Responsible by Design

CORPORATE SOCIAL RESPONSIBILITY REPORT

TABLE OF CONTENTS

Our Promise

Message from the CEO 01About Louis Berger 04Focus Areas 04

Investing in Our Employees

Compliance and Ethics 06Building for Growth Learning Initiative 12Health and Safety 13Diversity 16

Giving Back to Our Communities

Give Back Campaign 21Community Involvement 22Louis Berger Foundation 24

Working Toward Resilient, Sustainable Communities

Sustainability in Our Projects 28Implementing Envision 33Sustainability in Our Operations 35

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Message from the CEO

Last year, we celebrated 60 years of providing innovative solutions to some of the most complex infrastructure challenges worldwide. Our success is the result of our people, who embody our vision and values every day – adapting to whatever conditions are presented during the course of their work. Louis Berger was founded on that entrepreneurial spirit, and I am confident it will continue to inspire our employees in the years to come.

This past spring, I announced a new corporate structure and a consolidated brand strategy to our employees. The firm’s new operating model will centralize business services and restructure the operating companies, including our U.S.-based, international and services operations and Ammann & Whitney. These organizational reforms, which generate a greater sense of teamwork, are reflected in this year’s report. Our Corporate Social Responsibility program is divided into six focus areas: community, compliance and ethics, diversity, education, health and safety, and sustainability.

OUR PROMISE

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In this annual report, we review some of the activities that affirm our vision to build an integrated, worldwide practice that makes a positive contribution to society. Activities include the establishment of the Louis Berger Foundation to formalize and consolidate our philanthropy efforts at the corporate level; expansion of the Women at Louis Berger committee worldwide to give all employees a forum to address gender diversity and professional development challenges; contributions to a company-wide donation matching campaign to help alleviate the Ebola crisis in West Africa; and participation in a 60 for 60 Challenge, whereby employees were able to raise awareness for causes most important to them.

As part of an expansive global modernization process, we furthered investments made in 2013 and years prior to help us adhere to the highest standards of ethical leadership and performance. In 2014, we continued to integrate best-in-class compliance and ethics procedures and all-employee training sessions. Training was also conducted in locations around the globe to ensure that our employees receive guidance based on the context of their communities and work environments.

We embrace the principles of sustainable communities and help people and government make conscious, green choices. Through our climate change adaptation and mitigation projects across the globe, we help integrate environmental considerations into strategies to support climate-resilient development. In everything we do, we aspire to Zero Harm and work to provide lasting benefits by considering the health, safety, social, environmental, ethical and economic components of every project.

As we close out our 60th anniversary, I am certain that the passion and commitment our employees have for their work will grow, and that Louis Berger will continue to deliver on our promise to provide Solutions for a better world.

Sincerely,

Nicholas J. MasucciPresident and CEO

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Our ValuesAt the core of everything we do is the promise to provide solutions that have a positive impact on society. We follow through on this by focusing on client needs to deliver quality, safe, financially-successful projects with integrity.

Encompassing everything we do is our passion for our work, our industry and our promise to make positive change. From our executive leadership to our teams in the field, we share a genuine sense of respect and stewardship for the places where we work and the people whose lives we impact.

Focus Areas Our genuine commitment to corporate social responsibility is integral to delivering long-term benefits to all our stakeholders – from our customers, employees, business partners and affiliates to the communities in which we operate.

CommunityLouis Berger and our employees give back to our communities through pro-bono work, monetary and in-kind contributions, volunteer efforts, program sponsorships and partnerships with charitable and professional organizations. Louis Berger also sponsors an annual Give Back campaign to raise contributions for a selected organization whose mission reflects our vision and values. Corporate matching extends the impact of our employees’ efforts.

Compliance and EthicsLouis Berger maintains a proactive compliance and ethics program based on a code of business conduct that provides consistent ethical standards. Leaders and managers set

the “tone at the top” for an ethical workplace. Employees benefit from a workplace where training is offered, concerns can be raised, guidance requested, or allegations can be made in a retaliation-free environment.

DiversityLouis Berger believes that harnessing the employees’ backgrounds, experiences and resources of our employees ultimately promotes quality, local context and global sensitivity in the work that we perform. The Women at Louis Berger committee was created to help women achieve their highest potential and contribute Louis Berger’s overall success. We are committed to creating a workplace culture in which all employees can achieve career satisfaction.

ContributeTo Society

Passion

Safety

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Focus

Quality

Integrity

EducationIn the past, Louis Berger’s direct and indirect financial commitments have totaled hundreds of thousands of dollars annually. Louis Berger’s involvement in higher education programs have included the creation of a number of programs, fellowships and other merit awards.

Health and SafetySafeguarding health, ensuring safety and protecting the environment are top priorities for Louis Berger, and form the foundation of our Zero Harm objectives. We seek to ensure that our work contributes lasting benefits through the consideration of health, safety, social, environmental, ethical and economic aspects in all company decisions and activities.

SustainabilityWe draw inspiration from the efficiency of natural systems to measure and implement sustainable strategies. Our approach is reflected in our commitment to limit negative environmental impacts through our projects and in our internal operations, and our ability to manage interdisciplinary projects of all sizes around the world.

About Louis Berger Louis Berger is a $1 billion global professional services

corporation that helps infrastructure and development

clients solve their most complex challenges. We are a

trusted partner to national, state and local government

agencies; multilateral institutions; and commercial

industry clients worldwide.

