REPORT
2022 Environmental, 
Social & Governance 
(ESG) Report

02
2022 Environmental, Social & Governance (ESG) Report
Table of Contents
Page 3
Page 5
Page 11
Page 19
Page 35
Page 48
Page 51
A Message 
from our CEO, 
Anthony 
Jabbour 
About Dun & 
Bradstreet 
About this Report  
Awards & 
Certifications 
Commitment to 
Sustainability 
Our Planet 
Climate 
Environmental 
Protection 
Commitment  
Supply Chain 
Sustainability 
Metrics Summary 
Our People 
Our Employees 
•	 Diversity, Equity
& Inclusion
•	 Employee
Resource Groups
•	 Engagement,
Learning &
Development
•	 Health & Well-
being
Our Communities  
Metrics Summary 
Our Purpose  
Leadership 
& Board 
Composition
Data Protection, 
Privacy & Security  
Cybersecurity 
Enterprise Risk 
Business 
Continuity 
Ethics & Business 
Conduct  
Metrics Summary
Our ESG 
Solutions 
D&B ESG 
Intelligence 
Green Indicators 
Appendix 
Framework 
Indexes 
•	 GRI Table
•	 SASB Table
Additional 
Resources

Overview
Our Planet
Our People
Our Purpose
Our ESG Solutions
Appendix
03
Message from our CEO
Over the course of our nearly 200-year history, we have seen the 
evolution of how data is used to help measure and mitigate business 
risks with increasing complexity and importance. This evolving 
sophistication of data and analytics enables us to understand not 
only the sources of risk, but also how to adapt to maintain resilience 
and embrace new opportunities. We believe companies that 
adopt sustainable business practices will be the best positioned 
to address present and future risks, enabling them to capitalize on 
opportunities over the long term.
In our 2022 ESG Report, we detail the progress that we have made 
on our commitments to sustainability across three key pillars: Our 
Planet, Our People, and Our Purpose. We are proud of the advances 
we have made over the last year across a range of issues, including 
our work to manage our environmental impact, our continued 
recognition as an outstanding employer, and our data protection, 
privacy, and security initiatives.
We believe that our ESG initiatives and practices support long-term 
value creation. To further strengthen our dedication to ESG, we are 
formulating a global strategy, including companywide programs 
and commitments that will guide us through 2023 and beyond. 
Throughout the year, our team has progressed our ESG programs 
on several fronts, including:
Our Planet:
Reducing the impact our operations have on the environment
•	•	
We have measured our greenhouse gas (GHG) emissions for Scope 1 and
Scope 2 and are reporting those in this global report. We are also working
toward identifying and measuring our Scope 3 emissions data globally.
•	•	
We selected a companywide ESG data management platform for our GHG
emissions accounting, which will be implemented in 2023.
•	•	
We continue to work to reduce our emissions, in addition to energy, waste,
and water use across our offices.
Our People:
Fostering diversity and inclusivity by providing opportunities for our 
employees and local communities to thrive
•	•	
For the sixth consecutive year, Dun & Bradstreet has scored 100% and is
recognized as a Best Place to Work for LGBTQ+ Equality by the Human
Rights Campaign (HRC) Foundation’s Corporate Equality Index (CEI).
•	•	
To further Dun & Bradstreet’s commitment to Diversity, Equity, and Inclusion,
I was proud to sign pledges with the CEO Action for Diversity & Inclusion,
HRC Business Coalition for the Equality Act, and Disability:IN CEO-to-CEO.
•	•	
Dun & Bradstreet employees donated 8,702 hours to their communities
through our Volunteer Time Off (VTO) benefit, which provides all employees
with two paid volunteer days annually (16 total hours they can use throughout
each year). Together, we supported 735 causes in 2022.

Overview
Our Planet
Our People
Our Purpose
Our ESG Solutions
Appendix
2022 Environmental, Social, Governance (ESG) Report
04
Our Purpose:
Demonstrating our commitment to integrity by creating 
policies, practices, and solutions that reduce risk and create a 
positive impact
•	•	
In September 2022, we received our first external privacy verification,
the TRUSTe Privacy Verified seal, for our demonstrated adherence to
the Privacy Shield Principles. Companies that display this seal have
demonstrated that their privacy programs, policies, and practices
meet the requirements of the European Union (EU) - United States
of America (U.S.) Privacy Shield and/or Swiss - U.S. Privacy Shield.
This verification established the baseline for our current efforts to
demonstrate adherence to the Asia-Pacific Economic Cooperation
cross-border privacy rules and ISO privacy information management
system standards.
•	•	
Since launching our ESG dataset in July 2021 with 10 million companies
in the U.S., we have rapidly scaled this data to now cover over 74 million
public and private companies in 185 countries that include metrics
on ESG performance, peer companies, 31 granular ESG topics and
confidence scores.
•	•	
On March 30, 2023, Dun & Bradstreet joined the United Nations Global
Compact. This year, we will formulate our strategy to support the Ten
Principles of the United Nations Global Compact on human rights, labor,
environment, and anti-corruption, and engage in collaborative projects
which advance the broader development goals of the United Nations,
particularly the Sustainable Development Goals (SDGs).
Looking Forward
While we are proud of our team’s accomplishments to date, we know there is more 
work to be done, and we will continue to push for progress. To better understand 
our stakeholders, we recently initiated a materiality assessment process designed 
to identify their ESG priorities for Dun & Bradstreet and give us the foundation 
necessary to prioritize and execute our roadmap going forward. We look forward 
to sharing the results publicly this year. Throughout 2023, we will continue our 
environmental efforts as we start the process of identifying emissions reduction 
targets and activating plans to achieve our environmental sustainability goals. 
Additionally, we will continue to expand our ESG reporting as we seek to fully 
align with the recommendations from the Sustainability Accounting Standards 
Board (SASB), Global Reporting Initiative (GRI), and Task Force on Climate-Related 
Disclosures (TCFD), while actively monitoring new developments and requirements in 
this rapidly evolving space.
In the year ahead, we are excited to continue our efforts to expand on our ESG 
commitments and programs. We will do so by staying true to our Company’s vision 
to create a global network of trust, enabling our stakeholders to turn uncertainty 
into confidence, risk into opportunity, and potential into prosperity. Thank you 
for your support and your trust in our team as we work to make our world a more 
sustainable place.
Regards,
Anthony M. Jabbour
Chief Executive Officer
Dun & Bradstreet

Overview
Our Planet
Our People
Our Purpose
Our ESG Solutions
Appendix
2022 Environmental, Social, Governance (ESG) Report
05
About Dun & Bradstreet
Dun & Bradstreet has helped clients 
and partners grow and thrive through 
the power of data, analytics, and data-
driven solutions. Our 6,355 employees 
around the world are dedicated to this 
unique purpose, and we are guided 
by important values that make us 
the established leader in business 
decisioning data and analytical insights. 
Dun & Bradstreet’s Data Cloud fuels 
solutions and delivers insights that 
empower customers to accelerate 
revenue, lower cost, mitigate risk, and 
transform their business, whatever the 
economic environment.
Our clients embed our trusted end-to-
end solutions into their daily workflows 
to inform commercial credit decisions, 
confirm suppliers are viable and 
compliant with laws and regulations, 
enhance sales force productivity, 
and gain visibility into key markets. 
Our solutions support our clients’ 
mission-critical business operations by 
providing them with proprietary and 
curated data, along with meaningful 
analytics to help drive informed 
decisions and improved outcomes.
Established in 1963, the D-U-N-S® 
Number, which stands for Data 
Universal Numbering System, a unique 
nine-digit digital “fingerprint” that 
creates a persistent single thread 
connecting related business entities 
throughout the world, is now the 
foundation of Dun & Bradstreet’s
Data Cloud and is used to identify 
more than 508 million public and 
private businesses worldwide. The
D-U-N-S Number provides visibility into
business relationships, employees, and
subsidiaries, helping an organization
gain a holistic view of an enterprise’s
financial health and much more.
We are continuously working to 
develop new solutions to help our 
more than 240,000 clients around the 
world, including 93% of the Fortune 
500, tackle some of the world’s biggest 
and emerging challenges. We are 
enabling public and private companies 
to measure their ESG performance, 
explore how climate change and 
sustainability factors impact global 
supply chains, and improve their own 
ESG programs and strategy.
Today, corporate supply chains are 
bigger, more complex, and more 
widespread than ever. With open 
markets enabling materials and 
production to be sourced across 
the globe, companies now rely on 
an increasing number of third-party 
suppliers. This has resulted in new 
levels of emerging risks, many of 
which are increasingly difficult to 
Dun & Bradstreet Values
DATA INSPIRED – We are passionate about the power of data. It is at the heart of everything we do.  
RELENTLESSLY CURIOUS – We embrace the change in the world around us. We know it brings new problems to solve, new things to learn, and new ways to grow. 
INHERENTLY GENEROUS – We succeed by helping others succeed. We openly share our time and talent, and we confidently welcome the help of others.
understand and gain visibility into. Our 
new capability, D&B ESG Intelligence, 
delivers data and analytics built from 
the Dun & Bradstreet Data Cloud and 
established sustainability standards to 
help companies quantify and assess 
the impact of their business partners’ 
sustainability rankings on their 
organization's performance.
This true and trusted source of 
ESG data enables compliance and 
procurement teams to generate 
insights that help them strengthen 
their ESG goals and policies, 
while also streamlining the ESG 
assessment processes.

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Our Planet
Our People
Our Purpose
Our ESG Solutions
Appendix
06
About this Report
Welcome and thank you for reading Dun & Bradstreet’s 2022 ESG Report. For us, 
ESG is a strategic priority, and something that is embedded in who we are as an 
employer of choice, a community partner, and a trusted and leading global provider 
of mission-critical data. As a global leader in commercial business information, we 
have an opportunity to support better environmental and social outcomes and 
continue to uphold our commitment to operate our business with transparency.
This is our second annual ESG report providing an update on the actions we have 
taken across our worldwide operations. It also details our ongoing work to reduce 
our carbon footprint, our emphasis on Diversity, Equity, and Inclusion, and explains 
our corporate governance model that enables us to continuously do the right thing in 
a world that is constantly evolving. Our team is proud of how far we have come in a 
wide range of areas that fall under the ESG umbrella and is energized by what we can 
accomplish in the future.
Dun & Bradstreet’s Sustainability Working Group, which includes our Chief Ethics 
and Compliance Officer, Chief Financial Officer, Chief Legal Officer, Chief People 
Officer, Chief Risk Officer, and Corporate Secretary, strives to ensure the Company 
is well-positioned to navigate ESG complexities and challenges, and execute our 
strategic vision.
We are accountable to the Audit Committee of the Board of Directors and review our 
progress on a quarterly basis. Among the topics we have reviewed with the Audit 
Committee over the last year are: business continuity; integrity and compliance; 
workforce inclusion and diversity; employee engagement; stakeholder perceptions 
of our Company’s ESG initiatives; and ESG data collection and reporting, among 
others. We are committed to making meaningful, measurable progress on these and 
other vital ESG issues.
We have big goals for 2023 and beyond, and we know that this work is a team sport. 
Thank you to all our team members who champion and support our ESG work, our 
clients and alliances who ask questions and give feedback to make us better, and our 
Audit Committee, all of whom are helping us to build a more sustainable future.
Thank you for taking the time to learn about our Company’s progress and 
commitments across the ESG dimensions represented in the 2022 ESG Report. We 
welcome your questions and feedback at sustainability@dnb.com.
Michele Caselnova 
Chief Sustainability & Communications Officer
Dun & Bradstreet

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Our Planet
Our People
Our Purpose
Our ESG Solutions
Appendix
2022 Environmental, Social, Governance (ESG) Report
Awards & Certifications
ENVIRONMENTAL
ISO 14001
Dun & Bradstreet Headquarters
In Ireland, Dun & Bradstreet Business 
Information Solutions U.C. is certified 
to ISO 14001:2015 for its environmental 
management standards.
Our Jacksonville, Florida headquarters 
has been ENERGY STAR certified by 
the Environmental Protection Agency 
(EPA) since 2020. We received a 1-100 
ENERGY STAR score of 80, placing us in 
the top quartile of energy performance. 
07

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Our People
Our Purpose
Our ESG Solutions
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SOCIAL
Best Place to Work for 
Disability Inclusion
Dun & Bradstreet was endorsed 
for the third consecutive year 
by Disability:IN as a Best Place 
to Work for Disability Inclusion, 
earning a score of 100%. 
Best Place to Work for 
LGBTQ+ Equality 
Dun & Bradstreet received 
a 100% score on the Human 
Rights Campaign Corporate 
Equality Index for the sixth 
consecutive year and was 
recognized as a Best Place to 
Work for LGBTQ+ Equality. 
Great Place to Work
Dun & Bradstreet Information 
Services India and the Dun & 
Bradstreet office in Switzerland 
have been certified as a 
“Great Place to Work” by the 
Great Place to Work Institute. 
This certification is based on 
Dun & Bradstreet employee 
responses to a survey that 
evaluated fairness in the 
workplace, pride, respect for 
people, camaraderie between 
people, and the credibility of 
management. 
Chartered Institute of 
Procurement & Supply 
(CIPS) Corporate 
Ethics Mark
The Dun & Bradstreet Global 
Sourcing & Procurement team 
was listed for the second 
consecutive year on the CIPS 
Corporate Ethics Register 
having achieved the CIPS 
Corporate Ethics Mark and 
earning a 100% pass rate for 
excellence in global fraud, 
corruption, bribery and 
environmental concerns in 
procurement and supply chain 
management. 
Mandatory Provident 
Fund (MPF) Good 
Employer Award
Dun & Bradstreet Hong Kong 
SAR was awarded the “Good 
MPF Employer 5 Years+ Award” 
by Mandatory Provident Fund 
Schemes Authority (MPFA). 
The team also received the 
“e-Contribution Award” and 
“MPF Support Award” for user-
friendly e-contribution payment 
methods and support provided 
to our employees to help them 
set up the retirement plan to 
best suit their needs.

