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This is SAIC’s second Corporate Responsibility Report. Unless otherwise noted, this report includes data and activities for fiscal year 2021, ending January 29, 2021. This is SAIC’s second year submission referencing the Global Reporting Initiative (GRI) framework, the world’s most widely used reporting framework. SAIC’s submission and this report have been prepared with reference to the GRI standards. Our GRI Index is available on SAIC’s website, If you have questions or desire more information, please contact us at [email protected]
3,142 88,860 5,125 HOURS OF UNCONSCIOUS
IN 2020 3.5
ENVIRONMENTAL . . . . . . . . . . . . . . . . . . . . . . . . . . 6
SOCIAL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
Employee Relations . . . . . . . . . . . . . . . . . . . . . . . . 10
Diverse Partnerships . . . . . . . . . . . . . . . . . . . . . . 12
Community Engagement . . . . . . . . . . . . . . . . . . . 12
GOVERNANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
Risk Oversight . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
SAIC’S FUTURE OF WORK CHARTER . . . . . . . . . . . . . . . . . . . . . . . . . 20
At SAIC, making a difference for our stakeholders, environment, and communities is core to who we are and is reflected in our purpose statement: To advance the power of technology and innovation to serve and protect our world.
SAIC is a premier Fortune 500® technology integrator driving our nation’s technology transformation. But we are more than that. We are more than 26,500 strong, united by a commitment to ethics, integrity, and accountability.
We are proud of our achievements to make the world a better place, but we can do more, and we will. If the past year has taught us anything, it is that we are stronger when united as one, facing challenges together to make the world better today and tomorrow.
As we release SAIC’s 2021 Corporate Responsibility Report, our local, national, and global communities face significant challenges. The COVID-19 pandemic and the struggle with racial injustice continue to threaten our well-being and social fabric. To make progress and resolve these challenges, we must take action. Our response at the
onset of the pandemic was swift and decisive, ensuring the safety of our employees, assisting our customers with a more virtual operating environment, and expanding our community support by helping those in need. Within our communities, we have heard the calls for racial equity and a response to systemic racism. Our nation is demanding change, and we fully embrace it. SAIC recognizes diversity, equity, and inclusion as critical elements of our company, starting with our leadership. We have made significant strides in this area, as SAIC’s Board of Directors and leadership team are comprised of at least 60% women and/or people of color.
SAIC also continues to move forward to protect and improve our environment. While SAIC has limited environmental risks due to the nature of our business, climate change is front and center of conversations, and we are doing our part to address today’s climate challenges. Efforts related to our real estate and facilities footprint are the largest opportunity for us to reduce our greenhouse gas (GHG) emissions. Our GHG emission reduction goal (15% reduction by 2025 from a 2014 base year) was achieved early, and we are committed to further reductions. As a result of intentional efforts to identify and implement energy conservation and savings opportunities, as of the end of calendar year 2020, SAIC reduced its electrical energy consumption over a newly established 2019 base year by approximately 3% (35,877,606 kWh reduced to 34,813,703 kWh).
2025 from a 2014 base year) was achieved early.
According to SAIC CIO Nathan Rogers, SAIC’s shift to remote work – driven by the COVID-19 pandemic but a trend that will continue in the future – has contributed further to reducing the company’s carbon footprint. Prior to the pandemic, SAIC employees commuted an average 25.7 miles round trip to and fro their assigned worksites. This equates to the elimination of roughly 5,096 pounds of CO2 emissions per year, Rogers estimates.
Maintaining the highest standards in corporate governance, ethics, integrity, and compliance is not an option at SAIC. It is core to how we operate, and we require our leadership, employees, suppliers, and business partners to act responsibly. All levels of the company recognize their responsibility – from the SAIC Board of Directors Risk Oversight Committee, specifically chartered to monitor policies and practices relating to ethics, compliance, and corporate responsibility, to the individual employee certifying their understanding and compliance with SAIC’s Code of Conduct.
This Corporate Responsibility Report is more than words on a page. It is a reflection of what we live every day and documents a journey over time. Because while we are proud of our accomplishments, we continually look forward to a better future. Bring on Tomorrow.