Louis Berger has a long-standing presence in more

than 50 nations, represented by nearly 6,000 engineers,

economists, scientists, managers and planners. We bring

strategic vision and an entrepreneurial spirit to deliver on

our promise to provide Solutions for a better world.

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Compliance and EthicsAt Louis Berger, we take seriously the trust our clients and partners put in us to meet their objectives. Our Office of Compliance and Ethics is committed to overseeing a global best-practice program that promotes and ensures ethical business conduct, compliance with laws, and a welcoming culture for employees and clients.

Louis Berger’s compliance and ethics program provides global support through both full-time and liaison-certified compliance professionals. The program is headed by the chief compliance and ethics officer (CCEO), who reports administratively to Louis Berger’s Board of Directors Audit Committee and operationally to the CEO. Including the CCEO, there are three full-time employees based in Washington, D.C., one in France, and a fifth will be based in the Middle East. Liaisons are located in: Delhi, India; Greenville, South Carolina; Manila, Philippines; New York, New York; and Santander, Spain. Liaisons cover geographic areas not requiring full-time employee support, and fulfill additional roles in human resources or legal capacities.

INVESTING IN OUR EMPLOYEES

Compliance and Ethics

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Louis Berger’s 2nd Annual Compliance and Ethics Workshop was held September 17, 2014 in Chicago and was attended by compliance representatives from all Louis Berger companies and affiliates. Topics discussed include policy updates, risk management systems, innovation and conducting investigations. This meeting was held as part of a larger Society for Compliance and Ethics annual meeting.

As part of our standard onboarding process, all new employees are required to take at least one hour of training (either online or in-person) on the code of business conduct, and must complete a code refresher course every year. Employees who work in areas with higher risk for corruption are given an additional two-hour-long course on anti-corruption and bribery in person.

Louis Berger offers both online and on-site training on our code of business conduct, which was revised in 2013. The eLearning course, which was made available to all employees in 2014, is available online in Arabic, Chinese, English, French, Hindi,

Portuguese, Romanian, Russian and Spanish. Learning modules include topics on conflict of interest, discrimination and harassment, information security, and ethical reporting.

Compliance and ethics staff also provide in-person training to employees, partners and clients on various topics in relation to local laws, including anti-corruption, due diligence and regional trends in places like the Middle East and Asia. Other workshop training conducted in 2014 covered topics including risk management systems, organizational risk, key compliance themes, and an overview of compliance resources.

A dedicated site off of the employee intranet was launched within the last year so that employees have easy access to the program’s resources. Available policies and procedures pertain to the code of business conduct, code enforcement policy, global anti-corruption policy, and business partner due diligence policy. Our compliance and ethics program works continuously to ensure that topics on the site are consistent with compliance laws, regulations and issues in the regions were Louis Berger operates, and that our policies and procedures are up to date.

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Compliance and ethics of�cersprovided in-person training

in 20 locations across11 countries

2013IN

of�cers providedin-person training

in 39 locations across14 countries

The Code of BusinessConduct e-learning course

contains 12 modules, andis available in 9 languages

2014IN

Compliance and ethics of�cersprovided in-person training

in 20 locations across11 countries

2013IN

of�cers providedin-person training

in 39 locations across14 countries

The Code of BusinessConduct e-learning course

contains 12 modules, andis available in 9 languages

To support our global workforce and encourage employees to come forward with questions or concerns about potential unethical, illegal or irresponsible activities, Louis Berger has a third-party provider which maintains a helpline system that is available 24 hours a day, seven days a week, 365 days a year.

Any employee can access the Louis Berger Helpline with concerns or to ask questions. In most countries, issues can be reported anonymously and in an employee’s native language. Louis Berger’s Helpline, investigation and sanction regime is based on a retaliation-free work environment.

Louis Berger will not tolerate retaliation or retribution against anyone who makes a good faith report of an alleged violation of the law, code of business conduct, or policies or procedures, even if the investigation finds no wrongdoing.

Report a Concern, Ask a Question

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As part of Louis Berger’s efforts to promote greater transparency in our organization, we undertook a massive $25 million reform effort aimed at implementing new internal controls, developing new policies and procedures, and making comprehensive systems investments, including a new global accounting system. These efforts demonstrate Louis Berger’s commitment to transparency following our past challenges so that others can learn from our mistakes. This sentiment is shared by all employees and exemplified by our senior leadership. Highlights from the past year regarding our commitment to organizational reform include:

Nicholas Masucci, president and CEO, addressed an industry council hosted by the Design Professionals Coalition on August 15, 2014. Masucci discussed lessons learned as a result of the company’s past legal challenges, which stemmed from violations of the U.S.

Better Ethics, Better Business

False Claims Act (FCA) and the U.S. Foreign Corrupt Practices Act (FCPA) beginning in August 2007. He also spoke about complying with the government sanctions and reforming the company’s business practices in accordance with U.S. and international laws.

Larry Walker, executive vice president for global strategy and development, spoke at a Policy and Enforcement Summit Series hosted by the Ethics Resource Center in Washington, D.C., on November 20, 2014. Walker, who spoke alongside the U.S. Agency for International Development’s (USAID) general counsel, shared lessons learned from Louis Berger’s successful completion of an administrative agreement with USAID, which the firm entered in alignment with its 2010 FCA settlement for improper overhead allocation procedures.

Thomas Nicastro, CCEO, participated in the annual Association of Inspectors General (AIG) meeting in Newark, New Jersey, on a compliance and ethics panel focusing on what qualities an inspector general looks for when looking at a contractor’s compliance and ethics program. Nicastro spoke about the importance of senior management embracing best practices, setting the “tone at the top,” and demonstrating it through action. He added that contracting officers and inspectors general should have clear requirements, and that an organization’s compliance and ethics program can also be a competitive advantage in the bidding phase.

