WORLD ECONOMIC FORUM (WEF) CORE STAKEHOLDER CAPITALISM METRICS CONTENT INDEX
The Booz Allen Hamilton 2022 Environmental, Social, Governance (ESG) Report (our "2022 ESG Report") has been prepared in alignment with the World Economic Forum Core Stakeholder Capitalism Metrics (the "WEF Framework"), as applicable to our firm. The WEF Core Stakeholder Capitalism Metrics seek to improve the ways that companies measure and demonstrate their contributions towards creating more prosperous, fulfilled societies and a more sustainable relationship with our planet. Topics that may be deemed material under the WEF Framework are not necessarily material for purposes of the U.S. federal securities laws or for other purposes.
| TOPIC | METRIC | RESPONSE |
|---|---|---|
| PILLAR 1 — PRINCIPLES OF GOVERNANCE | ||
| Setting purpose | The company's stated purpose, as the expression of the means by which a business proposed solutions to economic, environmental, and social issues. Corporate purpose should create value for all stakeholders, including shareholders. |
Our corporate purpose is to Empower People to Change the World.
2022 ESG Report; Introduction, Leadership Welcome (Pages 3-4)
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| Governance body composition | Composition of the highest governance body and its committees by: competencies relating to economic, environmental, and social topics; executive or non-executive; tenure on the governance body; number of each individual's other significant positions and commitments; gender; membership of under-represented social groups; stakeholder representation. |
2022 ESG Report; Corporate Governance, Board of Directors(Page 44)
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| Material issues impacting stakeholders | A list of the topics that are material to key stakeholders and the company, how the topics were identified and how the stakeholders were engaged. |
2022 ESG Report; Approach to ESG, Materiality (Page 10)
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| Anti-corruption |
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2022 ESG Report; Corporate Governance, Ethics & Compliance (Page 45) We do not report total number or nature of incidents as it is Booz Allen confidential information.
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| Protected ethics advice and reporting mechanisms: |
A description of internal and external mechanisms for:
|
2022 ESG Report; Corporate Governance, Ethics & Compliance (Pages 45-46) |
| Integrating risk and opportunity into business process: | Company risk factor and opportunity disclosures that clearly identify the principal material risks and opportunities facing the company specifically (as opposed to generic sector risks), the company appetite in respect of these risks, how these risks and opportunities have moved over time and the responses to those changes. These opportunities and risks should integrate material economic, environmental, and social issues, including climate change and data stewardship. |
2022 ESG Report; Approach to ESG, Managing ESG Topics (Page 9)
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| PILLAR 2 — PLANET | ||
| Greenhouse gas (GHG) emissions: | For all relevant greenhouse gases (e.g., carbon dioxide, methane, nitrous oxide, F-gases, etc.), report in metric tones of carbon dioxide equivalent (tCO2e) GHG Protocol Scope 1 and Scope 2 emissions. Estimate and report material upstream and downstream (GHG Protocol Scope 3) emissions where appropriate. |
2022 ESG Report; Drive Community Resilience, Climate Change (Pages 37-38)
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| TCFD Implementation | Fully implement the recommendations of the Task Force on Climate -related Financial Disclosures (TCFD). If necessary, disclose a timeline of at most three years for full implementation. Disclose whether you have set, or how committed to set, GHG emissions targets that are in line with the goals of the Paris Agreement—to limit global warming to well below 2°C above preindustrial levels and pursue efforts to limit warming to 1.5°C—and to achieve net-zero emissions before 2050. |
Booz Allen has committed to set science-based targets through the Science Based Targets initiative and has joined the Business Ambition for 1.5C Campaign, committing to set targets aligned with a net-zero future.
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| PILLAR 3 — PEOPLE | ||
| Diversity and inclusion (%): Percentage of employees per employee category, by age group, gender, and other indicators of diversity (e.g., ethnicity) | Percentage of employees per employee category, by age group, gender, and other indicators of diversity (e.g., ethnicity) |
2022 ESG Report; Empower Diverse Talent, Diversity, Equity, & Inclusion (Page 15)
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| Pay equality (%): | Ratio of the basic salary and remuneration for each employee category by significant locations of operation for priority areas of equality: women to men, minor to major ethnic groups, and other relevant equality areas. |
We do not report the specific ratio at this time, as it is Booz Allen confidential information. 2022 ESG Report; Empower Diverse Talent, Pay Practices & Pay Equity (Page 23) See also: GRI Content Index; GRI 405-2 |
| Wage Level (%) |
Ratios of standard entry level wage by gender compared to local minimum wage. Ratio of the annual total compensation of the CEO to the median of the annual total compensation of all its employees, except the CEO. |
Booz Allen currently does not report the ratio of standard entry level wage by gender compared to local minimum wage. The ratio of the annual total compensation of our CEO to the median of the annual total compensation of our employees (the Pay Ratio) was approximately 98 to 1. FY22 Proxy Statement; Pay Ratio (Page 51) |
| Health and safety (%) |
The number and rate of fatalities as a result of work-related injury; high-consequence work-related injuries (excluding fatalities); recordable work-related injuries; main types of work-related injury; and the number of hours worked. An explanation of how the organization facilitates workers' access to non-occupational medical and healthcare services, and the scope of access provided for employees and workers. |
2022 ESG Report; Empower Diverse Talent, Environmental Health & Safety (Page 25) Further information regarding Booz Allen work-related injuries can be located in the Workplace Health, Safety, Security & Access Policy. For non-occupational medical and healthcare services, refer to the firm's Total Rewards Fact Sheet.
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| Training provided (#,$): | Average hours of training per person that the organization's employees have undertaken during the reporting period, by gender and employee category (total number of hours of training provided to employees divided by the number of employees). Average training and development expenditure per full time employee (total cost of training provided to employees divided by the number of employees). |
Omitted due to unavailability of comprehensive information at this time. Our employees have a wide variety of training opportunities available to them and other training courses that are required of them. These training programs are managed by different parts of our organization and tracked through different systems. We are working collaboratively to determine the most appropriate information, including boundary and scope, for a future reporting period.
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| PILLAR 4 — PROSPERITY | ||
| Absolute number and rate of employment: |
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2022 ESG Report; Empower Diverse Talent, Diversity, Equity, & Inclusion (Page 15)
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| Economic contribution: |
Direct economic value generated and distributed (EVG&D), on an accruals basis, covering the basic components for the organization's global operations, ideally split out by:
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2022 ESG Report; Drive Community Resilience, Resilience Through Community Engagement (Pages 41-42) Other direct economic value information that is not provided in the FY22 Annual Report is omitted as confidential.
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Data in this report primarily reflects performance and operations during our 2022 fiscal year, which ended March 31, 2022. Unless otherwise noted, references to years or fiscal years are those ending on March 31.
Descriptions of our practices, policies, and programs may reflect more current information, where appropriate in the circumstances.