to the executive leadership team (ELT) and the KBR Board of Directors, who will decide how best to move forward.
How Are We Doing?
Though we still have a lot of work to do to be the best we can be, KBR has made significant progress in its I&D journey.
“For one, we’re getting really good at evaluating problems and making data-driven decisions to improve,” said Bobby. “Culturally, we’ve made excellent progress, as is evidenced in our 2022 I&D progress report.”
For example, KBR saw increases in women hires and in new hires and retention levels among several minority groups. Diversity among senior management roles also increased year on year, reflecting the higher proportions of these groups in KBR and societies in which we operate. Moreover, KBR business units, and even ERGs such as MERGE (Minority ERG for Empowerment), have launched STEM outreach efforts both to promote education and interest in these vital fields and to develop pipelines for future talent.
Additionally, KBR uses feedback from the annual People Perspectives survey to develop I&D-related action plans. This includes priming the pipeline across all positions and levels for people from diverse groups who are prepared to take on leadership and other important responsibilities. It also includes forming new ERGs dedicated to supporting inclusion across our business. This October, KBR will launch ADAPT whose mission is to educate, empower and enhance the experience of individuals at KBR with disabilities, whether physical or neurodiverse, visible or non-visible. Furthermore, over the past two years, KBR has joined with several external organizations, such as Disability:In, and even has KBR people serving on committees related to those organizations, all to mature our I&D efforts and keep the conversation going about how we can improve and serve all of our people.
Finally, while there is still analysis to be done for this year’s four primary areas of study, KBR has made headway around the topic of manager education, developing an I&D toolkit to help manager incorporate KBR’s I&D strategy and messaging into their daily practices across all phases of the employee experience, including discussing I&D during Check-in conversations.
What’s Next?
While we’re making progress, it’s important to acknowledge that this is a journey and there’s much work to be done.
“We will consolidate our gains, focus on solidifying what we’re doing well, and not introduce anything new unnecessarily,” said Bobby. “It’s vital that we mature what we’re doing, then evaluate and ask how satisfied we are with our current status and how we can enhance where we need to.”
That will take all levels working in concert together and relying on data — including vital input from our people through our ERGs and People Perspective surveys — to drive conversations and keep us moving forward for the benefit of all of KBR’s people.
I&D Down Under Reconciliation and KBR
What is reconciliation and what does it mean for KBR?
Aboriginal and Torres Strait Islander peoples have experienced a long history of exclusion from history books, the Australian flag, the Australian anthem, and, for many years, Australian democracy. This history of dispossession and colonization lies at the heart of the disparity between Aboriginal and Torres Strait Islander peoples and other Australians today.
KBR’s vision for Reconciliation is an Australia that embraces unity and fosters a sense of belonging for all Australians. KBR is committed to truth telling, identifying past injustices experienced by the First Nations Peoples of Australia, and working towards a reconciled future that includes historical acceptance of our shared history.
Given the significance of reconciliation in Australia, all Australians will have their say in a referendum in October 2023 about whether to change the constitution to recognize First Peoples of Australia by establishing a body called the Aboriginal and Torres Strait Islander Voice.
Reconciliation and KBR in 2023
July 13, 2023, marked a significant milestone for KBR with the launch of KBR’s Innovate Reconciliation Action Plan (RAP). KBR’s Innovate RAP will support and guide our workplace culture and enhance employee understanding and inclusion. It will be a vital tool to drive improved opportunities and outcomes for Aboriginal and Torres Strait Islander peoples, stakeholders and communities.
The Innovate RAP will guide KBR as we advance toward meaningful and positive change. We will do this by increasing cultural competence within KBR and increasing engagement with Indigenous Australians and the participation of Indigenous Australians. The Innovate RAP follows KBR’s Reflect RAP, which was launched in 2019. View our Innovate RAP online.
Earlier this year, KBR employees throughout Australia observed National Reconciliation Week (NRW) and NAIDOC Week with special events. NRW and NAIDOC Week hold immense significance in fostering a deeper understanding and appreciation of Indigenous cultures and history and the ongoing journey toward reconciliation in Australia.