Charles Bell, group vice president in charge of Louis Berger’s integrated development practice, was appointed to the advisory board for Duke University’s Kenan Institute for Ethics. In recent years, the institute has focused on global migration, human rights, regulation, moral attitudes and decision making, as well as religious and public life. The advisory board provides advice, assistance and leadership in matters related to the institute’s programs, projects and priorities.

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Our employees are Louis Berger’s greatest asset. Developing and managing employee talent through education is not only vital to the individual, but is also critical to our ability to deliver exceptional service to our clients.

As part of our commitment to quality, ethical behavior and process improvement, Louis Berger strives to create a world-class program to manage our learning and training programs, which provide professional and personal growth opportunities for all employees.

In 2007, the Build for Growth Learning initiative was introduced to U.S.-based employees. As part of the initiative, a state of the art learning management system was implemented to catalog and manage annual training requirements on ethics and compliance, and house key company documents, standard operating procedures, policies, and professional development and continuing education requirements. In 2012, this initiative was expanded with the launch of Louis Berger University (LBU), an online library providing employees with access to various professional development courses

SINCE THE SYSTEMWAS ESTABLISHEDMore than 50,000assignments havebeen completed

More than 1,200 courseshave been completed inRedVector by engineersto ful�ll theirlicensingrequirements.

More than 700 courserequests were madethrough LBU since itslaunch

Health and SafetySolid health and safety performance is a vital component of Louis Berger’s corporate culture and personality. We strive to integrate best practices in all our operations, and involve employees at every level in establishing, implementing and elevating our efforts. Our goal is to protect our employees, clients, contractors, and ultimate beneficiaries of our work – our neighbors and communities in which we operate.

This past year, Louis Berger’s international, U.S.-based and corporate security programs have worked to align the corporate health and safety program with the company’s new organizational structure.

In 2014, Louis Berger completed a massive overhaul of all program documents for Louis Berger’s U.S.-based operating company.

A new portal site off the employee intranet was developed to serve as the primary source of information on the U.S. health and safety program, and includes a document library for safe work planning, field resource guides, management programs and standard operating procedures. The portal is available to all employees of the U.S.-based operating company.

NUMBERS PERTAIN ONLY TO OFFICES OF THE U.S.-BASED OPERATING COMPANY.NUMBERS ARE PRESENTED FOR THE YEARS 2013 AND 2014 COMBINED.

OSHA constructionsafety training

First aid training HAZWOPER training Total hours

570 hours 318 hours 2,064 hours 2,952

and learning opportunities. Course content on LBU comes from a variety of reputable internal and external sources, including content from industry providers as well as specific courses pertaining to the U.S. operations company. LBU also provides easy access to relevant reference materials, training videos and user guides.

Louis Berger’s partnership with RedVector, a leader in providing online continuing education to the engineering, design and construction industries, enhances the quality of courses on LBU. RedVector provides courses on LEED certification, engineering, architectural design, construction, interior design, OSHA safety, soft skills, business communications, and risk management. RedVector is also a certified provider for PMI, the Project Management Institute.

The Build for Growth Learning Initiative continues founder Dr. Louis Berger’s dedication and commitment to developing opportunities through education as well as our culture of continuous improvement.

SINCE THE SYSTEM WAS ESTABLISHED

*Numbers pertain to offices of the U.S.-based operating company. Numbers are presented for the years 2013 and 2014 combined.

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Building for Growth Learning Initiative

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Globally, Louis Berger is working to leverage and integrate the existing health and safety programs within the international operating company. During the past year, the newly established international health and safety program compiled a five year strategic plan to ensure uniform processes, procedures, systems and safe behavior expectations across 100 countries, in alignment with the new matrix structure. In the coming year, the program will continue to develop and implement tools, training programs and communications channels to support all international operations.

Currently, our Europe/Commonwealth of Independent States, Middle East and North Africa, and Latin America and Caribbean divisions are certified under ISO-9001, ISO-14001 and OHSAS-18001 standards, and our India operations are certified to ISO-9001. The scope of certifications includes consulting, planning, design, technical assistance, management and site supervision, and project management and development. As we work toward a more integrated program across all operating units, other divisions within the company will begin international certification processes to ensure consistency and promote growth.

West Africa, especially Guinea, Sierra Leone and Liberia (and to a lesser extent Senegal and Nigeria) are currently impacted by Ebola. Louis Berger is currently working on three projects in Senegal, five ongoing projects in Guinea and one project in Nigeria. A majority of our work in the area is funded through development banks and financial institutions, and are primarily staffed with local employees and a small number of expatriate staff.

Since the outbreak began, Louis Berger has been closely following the World Health Organization guidance and providing ongoing health and travel safety updates to employees to ensure that they are adequately informed and protected. In Guinea, there are only essential staff still remaining and all of them have been advised of risk mitigation methods, geographic zones to avoid and preventive measures. We also are coordinating regularly with our evacuation provider, AIG-Travel Guard, to ensure we are prepared and able to respond appropriately should circumstances change.

Louis Berger responds to the Ebola outbreak in West Africa

Corporate SecurityLouis Berger has a long history of working in politically complex, often high-risk areas. The measures we take to provide our employees with medical and security-incident support ensure that we operate in the safest manner possible, thereby protecting the quality and integrity of our projects and clients.