Overview
Our Planet
Our People
Our Purpose
Our ESG Solutions
Appendix
2022 Environmental, Social, Governance (ESG) Report
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GOVERNANCE
TRUSTe Verified Privacy
ISO 27001
ISO 9001
Payment Card Industry
We received our first external privacy 
verification, the TRUSTe Privacy 
Verified seal, in connection with our 
demonstrated adherence to the Privacy 
Shield Principles. Companies displaying 
the seal demonstrate that their privacy 
programs, policies, and practices meet 
the requirements of the EU-U.S. Privacy 
Shield and/or Swiss-U.S. Privacy Shield. 
In the UK, Dun & Bradstreet Limited’s 
information security management 
system is certified to ISO 27001:2013, 
as is Dun & Bradstreet Business 
Information Solutions U.C. in Ireland. 
In 2022, our Sweden, Norway, and a 
portion of our India operations were 
ISO 27001 certified. 
In Ireland, Dun & Bradstreet Business 
Information Solutions U.C. is certified 
to ISO 9001:2015 for its standards on 
quality management systems. 
Dun & Bradstreet’s Central Payment 
System (CPS) and Credibility business 
unit is PCI-DSS v3.2 attested and filed 
as compliant with our merchant bank.

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Our Planet
Our People
Our Purpose
Our ESG Solutions
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2022 Environmental, Social, Governance (ESG) Report
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ESG at Dun & Bradstreet: Our Sustainability Strategy
Dun & Bradstreet’s legacy is both long and successful, rooted in our commitment to excellence in all that we do. 
Today, we strive to build a company that future generations would be proud of. To achieve this, we want to:
•	•	
Contribute to our planet through environmental sustainability
•	•	
Support our people by building a great place to work, championing inclusivity and diversity, and helping
strengthen our communities
•	•	
Deliver on our purpose by ensuring we have the highest standards of governance and using our data
for good
Our Planet 
Our People
Our Purpose
ENVIRONMENT – Reducing 
the impact our operations 
have on the environment
SOCIAL – Fostering inclusivity 
and providing opportunities 
for our employees and local 
communities to thrive
GOVERNANCE – Demonstrating 
our commitment to integrity by 
creating policies, practices, and 
solutions that reduce risk and create 
a positive impact

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Our Planet
Our People
Our Purpose
Our ESG Solutions
Appendix
Our Planet

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Our People
Our Purpose
Our ESG Solutions
Appendix
Reducing the impact our products and operations have on the environment
As a global provider of business intelligence, Dun & Bradstreet recognizes the role 
that we play in addressing the urgent environmental challenges facing our planet. 
We are committed to doing our part in protecting the environment to ensure a 
livable and prosperous world for generations to come.
Climate Change
Climate change is one of the most significant challenges of our time. We recognize 
that our operations contribute to the greenhouse gas (GHG) emissions that worsen 
climate change and cause adverse effects on our environment and communities. 
We are committed to reducing the GHG emissions generated by our operations. 
In addition, we believe we play a strategic role in helping our clients pursue 
more environmentally responsible business practices by providing them with the 
intelligence necessary to improve their own operations.
This section of the report contains details on how the environmental initiatives we 
have undertaken are steering our organization toward greater renewable energy 
usage, improved our greenhouse gas emissions and reduced energy consumption.
Looking Ahead
In 2023, we are implementing a company-wide ESG data management platform 
for our GHG emissions accounting, which will help us to track and implement 
initiatives to improve our emissions and other ESG metrics. We will also be setting 
sustainability goals that coincide with our Company’s business and operations to 
ensure we are improving on our ESG metrics and in alignment with global standards.

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Our People
Our Purpose
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Environmental Protection Commitment
Dun & Bradstreet is dedicated to promoting sustainability in our own business 
practices and to providing our employees with opportunities to make a positive 
impact on the environment. As we build upon the foundation established in 2022, 
we are proud to reaffirm our environmental protection commitment and continue to 
promote sustainability across all of our operations. Specifically, our Environmental 
Policy Statement commits us to the following:
•	•	
Engage with vendors and suppliers that use progressive and
environmentally friendly products, materials, and technology to
advance sustainability across our organization. We continue to
advance sustainability through migration of our data centers to hybrid
cloud environments.
•	•	
Adopt internal policies and practices that enhance our energy efficiency
management and resource conservation efforts.
•	•	
Create healthy work environments that embrace published sustainability
guidelines and promote recycling and responsible consumption.
•	•	
Foster a global workforce aligned with our corporate sustainability
efforts and engaged in environmental projects and issues in their
local areas.
•	•	
Explore opportunities to save energy, water, and resources, generate
less waste, and consume fewer natural resources.
•	•	
Set goals and monitor progress of our sustainability efforts through the
collection of key data and establishment of corporate objectives.
GHG EMISSIONS FROM 2019 TO 2022
2019
14k
12k
10k
8k
6k
4k
2k
Scope 1
Scope 2
Total GHG 
emissions
2020
2021
2022
12,551
7,592
4,960
5,111
5,186
3,266
7,689
840
775
12,800
6,026
4,041

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Our People
Our Purpose
Our ESG Solutions
Appendix
Aligning our Business & Priorities
Data Centers
Data centers are a critical component of Dun & Bradstreet’s operations, and they 
constitute a significant portion of our environmental footprint. To manage the 
environmental impacts caused by our data centers, we are prioritizing the use of 
energy-efficient facilities and seeking cooperation with our data center vendors to 
monitor and support any efforts toward sourcing renewable energy for the facilities. 
We are currently transitioning to a multi-cloud solution that enables more energy-
efficient workload placement for large cloud providers, reducing our carbon footprint 
associated with data processing and storage. Large cloud providers can also 
manage carbon intensity through optimized data center site selection and renewable 
electricity sourcing, further minimizing their carbon footprint. Our commitment to 
sustainable data center practices reflects our broader commitment to reducing our 
environmental impact while continuing to provide reliable and high-quality services 
to our clients.
In Europe, our data center vendors have ambitious climate goals that will support our 
own objectives to reduce our carbon footprint. Our top three European data center 
suppliers have committed to using 100% renewable energy by 2025 and have set 
goals to reach net zero emissions by 2040.
Reducing Emissions in Our Offices
Dun & Bradstreet is committed to promoting environmental sustainability in 
all its operations and across our offices, owned and leased. To this end, we 
have implemented a range of initiatives to minimize our environmental impact 
and promote sustainable business practices. At our owned Jacksonville, 
Florida headquarters, these initiatives include efforts to reduce energy and 
water consumption, such as installing energy-efficient track lighting and HVAC 
systems, in addition to motion sensing and low-flow equipment and appliances. 
Our headquarters is ENERGY STAR certified by the Environmental Protection 
Agency (EPA).
Environmental considerations also help guide the selection of our leased office 
locations. We strive to locate leased office space within buildings that are Leadership 
in Energy and Environmental Design (LEED) certified or a local equivalent outside 
the U.S. In November 2022, our New Jersey team members moved to a LEED and 
ENERGY STAR certified office in Florham Park. We also consider renewable electricity 
usage in the selection of our office locations. In Center Valley, Pennsylvania, our office 
sources up to 60% of its energy from renewable sources.
Dun & Bradstreet encourages sustainable transportation practices by offering 
charging stations for electric vehicles, including in our Jacksonville and Florham Park 
offices. To minimize waste, we have implemented office-wide recycling programs and 
installed water refill centers across select offices, and our UK office has eliminated 
single-use plastics in its kitchen entirely.

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Our People
Our Purpose
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Appendix
Waste Management & Product Recycling
E-waste Program
In addition, we also accept batteries for 
recycling across our campus locations 
globally, and in 2023, we plan to 
extend the e-waste recycling program 
to our employees so they can safely 
dispose of personal e-waste.
Further, when evaluating equipment 
for purchase, we make a conscious 
effort to ensure that minimal packaging 
materials are utilized to eliminate 
additional waste. We also work with our 
suppliers to ship equipment from the 
closest warehouse to reduce excess 
carbon emissions. As a matter of 
practice, our company-issued laptop 
computers are programmed for energy 
efficiency and will go to sleep after 10 
minutes of inactivity, and our in-office 
collaboration screens are set to auto-
awake upon sensing motion.
As a data and analytics company, 
electronic waste (e-waste) accounts 
for the largest share of our generated 
waste. We introduced our global 
e-waste program in 2021, which
included the end-of-life handling of
all e-waste from technology assets
owned by Dun & Bradstreet. Through
this program, our Digital Workplace
team ensures that our global e-waste is
recycled safely and efficiently after our
data has been erased, resulting in both
privacy and security consistent with our
policies and applicable laws, to enable
the refurbishing of this equipment.
The program assures that none of our
e-waste is sent to landfill. Through our
e-waste program, we have recycled
technological assets to an equivalence
of more than $130,000 in rebates.
Dun & Bradstreet receives a Certificate 
of Data Destruction for all equipment 
sent for e-waste disposal, and our 
program partners hold compliance 
certification for the following standards:
•	•	
ISO 9001
•	•	
ISO 14001
•	•	
ISO 27001
•	•	
ADISA Fully Accredited
Business (Distinction
with Honors)
All of our sites within Dun & Bradstreet 
Europe now collect e-waste data. In 
2023, we plan to implement processes 
to collect e-waste data globally.
2.42 tons of e-waste in
the EU was diverted from 
landfills in 2022.

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Appendix
Supply Chain Sustainability
Dun & Bradstreet is dedicated to engaging with suppliers and vendors that use 
progressive and environmentally friendly products, materials, and technology to 
advance sustainability across our organization. We use Dun & Bradstreet’s Risk 
Analytics solution in the vendor selection process to assess the environmental risks 
of a potential supplier, a significant factor we account for in the consideration of 
companies we engage with.
Product Development
When creating any product or service, Dun & Bradstreet factors in the environmental 
and social impacts from design to deployment. This includes using energy efficient 
data services for hosting, storing, and distributing our products. In 2022, we started 
transitioning all our products to a multi-cloud solution to reduce emissions in the 
product development process caused by data processing and storage.

