We foster and uphold a top-tier ethical culture through a robust ethics program, which includes comprehensive training, guidance, communications, engagement initiatives, reporting, and resolution services across the organization.
The Ethics Office, part of SAIC’s Risk, Ethics, and Compliance division, reports directly to the Office of the General Counsel. Each member of this team is certified in ethics and compliance. With direct access to the chair of the Board's Risk Oversight Committee, the Ethics Office provides quarterly updates covering helpline activity, misconduct reporting statistics, investigation outcomes, risk evaluations, and ethics assessment findings essential for the program’s efficacy.
All employees are expected to adhere to SAIC’s Code of Conduct, which lays the groundwork for our everyday behaviors, stakeholder relationships, and high standards. In fiscal year 2024, every employee acknowledged the Code of Conduct and completed their designated ethics training.
SAIC treats reports of unethical or unlawful conduct with the utmost seriousness, addressing concerns thoroughly, conducting unbiased investigations, and taking corrective action when necessary. Employees can report potential violations anonymously or openly through a helpline and web-based reporting form managed by an independent third party, available 24/7. SAIC enforces a strict non-retaliation policy, protecting those who report misconduct in good faith.
Ensuring trust in the case-management process is a priority. Employees, including anonymous reporters, can track the status of their cases, and we publish quarterly summaries of substantiated cases and overall metrics on the intranet for transparency.
Employee feedback is vital to evaluating our ethical culture. Every two years, we survey employees through a third-party vendor to benchmark and maintain confidentiality. This survey assesses our ethics program against standards like the Department of Justice’s Sentencing Guidelines. In our latest survey, SAIC scored above the benchmark in all ethical categories, with company leaders playing a key role in promoting a culture of ethics.
SAIC outperformed benchmarks in the aerospace, defense, business, professional services, and engineering sectors, with nearly 90,000 responses from 18 companies. Leadership’s role in fostering our ethical culture was rated as exceptional.
In fiscal year 2024, employees completed almost 55,000 hours of ethics and compliance training, designed based on enterprise risks and specific job responsibilities. Our training program:
Draws input from various departments to ensure well-rounded content, Regularly updates training for engagement, Targets training for specific roles based on risk assessment, Provides additional training upon manager or business leader request, and Offers an on-demand course library for employees. The Ethics Office, part of SAIC’s Risk, Ethics, and Compliance division, reports directly to the Office of the General Counsel. Each member of this team is certified in ethics and compliance. With direct access to the chair of the Board's Risk Oversight Committee, the Ethics Office provides quarterly updates covering helpline activity, misconduct reporting statistics, investigation outcomes, risk evaluations, and ethics assessment findings essential for the program’s efficacy.
All employees are expected to adhere to SAIC’s Code of Conduct, which lays the groundwork for our everyday behaviors, stakeholder relationships, and high standards. In fiscal year 2024, every employee acknowledged the Code of Conduct and completed their designated ethics training.
SAIC treats reports of unethical or unlawful conduct with the utmost seriousness, addressing concerns thoroughly, conducting unbiased investigations, and taking corrective action when necessary. Employees can report potential violations anonymously or openly through a helpline and web-based reporting form managed by an independent third party, available 24/7. SAIC enforces a strict non-retaliation policy, protecting those who report misconduct in good faith.
Ensuring trust in the case-management process is a priority. Employees, including anonymous reporters, can track the status of their cases, and we publish quarterly summaries of substantiated cases and overall metrics on the intranet for transparency.
Employee feedback is vital to evaluating our ethical culture. Every two years, we survey employees through a third-party vendor to benchmark and maintain confidentiality. This survey assesses our ethics program against standards like the Department of Justice’s Sentencing Guidelines. In our latest survey, SAIC scored above the benchmark in all ethical categories, with company leaders playing a key role in promoting a culture of ethics.
SAIC outperformed benchmarks in the aerospace, defense, business, professional services, and engineering sectors, with nearly 90,000 responses from 18 companies. Leadership’s role in fostering our ethical culture was rated as exceptional.
In fiscal year 2024, employees completed almost 55,000 hours of ethics and compliance training, designed based on enterprise risks and specific job responsibilities. Our training program:
Our Ethics Champions—over 85 representatives across the company—serve as ethical liaisons within their business units, encouraging open discussions on ethics. They receive written guidelines, specialized training, and resources to effectively promote ethical standards. Ethics Champions meet regularly with the Ethics Office to receive leadership insights and to communicate feedback on the ethical culture within SAIC.