In 2014, the company elevated its corporate security program to ensure consistency in in staff support and insurance coverage for all employees worldwide. Louis Berger also implemented a global security policy to affirm out commitment to conduct business in a culturally sensitive and professional manner everywhere we work.

Along with this transition, the company implemented a company-wide medical and security support insurance program and complimentary travel tracking program that is synced with all of Louis Berger’s travel agencies. Coverage provided includes medical support when travelling or working abroad, medical

evacuation, and security-incident support and response. While most of the company already began using the new services in 2014, all operating companies and Amman & Whitney will fully integrate these programs into their operations no later than summer 2015.

Louis Berger also developed a Corporate Security Police and Committee Charter, new operating procedures, and a Crisis Management Plan during the last year. Crisis management training sessions have been developed and will be rolled out throughout 2015 in three tiers: all employees, employees working in high-risk areas, and management. Louis Berger is committed to making sure our staff understand their roles and responsibilities as they relate to security, and that they are aware of the resources available so that they operate in the safest manner possible.

NON-MEDICAL EVACUTIONS

MEDICAL EVACUTIONS(from the Morristown, Washington, DC, Paris, Dakar andAbu Dhabi of�ces)

Number of staffsuccessfully evacuated

Hours of support provided No medical evacuations in 2013

Hours of support provided in 2014

27 0670 hours 536 hours

This past year, Klohn Crippen Berger, a Louis Berger company, was recognized with an award for Excellence in Quality Management Systems for multiple sites by BSI Canada. Klohn Crippen Berger has implemented a robust system to maintain project management standards in its workplaces worldwide, including locations throughout Canada, Australia and Peru, and was recognized for demonstrated passion and commitment to maintaining a high standard of business excellence.

Klohn Crippen Berger considers every social, environmental and economic aspect of its business operations, and regularly reevaluates and improves its corporate quality management systems. In 2014, Klohn Crippen Berger received certifications for the ISO 14001standard for environmental management systems and the OHSAS 18001 standard for occupational health and safety systems. With these certifications, all areas of the company are managed through an integrated system that includes quality, health and safety, and environmental components.

Klohn Crippen Berger: Excellence in quality management systems

credit: Tzu Yang Wu credit: PANYNJ

NON-MEDICAL EVACUATIONS (2012-2014) MEDICAL EVACUATIONS

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Diversity As a global company, Louis Berger’s strength depends on a diverse workforce. The unique perspectives of each employee promote quality, local context and global sensitivity in our work, and are central to our success as a professional services firm. We strive to provide a workplace environment that is free of discrimination and are committed to ensuring equal opportunities in recruitment, hiring and career development.

29.9% (EFCG, 2014)

66% 34%

69% 31%

82% 18%

78% 27%

72% 28%

INDUSTRY AVERAGE

HOLDINGS

U.S.-BASED OPERATIONS

INTERNATIONAL OPERATIONS

AMMANN & WHITNEY

SERVICES OPERATIONS

Louis Berger recognizes that women traditionally represent a lower percentage of leadership positions in architecture and engineering firms, and we are committed to helping all employees achieve their highest potential by creating an inclusive culture that contributes to the firm’s overall success.

Gender Breakdown Across Louis Berger

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Fostering Gender Diversity, Inclusion In our Global WorkforceThe Women at Louis Berger committee was established in 2013 and helps employees achieve their highest potential by creating a positive and inclusive culture within the company.

This past year, the initiative was expanded worldwide to include all of Louis Berger’s operations, including our International and Services operations as well as Ammann & Whitney. In addition to executive sponsors, steering committee members and sub-committee members, employees from offices in France, India, Panama, Romania and the United Arab Emirates also play key support roles.

In response to the high level of interest in the committee’s activities, Women at Louis Berger administered a survey to identify the needs and topics of interest that should be addressed during committee events. The survey was open to all Louis Berger employees for two weeks and gained hundreds of responses. Respondents identified three topics as high priority areas of focus: professional development, work-life balance, and coaching and leadership training. Other topics included mentorship opportunities, health and wellness,

communications and public speaking, and volunteering/community service.

An internal portal site is available to all employees worldwide and serves as an inclusive forum for discussion, collaboration, support and knowledge. Employees can find useful links, resources, tips and points of contact for a number of topics, including career planning, leadership, strategic thinking and planning, and work life balance.

Women at Louis Berger Speaker Series In 2014, Louis Berger established a series of panel discussions aimed at advancing discussions on gender diversity and professional development. To ensure that as many employees have the opportunity to participate as possible, the event is hosted in different office locations each quarter. Employees also have the opportunity to ask questions either in person during the event, Employees also have the opportunity to ask questions either in person during the event, or in advance by email. All sessions are recorded and made available on the employee intranet following the event. The speaker series will continue through 2015, with the next event taking place in Abu Dhabi, United Arab Emirates, in partnership with AmCham Abu Dhabi.

Morristown, New JerseyThe inaugural event for the Women at Louis Berger Speaker Series took place last October. Five panelists shared their professional experiences, covering topics including mentorship, relationship building, networking and work-life balance. Louis Berger board member Martha Clark Goss moderated the discussion, and panelists included a mix of Louis Berger senior leadership and representatives from the Professional Golfers’ Association of America and Your Voice Your Vision. More than 35 office locations from across the U.S. and Panama joined the live webcast.

