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2024 SAIC Corporate Responsibility Report: Inclusion

SAIC | September 19, 2024

NORTHAMPTON, MA / ACCESSWIRE / September 19, 2024 / Science Applications International Corp.
2024 SAIC Corporate Responsibility Report

The company's success begins and ends with our people.

As we seek to advance the power of technology and innovation to serve and protect our world, a critical part of our business strategy is attracting, continually developing and retaining top talent - engineering, science and IT innovation cannot happen without it. To deliver that strategy and its value to shareholders, customers and employees, we aim to be a company that provides meaningful work and purpose, as we:

Develop solutions for our customers' most challenging problems
Continue to deliver value to our business through meaningful diversity, equity and inclusion efforts
Nurture our people throughout the talent lifecycle including upskilling and job rotation to improve retention and fill critical skill gaps
Create a culture of empowerment where our people can be their authentic selves and do their best work for our customers
Provide benefits and programs that enhance employees' experiences and their well-being

Diversity, Equity and Inclusion

Our vision for diversity, equity and inclusion at SAIC is straightforward:

We commit to creating a workplace where we value, respect and empower everyone to reach their full potential.
We foster a culture of diversity, equity and inclusion that celebrates our differences and promotes collaboration, innovation and growth.
We work every day to be a company that is diverse and inclusive and a leader in promoting the business value of DE&I in our industry and beyond.

DE&I GUIDING PRINCIPLES

In FY24, we achieved significant progress of workforce diversity, equity and inclusion through internal efforts, employee development, talent acquisition and employee engagement.

Notably, last year, based on our population of full-time, nonexecutive employees, our gender pay gap was less than 1%, with the pay equity ratio approximately 99% for the compensation of women relative to men.

In FY21, we set goals to achieve parity in the representation of women and people of color between our leader and non-leadership roles by the end of FY26. Our goal is to ensure that our leadership reflects our workforce, and our workforce reflects the customers and communities we serve. In FY23, we achieved our parity goal for women in leadership, and in FY24, we sustained it at 28%. In FY24, we continued our progress improving parity for people of color in leadership by 2% for a total of 25% of leaders being people of color. To hold ourselves accountable for progress, we tie meeting parity goals to a part of our leader's performance plans, which impacts their bonus compensation.

We develop a diverse leadership team from our existing workforce by promoting diverse candidate slates for leadership roles; ensuring our job descriptions, recruiting tools and processes help eliminate the potential for bias; and providing training, educational resources and leadership development programs, including our AcceleratHER Women's Leadership Academy, Leadership 365 for Aspiring Leaders and Developing Frontline Leaders programs. To ensure further opportunity to underrepresented populations, we offer several programs that incorporate internal networking components; programs include McKinsey Leadership Essentials, Management Accelerator, Executive Leadership Program and Connected Leaders Academy for Asian, Black and Hispanic and Latino cohorts.

To ensure equitable access to opportunities for all, SAIC continues to enhance our workplace practices to eliminate bias, remove barriers to equitable opportunity and improve inclusion; to include diversity, equity, inclusion and accessibility training for recruiters and hiring managers; use of diverse talent communities and sourcing tools; and our advertising and marketing efforts to make sure we reach a diverse pool of candidates. Through these efforts, women make up 32% and people of color make up 57% of our job candidates. We also do this through our partnerships with organizations such as historically Black colleges and universities; the Thurgood Marshall College Fund; Black Engineer of the Year Awards; Catalyst, an organization dedicated to helping accelerate progress for women in the workplace; DisabilityIN; Fair360; Women in Aerospace; and Women in Tech.

At SAIC, we believe small and diverse businesses are essential for maintaining a robust, dynamic contractor ecosystem, and play an integral role in the types of supply chain efforts required to meet the unique needs of our government customers. With that belief, we work to expand our partnerships with diverse small businesses and suppliers, hosting outreach sessions and mentoring and providing contract opportunities to those that drive innovation, improve processes and value diversity. SAIC has a robust small business outreach program and tracks its spend with small business diverse-owned suppliers in several categories such as Disadvantaged, Women-Owned, Veteran-Owned, Service-Disabled Veteran Owned, HUBZone and Alaskan Native Corporations and Indian Tribes.

In FY24, we spent over $420 million with these small, diverse-owned businesses. Independent third parties consistently recognize SAIC for its industry-leading engagement efforts such as the 2023 Small Business Industry Large Prime of the Year, the 2022 National Veterans Small Business Advocate of the Year, Champion for service-disabled veteran-owned small business and veteran-owned small business and the National Hub Zone Council 2020 Small Business Liaison of the Year.

SAIC + DIVERSITY

Third parties acknowledge SAIC's inclusive workforce: