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Sustainability Scorecard

Measuring performance is critical to effective and transparent reporting of progress toward sustainability commitments. Parsons uses select GRI indicators to demonstrate its results. These indicators have been modified for brevity and to reflect Parsons’ reported data.

Number	GRI Indicator	Parsons Performance Results
EN1	Materials used by weight and volume.	Domestic paper consumed: Baseline use in 2008: 10,757 carton Use in 2009: 8,604 cartons Use in 2010: 4,676 cartons (to date) 20% reduction in cartons from baseline to 2009
EN3	Direct energy consumption (for natural gas consumed at Parsons’ headquarters).	Gas consumed: Baseline use in 2002: 131,729 therms Use in 2009: 21,002 therms Use in 2010: 18,518 therms (projected) 84% reduction in therms from baseline to 2009
EN4 EN5 EN7	Indirect energy consumption (for Parsons, as electricity purchased from grid).	Electricity consumed in Pasadena headquarters: Baseline use in 2002: 8,946,000 kWh Use in 2009: 6,516,000 kWh Use in 2010: 6,219,000 kWh (projected) 28% reduction in electricity from baseline to 2009
EN8	Total water withdrawal by source.	Water consumed in Pasadena headquarters: 20% reduction in water between 2007 and 2010 (projected)
EN16 EN17 EN18	Total direct and indirect GHG emissions (for Parsons, as carbon intensity).	Approximately 10% reduction between 2009 and 2010 in terms of tons of carbon per unit of revenue.
EN22	Waste by type and disposal method.	Domestically, current recycling rates range from 85% to 100% for various materials and waste streams.
EN26	Initiatives to mitigate environmental impacts of products and services.	Best practices are incorporated in the Parsons Sustainability Handbook.
EN29	Significant environmental impacts of transporting workforce, products, and other goods and materials.	Best practices are incorporated in the Parsons Sustainability Handbook.
Parsons E1	Information technology energy-use reductions.	447,000-kWh reductions projected annually by eliminating servers.
HR2 HR6 HR7	Human rights, child labor, and compulsory labor.	All subcontractors working on U.S. government projects are required to comply with all applicable regulations, including those on Combating Trafficking in Persons. Parsons requires all employees working on U.S. government projects to be trained in the requirements of the Combating Trafficking in Persons regulation, and they are required to certify to their compliance, including requiring employees to report any violation or possible violation of which they become aware.
HR3	Employee training on policies and procedures concerning aspects of human rights.	Same performance results as HR2, HR6, and HR7.
HR4	Total number of incidents of discrimination.	Parsons’ Employee Dispute Resolution Program received 36 calls in 2008 and 39 calls in 2009.
LA1	Total workforce by employee type, employment contract, and region.	75% of Parsons’ workforce is in North America: 2009: 12,111 employees (total) 2010: 12,237 employees (total)
LA2	Total number and rate of employee turnover.	Total number of employees and rate of turnover: 2007: 4,096 employees (36%) 2008: 3,134 employees (27%) 2009: 3,020 employees (25%)
LA6	Percentage of total workforce represented in health and safety committees.	75% of Parsons’ employees are represented by safety committees that have been established in our offices and at our project locations. We empower our employees to make safety personal, whether they are at work or at home.
LA7	Rates of injury.	Total recordable incident rate: 2007: 0.45 2008: 0.40 2009: 0.31
LA8	Health and illness-related education, training, counseling, prevention, and risk-control programs.	75% of employees have access to Parsons’ Wellness for Life Program.
LA10	Average hours of training per year for each employee.	2007: 6.75 hours 2008: 7.26 hours 2009: 9.96 hours
LA11	Programs for skills management, end of career, and lifelong learning.	Established in 2003, ParsonsU offers hundreds of courses covering a wide array of professional development topics for all levels of employees, from early career professionals to senior staff.
LA12	Percentage of employees receiving regular performance and career development reviews.	2007: 46% 2008: 52% 2009: 50%
LA13	Breakdown of employees by category.	Percentage of workforce represented by minority groups (nonwhite, non-Caucasian): 2009: 39.90% of workforce 2010: 40.91% of workforce Percentage of women in workforce: 2009: 23% women 2010: 23% women
SO2	Percentage and total number of business units analyzed for risks relating to corruption.	Parsons’ 24-hour Ethics Helpline is available globally to all employees so they can report concerns about business practices, safety, violations of law, and company policies.
SO3	Percentage of employees trained in organization’s anticorruption policies and procedures.	Upon hire, all Parsons employees are required to read and agree to the Parsons Code of Business Ethics, including anticorruption policies, and 100% of employees are trained. All employees are required to recertify to their acceptance of and compliance with the code every other year.
SO4	Actions taken in response to incidents of corruption.	No incidents of corruption have been reported.
SO5	Public policy positions and participation in public policy development and lobbying.	Parsons’ government relations staff address public policy issues affecting the engineering and construction industry.
EC1	Direct economic value generated and distributed as represented by revenues, including unconsolidated joint ventures.	2007: $3.4 billion 2008: $4.0 billion 2009: $3.5 billion