Bucharest, RomaniaIn December, the committee hosted a discussion panel on career management in Bucharest, Romania. The discussion included details on how gender diversity is reflected in Louis Berger's Europe and Commonwealth of Independent States division, and how employees can be models for others. The panelists spoke about their professional journeys, which stemmed from a variety of backgrounds, including business, engineering, and sales and marketing. They also addressed challenges related to working from home, provided tips for women interested in progressing in their careers at the international level, and highlighted the role of mentors along their career paths.

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Louis Berger sponsors an annual Give Back donation-matching campaign to raise contributions for organizations whose missions align with our vision and values. The firm matches employee contributions dollar for dollar to extend the impact of each donation. Previous campaigns have supported organizations like the International Federation of Red Cross and Red Crescent Societies in response to environmental and public health emergencies. Other partner organizations include Engineers Without Borders, Fisher House Foundation, and Oxfam International.

During the past year, the most widespread outbreak of Ebola significantly impacted several West African countries, resulting in more than 7,500 deaths and cutting economic growth by more than 55 percent in the hardest-hit countries.

GIVING BACK TO OUR COMMUNITIES

Louis Berger was founded on the concept that everything we do should leave a lasting and positive impact on the world around us. That core value attracts employees who want to establish a personal stake in the community, and who have a natural desire to extend their contributions beyond their official capacity.

Give Back Campaign

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Louis Berger is committed to our clients and employees in Guinea, Mali and other parts of West Africa, where we have worked since 1965. As part of that promise, the 2014 Give Back campaign provided $20,604 in total employee and corporate matching donations to the International Federation of Red Cross and Red Crescent Societies to support the global fight against the devastating disease. So far, contributions to the Red Cross Red Crescent response have supported more than 200 Red Cross Red Crescent staff and 5,943 trained volunteers across 16 countries.

To further our commitment, Louis Berger signed the U.N. Business Action Pledge on Ebola Elimination, which reflects the humanitarian actions and commitments of businesses with operations or interests in Ebola-affected and neighboring countries. Additionally, Louis Berger completed one-on-one and group trainings on steps to promote the prevention and stop the spread of Ebola for 90-plus workers based in Guinea, Mali and Senegal.

Community Involvement Louis Berger employees volunteer and give charitable contributions to a number of local, national and international organizations. This past year, employees at Louis Berger and

Ammann & Whitney, a Louis Berger company, began the 60 Deeds for 60 Years challenge as a capstone to the firm’s 60th anniversary celebrations. By showcasing at least 60 of employees’ good deeds and charitable activities from across the globe, our ultimate goal was to help local communities and bring awareness to the organizations and causes our employees are passionate about. Employees submitted photos and descriptions of their involvement in charitable deeds, including clothing, food and toy drives, walks and runs for causes, and environmental cleanup activities. The requirements for qualified submissions were that they had to have been done either on behalf of the companies, such as office-organized charity events, or in groups of two or more employees.

Each week, newly submitted photos and accompanying descriptions were displayed on challenge boards in each office. Photos were also added weekly to Louis Berger’s Facebook page as a further means of raising awareness. Louis Berger and Ammann & Whitney employees not only met the goal of 60 deeds, but surpassed it in just a few months. Offices around the globe participated in the challenge, including 17 U.S. offices and six international locations, from Denver, Colorado; Kansas City, Missouri; and Needham, Massachusetts; to Greenville, South Carolina; Doha, Qatar; and Abu Dhabi, United Arab Emirates.

• ACE Mentor Program• American Cancer Society• American Heart Disease Association• Autism Speaks• Big Brothers Big Sisters of Greater

Kansas City• Denver Rescue Mission• Canstruction• Damon Runyon Cancer Research

Foundation• Earth Walk 2014• Habitat for Humanity’s Pamaskong

Handog campaign• Honor Flight Network• Market Street Mission

• Miriam’s Kitchen• Missouri River Relief• New Horizons Food Pantry and Shelter• Pancreatic Cancer Action Network• Portland Youth Builders• Reach Out to Asia• Ronald McDonald House Charities• Salvation Army• Susan G. Komen for the Cure• Terry Fox Foundation• Trust for the National Mall• U.S. Marine Corps Reserve Toys for

Tots program • United Way

Louis Berger supported more than 25 organizations during the challenge, including:

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“This foundation reinforces my father’s passion for education, formed while a professor. It ensures the longevity of our commitments, increases the visibility of our company’s philanthropic culture and allows us to have a more focused and sustainable impact on society.”

– Fred Berger, Chairman Emeritus

Louis Berger Foundation

This past year, the Louis Berger Foundation was developed as part of the company’s 60th anniversary celebrations and to commemorate our founder’s passion. The Foundation is a non-profit private corporation established to manage and expand the company’s educational, scientific and other philanthropic activities. It is guided by the premise that individuals, working in collaboration, can generate far-reaching and positive impacts worldwide.

Organizations that have received support from Louis Berger include Engineers without Borders USA, Massachusetts Institute of Technology, Northwestern University, Rutgers University, New Jersey Institute of Technology (NJIT) and Kabul University.

STEP | NJITSince 2013, Louis Berger has sponsored the Science and Technology Enrichment Program (STEP) at NJIT. STEP was designed to encourage high school students’ appreciation of science and technology through interesting lectures and hands‐on experience, with a key objective of inspiring participants to pursue higher education.

So far, STEP has conducted four semesters with Louis Berger’s support, and more than 100 students have graduated from the program. Recently offered courses, which are taught by NJIT faculty, include Survivors – Building the Company of the Future, Introduction to Web Development, Chemistry for the Inquisitive Mind, and Roadmap to Computing (Programming and Problem Solving). The program consists of 2-hour classes held over the course of 12 weekends, and the program has been oversubscribed every quarter since its founding.