This Corporate Responsibility Report is more than words
on a page. It is a reflection of what we live every day and
documents a journey over time. Because while we are
proud of our accomplishments, we continually look forward
to a better future. Bring on Tomorrow.
to our customers, by leveraging science and technology developed by our employees to the benefit of decision-makers and society. The challenges of climate change are only solved through knowledge and understanding of the changes we see and expect to happen. The Chief Climate Scientist will work across the entire company and meet face to face with our customers and stakeholders to discuss how we will engage in climate change response, mitigation, and adaptation across all
aspects of our business and investments.
We focus our environmental efforts in three areas — greenhouse gas emissions, energy conservation, and recycling — and report our performance through the Global Reporting Initiative GRI Index.
Greenhouse Gas Emissions
SAIC recognizes the risks climate change poses to our environment, and we are committed to reducing our environmental footprint. As part of this commitment, SAIC measures, monitors, and tracks our greenhouse gas (GHG) emissions (Scope 1 and Scope 2) at those facilities over which we have operational control and publicly discloses
those emissions. Additionally, SAIC offers remote work options that help to reduce the environmental impact of our work.
Although SAIC’s environmental footprint is modest, we are committed to assessing, reducing, and mitigating our environmental impact. By acting as responsible environmental citizens, we are generating results that are good for our planet now and in the future.
Our practices and environmental targets are helping ensure a more sustainable world for our employees, families, and communities.
SAIC implements ISO 14001 environmental management standards, promotes initiatives to reduce our direct environmental impact, and tracks and reports key performance metrics. We understand that to serve and protect our world, we must serve and protect the Earth. For additional details, see our ISO 14001 Standards Fact Sheet.
In addition to reducing our operational carbon footprint, SAIC is committed to being more climate-focused in our support to our customers. In 2021, we created the position of Chief Climate Scientist. The Chief Climate Scientist will enhance attention to climate change understanding, knowledge, risks, and opportunities in the company, in the community, and with our customers. With increased attention to
climate change across the United States and the world, we will be able to become more sustainable as a company, as well as provide expertise
2014 2015
Emissions by Metric Tons of Carbon Dioxide Equivalents at Facilities Operationally Controlled by SAIC.
2016 2017 2018 2019* 2020 8,000
*2019 emissions increased primarily due to additional facilities obtained through acquisition of Engility
These results were determined following the method outlined in the Greenhouse Gas Protocol Corporate Accounting and Reporting Standard.
In 2014, SAIC set a goal of reducing emissions by 15% by 2025. We are proud to have exceeded that goal early, and we are currently in the process of establishing a new goal that will further encourage our teams to find innovative ways to cut our carbon footprint. Additionally, as part of our 2019 GHG emissions inventory, SAIC chose 2019 as the new base year, due to significant changes in our real estate portfolio associated with the acquisition of Engility in January 2019.
Even considering the new base year of 2019, we made significant progress in reducing GHG emissions in 2020, as Scope 1 emissions were 25% below base year 2019 emissions and Scope 2 emissions were 21% below 2019 levels. These GHG emissions figures were measured in terms of emissions by metric tons of carbon dioxide equivalents (MTCO2e) at facilities operationally controlled by SAIC. Additionally, between 2019 and 2020, we lowered our emissions by square foot of property from 0.006 to 0.005 (measured in MTCO2e/sf).
Energy Conservation
SAIC’s efforts are sharply focused on electrical energy consumption, given the nature of our business. Therefore, we track and evaluate
electricity consumption and efficiency at those facilities over which
we have operational control. In calendar year 2020, we reduced our electrical energy consumption by 3% from 2019 levels, with a total consumption of 34,813,703 kWh.
Ongoing efforts to improve operating efficiencies include efforts related to space utilization, the retirement of underperforming assets as part of our leasing strategies, the deployment of building automation systems and energy efficient lighting, and the implementation of programs addressing after-hours setback and interior temperature controls for heating and cooling systems.
Waste Recycling and Reduction
SAIC encourages recycling and responsible disposal of non-hazardous waste through several initiatives. We are an industry leader in implementing flexible and remote work environments for our employees. Working remotely, we help reduce paper consumption, transportation fuel consumption, and vehicular emissions. A more digital work environment reduces the impact our employees have on the environment while encouraging a flexible work schedule.
For our employees working at SAIC locations, we promote recycling and responsible disposal practices by providing recycling bins for plastic, aluminum, and glass. Additionally, we offer commuter incentives and alternative transportation initiatives that encourage
mass transit and van pool use.
Greenhouse Gas Emissions
Corporate social responsibility is an integral part of what we do
each day at SAIC and is embedded in our culture, vision, and mission.