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Appendix
Our Planet: Commitment in Action
Making the World a Greener Place, One Tree at a Time
We advanced our Corporate Social Responsibility (CSR) efforts in 2022 through a partnership with Grow-Trees, an India-based organization that plants and maintains 
trees in economically challenged areas. Tree planting provides benefits to current and future generations, augmenting rural incomes, providing work to people 
in need, and helping fight climate change. Dun & Bradstreet has committed to supporting the planting of 19,600 trees that will create more than 1,600 days of 
employment within rural communities. These trees, when mature, will potentially offset more than 390,000 kilograms (kgs) of CO2 annually. Since the program began 
last year, we have planted more than 4,300 trees to express our gratitude to individuals who demonstrate excellence in support of our business and the community. 
Recipients receive information about their tree, including an eTreeCertificate® and a link to the plantation project to monitor the tree in the years to come.
World Cleanup Day
In September 2022, Dun & Bradstreet team members united across the world to participate in World Cleanup Day, an annual global program designed to protect 
and restore our planet. Employees used their paid volunteer hours to lend a hand in their local communities, contributing to the collective effort to reduce 
waste and promote environmental stewardship. Globally, Dun & Bradstreet employees collected 134 bags of trash from parks, beaches, and streets throughout 
their neighborhoods.
Bosnia & Herzegovina
India
United States – Jacksonville
Hong Kong

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Appendix
Our Planet Data
GHG Emissions
2019
2020
2021
2022
Scope 1
4,960
7,689
840
775
Scope 2 (Location-based, Global non-EU)(1)
6,632
4,332
4,867
2,956
Scope 2 (Market-based, EU)(2)
1,516
974
546
309
Total GHG Scope 2 Emissions
7,592
5,111
5,186
3,266
Total GHG Emissions(3)
12,551
12,800
6,026
4,041
Reduction of Total GHG Emissions 
from 2019 base year
--
-2%
52%
68%
Emissions Intensity (Scope 1 and Scope 2 
mtCO2e/$ million revenue in USD)
6.95
5.99
2.78
1.82
(1)	
Our location-based Scope 2 data represents our global operations (not including the EU), which utilize a location-based approach to calculate Scope 2 emissions.
(2)	
Our market-based Scope 2 data is inclusive solely of our EU operations, which has historically used a market-based approach to calculate Scope 2 emissions.
(3)	
Total GHG Emissions are calculated using both location and market-based Scope 2 data to measure Dun & Bradstreet’s total global emissions.
GRI 305-1
GRI 305-2
GRI 305-2
GRI 305-5
GRI 305-4

Our People
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Fostering diversity and inclusivity 
by providing opportunities for our 
employees and local communities 
to thrive
We recognize that our team members’ hard work and dedication is what drives Dun & 
Bradstreet, which is why we place such a strong emphasis on ensuring employees feel 
fulfilled in their roles. We are honored to have been repeatedly named a Best Place to 
Work for LGBTQ+ Equality by the Human Rights Campaign, a Best Place to Work for 
Disability Inclusion, a certified Great Place to Work in some locations, and to hold a 4.1 out 
of 5-star rating on Glassdoor* for diversity and inclusion based on responses submitted by 
our employees.
Those who make up our Dun & Bradstreet family continue to put their best foot forward 
within the Company and in their local areas. Many of our team members regularly 
come together to support causes they care about. In 2022, team members logged 
8,702 volunteer hours and raised $548,634 in total employee and corporate matching 
contributions, assisting fellow employees and the causes they are most passionate about.
We also continue to applaud and support our Employee Resource Groups (ERGs) in the 
meaningful work they have achieved for their communities and the Company as a whole. 
They constantly strive to ensure that all team members feel comfortable with bringing 
their authentic selves to work. These groups are run by full-time employees who oversee 
each ERG and are supported by members of the leadership team, who serve as Executive 
sponsors. Team members are encouraged to join and actively participate in any of our four 
ERGs. We also have plans to grow the number of ERG communities in the future based on 
employee feedback and interest. Our Black Professionals Network, Tapestry (LGBTQIA+), 
Veteran’s Professional Group, and WISE (Women in Support of Excellence / Empowerment 
/ Equality) communities consistently have virtual educational sessions, open community 
discussions, and celebrations.
Dun & Bradstreet recognizes and appreciates that our people 
are what fuel our business and the success of our clients. As 
part of our commitment to diversity, equity, and inclusion, we 
aim to provide team members with opportunities to be their 
best selves in an environment conducive to purposeful work 
and authenticity. Our team members come from a wide array 
of backgrounds, bringing with them the unique life experiences 
that only they can offer, and for that we are grateful.
By embracing our team members’ individual perspectives on 
thought, beliefs, education, and other meaningful values, we 
can grow stronger and thrive collectively. That’s because our 
team doesn’t disregard differences—we celebrate them. Simply 
put, we wouldn’t be who we are, or where we are, without the 
diverse workforce we are proud to call our own.
Roslynn Williams
Chief People Officer
Dun & Bradstreet
*The Glassdoor rating is reflective of report publication date

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Our Employees
Diversity, Equity & Inclusion (DEI)
At Dun & Bradstreet, we are committed to creating the best possible workplace 
and hiring process. We are incredibly proud of the work we have done in this space, 
exemplified by the various awards we have received for our DEI practices, and remain 
committed to always doing better. Ultimately, as an organization, we are only as 
strong as the communities we operate in. The most important community, when it 
comes to fostering positive change, is our employees, from the CEO and Board of 
Directors to our employees across the globe. This is why Dun & Bradstreet strongly 
believes that any unfair employment practices, however inadvertent, ultimately hurt 
us all. We make employment decisions based on merit and do not discriminate 
based on race, color, national origin, religion, creed, gender, sexual orientation, 
gender identity or expression, civil union or marital status, age, citizenship status, 
disability status, pregnancy, genetic information, protected military or veteran status, 
ancestry, medical condition (including cancer or genetic characteristics) or any other 
characteristic protected by law and as set out in our Equal Employment Opportunity 
Policy, and any other applicable local policies.
We demand a work environment free from harassment, abusive conduct, and 
bullying and do not tolerate any form of inappropriate conduct that creates an 
intimidating, hostile, intolerant, or offensive work environment. We recognize that a 
diverse workplace where everyone feels included and valued only strengthens our 
Company – which is why we are dedicated to upholding our DEI commitments and to 
growing our employee engagement programs.
For further reading please see our CEO’s commitments here:
•	•	 CEO Action for Diversity & Inclusion Pledge
•	•	 HRC Business Coalition for the Equality Act
•	•	 Disability:IN CEO-to-CEO Letter
Our Hiring Commitment
Building upon our overall DEI strategy, Dun & Bradstreet is committed to finding 
and attracting the best possible talent representing an employee base with a wide 
range of skills and experiences. Our U.S. and UK recruiters are Certified Diversity 
and Inclusion Recruiters (CDR). We have implemented a comprehensive applicant 
tracking system, which gives us a granular view into diversity in the candidate 
pipeline, which ultimately, creates a more attractive and inclusive candidate 
hiring experience
In addition to our employee recruitment practices, Dun & Bradstreet is proud of our 
University Alliance program. In 2022, we implemented a Summer Internship Program 
in the U.S. that hosted over 70 Interns representing 34 universities. We continued 
to foster relationships with seven target universities, including Historically Black 
Colleges and Universities and Hispanic Serving Institutions. Also, we participated in 
career fairs and other events that promote hiring for veterans and individuals with 
disabilities. We are committed to building early career programs across our global 
footprint that fuel continuous opportunity, innovation, and growth.

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Our Employee Resource Groups
One of the most powerful and effective ways Dun & Bradstreet demonstrates our commitment to a culture of 
inclusivity is through our ERGs. These are employee-led organizations designed to bring team members with 
commonalities together to collaboratively exchange ideas, experiences, and challenges in a safe and stigma-free 
setting. We are pleased to have witnessed substantial membership and participation in our ERGs in 2022. Currently, 
our employees have the opportunity to participate in four ERGs:
•	•	 Black Professionals Network
•	•	 LGBTQIA+ group, Tapestry
•	•	 Veteran’s Professional Group
•	•	 Women in Support of Empowerment / Equality / Excellence (WISE)
Each ERG’s activities are aligned with Company goals and objectives, in addition to initiatives unique to the 
respective interests and passions of its members. This universal alignment ensures ERG activities remain beneficial 
to both our employees’ personal and career development, as well as the strategic growth of Dun & Bradstreet.
That impact was never more evident than in 2022, when our four ERGs enacted meaningful change through a 
variety of goal-oriented projects and promotions.

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Veteran’s Professional Network
Geared around goals to demonstrate 
the Company’s commitment as a 
veteran-friendly employer, identify, 
and provide resources for employees 
who have served in the armed forces, 
and leverage veteran talent to facilitate 
growth within Dun & Bradstreet’s 
Government Solutions business, the 
Veteran’s Professional Group met 
significant milestones in 2022.
A Memorial Day-focused push included 
a partnership with The Folded Flag 
Foundation, a 501(c)(3) organization 
that provides educational scholarships 
and support grants to the spouses 
and children of the U.S. military and 
government personnel who died as a 
result of hostile action or in an accident 
related to U.S. combat operations. 
For three weeks, Dun & Bradstreet 
matched any personal donations made 
by employees to the Folded Flag 
Foundation at 150%, culminating in a 
total donation of $36,250. 
Black Professionals Group
With a focus on providing opportunities 
for Black employees through recruiting 
practices, professional development, 
and training, the Black Professionals 
Group amplified its efforts to support 
underrepresented causes within the 
Black community in 2022.
The group also embarked on an 
engagement survey to learn insights 
from members on topics they are 
most passionate about. The most 
enlightening findings were that 93% 
said they agree or strongly agree that 
being a member of the group has 
made them feel more engaged at 
Dun & Bradstreet. Further, 92% of 
Black Professional Network allies 
reported that discussions in the group 
had a direct influence on their behavior 
at work, home, or in their communities.
Tapestry
It was a monumental year for Tapestry, 
with the LGBTQIA+ group positioning 
itself as a place where members 
of the community can be their 
authentic selves.
In 2022, Tapestry sought out ways 
to unite awareness opportunities 
with business needs and found them 
through sponsorships that created 
momentum to expand the Company’s 
CSR and sustainability initiatives. 
Included on that list was the 2022 
National LGBT Chamber of Commerce, 
where CEO Anthony Jabbour 
expressed our support for the 
NGLCC and LGBTQ+ community 
through video. 
Tapestry also raised broader awareness 
through its promotion of International 
Pronouns Day and National Coming 
Out Day, where they provided 
employees with Human Rights 
Campaign (HRC) resources for anyone 
struggling with the decision of coming 
out at work as an LGBTQIA+ individual.
WISE
Focused on inspiring, leading, 
supporting, and developing women 
across Dun & Bradstreet and in our 
broader communities, WISE spent 
2022 building its foundation and 
driving awareness of the importance of 
women’s contributions to the success of 
businesses and organizations globally.
Officially launching on March 8 of 
2022, International Women’s Day, WISE 
made an immediate impact, growing 
its ranks to more than 300 members 
by year’s end. Throughout the year, 
the group supported and promoted 
events that carry great weight 
within their membership, including 
women’s equality, Business Women’s 
Day, Friendship Day, and breast 
cancer awareness.

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Engagement, Learning & Development
Employee Engagement
Over the last year, Dun & Bradstreet has implemented a companywide employee 
engagement survey with the goal of better understanding the experiences and 
perspectives of our employees. This insight is leveraged as a strong input in our 
programs and initiatives with the goal of continually meeting our employees’ needs.
We are delighted that, based on the responses, our employee engagement scores 
are consistently high, especially in some key areas such as Manager Support, Career 
Development, and Internal Communication. We conducted this survey three times 
during 2022 (at the end of Q1, mid-year between Q2 and Q3, and at the end of Q4). 
Based on our commitment to welcoming and listening to feedback coupled with the 
associated actions, our employee engagement scores continue to strengthen. We 
understand that in this rapidly changing marketplace, the needs of our employees 
also shift. We value an agile, adaptive, and collaborative style to meeting our 
employees’ feedback, which is foundational to the diverse, inclusive, and responsive 
culture that represents Dun & Bradstreet as a company.
Our overall Employee Engagement score in 2022 was a 
4.3 out of 5.*
Learning & Development
Through enterprise and function-specific professional development opportunities, 
we seek to encourage and inspire a culture of learning and curiosity at all levels. We 
provide the tools for team members to take ownership of their own development. 
Virtual self-learning on 500+ development topics can be accessed through our 
Workday Learning platform.
Leadership Development
At Dun & Bradstreet, we foster an environment of continuous growth by offering 
opportunities for career acceleration, leadership development, and mentorship. 
Leadership development is a primary focus for the Company, as leaders inspire the 
engagement, productivity, and effectiveness of their teams. We facilitate three 7 
Talents development programs focused on new leaders, experienced leaders, and 
high-potential leaders. Through these programs, we identify, nurture, and empower 
our leaders by emphasizing seven core leadership talents: Coach, Direct, Energize, 
Execute, Relate, Innovate, and Thrive. This program provides access to 1:1 coaching, 
live leadership development classes, customized learning opportunities, and a 
community of leaders to engage with. Our 7 Talents program was rated favorably 
by our leaders, with an average feedback score of 9.2/10 in 2022, indicating a high 
likelihood that Dun & Bradstreet employees would recommend the program to 
their peers.
Our 7 Talents programs have a collective feedback rating of  
9.2/10
* The Employee Engagement score is calculated by averaging the results of all questions in our quarterly employee 
engagement surveys. The score is measured on a scale of 1-5 with 1 being strongly disagree and 5 being strongly agree. 
DEVELOPING MULTIPLIERS
The 515 leaders in our 7 Talents program have 2,865 direct reports 
which represent 45% of our total workforce. Development of positive 
leadership behaviors in our leadership has an additional ‘multiplier 
effect’ on the teams they lead.