Founder Dr. Louis Berger served as a member of the engineering

faculty at Pennsylvania State University, and his commitment to

education and training has been a driving force in the company’s

operation and growth. Sixty years later, that purpose continues to

inspire us, and the company continues his legacy of inspiring personal

and professional development through philanthropic initiatives

supported by Louis Berger and its affiliate companies.

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Louis Berger International Scholar | NJIT The Louis Berger International Scholar Award at NJIT was established in 1997 and provides an outstanding student with an annual stipend and opportunity to intern with the company for the duration of their fellowship. Candidates for the award must be an international undergraduate or graduate student who is enrolled in a field of relevance to Louis Berger. To date, the program has provided scholarships to 11 NJIT students.

Omoghene Ovuakporie, a graduate student at NJIT pursuing a degree in architecture, was named the 2014-2015 recipient of the Louis Berger International Scholar Award. In addition, Ovuakporie works as teaching assistant and off-campus housing coordinator for NJIT.

Louis Berger Fellows Program | Rutgers UniversityThe Louis Berger Fellows program selects graduate students enrolled in the Edward J. Bloustein School of Planning and Public Policy at Rutgers University to spend a summer internship with Louis Berger staff on infrastructure assignments around the world. Established in 1996, the program recognizes the company’s long-standing relationship with the school and honors Dr. Berger’s

commitment to education. Over the course of four years, 21 students have been placed in overseas internships.

Students in the 2014-2015 program included Guadalupe Gutierrez Escribano, Katie Magiera, Patrick Salemme and Ruchi Shrivastava. During their internships, the fellows were assigned to various project teams and tasked with supporting economic, socioeconomic and environmental impact assessments, among other duties. Project assignments included supporting dam development to address Panama’s energy crisis; contributing to key transportation projects in Burkina Faso and the Dominican Republic; and working on development projects for important industrial and transportation infrastructure in India.

Louis Berger partners with nonprofit to boost research and development in New JerseyIn April, NJIT launched a nonprofit corporation called the New Jersey Innovation Institute, which is designed to pair academic researchers with local companies interested in contracting out research to university labs. Louis Berger has signed on as a partner of the new institute, which will focus on health care, bio-pharmaceutical production, civil infrastructure, defense and homeland security, and financial services.

Louis Berger encourages academic and professional development worldwide.

credit: Ruchi Shrivastava

Louis Berger helps recognize outstanding student at the Technical University of Civil Engineering Bucharest Louis Berger was invited by the Technical University of Civil Engineering in Bucharest, Romania, to speak and give an award to the best student in the 2014 environmental engineering class, Victor Neamtu. Calina Nistor, regional director for Romania,

presented the award and an overview of Louis Berger’s 20-plus years of experience in the environmental sector in Romania. For more than 15 years, Louis Berger has supported students and young professionals in their career development in the environment and transport sectors by providing internships, mentorship and awards for excellence in education.

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Louis Berger’s approach to sustainability addresses economic, environmental and social considerations to ensure that the progress we make today does not negatively affect our natural resources or societal well-being tomorrow. We take inspiration from the natural systems around us to measure and implement efficient and sustainable strategies that facilitate long-term growth.

Sustainability in Our ProjectsThrough our work, we support the development of sustainable, climate-resilient infrastructure that is consistent with the local context and can be successfully implemented and maintained within existing legal and socio-economic systems.

Our multidisciplinary team provides wide-ranging expertise in sustainable transportation, greenhouse gas reduction strategies, green building, eco-restoration, renewable and redundant energy technologies, urban design, operations and maintenance and capacity building.

WORKING TOWARD RESILIENT, SUSTAINABLE COMMUNITIES

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Uttar Pradesh Participatory Forestry and Poverty Alleviation | India

Improving the livelihoods of underprivileged, forest-dependent communitiesThe Uttar Pradesh Participatory Forest Management and Poverty Alleviation project is being implemented in the 20 forest divisions spread across 14 districts of the state of Uttar Pradesh. The project, funded by the Japan International Cooperation Agency (JICA), aims to restore degraded forests, augment forest resources and empower local forest-dependent communities by promoting sustainable forest management.

In addition to improving the natural resource base of the northern Indian state Uttar Pradesh, Louis Berger will help develop groups working to protect and develop forest areas and communities that depend on forests for their livelihood. Louis Berger will provide expertise in establishing market linkages and giving local communities access to finance while adhering to the principle of ecologically sustainable development. A team of eight experts and 12 extension office coordinators have been mobilized for the 24-month project.Louis Berger’s other JICA projects include the Tamil Nadu Biodiversity Conservation and Greening Project, Sikkim Biodiversity Conservation and Forest Management Project, as well as the Rajasthan Forestry and Biodiversity Project.

Concord Blue Bioenergy Plant | Herten, Germany

Turning waste into clean energyNations around the world face the twin challenges of dealing with solid waste and ensuring an affordable, clean and renewable energy supply to fuel their economy and daily living.

Louis Berger is working with Concord Blue, a waste management firm, to develop a new bioenergy plant in Herten, Germany. Under this contract, Louis Berger will assist in contract development and engineering design supervision, and will provide owner’s engineering support to Concord Blue during construction of the new plant.