The four pillars of our social responsibility focus are privacy and data
security; employee relations; diversity, equity, and inclusion; and
community engagement.
Privacy and Data Security
Given the nature of our business and its impact on national security,
privacy and data security are integral across everything we do. We are
committed to securing our data systems while also ensuring we
protect our customers, business partners, and prospective employees.
We take this subject seriously, as does our Chief Information Security
Officer, Chief Ethics and Privacy Officer, and Chief Risk Officer –
who is responsible for oversight of SAIC’s Enterprise Risk
Management Committee, which reports directly to the Board of
Directors and Risk Oversight Committee. Also see the Board of
Directors section on page 16.
SAIC aligns itself with internationally recognized standards such as the
ISO 27001 information security management systems standard, nationally
recognized security standards such as the National Institute of
Standards and Technology Special Publication (SP) 800-171
safeguarding controlled unclassified information on non-federal
information systems and organizations, and other industry best
SAIC regularly reviews and updates its security practices to address
evolving requirements, technology, and threats. While no security is
100% foolproof, our Code of Conduct, company Privacy Statement,
customer-integrated cybersecurity, Supplier Code of Conduct, and
Global Reporting Initiative GRI Index responses, as well as our
numerous affiliations with industry privacy and data security best
practices organizations, provide insight into our rigor in protecting
privacy and data security.
Employee Relations
As a highly specialized services provider, we know that our most
important assets are our talented and dedicated employees. SAIC’s
workforce is the engine of growth for our success. Therefore, our
commitment to, and specifically relations with, our employees is
foundational to who we are as a company. We strive to ensure SAIC
employees are engaged, motivated, and fulfilled by their careers.
For SAIC, investment in professional development and health and
wellness is simply the right thing to do.
This strong commitment to our employees is a significant part
of why SAIC was recognized as one of America’s Best Large
Employers by Forbes and one of the World’s Most Admired
Companies by Fortune.
We believe professional development is key to attraction,
recruitment, and retention of SAIC’s most highly valued asset – our
employees. To that end, and critical to our core value of innovation,
SAIC provides employees with ongoing learning and professional
development to retain a highly skilled workforce that sits at the
forefront of technology and leadership in today’s market. During
fiscal year 2021, SAIC employees participated in over 131,000 hours
of training and development, including unconscious bias training. Our
nation benefits when SAIC team members’ expertise stays relevant
and their knowledge base continues to grow.
Employee Health and Wellness
when work, life, and family schedules were disrupted by COVID-19.
Health and wellness was reaffirmed as a top priority across all levels
at SAIC. Through SAIC’s 9/80 work schedule and flexwork program,
SAIC advocates a flexible work environment that promotes
employee productivity and work-life balance in a manner that allows
our company to remain competitive in the market.
In addition to a variety of insurance, employee assistance, and
retirement savings plans and flexible leave benefits, we offer wellness
programs that cater to the physical, financial, mental, and social
well-being of our employees. More about this can be found on our
Life at SAIC website. For additional information on SAIC Employee
Relations, see our Global Reporting Initiative GRI Index.
Diversity, Equity, and Inclusion
In 2020, SAIC accelerated its actions to deliver on our diversity,
equity, and inclusion (DE&I) commitments by creating a Vice
President of Diversity, Equity, and Inclusion and Corporate Social
Responsibility position that reports directly to our Chief Human
Resources Officer. This role is responsible for ensuring that SAIC
upholds the commitments of our CEO to fight racism, bias, and
prejudice in our workplace; make SAIC more inclusive and diverse;
support non-profit organizations that are uplifting minorities in our
communities; and measure and hold ourselves accountable for results.
As part of these commitments, SAIC has partnered with non-profit
organizations that uplift underrepresented populations and
ensure equitable access to economic opportunities, education, and
justice. This includes historically Black colleges and universities,
Privacy and Data Security
Hispanic-serving institutions, Thurgood Marshall College Fund, Black Girls Code, Girls Who Code, VA Ready, and the Equal Justice Initiative. We have partnered with McKinsey’s Black Executive Leadership Program to provide a forum for our Black leaders and position them for senior positions in SAIC. Also, we mandated unconscious bias training and recurring bi-weekly DE&I training for our top 2,500 managers across the company.