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Early Career Programs
Starting your career can be a daunting 
process, especially without concrete 
experience in a particular field. This is 
why internships are valuable for gaining 
vital experience. We offer a 10-week 
Summer Internship Program hosted 
at our Austin, Texas, and Jacksonville, 
Florida, offices. This internship is 
open to both undergraduate and 
graduate students enrolled in 
full-time accredited educational 
institutions and provides immersive 
real-world experiences with mentors, 
career development resources, and 
opportunities to engage in 
Dun & Bradstreet’s business. 
Internships are typically offered in 
the following focus areas:
•	•	
Data & Analytics
•	•	
Technology
•	•	
Product
•	•	
Marketing
•	•	
Sales
•	•	
Finance
•	•	
Legal
•	•	
Human Resources
KEY RESULTS:
95% of our interns were recommended for future opportunities at
Dun & Bradstreet based on their strong performance
51% of our interns were retained upon completion of the summer
program through conversion to full and/or part-time roles
To build on the success of our U.S.- 
based Summer Internship Program, we 
are currently working on expanding 
our early career program offerings 
globally to continue to drive innovation 
and growth for our organization, while 
also providing more job opportunities 
in locations we operate in. We see 
this as a vital opportunity to further 
our engagement with educational 
institutions and students while 
continuing to build a strong, resilient, 
and exceptionally educated workforce 
that will help us solve the problems of 
today and tomorrow.
Our Dun & Bradstreet interns outside the Jacksonville, Florida headquarters office.

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Career Advancement
There are many ways to advance at Dun & Bradstreet, and 
we encourage our team members to grow, develop and 
pursue new opportunities within our organization. In 2022, 
11% of our employees received promotions. We encourage 
career mobility to support the growth of our business and 
foster the development of our people.
Performance Management
At Dun & Bradstreet, performance management is centered 
on a continuous cycle of conversations and feedback that 
enables high performance, anchored by intentional actions. 
These actions include setting SMART (Specific, Measurable, 
Achievable, Relevant, and Time-bound) objectives and 
engaging in quarterly check-ins and an annual review. 
We facilitate continuous opportunities for transparent 
and focused conversations between employees and their 
leaders. All employees are measured by their performance 
against objectives and demonstration of our Performance 
Personas (Owner, Multiplier, Igniter, Advocate) which guide 
the behaviors we expect in a high-performing organization.
DUN & BRADSTREET’S STRATEGIC OBJECTIVES:
•	•	
Honor the Client
•	•	
Steward our Data
•	•	
Protect the Franchise
•	•	
Grow the Franchise
•	•	
Create New Insights
•	•	
Lead, Develop and Support our People
Employee Health & Well-being
The health and well-being of our employees is of utmost importance to Dun & Bradstreet, and we are 
constantly striving to provide the best possible working environment. This includes comprehensive 
medical coverage, dental and vision insurance, and proactive and preventative health programs. 
Health and safety requirements differ across the organization as we follow the local regulations of 
the countries in which we operate. The work is governed by local health and safety policies as well 
as our companywide Speak Up and Non-Retaliation Policy, which ensures employees can report any 
dissatisfaction anonymously or confidentially. 
Global benefits for our full-time employees include:
•	•	
EMPLOYEE ASSISTANCE PROGRAM: Employees and their households can leverage our
Employee Assistance Program, which provides a supportive environment to balance work and
life issues. Access is confidential and available 24 hours a day, 7 days a week. We also provide
monetary assistance and support for adoption and continued education.
•	•	
WELLNESS PROGRAM: Through our partnership with Gympass, we provide a fitness and
wellness benefit that gives employees and their family members access to thousands of gyms,
studios, on-demand and virtual wellness opportunities under a single membership. 
Dun & Bradstreet introduced this benefit following feedback received in its 2021 Employee
Engagement survey. Additionally, team members based at our Jacksonville headquarters
have free access to a state-of-the-art gym.
•	•	
FINANCIAL WELL-BEING: We provide competitive compensation and a wide range of retirement
plans such as pensions and 401(k), as well as (in the U.S.) assistance with 401(k) investment
decisions and easy access to financial wellness and education. Additionally, we offer our employees
the opportunity to own shares of Dun & Bradstreet stock through our Employee Stock Purchase
Plan (ESPP).

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Paid Time Off Benefits
•	•	
VACATION DAYS/ANNUAL LEAVE: Vacation time and annual leave varies by
markets dependent on statutory laws and practices.
•	•	
PARENTAL LEAVE: Up to 16 weeks of paid leave for the primary caregiver, and
up to two weeks of paid leave for the secondary caregiver.
•	•	
HOLIDAYS: Paid holidays in each market that coincide with national holidays/
bank holidays, such as Christmas and New Year’s Day. In addition, the Company
has the ability to flex and provide additional time off when needed – such as
recognizing a global May Play Day during the pandemic and subsequent years
– a global day off for team members to take a break and enjoy time away from
work with family and friends.
•	•	
VOLUNTEER DAYS: Two days per year to volunteer.
•	•	
UNSICK DAY: In addition to time off for vacations and holidays, we offer an
“UnSick Day,” which consists of one paid day off each year for preventive
health care.
•	•	
BUSINESS TRAVEL ACCIDENT INSURANCE: Benefit that provides a
payment if you are injured or die as a result of an accident while traveling on
Company-approved business.
Employee Programs and Benefits in Global Markets
Dun & Bradstreet also provides these additional benefits to employees in the 
following regions:
•	•	
UNITED STATES: Life Insurance, Short- and Long-Term Disability, Critical Illness
Insurance, Accidental Death & Dismemberment Insurance, Dependent Care
Flexible Spending Account, Legal Insurance Plan, Commuter Benefit, Paid
Sick Time
•	•	
IRELAND: Life Insurance, Long-Term Disability, On-Site Health Screen and Flu
Vaccine, Lifestyle Account, Marriage Leave
•	•	
GREATER CHINA: Supplementary Medical Insurance for Employees and
Dependents, Accidental Death & Disability Insurance, Talent Housing Support,
Health Checkup Plan, Paid Sick Time
•	•	
INDIA: Life Insurance, Accidental Death and Disablement Insurance, Wellness
Program partnering with Doc Online, a holistic healthcare and teledoc service,
access to gym facilities on site, partnership with Klay school in Mumbai to
provide Creche (childcare) facility and services
•	•	
UNITED KINGDOM: Life Insurance, Income Protection Insurance, Workstation
glasses which provide support for eye tests for employees who are using VDU
(Visual Display Units) regularly and discounted glasses.

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Our Communities
Our approach to Corporate Social Responsibility (CSR) is rooted in creating a sustainable 
positive impact by supporting the communities where we work and live. Our employees 
are key to this strategy—their passion and skills drive the impact areas we engage in. In 
2023, we will continue efforts to aligning our CSR program with where we can have the 
greatest impact—by leveraging our extensive data sets, increasing access to data to those 
who need it most, enhancing transparency around our data, and continuing to create 
products that enable other companies to realize where they can improve their business 
for good.
Growing our Jacksonville, Florida Headquarters
In June 2021, Dun & Bradstreet shifted its global headquarters to Jacksonville, Florida, 
from New Jersey, committing to growing our workforce with 500 new jobs in five years 
in the city. Since then, we have achieved about half of that headcount and continue to 
actively recruit across Sales, Technology, Data and Analytics, Product, Finance, Human 
Resources, Legal, and Communications. We have also formed strong partnerships 
with local universities where we participate in numerous on-campus recruiting events 
throughout each year. We believe that by investing in the local community in Jacksonville 
and partnering with the local universities and businesses, we can bring in an additional $75 
million of capital investment and increased economic prosperity to Northeast Florida.
Our CSR strategy is centered on community development efforts where we work and live, 
especially in the city of Jacksonville. Over the past two years, we have made a vested effort 
to engage with the Jacksonville community, from supporting local young entrepreneurs 
and start-ups to supporting charities and organizations, including the Jacksonville Humane 
Society, Feeding Northeast Florida, and the American Heart Association. Our volunteer 
efforts are focused on making our local communities stronger. Dun & Bradstreet has a 
strong philosophy of giving back to the communities where we live and work, and our 
engagement with our local communities is very important to our team. We look forward 
to continuing to give back to the Jacksonville community through both our economic 
investment and our social responsibility.
The Dun & Bradstreet global headquarters in Jacksonville, Florida.

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Doing Good at Dun & Bradstreet
Dun & Bradstreet’s global giving and volunteering program, Do Good, engages 
employees and further enables their potential to have a positive impact in their 
local communities. Do Good also serves to support our global CSR initiatives by 
maximizing donations and providing volunteer support to nonprofit organizations.
In an effort to fine-tune our CSR strategy and be more focused on activities that 
resonate with employees, we collaborated with Chief Executives for Corporate 
Purpose (CECP) to support us in seeking direct feedback on our initiatives. 
Through our work with CECP, we learned the majority of our team members are 
passionate about localized issues that have a bearing on their community’s ability 
to thrive. Those insights, along with others gleaned in the process, will help drive 
future planning.
EMPLOYEE MATCHING: We provide a 100% match for employee donations to 
eligible non-profit organizations up to $4,000/€4,000/£4,000 per calendar year. 
Donations made by employees are automatically matched for internal campaigns 
on our giving platform throughout the year. Dun & Bradstreet employees 
can also request a match for donations made independently to approved 
nonprofit organizations.
VOLUNTEER TIME OFF: In addition to our comprehensive benefits, we also provide 
our employees with two days (16 hours) of Volunteer Time Off (VTO). These are paid 
days off they can use to volunteer independently in their communities or alongside 
their colleagues during local volunteer events organized by Dun & Bradstreet. 
In 2022, Dun & Bradstreet employees donated 8,702 hours to their communities 
through our Volunteer Time Off benefit. Our survey of employees conducted by 
CECP found that our VTO benefit was rated highest as the preferred way for team 
members to engage with their local communities.
IN 2022, DUN & BRADSTREET:
•	
Donated $1,048,734 in total charitable contributions
•	
Supported 735 causes
•	
Volunteered a total of 8,702 hours
Animal Welfare
Arts Culture & Humanities
Education & Youth Development
Medical Research & Health
International Aid & Disaster Relief
Human Services & Community 
Support
Other
9%
4%
19%
20%
9%
34%
5%
CAUSES SUPPORTED IN 2022

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Creating safe and healthy communities
Last year was rife with events that resulted in an increased need for human services universally. In 2022, 29% of all 
philanthropic funds (sponsorships and employee donations) by Dun & Bradstreet were provided to international aid, 
disaster relief, and health-related causes.
Russia’s Invasion of Ukraine
Our Dun & Bradstreet family guides our 
CSR efforts, and in times of great need, 
they consistently represent our values, 
showcasing compassion and empathy 
for each other and the people in their 
communities. Our team members in 
Poland organized a drive for necessary 
goods, including food, blankets, and 
clothing, in addition to providing 
shelter for those who were affected. 
As we are committed to supporting 
organizations at the center of our 
employees’ interests and to investing 
in high-need causes as they arise, 
Dun & Bradstreet donated $25,000 to 
the International Red Cross, and our 
team members raised over $3,000 for 
the International Committee of the 
Red Cross.
Hurricane Ian
In September, Hurricane Ian devastated 
parts of Florida, the home state of 
Dun & Bradstreet’s headquarters, 
and about 250 of its team members. 
Flooding and high winds helped to 
etch the hurricane’s place in history as 
one of the strongest and most intense 
hurricanes in the state. In response, we 
supported the American Red Cross by 
donating $25,000 to provide financial 
assistance, food, and relief supplies 
to those impacted. Additionally, our 
team members raised $17,753 for Team 
Rubicon, a veteran-led humanitarian 
organization that serves global 
communities before, during, and after 
disasters and crises.
Fighting the leading cause of 
death in America
The health of our team members and 
the communities in which we live is 
paramount to our Company. In 2022, 
we continued support of the American 
Heart Association (AHA), to tackle 
heart disease, the leading cause of 
death for all Americans. The AHA works 
in alignment with Dun & Bradstreet’s 
mission by increasing equitable access 
to healthcare for all. In September 
2022, our team members participated 
in the 2022 First Coast Heart Walk, 
raising over $50,000 to amplify 
awareness of heart disease.
30

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Supporting youth development and education
Dun & Bradstreet takes pride in empowering and supporting the 
education of future generations. In addition to our Early Careers 
Program for students, we support organizations that equip young 
people with important skills that create long-term economic mobility 
and opportunity. 
Code Inspire
One of the many ways we help shape the advancement of the 
industry is through our support of Code Inspire, a 501(c)(3) tech 
education nonprofit that seeks to provide those ages 5 to 13 
years old with access to Computer Science education. In 2022, 
Dun & Bradstreet provided the nonprofit with a $10,000 contribution 
to its cause. Team members also donated more than $8,000 to Girls 
Who Code, an international nonprofit dedicated to supporting and 
increasing the number of women in computer science.
Providing localized support where we work and live
As a global company, we understand we have a significant responsibility and opportunity to 
improve the lives of the people who are employed by us and who live in the communities in 
which we work in. Our CSR strategy is driven by our employees, and as such our giving and 
volunteering programs are designed to support the diverse communities they represent.
Chinese Mainland
When the COVID-19 Omicron variant affected Shanghai, the region went under strict lockdown. 
During this time, many delivery services were unavailable, essential foods were delayed, and 
roughly 25 million people received orders to remain in their homes. The Dun & Bradstreet 
China team sent food care packages to our 228 colleagues in lockdown. In a supreme act of 
selflessness, many of our team members donated their care packages to the elderly or others in 
greater need. Some of our employees even chose to utilize their Volunteer Time Off benefit by 
spending time in the community to conduct COVID-19 tests or deliver essential goods to others. 
In addition, we supported team members’ physical and mental health during this challenging 
time through our Employee Assistance Programs and exercise mobile app memberships.
Center Valley, Pennsylvania
In the spirit of giving, 40 team members in our Center Valley, Pennsylvania, office volunteered 
with their local Feed the Children organization in early November. The group helped pack over 
1,000 boxes of food and hygiene products, which were shipped to various sponsored donor 
events throughout the northeastern U.S. and ultimately to families in need.
Jacksonville, Florida
In early December, our headquarters office sponsored the 24th Annual Children’s Christmas 
Party of Jacksonville. Team members hosted a toy drive and volunteered across multiple days 
to ensure that 5,000 children had a gift to unwrap during the holiday season. This marked the 
second year of Dun & Bradstreet’s sponsorship and encapsulated our continuous effort to be 
active in the community.