This five-megawatt facility will provide a renewable energy source to address the needs of thousands of homes and businesses in Germany, and will serve as a replicable model of how to turn waste into bioenergy. Bioenergy, or energy derived from organic material, can help reduce carbon dioxide levels and also reduce our dependency on fossil fuels in a sustainable, cost-effective manner.

Hoboken Green Infrastructure Plan | New Jersey, US

Rebuilding a more resilient commuter town and transit hub An urban coastal city located across the Hudson River from New York City, Hoboken is densely populated with a high concentration of buildings and infrastructure. Expanded developments built on top of unsteady foundations coupled with the draining of a nearby tidal marsh, left the city particularly vulnerable to the effects of Superstorm Sandy, which caused hundreds of millions of dollars in damage. A projected rise in sea levels could mean more severe flooding in the decades to come.

Louis Berger helped support the creation of the Hoboken Green Infrastructure Strategic Plan under the auspices of the Together North Jersey Program, a sustainable, transit-oriented planning coalition funded by the U.S. government. Green infrastructure refers to a holistic stormwater management approach that mimics natural systems to sustain clean air and water, protect critical infrastructure, and enhance community safety and quality of life. Hoboken’s plan includes installation of “wet weather” pumps and rain gardens on roofs and in planters, and conversion of land to parks and open space with water retention facilities incorporated into the design. The plan received the 2014 Outstanding Plan Award from the American Planning Association-New Jersey chapter.

credit: Concord Blue Energy, LLC

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Implementing the EnvisionTM Sustainable Infrastructure Rating SystemTo enhance the quality of our planning and design services, Louis Berger has begun incorporating the Institute for Sustainable Infrastructure’s EnvisionTM Sustainable Infrastructure Rating System into our operations, and is working toward certifying 100 employees as EnvisionTM Sustainability Professionals (ENV SPs).

EnvisionTM provides a holistic framework for evaluating and rating the community, environmental, and economic benefits of all types and sizes of infrastructure projects. It evaluates, grades and recognizes infrastructure projects that use transformational, collaborative approaches to assess the sustainability indicators over the course of the project’s life cycle.

BergerABAM, a Louis Berger company, has been tracking EnvisionTM since its development

stage in 2011, and has been working to get employees accredited since it became available in 2012. Currently, BergerABAM has five ENV SPs and prepared two case studies using the EnvisionTM system in 2014, and is using the system on an innovating parking facility for Sound Transit in Washington state.

The first study was conducted for the Port of Everett, Washington, on a capital improvement project that BergerABAM designed. The second study was prepared for the Port of Long Beach, California, on a previously large remediation project. Both case studies were the basis for papers that were published and presented at the American Society of Civil Engineers International Conference on Sustainable Infrastructure in November 2014.

Louis Berger is currently formalizing an internal program to certify ENV SPs and implement EnvisionTM ratings on applicable projects within the firm’s U.S.-based operations. In the coming years, Louis Berger and our affiliated companies aspire to offer the EnvisionTM Checklist and Rating System as a deliverable for applicable projects.

New York Rising | New York, USNurturing storm preparedness, recovery and adaptation Beginning in August 2011, the state of New York suffered three severe weather incidents in the span of a year – Hurricane Irene, Tropical Storm Lee and Superstorm Sandy. These extreme events have heralded the immediate need to build more resilient communities. The New York Governor’s Office of Storm Recovery (GOSR) identified 40 New York counties in immediate need of help to repair and rebuild more resilient housing, business, communities and infrastructure.

As part of the New York Rising Community Reconstruction Program established by GOSR, Louis Berger has developed plans that provide an integrated approach to resilience, including strategies to:

• manage tidal flow and retain stormwater; • improve natural habitat and

living shorelines;• reinforce the power grid, including

developing microgrids;• strengthen communication and

coordination; and• maintain and enhance economic viability.

After successfully completing the first round of plans on Long Island and New York City, Louis Berger was awarded additional assignments to help New York City communities develop plans, under the program’s second round. In the fall of 2014, Louis Berger was selected to provide environmental review management and planning services supporting infrastructure, community reconstruction, business and housing resiliency projects across the state.

Louis Berger’s resiliency plan for Long Island was awarded “Best Use of Green Infrastructure” by GOSR for using green resiliency strategies to improve coastal protection.

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Sustainability in our OperationsLouis Berger aspires to be a model for corporate social responsibility, and we strive to take meaningful steps to improve employee well-being and at the same time reduce carbon emissions and conserve energy.

Sustainable commutingFor more than a decade, BergerABAM has offered commuter incentives to encourage employees to take alternative modes of transportation to work. The company’s award-winning Commute Trip Reduction program provides annual public transit passes, gift cards for employees depending on how often they commute using alternative means of transportation each month, and in case of emergencies, a guaranteed ride home service for those who leave their cars at home.

Public transportation passes offered include ORCA cards for employees located in the Seattle, Washington, office, as well as annual TriMet passes for Portland, Oregon, employees. BergerABAM employees based out of the San Diego, California, and Vancouver and Federal Way offices in Washington are offered gift cards depending on how much they commute by carpooling, walking, biking or telecommuting each month. The firm also offers a monthly subsidy for employees who commute by bus or vanpool, and Seattle employees have access to an on-site Zipcar for client meetings.

In 2014, Louis Berger began developing a similar commuter benefits pilot program for employees of our Washington, D.C., office following the results of a 2013 employee commuter survey. During the past year, the CSR Committee has examined the benefits and costs of implementing a program where the company subsidizes a portion of travel expenses for employees who take public transportation to work. Currently Louis Berger allows employees to set aside pre-tax dollars to cover public transportation costs up to $130 per month. In the coming year, Louis Berger plans to formalize the benefits program and begin providing an additional monthly subsidy to Washington, D.C., employees who take public transportation.