Our champion networks are key to our success. SAIC has seven Employee Resource Groups (ERGs) that represent a wide variety of employee interests. Our ERGs build a more inclusive culture by raising awareness about diverse backgrounds, experiences, perspectives, and identities and contribute to our business growth and success. Our ERGs include Connect & Grow (a forum for early-career professionals), Equality Alliance, Military/Veterans, Multicultural, STEM, Women’s, and the newest ERG, Accessibility, focused on visible and non-visible disabilities including mental health and neurodiversity. SAIC and our employees are recognized every year for DE&I. SAIC was named one of America’s Best Employers For Diversity by Forbes and among the Best Places to Work for LGBTQ Equality by the Human Rights Campaign Foundation’s 2020 Corporate Equality Index.
Diverse partnerships
We are committed to expanding our partnerships with diverse small businesses and suppliers, hosting outreach sessions, mentoring, and providing contract opportunities to small businesses and institutions that drive innovation, improve processes, and value diversity. SAIC has a robust small business outreach program for a variety of diverse small businesses, including:
• Small disadvantaged • Minority-owned • Women-owned • Veteran-owned • Service-disabled veteran-owned • Historically Under-utilized Business Zone (HUBZone) firms • Historically Black colleges and universities (HBCUs)/Minority-
Serving Institutions (MSIs) • Alaska Native corporations • Native Americans and Indian tribes
Community Engagement
The strength of SAIC’s corporate stewardship and social responsibility is intertwined with consideration of the broader communities around us.
Corporate Citizenship and Community Investment
We are proud of our employees who positively influence our
communities through their work with our customers and their time
spent volunteering. We understand the importance of partnering
with non-profit organizations and look to them as the experts in
what our communities need.
SAIC’s citizenship program builds partnerships with non-profit
organizations that serve the missions and causes that matter to our
employees and local communities, including military and veteran
resiliency, STEM, health and well-being, fighting hunger, supporting
underrepresented minority organizations, and environment and
In 2020, SAIC helped to provide more than 3.5 million meals through
our partnership with Feeding America, in addition to millions more
meals provided to local food banks and pantries to offset demand
caused by COVID-19 hardships. With veterans comprising more than
25% of our employee base, support for military and veteran families
is a very important focus for us. We supported our veterans by
celebrating two mortgage-free home donations to wounded veterans
through our partnership with Building Homes for Heroes and by
distributing over 3,000 backpacks full of school supplies to enlisted
families with Operation Homefront. We also awarded scholarships
to the STEM leaders of tomorrow and to veterans pursuing cyber
certifications. SAIC has a vast network of non-profit partners and
volunteer activities in its local communities.
Thanks to our employees’ commitment, the Washington Business
Journal ranked SAIC number-two by volunteer hours on its Largest
Corporate Philanthropists list.
In 2020, the SAIC Charitable Foundation was launched. The non-
profit foundation provides emergency funds to SAIC employees and
their spouses, partners, and dependents when hardships arise due to
federally declared natural disasters. The foundation accepts donations
from SAIC, its Board of Directors, shareholders, employees, retirees,
the public, and other company stakeholders worldwide.
Investment in Small Business
In addition to ensuring our small business partnerships are diverse,
SAIC leads a robust small business outreach program. COVID-19
created several challenges for small businesses and forced SAIC to
adjust how we provide mentorship and networking opportunities for
our small business community. SAIC moved small business outreach
activities, which included a webinar on cybersecurity and evolving
federal regulations, as well as an event in which the Environmental
Protection Agency shared insights on the 2021 acquisition outlook, to a virtual platform, allowing our partners to continue to benefit from SAIC’s expertise.
SAIC is proud of our small business outreach awards, including NASA Shared Services Small Business Advocate of the Year, HUBZone Contractors National Council Small Business Liaison of the Year, and National Veteran Small Business Coalition’s large prime contractor of the year for outstanding veteran-owned and service- disabled veteran-owned small business efforts.
Please see our company website for more information about our community partnerships.
When we work together, we are more globally responsible and strengthen the communities where we live and work. Our commitment to good corporate citizenship is not just a social responsibility and a moral and ethical imperative, it is the right thing to do for the long-term sustainability of our company, our communities, our country, and the world around us.
SAIC demands accountability, transparency, and the highest ethical standards at all levels of the company, from the Board of Directors to the individual employee. Strong corporate governance is core to our culture and how we operate every day for our stockholders, employees, customers, and other stakeholders.