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Our People Data
Diversity, Equity & Inclusion
Global Gender Diversity 
by Job Level
2019
2020
2021
2022
Female
 Male
Undisclosed(1)
Female
 Male
Undisclosed(1)
Female
 Male
Undisclosed(1)
Female
 Male
Undisclosed(1)
Individual Contributor
50%
50%
0.2%
49%
51%
0.4%
47%
51%
1.9%
45%
52%
2.2%
Leadership - Entry, Mid & 
Senior Leadership
39%
61%
--
38%
62%
--
36%
63%
1.4%
36%
63%
1.0%
Executive Leadership(2)
11%
89%
--
18%
82%
0.1%
27%
73%
--
25%
75%
--
Total
48%
52%
0.1%
47%
53%
0.3%
45%
53%
1.8%
44%
54%
2.0%
(1)	
Undisclosed is defined as any employee who responded with “I choose not to disclose this information” or “I do not identify with either Male or Female”. It also includes 	
	
any responses that were not submitted.
(2)	
The numbers reported in our 2021 Sustainability Report for the gender of Executive-level employees are slightly different than the metrics disclosed in this report due 		
	
to an internal change of the definition of Executive-level employees. The percent of female Executives reported in last year’s report was 21% (6% lower than the number 	
	
disclosed here). The percent of male Executives reported in last year’s report was 79% (6% higher than the number disclosed here).
US Race & Ethnicity Data
2019
2020
2021
2022
American Indian or Alaska Native
0.4%
0.2%
0.1%
0.2%
Asian
9.6%
12.3%
12.2%
10.3%
Black or African American
5.7%
5.6%
5.7%
6.5%
Hispanic or Latino
8.3%
5.9%
6.5%
6.1%
Native Hawaiian or Other Pacific Islander
0.5%
0.4%
0.3%
0.4%
Two or More Races
1.5%
1.3%
1.6%
1.4%
Undisclosed
3.5%
3.5%
3.3%
3.4%
White
70.4%
70.8%
70.2%
71.8%

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Human Capital
Hiring, Turnover & Retention
2019
2020
2021
2022
New Employees Hires
713
791
1,570
1,618
Voluntary Turnover Rate
15.5%
11.9%
20.2%
17.9%
Involuntary Turnover Rate
19.5%
6.2%
3.7%
5.4%
Training & Development
Training
2019
2020
2021
2022
Total number of hours spent in training
12,706
16,026
15,373
25,085
    Total hours spent on annual training 
10,430
13,645
12,181
20,105
    Total hours spent on onboarding (new hire) training 
2,276
2,381
3,192
4,980
Average training hours per employee
2.0
3.1
1.8
2.9
Performance
Employees Receiving Regular Performance 
Reviews(1) 
Individual Contributor - 2022
Entry, Mid, and Senior Leadership - 2022
Female
 Male
Female
 Male
Performance Reviews Completed
100%
100%
100%
100%
(1)	
Limited duration employees, employees from newly acquired companies, and new hires joined after a certain cutoff date do not participate in the year-end performance review.			
Their data is excluded from the analysis. Therefore the reported data represents approximately 90% of the total employee population.
GRI 401-1
GRI 401-1
GRI 401-1
GRI 401-1
GRI 404-3

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Our People: Community Development
Donations & Volunteering
2019
2020
2021
2022
Dun & Bradstreet Total Charitable Contributions 
$982,415
$708,150
$1,033,735
$1,048,734
   Corporate Sponsorships 
*
$106,650
$436,090
 $500,100
   Employee Donations 
*
 $327,000
 $309,000
 $279,500
   Matched Donations 
*
 $274,500
 $289,000
 $269,134
Total Volunteer Hours
11,530
4,995
6,590
8,702
Number of Matched Employee Donations
2,655
3,143
2,976
2,230
Total Causes Supported
680
755
792
795
* Dun & Bradstreet did not capture or report this data in 2019.
Do Good Causes Supported
2019
2020
2021
2022
Human Services & Community Support
34%
37%
32%
34%
Education & Youth Development 
23%
20%
24%
19%
Medical Research & Health
19%
16%
18%
20%
Animal Welfare
8%
8%
8%
9%
International Aid & Disaster Relief
7%
8%
9%
9%
Art, Culture, & Humanities
5%
6%
5%
4%
Other
4%
5%
5%
5%

Overview
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Our People
Our Purpose
Our ESG Solutions
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Our Purpose

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Demonstrating our commitment 
to integrity by creating policies, 
practices, and solutions that reduce 
risk and create a positive impact
For nearly two centuries, Dun & Bradstreet has supplied businesses with the 
information they need to grow their operations through data-driven decision-making. 
In providing information that enables companies to describe the past, thrive in the 
present, and anticipate the future—and in turn impact the people and organizations 
they serve—we recognize a responsibility to both lead in good governance and 
use our data for good. Dun & Bradstreet’s mission is to create a global network 
of trust by stewarding data protection and privacy, cybersecurity, and compliance 
and ethics standards. We do so by establishing dedicated teams that mitigate risk 
throughout our Company, and by providing every Dun & Bradstreet employee with 
the knowledge and resources necessary to speak up. Doing things the right way, 
with ethics and integrity, and in full compliance with the law, is not just a policy at 
Dun & Bradstreet, it’s ingrained in our culture and is central to our ESG strategy.
Engaging in business relationships with ethical companies is among the growing 
priorities of corporations today to better mitigate risk, increase resiliency, and drive 
business performance. In addition to ensuring our internal governance practices 
reduce the risk for our clients, Dun & Bradstreet is also dedicated to using our data 
for good through our ESG solutions. By providing companies with the necessary 
insights to identify and monitor ESG risks, measure their progress, and meet 
reporting requirements and compliance, we enable our clients to recognize the 
opportunities they have to create a positive impact.
As a data and analytics company, the concept of strong governance is 
firmly embedded within our DNA. Dun & Bradstreet has grown and evolved 
profoundly over the last two centuries and, fittingly, so have the policies and 
procedures dictating how we operate. However, one practice that remains 
unchanged is our company-wide mentality to always do what is right.
For us, strong governance encompasses consistently assessing risk across 
all components of the business. We do this, not because it reflects well on 
bottom lines and balance sheets, but because it has a direct influence on our 
planet, our people, and our purpose. With the help of a sound governance 
structure, we continue to deliver on our promise to successfully mitigate 
risk and other negative impacts that threaten the health of our business and 
outcomes for our stakeholders.
Rich Kulesa 
Chief Risk Officer
Dun & Bradstreet

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Leadership & Board Composition
We believe that our commitment 
to building a sustainable company 
starts at the top with our Board of 
Directors, who oversees our business 
on behalf of our shareholders. We 
also believe it is vital to have a diverse 
Board with a range of views, insights, 
perspectives, and opinions. Our 
10-person Board consists of eight
independent directors, our Executive
Chairman, and our CEO. One of the
key functions of our Board is informed
oversight of our risk management
processes. The quarterly meeting
cadence of our Board and committees
supports regular senior management
engagement; regular business,
governance, and regulatory updates;
oversight of our enterprise risks;
and other key initiatives, including
ESG. Our Corporate Governance
Guidelines and committee charters
form the backbone of our approach to
corporate governance.
Our Board of Directors has three 
standing committees, each of which 
has its own governing charter.
Board of Director Committee Oversight
Audit Committee 
Corporate Governance & 
Nominating Committee 
Compensation 
Committee 
•	
Quality and integrity of financial statements and
related disclosures
•	
Compliance with legal and regulatory requirements
•	
Risk assessment and management, including data
protection, privacy, cybersecurity, and compliance
and ethics risks
•	
Oversees ESG strategies, practices, and metrics,
including quarterly updates from our Chief
Sustainability Officer
•	
Corporate governance
framework
•	
Board refreshment
•	
Executive compensation
decisions
•	
Oversight of
compensation plans and
programs
Further information on our Board governance, skills and experience, director biographies, stockholder engagement, and 
leadership can be found in our proxy statement for our 2023 Annual Meeting of Stockholders filed with the SEC on April 27, 2023.
Dun & Bradstreet ESG Strategy Oversight
Oversight
•	
Audit Committee of the Board of Directors
•	
Chief Executive Officer
Leadership
•	
Chief Sustainability & Communications Officer
Advisors
•	
Sustainability Working
Group
•	
Regulatory – Chief Ethics &
Compliance Officer
•	
Governance – Corporate Secretary
•	
People – Chief People Officer
•	
Investor Relations & Finance –
Chief Financial Officer
•	
Operations – Chief Risk Officer
•	
Legal – Chief Legal Officer
Program 
Execution
•	
Global Sustainability
Team
•	
ESG Engagement Lead – Global
•	
Sustainability Lead – International
•	
Sustainability Lead – Europe
•	
Sustainability Lead – Greater China
•	
Sustainability Lead – India
Support
•	
Functional Teams
•	
Product – VP, Finance & Risk
Solutions
•	
Finance – SVP, Controller
•	
Technology - SVP, Technology
•	
People – Sr. Director, People
•	
Others as required

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Data Protection, Privacy & Security
Preserving the privacy, protection, and security of our clients’ confidential data, and 
data about subject companies and individuals in our solutions, is one of our highest 
priorities. Dun & Bradstreet has developed a comprehensive data compliance and 
ethics program supported by a robust global organization of regulatory attorneys 
and privacy professionals, compliance and ethics professionals, data governance 
experts, and security professionals.
Dun & Bradstreet is a corporate member of the International Association of 
Privacy Professionals, and our team members maintain a range of professional 
credentials including Westin Emeritus Fellow – Distinguished Privacy Professional, 
Fellow of Information Privacy, Certified Information Privacy Manager, and Certified 
Information Privacy Professional – US, Europe, and Asia, and Certified Information 
Security Systems Professional, and Certified Information Security Manager. Our 
experts also actively participate in leading information policy organizations, such as 
the Centre for Information Policy Leadership, the Future of Privacy Forum, and the 
Information Accountability Foundation, not only to stay on top of the complicated 
world of international data protection, privacy laws, data ethics, artificial 
intelligence, and security practices, but also to provide thought leadership on the 
intersection among data and technology regulation and emerging ESG trends.
As set forth in our Data Compliance and Ethics Policy, our commitment to 
effective data compliance, ethics, and management is at the heart of our role 
as a leading provider of business decisioning data and analytics. It supports our 
goal of preserving digital trust, reliable data-driven decision-making, and the 
sustainability of data ecosystems. We strive to take a forward-looking approach to 
how we address rapidly evolving privacy, data ethics, data protection and security 
requirements globally. Data is our business, and we are committed to do our best 
to get it right for our clients. We are proud that our more than 240,000 clients 
trust Dun & Bradstreet for our mission-critical data and analytical insights, and we 
are dedicated to continuing to earn and maintain that trust. We do this through 
sound governance and stewardship of data, which we believe to be foundational 
to delivering meaningful data-driven insights and driving informed decisions and 
improved outcomes.
We leverage a data-driven approach to compliance and ethics through:
•	•	
A common approach to regulatory risks and requirements across
the substantive scope of regulatory requirements and breadth of
jurisdictions in which we operate;
•	•	
Applying consistent risk and controls evaluations to macro and micro
risks delivering concurrent comprehensive and in-depth views;
•	•	
Utilization of data flows to analyze the application of specific regulatory
requirements, including privacy and data protection laws globally;
•	•	
Automation of common controls, policies, standards, transparency
statements, third party reviews, contracts, training, awareness, incidents,
concerns, complaints, and reports; and
•	•	
Integration of privacy and data protection accountability with the
elements of an effective compliance and ethics program and corporate
compliance program guidance.
Privacy & Personal Data Protection
As a key facet of our global compliance and ethics program, Dun & Bradstreet has 
adopted a global privacy and personal data protection program aligned to our 
foundational data compliance and ethics standards. Our program is designed to 
address regulatory obligations under the EU General Data Protection Regulation, 
the EU Electronic Communications Privacy Directive, the China Data Security Law,

