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Empower Diverse Talent

We work to ensure all people have access to opportunities as well as the agency and support to pursue them in order to achieve their goals.

Material Topics:

  • Access & Affordability
  • Community Relations
  • Employee Diversity and Inclusion
  • Employee Health and Safety
  • Labor Practices
  • Physical & Sociopolitical Risks
  • Public Health Risks
  • Sourcing Efficiency and Management Transparency
  • Workforce Management

Pay Practices & Pay Equity

At Booz Allen, we are committed to providing a fair and equitable workplace for employees, including through our pay practices. This commitment is woven into the firm's Code of Business Ethics and Conduct, other policies, and practices, with support and oversight from the Compensation, Culture and People Committee of the firm's Board of Directors.

Booz Allen's processes and pay practices promote pay equity throughout an employee's career at the firm, beginning prior to the employee's start date. We do not ask for or consider a candidate's compensation history as part of our recruiting and hiring processes, even in those states that allow such practices. Our compensation philosophy establishes guiding principles that frame a fair and competitive pay program aligned to our organizational mission and that allows us to attract and retain talent in a global marketplace. We have designed our compensation structure to pay our people competitively in the market and equitably based on their skills, qualifications, roles, and abilities. We also equip managers with the information necessary to make compensation decisions in a manner consistent with our compensation philosophy.

As part of our commitment to pay equity, we have processes in place to monitor our compensation practices and we conduct a pay equity analysis on an annual basis in the U.S. to examine differences in pay between employees of different genders, races and ethnicities. Our FY22 analysis covered approximately 27,000 U.S. based employees and any anomalies identified as part of the analysis that were not explainable by objective, business-related factors were promptly addressed.

We also encourage employees to have meaningful career and compensation conversations with their leaders, and provide employees the opportunity to raise concerns regarding compensation and pay equity through several firm reporting channels, including our Ethics Helpline that provides employees with the option to raise concerns anonymously. Booz Allen maintains robust processes for thoroughly reviewing and addressing such concerns.