Corporate governance is not just about compliance. It is about doing the right thing at all times and setting the bar for our own conduct as well as those we serve and those who rely on us.
Board of Directors
Leadership in responsible behavior starts at the top, and SAIC’s Board of Directors dictates the standards by which the company operates. Its dedication to the highest standards in governance, ethics, and compliance is at the core of its oversight of strategy, risk, operations, and reporting. The Board’s members codify their expectations through several documents, including SAIC’s Corporate Governance Guidelines and Code of Conduct. Information about SAIC’s corporate governance can be found in our fiscal year 2021 Proxy Statement, as filed with the U.S. Securities and Exchange Commission.
SAIC’s current Board of Directors consists of 11 members, 10 of whom are independent. The Board is chaired by a non-executive
director, Donna Morea, who leads a diverse group of directors. While these directors bring a variety of experience and individual viewpoints, they work as a team for the benefit of all stakeholders. Diversity in the composition of the Board is important to maintain independence of thought and experience, with different perspectives allowing the best ideas to emerge. SAIC’s Board of Directors is a leader in gender diversity with 45% female representation.
The Board’s members also believe in accountability for themselves, evaluating and improving their performance annually through:
• Annual Board of Directors self-evaluation • Annual review of independence of Board of Directors • Committee self-evaluations • Board of Directors orientation/education programs
Annual Certification of the Code of Conduct
It is also important that our Board of Directors’ interests are aligned to those of the company’s stockholders. To ensure that
alignment, the Board adheres to director and executive stock ownership guidelines and provides annual equity grants to non-employee directors.
Risk Oversight
As part of SAIC’s risk oversight, the Board and its committees monitor risk as part of their regular deliberations throughout the year. When granting authority to management, approving strategies, making decisions, and receiving management reports, the Board considers, among other things, the risks facing the company. The Board also oversees risk and ethics in particular areas through its committee structure.
Audit Committee
The Audit Committee evaluates the company’s guidelines and policies regarding risk assessment and risk management, including risks related to internal control over financial reporting; the company’s major financial risk exposures; and the steps management has taken to monitor and control those exposures.
Risk Oversight Committee
The Risk Oversight Committee reviews and provides oversight of the company’s regulatory, enterprise, and strategic risk; ethics; compliance; and compensation policies and practices.
Human Resources and Compensation Committee
The Human Resources and Compensation Committee assesses risks potentially arising from the company’s human resources and compensation policies and practices.
Nominating and Corporate Governance Committee
The Nominating and Corporate Governance Committee identifies and recommends individuals for selection to the Board; develops and recommends corporate governance guidelines to the Board; makes recommendations regarding the size, compensation, and charters of the Board; and oversees the evaluation of the Board and its committees.
The Board has the following principal standing committees: Audit, Risk Oversight, Human Resources and Compensation, and
Nominating and Corporate Governance.
The company also utilizes an internal Enterprise Risk Management
Committee (ERMC) comprised of the senior management that,
among other things, works with the Chief Executive Officer, the
committees of the Board, and the full Board to establish the overall
corporate risk strategy and oversight of policies, systems, processes,
and training. The ERMC, a group with representatives from a variety
of functions, directly reports to the Board of Directors and Risk
Oversight Committee to provide support and insight related to nine
major sources of risk identified by SAIC:
1. Cybersecurity
The ERMC reports quarterly to the Risk Oversight Committee and
annually to the full Board on its activities and findings,
highlighting the key risks SAIC faces and management’s actions for
mitigating those risks.
Ethics, Integrity, and Compliance
At SAIC, our integrity guides everything we do. We are proud to
maintain a high-performing ethics program, using enterprise-wide
training, guidance, communications, and engagement to sustain and
grow our ethical culture.
Our ethics program empowers a network of Ethics Champions
within the company to broaden our communication reach and
cultivate a culture that encourages our people to speak up when they
perceive ethical issues. SAIC does not tolerate any acts of retaliation
against those who make reports of misconduct in good faith. We
hold ourselves and one another accountable for our actions, as we
believe acting with integrity is our collective responsibility.
Human rights are integral to our core company value of respect.
SAIC is committed to an equal opportunity workplace that is free of
discrimination and harassment based on national origin, race, color,
religion, gender, ancestry, age, sexual orientation, gender identity,
disability, marital status, veteran status, genetic information, and any
other status protected by law. Our gender equality commitment
reinforces our pledge to maintain a transparent compensation
program based on objective criteria and free from gender bias.