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the China Personal Information Protection Law, evolving U.S. State privacy and 
data protection laws, such as the California Consumer Privacy Act and California 
Privacy Rights Act, the Singapore Personal Data Protection Act, as well as various 
credit information and other data related laws in the markets in which we operate 
and emerging standards for data ethics, responsible artificial intelligence, and the 
interplay with emerging ESG regulations and standards.
We implement our data protection program using a management systems approach 
centered around our global compliance risk register and profile with a focus on 
continuous improvement.  You can read more on our Privacy and Personal Data 
Protection Policy Statement.
Data Transparency
As a responsible data steward for almost 200 years, we strive to balance our 
commercial obligations and responsibilities with respect for the interests of the 
organizations and people about whom we process data. As part of this commitment, 
Dun & Bradstreet has been working to enhance the transparency around the data we 
process about people, businesses, and other organizations. Our goal is to improve 
visibility and enrich the overall quality of our data to support more opportunities, 
better business, and professional decision-making.
As part of this commitment, we have new transparency statements related to our 
data and scores that go beyond traditional privacy statements and legally required 
privacy notices to provide greater insights into our data processing for subject 
companies, data subjects, our clients, and other stakeholders. In 2022, we adopted 
and integrated into our solutions new transparency statements related to:
•	•	
Our ESG Ranking
•	•	
Our Professional Contact Data
We also recognize that supply chain transparency plays a vital role in addressing data 
processing concerns, so in 2022, we augmented our other efforts around supply 
chain transparency with publication of our Global Subprocessor List.
Data Subject Rights
We are committed to respecting the data and digital rights of natural persons in both 
their personal and professional capacities. We strive to honor data subject rights in 
accordance with well-established public policy principles for individual participation 
related to data processing and protection, our ethical principles of Respect and 
Responsibility set forth in our Code of Conduct and Ethics, rights enshrined in 
applicable laws, and the value we place on the protection of human rights and civil 
liberties. We aim to provide individual natural persons about whom we process data 
with transparent and accessible opportunities to know what data Dun & Bradstreet 
processes about them, to correct inaccuracies, to object to and/or opt-out of non-
essential data processing, and to delete data about them that is not essential for 
core compliance, financial, and risk decisioning solutions and other services we 
provide or the effective and compliant operations of our business, in accordance 
with applicable laws. In support of this commitment, we have created a Global Data 
Subject Rights Policy Statement that provides a framework for compliance and 
effective risk management under privacy, data protection, defamation and other 
laws, rules, and regulations globally that relate to data subject rights, individual 
participation, and the decisional privacy rights of individuals. 
KEY PRIVACY METRICS
Number of Reportable Data Breaches* in 2022 
6
Number of Individuals Affected by 
Reportable Data Breaches* in 2022 
425,171
Data Subject Rights Requests Received in 2022
426,155
*Reportable Data Breaches are those required under applicable laws to be reported
to a regulator.  In 2022, we had no Data Breaches that were required to be reported to
affected individuals.

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Privacy Assurance
While we have self-certified our 
adherence to the EU-US and Swiss-US 
Privacy Shield Frameworks since 2016, 
in 2022, we received our first external 
verification, the TRUSTe Privacy Verified 
seal, for our demonstrated adherence 
to the Privacy Shield Principles. In 2023, 
we are continuing to build upon this 
foundation, working to demonstrate 
alignment with the ISO 27701 Privacy 
Information Management System 
(PIMS) standards and will be seeking 
additional certification, verification, 
validation, and regulatory recognition 
of our program.
Data Security
Our information security program 
framework and control requirements 
align with various regulations and 
standards such as the DFARS, PCI, 
ISO, NIST, OWASP, and others. Our 
ongoing commitment to security 
realizes annual certifications in ISO/
IEC 27001:2013 Information Security 
Management Systems (ISMS) for our 
Dublin, Ireland, and London, UK, 
locations; our newly certified offices in 
Solna, Sweden, and Oslo, Norway; and 
part of our operations in Mumbai and 
Bengaluru, India.
In addition, our Central Payment 
System and Credibility business 
unit are both PCI-DSS v3.2 attested 
and filed as compliant with our 
merchant bank.
Dun & Bradstreet’s primary products 
and capabilities are covered in a 
SOC 2 type 2 attestation, certified 
by Schellman & Co., which Dun & 
Bradstreet maintains and updates. 
We also maintain appropriate levels 
of insurance, including cyber liability 
insurance, to satisfy claims that 
may arise as a result of hacking or 
other malfeasance and despite our 
best efforts.
Our Approach to Cybersecurity
Our clients, alliances, and team 
members trust us to safeguard their 
information, and this remains a 
top priority for us. We understand 
the importance of protecting our 
stakeholders’ data and maintaining 
the integrity of our systems. Our 
comprehensive cybersecurity program, 
led by our Chief Cybersecurity and 
Technology Risk Officer and a team 
of security experts, is designed 
to mitigate risks and safeguard 
our business operations while 
ensuring alignment of evolving 
security standards.
Our cybersecurity program also aligns 
with good governance practices. 
We prioritize transparency and 
accountability by regularly assessing 
and reporting on our cybersecurity 
posture to our stakeholders. We 
also maintain compliance with 
regulatory standards and industry 
best practices, ensuring that our 
cybersecurity program remains 
both current and effective. Dun & 
Bradstreet’s cybersecurity program 
enables a “cloud first” strategy that 
can provide better scalability, flexibility, 
and automation, while reducing the 
need for on-premises hardware and 
infrastructure. This not only drives 
stronger security by leveraging 
advanced cloud security capabilities 
but also reduces our carbon footprint 
by minimizing the energy consumption 
associated with physical hardware and 
data centers.
We take a multi-level approach 
to security risk identification and 
prevention using the following 
techniques: 
•	•	
Multi-factor authentication
•	•	
Device hardening
•	•	
Patching &
Vulnerability management
•	•	
Encryption & Tokenization
•	•	
Malware detection
•	•	
Endpoint detection and response
•	•	
Next-generation and web
application firewalls
•	•	
Intrusion detection and network
behavior analytics systems
•	•	
Automated processes for
user access reviews and
privilege escalation

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Dun & Bradstreet has not experienced any material financial losses 
relating to technology failure, cyberattacks, or security breaches.
ANNUAL SECURITY AUDITS
We conduct annual security audits throughout the Company, 
including: 
•	
SOC 2 Type 2 and 3
•	
ISO 27001
•	
PCI DSS
•	
HIPAA Compliance
•	
Advanced Technology Partner Status from Amazon Web Services
Partner Network
•	
Customer Audits
•	
Penetration Tests
•	
Phishing and Security Tests with our Employees
Enterprise Risk
Dun & Bradstreet recognizes that the management of risk is a core function that must 
be practiced throughout the Company. Therefore, we have successfully implemented 
an Enterprise Risk Management (ERM) program, which includes policies and practices 
designed to identify, assess, and control risks at all levels within the Company. 
Dun & Bradstreet’s Chief Risk Officer manages the everyday operations of our risk 
management program. The Chief Risk Officer reports to the CEO who, in conjunction 
with executive leadership, oversees the Company’s ERM program and reports to the 
Audit Committee of the Board of Directors on our risk management performance.
Enterprise Risk Framework
Dun & Bradstreet's internal global Enterprise Risk Policy provides the framework 
by which we actively address risks inherent in business activities and responds to 
those risks. When issues are identified, our program supports operational resilience 
through rapid response and effective issue resolution to minimize impacts and 
mitigate risks. When we receive feedback from stakeholders, we work across the 
organization to address the feedback, using established risk management processes 
and routines. As our ERM continues to mature, we steadily expand the globalization 
of the program.
Risk Governance
Our Enterprise Risk Committee (ERC) sets Dun & Bradstreet’s risk strategy and helps 
prioritize risk management activities across the organization. The ERC is led by the 
Chief Risk Officer and is comprised of our CEO and all his direct reports, as well as 
the Chief Cybersecurity and Technology Risk Officer, Chief Ethics and Compliance 
Officer, and Vice President of Internal Audit. The ERC monitors Dun & Bradstreet’s 
risk and governs the policies and processes related to risk, as shown below.

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ENTERPRISE RISK COMMITTEE RISK FRAMEWORK
IDENTIFY RISKS
•	 Risks identified by business and functional leaders
•	 Risk owners collaborate as a team to identify and
share risk knowledge across functions
•	 Risk owners provide regular updates to identify
emerging risks in their respective businesses
or functions
RISK ASSESSMENT
•	 Risk owners assess identified risks in their respective areas,
using consistent measurement criteria
•	 ERC assesses all key risks identified by risk owners
•	 ERC risk ranks key risks holistically at a company level
•	 ERC meets as needed to discuss and assess emerging risks
MANAGE EXPOSURES
•	 Risk owners develop and implement
plans to mitigate additional risks within
tolerable thresholds
MONITOR EFFECTIVENESS
03 
Lines of Defense


RISK REPORTING
01	
Risk owners are expected to provide updates as part of normal ongoing operational cadence/business reviews 
(e.g., management meetings) to monitor mitigation status and effectiveness (1st). 
02	
Functional unit leaders with expertise in risk management, such as Data Governance, Information Security, Finance 
and Legal, including Global Compliance & Ethics – a Legal function, work directly with risk owners to establish and 
maintain appropriate limits, policies, procedures, and monitoring and reporting systems. 
03	
Internal Audit provides an independent assessment of risk management, control, and governance processes for 
the Company (including transactions, processes, policies and procedures) or oversees the outsourcing of such 
independent assessments. 
•	•	
Risk owners share key risks and mitigation efforts with ERC.
•	•	
Audit Committee receives risk updates with additional updates on key risks.

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Business Continuity Program (BCP)
As a leading global data and analytics provider, Dun & Bradstreet recognizes the 
services we provide are critical to the more than 240,000 clients we support. We 
are committed to maintaining, updating, and testing our BCP which is designed 
to minimize any reasonably foreseeable service interruption event. Our program 
prioritizes critical business processes, identifies significant threats to normal 
operations, and plans mitigation strategies to ensure effective organizational 
response to significant business interruptions. By placing a priority on business 
continuity planning, any impacts to our team members, clients and alliances, as well 
as our ongoing operations will be minimized.
Our BCP continues to evolve and enables an appropriate level of preparedness for a 
disruptive incident and is aligned with the more modern industry standard ISO 22301 
and our internal governing standard as outlined in the Dun & Bradstreet BCP Policy 
Statement. Our executive leadership is actively engaged in the oversight of our 
BCP by reviewing performance, program improvements, and emerging stakeholder 
needs. While no BCP can be failsafe, Dun & Bradstreet is committed to ensuring 
that its program is comprehensive and up-to-date, particularly as new information, 
techniques, and technologies become available.
Ethics & Business Conduct
At Dun & Bradstreet, we are serious about always doing the right thing – ethical 
business conduct is of the utmost importance. Our Code of Conduct and Ethics 
applies to every Dun & Bradstreet employee.
Our Code of Conduct & Ethics highlights that everything we do at Dun & Bradstreet 
will be measured against the highest possible standards of ethical business conduct. 
We set the bar high when it comes to ethical business practices, data ethics, and 
behavioral ethics because our commitment to the highest standards helps us solve 
problems for our clients, attract, hire, and retain outstanding team members, and 
build on the trust that is synonymous with our brand.
Our Code of Ethics for Senior Financial Officers applies to our Chief Executive 
Officer, our Chief Financial Officer, and our Chief Accounting Officer.
One of the most important ways that we learn about challenges we face in upholding 
our values and ethical principles is when team members have the courage to raise 
concerns about potential non-compliance or unethical behaviors. We have zero 
tolerance for retaliation against those who raise compliance and ethics concerns. We 
encourage our team members to report suspected policy violations through our D&B 
Global Compliance & Ethics Helpline at helpline.dnb.com which provides employees 
with the option to report anonymously and in all local languages. All reports are 
expeditiously reviewed by our Global Compliance & Ethics team and escalated to 
our Chief Ethics & Compliance Officer.
0 Incidences
In 2022, Dun & Bradstreet had 0 incidences of corruption.