BergerABAM’s Portland, Oregon, office was awarded the Gold rating by the City of Portland’s Sustainability at Work program. To qualify for certification, the Portland office implemented green actions under five main categories: information and education, materials and waste, energy, transportation and water.

In addition to implementing green actions under each category, the Portland office also focused on volunteer work to reduce its environmental impact and positively impact their community. Having five LEED certified employees, who incorporate sustainable elements in building and landscape design, also helped achieve the Portland office’s goal of earning a Gold distinction.

The Sustainability at Work program was created to assist businesses in gaining access to resources aimed at improving their environmental practices, and offers three levels of certification to recognize positive impact on the environment and community. Depending on the number of actions completed in each of the five main categories, a business may be awarded a Certified (12 actions), Silver (30 actions), or Gold (45 actions) designation. BergerABAM is now using the Sustainability at Work program in all offices as a simple way to track sustainability practices and encourage a more green-minded workplace.

BergerABAM Portland, Oregon, office goes green and gold

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Sustainable Solutions CommitteeLouis Berger created a sustainable solutions committee in 2013 to connect various green initiatives within Louis Berger’s offices. Since its founding, the committee has provided a platform for developing and sharing ideas, experiences, and collaboration – which has helped cultivate a mindset of environmental and social responsibility among our employees. Through the committee, Louis Berger has bolstered the reach and impact of sustainable initiatives at the office level, created a vehicle to communicate programs and news, and fostered a community of likeminded individuals within Louis Berger to enhance job satisfaction and promote cohesive identity. In the coming years, the committee aims to expand its scope to include Louis Berger’s operations outside of the U.S.

Soon after the committee’s establishment, Louis Berger compiled office inventories for six U.S. offices, comparing operations and amenities including number of employees in the office, how employees commute, type of office supplies used, degree of recycling, opportunities to implement composting, indoor air quality, and lighting. The purpose of these inventories was to set a baseline for how sustainable each office is, and make custom recommendations on how each location can become more environmentally friendly.

Louis Berger also organized an Earth Day Scavenger Hunt that garnered participation from 11 teams across eight U.S. offices. Designed as a fun and educational activity, the hunt helped raise awareness on ways that offices can help reduce our ecological footprint. Based on the results, the SSC identified actions that offices could take to reduce their environmental impact. It also initiated a larger conversation about actions and policies that could be established at the corporate level to encourage each location to be more sustainable.

EMISSIONS TOTAL

(mtCO2e)

Scope 1 841

Scope 2 1,202

Total Scope 1 and 2 Emissions 2,043

Emissions disaggregated by source types

Scope 1: Direct Emissions from Owned/Controlled Operations Metric Tones CO2

a. Direct Emissions from Stationary Combustion 376

b. Direct Emissions from Mobile Combustion 465

Scope 2: Indirect Emissions from the Use of Purchased Electricity, Steam, Heating and Cooling

a. Indirect Emissions from Purchased/Acquired Electricity 1,181

b. Indirect Emissions from Purchased/Acquired Steam 21

This is a partial accounting of GHG emissions that serves as a baseline as we continue to expand our reporting process. Louis Berger recognizes that effective and transparent reporting is critical to our commitment to become a low carbon organization, and this baseline will serve to further direct the focus of the company’s sustainability initiatives worldwide. To further this commitment, our Europe/Commonwealth of Independent States, Middle East and North Africa, and Latin America and Caribbean divisions are certified under ISO-14001 for environmental management.

Correction from 2013 report: Louis Berger’s total Scope 1, Scope 2 and select Scope 3 GHG emissions for the Morristown, Washington and Exton offices were 3,449 metric tons of carbon dioxide equivalent (CO2e) for the year 2012. According to the U.S. Environmental Protection Agency’s (USEPA’s) GHG Equivalencies Calculator, this is equivalent to GHG emissions from consuming 8,021 barrels of oil.

Baseline Greenhouse Gas InventoryIn 2013, Louis Berger conducted a pilot greenhouse gas (GHG) inventory for three U.S. offices: our headquarters in Morristown, New Jersey, our second-largest office in Washington, D.C., and a representative office in Exton, Pennsylvania. In 2014, this inventory was expanded to include Scope 1 and 2 emissions for Louis Berger’s domestic footprint using numbers from the same sample year (2012). The GHG inventory was prepared in general accordance with the World Resource Institute and World Business Council for Sustainable Development Greenhouse Gas Protocol, A Corporate Accounting and Reporting Standard (Revised Edition, 2004), using an “operational control” approach.

Under an operational control approach, Louis Berger reports emissions from companies and subsidiaries where Louis Berger has authority to direct the business

operations of the company. In this initial inventory, Louis Berger includes Holdings and U.S.-based offices, excluding Ammann & Whitney. The Sterling, Virginia, and Toms River, New Jersey offices are excluded as they were not active that year.

Emissions for Louis Berger’s Services operation exclude operational sites, owned vehicles and offices of Hawthorne Services Inc., which was not acquired until the following year.

Where available, utility data was used to estimate emissions associated with heating and cooling Louis Berger offices. Because Louis Berger exclusively leases office space, sub-metered utility data is not available for all locations. In these offices, the U.S. Energy Information System Commercial Buildings Energy Consumption Survey (CBECS) data from 2013 was used to estimate energy use per square foot.

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