Our Code of Conduct establishes the standards of business conduct that all SAIC employees are expected to meet. Alongside our values, our Code of Conduct builds a strong foundation for our day-to-day behaviors, commitments to our stakeholders, and high standards in conducting business. SAIC maintains a robust ethics and compliance program, providing annual training, reporting, and resolution services. Individuals seeking advice or to report concerns about unethical or unlawful behavior and organizational integrity can contact SAIC’s Ethics and Compliance Hotline.
SAIC’s ethics-related policies and initiatives are always moving forward. In the near future, our ethics team will be updating the company’s Code of Conduct to reflect best practices and our continued commitment to diversity. Additionally, the company’s ethics training program will be updated to support a speak-up culture and continuing to conduct an Ethics Week to heighten awareness and adherence to our commitment to ethical behavior in all we do.
The SAIC Future of Work Program’s vision and approach is to focus on employee well-being and provide benefits to both employees and the company.
The SAIC vision is to transform how we work, engage, and communicate as an organization to emphasize workforce mobility, enhance our position as a destination employer, and reduce our facilities footprint. As the world has witnessed this past year, innovation and productivity can occur anywhere. In fact, our employees tell us they have been able to work at their best remotely and want SAIC to expand on our flexible work culture.
The Future of Work program enables a hybrid mobile workforce that connects the workplace, workforce, technology, and processes for an integrated solution that drives an enterprise
transformation of how we work in the post- pandemic new normal.
The Future of Work program will enable greater opportunity for remote work while still having access to SAIC worksites for the purpose of collaborating, meeting, and connecting with team members. Many of our employees will have the flexibility to work remotely or outside of the traditional SAIC workspaces. The reduction of full-time assigned workspaces will enable a reduction in employee commuter emissions and create opportunities for SAIC to optimize its facilities portfolio.
SAIC has developed an aspirational goal to reduce its facilities portfolio between 20%-25% over the next five years.
It is anticipated that a large majority of SAIC’s corporate employees and some amount of customer-facing employees will continue to work remotely post-pandemic 2-3 days per week,
utilizing a hybrid worksite arrangement.
Establish modern and value- added work environments while reducing spend on our facilities – allowing us to reinvest savings in new collaborative workspaces, infrastructure, and top talent
Expand our organizational capabilities by deploying technologies that support “distant” collaboration, improve company agility, and cultivate teamwork
Foster a virtual culture that enhances SAIC’s position as a preferred employer – attracting, nurturing, and retaining diverse, high-performing talent regardless of location
Ensure the right processes and systems are in place to provide better service to our customers at improved rates, enable scalability to meet the evolving landscape, and transform how SAIC develops solutions for customers
SAIC Future of Work
Forward-Looking Statements: Certain statements in this presentation are “forward-looking statements” within the meaning of the Private Securities Litigation Reform Act of 1995. Words such as “may,” “will,” “should,” “expects,” “intends,” “projects,” “plans,” “believes,” “estimates,” “targets,” “anticipates,” and similar expressions identify forward-looking statements in this presentation. Such statements include, but are not limited to, statements about future financial and operating results, plans, objectives, expectations and intentions, and other statements that are not historical facts. These statements are subject to numerous assumptions, risks, and uncertainties, and other factors, many of which are outside the control of SAIC. These factors could cause actual results to differ materially from such forward-looking statements. Risks, uncertainties and assumptions that could cause SAIC’s actual results to differ materially from those discussed in the forward-looking statements include, but are not limited to, those described in the “Risk Factors” section of SAIC’s most recent Form 10-K filed with the Securities and Exchange Commission (“SEC”) and updated in any subsequent Quarterly Reports on Form 10-Q and other filings with the SEC. The reports referenced above are available on SAIC’s website at or on the SEC’s website at No assurance can be given that the results of events described in forward-looking statements will be achieved and actual results may differ materially from these statements. SAIC disclaims any obligation to update any forward-looking statements provided in this presentation to reflect subsequent events, actual results, or changes in SAIC expectations.
© SAIC. All rights reserved. This material consists of SAIC general capabilities information that does not contain controlled technical data as defined by the International Traffic in Arms (ITAR) Part 120.10 or Export Administration Regulations (EAR) Part 734.7-11. RITM00231525