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In addition to our Company values, Dun & Bradstreet has five supporting 
ethical principles that guide our decision-making and help ensure that our 
team members balance competing priorities and interests to make the 
best choices. Aligning our decisions and behavior to our values and ethical 
principles helps us continually do the right thing, even as our business 
evolves, and the rules change.
01	
ACCOUNTABLE - Senior leadership and our Board of Directors 
consistently demonstrate the importance of doing the business 
the right way and complying with our Code of Conduct and 
applicable laws and regulations. Middle management reinforces this 
commitment with all team members.
02	
RESPONSIBLE - We steward our assets and drive growth 
responsibly so that we can sustain Dun & Bradstreet’s success into 
its third century and beyond.
03	
RESPECTFUL - We respect each other and the interests of the 
individuals and organizations we engage with and others about 
whom we process data.
04	
TRANSPARENT - We are transparent about our conduct, our 
dealings, and our practices; and we help support the global 
economy through transparent data practices, processing, 
and insights.
05	
COURAGEOUS - We encourage new ideas, innovation, and 
speaking up with questions or concerns, and we have zero 
tolerance for retaliation against those who raise compliance and 
ethics concerns.
Code of Conduct & Ethics for Third Parties
Doing our work with integrity is what has set us apart, and anyone who works on our 
behalf must demonstrate the same commitment to high ethical standards. To that 
end, in 2023 we plan to introduce a Code of Conduct and Ethics for Third Parties, 
which will replace our current Partner Code of Conduct. Our third parties include our 
suppliers, data providers, vendors, service providers, agents, distributors, business 
partners, consultants, contractors, licensees, and members of the Dun & Bradstreet 
Worldwide Network. All of our third parties have a responsibility to understand 
and uphold this Code and to know and abide by all applicable local, state, federal 
and international laws, regulations, rules, ordinances, and industry standards of the 
countries/regions in which they operate.

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Team Member Training
We provide a range of business and data ethics training programs to our team 
members beginning on day one, and on an annual basis throughout their careers 
at Dun & Bradstreet. These trainings are designed to give our team members the 
necessary skills and knowledge to be able to identify, raise awareness, report, and 
implement best practices in support of our ESG commitments if any issues arise. 
Upon completion of new hire training, all team members globally are enrolled in a 
suite of learning including:
•	•	
Code of Conduct & Ethics
•	•	
Privacy, Data, Ethics & Compliance
•	•	
Anti-Bribery & Anti-Corruption
•	•	
Security Awareness
•	•	
Modern Slavery & Human Trafficking Prevention
•	•	
Business Continuity
Additionally, we require certain team members to complete specific regional 
courses, including:
•	•	
IRELAND: Dublin Business Management System
•	•	
US & CANADA: FTC Order & Acknowledgement
•	•	
US: Respect in the Workplace
•	•	
US: HIPAA Privacy Training for Business Associates
•	•	
UK: UK Currency to do Business
•	•	
UK & NORDICS: Information Security: ISO 27001 and our ISMS
For a list of Dun & Bradstreet policies, visit the Policies & Codes of Conduct 
website on dnb.com.

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Our Purpose Data 
Data Protection, Privacy, & Security
2022(1)
Total number of data incidents
59
Total number of data theft or leaks
12(2)
Total number of data breaches
6(3)
   Percentage of data breaches involving Personally Identifiable Information (PII) 
100%(4)
   Number of customers affected by data breaches
35
Total customer downtime (in days) as a result of performance issues or service disruptions
2.28(5)
Number of Data Subject Rights requests
426,155(6)
Substantiated complaints concerning breaches of customer privacy and losses of customer data
7(7)
(1)	
We are not currently able to disclose Data Protection, Privacy, and Security data prior to 2022 due to changes in how we define and track this information.
(2)	
Data Thefts or Leaks are considered data incidents that occurred as a result of employees who attempted to take Dun & Bradstreet data assets with them upon departure from the firm.	
(3)	
Data breaches are considered a type of Data Incidents, and are those required under applicable law to be reported to a regulator. In 2022, we had no Data Breaches that were required to			
be reported to affected individuals.			
(4)	
At Dun & Bradstreet, “Personal Information” and “Personal Data,” refers to any data element, set of data elements, file, record, or other information generated, owned, controlled, or			
under the custody or stewardship of Dun & Bradstreet that relates to an identified or identifiable natural person.	
(5)	
Total customer downtime as a result of performance issues or service disruptions includes those caused by technical failures, programming errors, cyber attacks, weather events, or natural 		
disasters at hosting facilities.					
(6)	
See Data Subject Rights			
(7)	
All substantiated complaints concerning breaches of customer privacy and losses of customer data occurred in the EU.	
GRI 418-1
SASB  TC-SI-550a.1
SASB  TC-SI-230a.1
SASB  TC-SI-230a.1
SASB  TC-SI-230a.1

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Overview
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Our People
Our Purpose
Our ESG Solutions
Appendix
Board Demographics
Demographics:
William P. 
Foley, II 
(Chair)
Anthony 
Jabbour 
(CEO)
Ellen R. 
Alemany
Douglas K. 
Ammerman
Chinh 
E. Chu
Thomas M. 
Hagerty 
Keith J. 
Jackson
Richard N. 
Massey
James A. 
Quella
Ganesh 
B. Rao
Race/Ethnicity
African American
•
Asian / Pacific Islander
•
•
White/Caucasian
•
•
•
•
•
•
•
Hispanic / Latino
Native American
Gender
Male
•
•
•
•
•
•
•
• 
•
Female
•
Board Tenure
4
4
2
4
4
4
3
4
4
4
Age*
78
55
67
71
56
60
57
67
73
46
* Ages are reflected as of record date.

Overview
Our Planet
Our People
Our Purpose
Our ESG Solutions
Appendix
Our ESG 
Solutions

2022 Environmental, Social, Governance (ESG) Report
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Overview
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Our People
Our Purpose
Our ESG Solutions
Appendix
Our ESG Solutions
Dun & Bradstreet ESG Intelligence
While ESG has been a focus of many large, multinational companies 
for several years, there is little insight into these companies’ supply 
chains, their private company customers, or small to medium businesses. 
Leveraging its core competencies in company data, linkage, credit, and 
due diligence, Dun & Bradstreet has expanded its risk management 
offerings to include ESG. In 2022, Dun & Bradstreet successfully brought 
to market five distinct ESG products, all powered by a rapidly expanding 
global ESG dataset on companies. The ESG Rankings dataset aims 
to provide intelligence on a substantial part of the market—private 
companies—that has historically been difficult to understand in terms of 
ESG performance.
•	•	
ESG RANKINGS – Launched in July 2021 with 10 million companies in
the U.S., this dataset rapidly scaled to cover 42 million companies in
176 countries by the end of 2022. Today, our Company’s flagship ESG
offering covers over 74 million public and private companies in 185
countries and includes metrics on ESG performance, peer comparisons,
31 granular ESG topics, and confidence scores.
•	•	
ESG ON RISK ANALYTICS – Launched in early 2022, the risk management
user-interface platform offers up-to-date information for managing risks
in supply chain and vendor portfolios.
•	•	
ESG SELF-ASSESSMENT – Launched with ESG on Risk Analytics, this is a
comprehensive survey that can be requested by procurement managers
to their vendors directly from Risk Analytics and Risk Essentials.
•	•	
ESG ON RISK ESSENTIALS – Launched in late 2022, this platform makes it
easy for users to choose which risk modules to utilize, ESG being the first
one offered.
•	•	
ESG REGISTERED™ – Launched at the end of last year in select
geographies, companies can earn a publicly viewable “ESG Seal” by
completing the full ESG Self-Assessment, showing a commitment to
ESG data disclosure that is accurate and verifiable.

2022 Environmental, Social, Governance (ESG) Report
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Appendix
Green Indicator
A key part of our ESG Intelligence suite is the Dun & Bradstreet Green Indicator 
data package with over 203,000 unique businesses that are certified Green by 
key industry-standard entities like ENERGY STAR and LEED. Our clients use this 
offering to help ensure that their third parties are committed to minimizing their 
environmental footprint in all aspects of the business, thus supporting their 
environmental responsibility and sustainable sourcing goals. This dataset is another 
example of Dun & Bradstreet’s commitment to building data driven solutions to 
meet the needs of clients, help them make better business decisions and collectively 
build a better future. Ultimately, the success of products like these is born out in the 
impact our clients make each and every day.
Looking Ahead
As the ESG landscape becomes more defined by incoming regulation, agreed-
upon standards, and increased data transparency, ESG data can be yielded to make 
informed decisions towards improved outcomes. Through its current and upcoming 
efforts, Dun & Bradstreet aims to be a core partner in helping companies transition 
to a more sustainable and financially secure future.
ENVIRONMENTAL DEFENSE FUND (EDF) CLIMATE CORPS FELLOW
Last year, our ESG Intelligence team hosted Rajas Pandey, an EDF Climate 
Corps Fellow, as part of our commitment to providing an opportunity 
to rising talent to apply their skills and help us build our sustainability 
capacity. Rajas contributed to our ESG supply chain product development 
program, and we are currently showcasing the product in our customer 
validation process to determine the right time to go to market. You can 
read more about Rajas’ work in this report.
Dun & Bradstreet’s own ESG Intelligence score as of report publication

Overview
Our Planet
Our People
Our Purpose
Our ESG Solutions
Appendix
Appendix

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Appendix
GRI Content Index
Dun & Bradstreet has reported the information cited in this GRI content index for the period January 1, 2022 to December 31, 2022 with reference to the GRI Standards.
GRI 1 USED: GRI 1: Foundation 2021		
GRI Standard
Disclosure
Response
GRI 2: 
General 
Disclosures 2021
Organizational Details 
GRI 2-1
Organization Name
Dun & Bradstreet
Ownership and legal form
Dun & Bradstreet is a publicly traded company (NASDAQ: DNB) 
Location of headquarters
5335 Gate Parkway in Jacksonville, Florida, USA 
Location of operations
2022 Form 10-K
GRI 2-2
Entities included in the organization’s 
sustainability reporting
2022 Annual Report
GRI 2-3
Reporting period, frequency and contact point
About this Report, pg 6
GRI 2-4
Restatements of information
Our People Data, pg 32
GRI 2-5
External assurance
No external assurance
Activities & Workers
GRI 2-6
Activities, value chain and other business 
relationships
About Dun & Bradstreet, pg 5
Governance		
GRI 2-9
Governance structure and composition
Leadership & Board Composition, pg 37
2023 Proxy Statement, pg 10-22
GRI 2-10
Nomination and selection of the highest 
governance body
2023 Proxy Statement, pg 16
GRI 2-11
Chair of the highest governance body
Leadership & Board Composition, pg 37
2023 Proxy Statement, pg 19-20

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GRI 2: 
General 
Disclosures 2021
(continued)
GRI 2-13
Delegation of responsibility for managing 
impacts
Leadership & Board Composition, pg 37
Ethics & Business Conduct, pg 43
2023 Proxy Statement, pg 7-10
Audit Committee Charter
GRI 2-15
Conflicts of interest
Code of Conduct & Ethics
2023 Proxy Statement, pg 65
Corporate Governance Guidelines
GRI 2-17
Collective knowledge of the highest governance 
body
2023 Proxy Statement, pg 18-22
GRI 2-19
Remuneration policies
2023 Proxy Statement, pg 26-59
Compensation Committee Charter
GRI 2-20
Process to determine remuneration
2023 Proxy Statement, pg 26-59
Compensation Committee Charter
GRI 2-21
Annual total compensation ratio
2023 Proxy Statement, pg 52
Strategy, Policies, & Practices	
	
GRI 2-22
Statement on sustainable development strategy
Message from our CEO, pg 3-4
GRI 2-23
Policy commitments
Code of Conduct & Ethics
Policies & Codes of Conduct website
Audit Committee Charter
Enterprise Risk, pg 41
Additional Resources, pg 60
GRI 2-24
Embedding policy commitments
Team Member Training, pg 45
GRI 2-26
Mechanisms for seeking advice and raising 
concerns
Code of Conduct & Ethics
Speak Up and Non-Retaliation Policy 
Ethics & Business Conduct, pg 43
Audit Committee Charter
Enterprise Risk, pg 41
GRI 2-28
Membership associations
Message from our CEO, pg 3-4

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Appendix
GRI 201: 
Economic 
Performance
GRI 201-1
Direct economic value generated and 
distributed
2022 Form 10-K
GRI 205: 
Anti-corruption
GRI 205-2
Communication and training about anti-
corruption policies and procedures
Team Member Training, pg 45
Additional Resources, pg 60
GRI 205-3
Confirmed incidents of corruption and actions 
taken
Ethics & Business Conduct, pg 43
GRI 302: 
Energy
GRI 302-1
Energy consumption within the organization
In 2023, our total energy consumed was 46,011.69 GJ. We plan to track additional 
energy metrics and share energy management plans in 2023.  
GRI 302-2
Energy consumption outside of the organization
We plan to determine and track global Scope 3 emissions in 2023, including 
energy consumption outside the organization. For Scope 3 emissions in the EU, 
see our 2022 ESG Report - Dun & Bradstreet Europe, pg 14.  
GRI 305: 
Emissions
GRI 305-1
Direct (Scope 1) GHG emissions
Our Planet Data, pg 18
GRI 305-2
Energy indirect (Scope 2) GHG emissions
Our Planet Data, pg 18
GRI 305-3
Other indirect (Scope 3) GHG emissions
We plan to determine and track global scope 3 emissions in 2023. For Scope 3 
emissions in the EU, see our 2022 ESG Report - Dun & Bradstreet Europe, pg 14.  
GRI 305-4
GHG emissions intensity
Our Planet Data, pg 18
GRI 305-5
Reduction of GHG emissions
Our Planet Data, pg 18
GRI 401: 
Employment
GRI 401-1
New employee hires and employee turnover
Our People Data, pg 32
GRI 401-2
Benefits provided to full-time employees that 
are not provided to temporary or part-time 
employees
Employee Health & Well-being, pg 26

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Appendix
GRI 403: 
Occupational 
Health and 
Safety	
GRI 403-1
Occupational health and safety management 
system
2022 ESG Report - Dun & Bradstreet Europe, pg 24 
GRI 403-3
Occupational health services
Employee Health & Well-being, pg 26
GRI 403-4
Worker participation, consultation, and 
communication on occupational health and 
safety
2022 ESG Report - Dun & Bradstreet Europe, pg 20 
GRI 403-5
Worker training on occupational health and 
safety
Team Member Training, pg 45
2022 ESG Report - Dun & Bradstreet Europe, pg 24
Code of Conduct & Ethics
GRI 403-6
Promotion of worker health
Employee Health & Well-being, pg 26
GRI 403-8
Workers covered by an occupational health and 
safety management system
2022 ESG Report - Dun & Bradstreet Europe, pg 24
GRI 404: 
Training and 
Education	
GRI 404-1
Average hours of training per year per employee
Our People Data, pg 32
GRI 404-2
Programs for upgrading employee skills and 
transition assistance programs
Engagement, Learning & Development, pg 24
GRI 404-3
Percentage of employees receiving regular 
performance and career development reviews
Our People Data, pg 32
GRI 405: 
Diversity 
and Equal 
Opportunity	
GRI 405-1
Diversity of governance bodies and employees
2023 Proxy Statement
Our Purpose Data, pg 46
Our People Data, pg 32-33
SASB Table, pg 58
GRI 418: 
Customer 
Privacy	
GRI 408-1
Substantiated complaints concerning breaches 
of customer privacy and losses of customer data
Our Purpose Data, pg 46

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Our ESG Solutions
Appendix
SASB Table
As part of our efforts to be transparent on the topics that are most significant to our business, Dun & Bradstreet is reporting in alignment with the Sustainability Accounting 
Standards Board (SASB). We have included the below table of disclosures related to the two sectors that are most closely aligned to our businesses: Software & IT and 
Professional & Commercial Services.
Topic
SASB Code
Accounting Metric
Category
2022 Responses
Environmental 
Footprint of 
Hardware 
Infrastructure
SASB TC-SI-130a.1
1.	
Total energy consumed
2.	
Percentage grid electricity
3.	
Percentage renewable
Quantitative: 
Gigajoules (GJ), 
Percentage (%)
In 2022, our total energy consumed was 46,011.69 GJ, our percentage 
grid electricity was 92%, and our percentage renewable electricity 
was 8%. 
SASB TC-SI-130a.2
1.	
Total water withdrawn, 
2.	
Total water consumed, 
percentage of each in regions 
with High or Extremely High 
Baseline Water Stress
Quantitative:
Thousand cubic 
meters (m³), 
Percentage (%)
These metrics are not currently disclosed.
SASB TC-SI-130a.3
Discussion of the integration of 
environmental considerations into 
strategic planning for data center 
needs
Discussion and 
Analysis
Data Centers, pg 14
Data Privacy 
& Freedom of 
Expression
SASB TC-SI-220a.1
Description of policies and 
practices relating to behavioral 
advertising and user privacy
Discussion and 
Analysis
Our external privacy notices provide transparency around our collection, 
processing and sharing of personal information, including information 
relating to behavioral advertising, user privacy and individual data 
control rights. All this and more can be found in the following Privacy 
Notices posted on our websites:
•	
D&B Privacy Notice
•	
EU and UK Privacy Notice
•	
China Privacy Notice
•	
Canada Privacy Notice
•	
India Privacy Notice
Additionally policies relating to behavioral advertising and user privacy 
include our Privacy and Personal Data Protection Policy Statement and 
our Data Compliance and Ethics Policy Statement.

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Appendix
Data Privacy 
& Freedom 
of Expression 
(continued)
SASB TC-SI-220a.2
Number of users whose information 
is used for secondary purposes
Quantitative: 
Number
Dun & Bradstreet identifies which users’ information is used for 
secondary purposes in our Records of Processing and associated Impact 
Assessments, which we continue to build out to cover all data flows 
across Dun & Bradstreet.
SASB TC-SI-220a.3
Total amount of monetary losses 
as a result of legal proceedings 
associated with user privacy
Quantitative: 
Reporting 
currency
As part of our obligations as a publicly traded company, all material 
financial losses as a result of loss of user privacy, including losses due to 
legal proceedings, are available in our public filings with the SEC.
SASB TC-SI-220a.4
1.	
Number of law enforcement 
requests for user information
2.	
Number of users whose 
information was requested
3.	
Percentage resulting in 
disclosure
Quantitative: 
Number, 
Percentage (%)
Currently we do not disclose the number of law enforcement requests 
for user information, however, we have processes in place to limit 
the disclosure of personal information to only what is required under 
applicable law. Dun & Bradstreet will provide the minimum amount of 
information permissible when responding to a data request, based on 
a reasonable interpretation of the request. Any personal information 
outside the scope of the request will be redacted.
SASB TC-SI-220a.5
List of countries where core 
products or services are subject to 
government-required monitoring, 
blocking, content filtering, or 
censoring
Discussion and 
Analysis
On a country-by-country basis, Dun & Bradstreet tracks a list of countries 
where core products or services are subject to government-required 
monitoring, blocking, content filtering or censoring, while the respective 
team in each location is tasked with implementing these obligations.
Data Security 
SASB TC-SI-230a.1
1.	
Number of data breaches
2.	
Percentage involving personally 
identifiable information (PII)
3.	
Number of customers affected
Quantitative: 
Number, 
Percentage (%)
Our Purpose Data, pg 46
SASB TC-SI-230a.2
Description of approach to 
identifying and addressing data 
security risks, including use of third-
party cybersecurity standards
Discussion and 
Analysis
Data Security, pg 40

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Our ESG Solutions
Appendix
Recruiting & 
Managing a 
Global, Diverse 
& Skilled 
Workforce,
Workforce 
Diversity & 
Engagement
SASB TC-SI-330a.1
Percentage of employees that are 
(1) foreign nationals and (2) located 
offshore
Quantitative: 
Percentage (%)
This metric is not applicable. 
SASB TC-SI-330a.2
Employee engagement as a 
percentage
Quantitative: 
Percentage (%)
The average of our engagement survey results in 2022 show that our 
global respondents are very engaged with a rating of 4.3 out of a 
5-point scale.
SASB TC-SI-330a.3
Percentage of gender and racial/
ethnic group representation for (1) 
management, (2) technical staff, 
and (3) all other employees
Quantitative: 
Percentage (%)




































SASB SV-PS-330a.2
(1) Voluntary and (2) involuntary 
turnover rate for employees
Quantitative: 
Percentage (%)
Our People Data, pg 32
Global Gender 
Diversity Data
Executive 
Leadership
Entry, Mid, & 
Senior Leadership  
Individual 
Contributors
Male
75.0%
62.7%
54.2%
Female
25.0%
36.2%
43.8%
Undisclosed
--
1.4%
1.9%
US Race & 
Ethnicity Data
Executive 
Leadership
Entry, Mid, & 
Senior Leadership   
Individual 
Contributors 
American 
Indian or Alaska 
Native
--
0.20%
0.20%
Asian
16.70%
14.50%
9.20%
Black or African 
American
--
1.8%
7.70%
Hispanic or 
Latino
--
4.90%
6.40%
Native 
Hawaiian or 
Other Pacific 
Islander
--
0.80%
0.20%
Two or More 
Races
--
0.40%
1.60%
Undisclosed
--
3.30%
3.50%
White
83.30%
74.00%
71.20%

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Overview
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Appendix
Intellectual 
Property 
Protection & 
Competitive 
Behavior
SASB TC-SI-520a.1
Total amount of monetary losses 
as a result of legal proceedings 
associated with anticompetitive 
behavior regulations
Quantitative: 
Reporting 
currency
These metrics are not currently disclosed.
Managing 
Systemic 
Risks from 
Technology 
Disruptions
SASB TC-SI-550a.1
Number of (1) performance issues 
and (2) service disruptions; (3) total 
customer downtime
Quantitative: 
Number, Days
Our Purpose Data, pg 46
SASB TC-SI-550a.2
Description of business continuity 
risks related to disruptions of 
operations
Discussion and 
Analysis
Business Continuity, pg 43
Professional 
Integrity
SASB SV-PS-510a.1
Description of approach to ensuring 
professional integrity
Discussion and 
Analysis
Ethics & Business Conduct, pg 43
SASB SV-PS-510a.2
Total amount of monetary losses 
as a result of legal proceedings 
associated with professional 
integrity
Reporting 
currency
These metrics are not currently disclosed.
Activity Metrics
SASB TC-SI-000.A
(1) Number of licenses or 
subscriptions, (2) percentage cloud-
based
Quantitative: 
Number, 
Percentage (%)
These metrics are not currently disclosed.
SASB TC-SI-000.B
(1) Data processing capacity, (2) 
percentage outsourced
Quantitative: 
(i.e. MSUs, 
MIPS, 
MFLOLPS, etc.)
These metrics are not currently disclosed.
SASB TC-SI-000.C
(1) Amount of data storage, (2) 
percentage outsourced
Quantitative: 
Petabytes, 
Percentage (%)
These metrics are not currently disclosed.
SASB SV-PS-000.A
Number of employees by: (1) full-
time and part-time, (2) temporary, 
and (3) contract
Quantitative: 
Number
These metrics are not currently disclosed.
SASB SV-PS-000.B
Employee hours worked, 
percentage billable
Quantitative: 
Number 
(Hours), 
Percentage (%)
These metrics are not currently disclosed.

2022 Environmental, Social, Governance (ESG) Report
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Appendix
Additional Resources
•	2022 Annual Report  
•	2022 Form 10-K 
•	2023 Proxy Statement 
•	Investor Relations Website 
•	2022 ESG Report - Dun & 
Bradstreet Europe
•	Dun & Bradstreet ESG Website 
Our Planet  
•	Environmental Policy Statement 
•	Product Governance & 
Sustainability Policy Statement 
Our People  
•	Dun & Bradstreet Jobs
•	Dun & Bradstreet Benefits 
Website 
•	UK Modern Slavery and Human 
Trafficking Statement 
•	Global Modern Slavery and 
Human Trafficking Policy  
•	Human Capital & Diversity, 
Equity and Inclusion Policy 
Statement 
Our Purpose 
•	Audit Committee Charter  
•	Compensation Committee 
Charter  
•	Corporate Governance and 
Nominating Committee Charter 
•	Governance Guidelines  
•	Code of Conduct & Ethics  
•	Code of Conduct for Senior 
Financial Officers 
•	Partner Code of Conduct 
•	Privacy and Personal Data 
Protection Policy Statement 
•	Dun & Bradstreet Privacy 
Notice 
•	EU and UK Privacy Notice 
•	China Privacy Notice 
•	Canada Privacy Notice 
•	India Privacy Notice 
•	Anti-Bribery and Anti-Corruption 
Policy 
•	Anti-Bribery and Anti-Corruption 
Policy Statement 
•	Conflict of Interest Policy 
Statement 
•	Data Compliance and Ethics 
Policy Statement 
•	Data Subject Rights Policy 
Statement 
•	Internal Audit Policy Statement 
•	Speak Up and Non-Retaliation 
Policy 
•	Dun & Bradstreet ESG Intelligence 
Website 
•	Dun & Bradstreet ESG Rankings 
Dataset Whitepaper

This Report includes forward-looking statements. These statements are not historical facts, 
but instead represent only our beliefs regarding future events, many of which, by their nature, 
are inherently uncertain and outside of our control. Forward-looking statements include 
statements about our business and future performance. These statements can be identified 
by words such as “anticipates,” “intends,” “plans,” “seeks,” “believes,” “estimates,” “expects” 
and similar references to future periods, or by the inclusion of forecasts or projections. For a 
discussion of some of the risks and important factors that could affect our future results and 
financial condition, see “Risk Factors” in our Annual Report on Form 10-K for the year ended 
December 31, 2022.  
None of the information or data included on our websites will be deemed to be a part of this 
Proxy Statement or any of our other filings with the SEC. 
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