ESG Fact Sheet
Reporting period FY2023 (February 1, 2022 - January 31, 2023)

FY2023 ESG Fact Sheet
The following is a summary of Okta’s
key Environmental, Social, and Governance(ESG) disclosures.
For more information, please visit our ESG web page at okta.com/responsibility.

Protecting our customers
Security

Data privacy

Okta complies with a range of industry-standard

Okta complies with the EU Cloud Code of Conduct,

certifications and authorizations. In FY2022 and 2023,

as set forth at https://eucoc.cloud/en/home.

Okta achieved or maintained the following certifications:

Additional certifications:• ISO/IEC 27001:2013 Certified• Okta’s APEC PRP Certification can be verified at:• ISO/IEC 27017:2015 Certified

https://www.schellman.com/apec-certificate-• ISO/IEC 27018:2019 Certified• AICPA SOC 2 Type II Audits• FedRAMP Moderate Authority to Operate (ATO),
IL-4 conditional P-ATO• PCI SAQ-D + Attestation of Compliancedirectory by searching for Okta as the organization.
Ethical business practices
Our ethical standards and expectations are set forthin our:• Code of Conduct: All new employees certify
upon joining our company and annually recertify
thereafter.
• Employee Handbook: All employees are expected
to certify they have read, understood, and agree
to comply with our handbook, which contains ourSee our whitepaper for more information on Okta’s
security features.
As the compliance and regulatory environment isconstantly changing, a current list of our certifications
can be found on our compliance page.

expectations and procedures for compliance.

ESG Fact Sheet

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Reporting period FY2023 (February 1, 2022 - January 31, 2023)

Investing in our people
Diversity, inclusion, and belonging
In prior reports, we introduced our DIB programs andThis year’s report is focused on the impact and theinitiatives, sharing specific examples of what we’ve

progress we’ve made and also serves as a benchmark

implemented and the work we’re doing to improve.

to measure ourselves for years to come.

State of Inclusion
Report 2020

State of Inclusion
Report 2021

State of Inclusion
Report 2022

Men

69.8%

69.4%

68.2%

Women

30.2%

30.6%

31.8%

White

60.4%

60.6%

59.6%

Asian

28.8%

26.7%

25.6%

American Indian or Alaska Native

0.1%

0.1%

0.1%

Black or African American

2.9%

3.0%

4.1%

Hispanic or Latino

4.5%

5.6%

6.5%

Native Hawaiian or other Pacific Islander

0.3%

0.3%

0.3%

Two or more races

3.0%

3.6%

3.8%

State of Inclusion
Report 2020

State of Inclusion
Report 2021

State of Inclusion
Report 2022

Men

73.9%

71.1%

70.8%

Women

26.1%

28.9%

29.2%

Company overall*

Leadership (VP level and above)*

White

68.5%

69.4%

63.6%

Asian

22.5%

23.1%

26%

American Indian or Alaska Native

0.0%

0.0%

0.0%

Black or African American

2.2%

0.7%

2.3%

Hispanic or Latino

5.6%4.1%

5.8%

Native Hawaiian or other Pacific Islander

1.1%

0.7%

0.6%

Two or more races

0.0%

2.0%

1.7%

* The State of Inclusion Report includes data as of August each calendar year. Our gender data includes global employees, however we only
include data on race and ethnicity for US-based employees due to regional differences in definitions.

ESG Fact Sheet

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Reporting period FY2023 (February 1, 2022 - January 31, 2023)

Our tech workforce is defined by position and notWe categorize all of our jobs into three groups: Tech,department, and includes all employees in technicalNon-tech, and Hybrid based on market data to ensure

occupations in engineering, security, and technology.

we are competitive.

State of Inclusion
Report 2020

State of Inclusion
Report 2021

State of Inclusion
Report 2022

Men

79.3%

80.3%

78.9%

Women

20.7%

19.7%

21.1%

Tech workers*

White

38.2%

47.6%

46.4%

Asian

54.8%

43.5%

44.1%

American Indian or Alaska Native

0.0%

0.1%

0.0%

Black or African American

1.2%

1.4%

2.6%

Hispanic or Latino

3.7%

4.1%

4.3%

Native Hawaiian or other Pacific Islander

0.2%

0.2%

0.1%

Two or more races

2.0%

3.2%

2.5%

State of Inclusion
Report 2020

State of Inclusion
Report 2021

State of Inclusion
Report 2022

Men

66.7%

64.4%

64.8%

Women

33.3%

35.6%

35.2%

White

68.0%

66.1%

65.8%

Asian

19.9%

19.7%

17.3%

Non-tech workers*

American Indian or Alaska Native

0.1%

0.1%

0.1%

Black or African American

3.4%

3.7%

4.6%

Hispanic or Latino

4.8%

6.2%

7.4%

Native Hawaiian or other Pacific Islander

0.3%

0.4%

0.4%

Two or more races

3.4%

3.8%

4.3%

Hybrid workers*

State of Inclusion
Report 2022

Men65.1%

Women

34.9%

White

43.7%

Asian

43.7%

American Indian or Alaska Native

0.5%Black or African American

4.4%

Hispanic or Latino

4.2%

Native Hawaiian or other Pacific Islander

0.5%

Two or more races

2.9%

Employee satisfaction
FY2022
Employee
Engagement
Favorability**76%

FY2023
Employee
Engagement
Favorability**73%

For more information, please see
the Okta State of Inclusion Report.
The data presented in this report isbased in part on data contained in
our EEO-1 reports.

* The State of Inclusion Report includes data as of August each calendar year. Our gender data includes global employees, however we only
include data on race and ethnicity for US-based employees due to regional differences in definitions.
**Okta conducts an Annual Engagement survey that includes the question, “How happy are you working at Okta?” to provide an overall measureof employee satisfaction. Per our Survey Vendor, Glint, the tech industry benchmark for FY2023 is 77%.

ESG Fact Sheet4

Reporting period FY2023 (February 1, 2022 - January 31, 2023)

Health, safety, and wellbeing
We provide a safe and secure working environment for

financial, health, and wellness benefits. See all of

all Okta employees. We aim to enhance our people’s

our programs and offerings on our Rewards page.

wellbeing with a range of inclusive and equitable

Highlights include:

Inclusive health benefits

Activities for healthy minds and bodies

Gender-neutral parental leave to support employees
raising families

Access to discounted services and resources throughOkta Perks at Work platform, as well as healthcare
plans globally

Inclusive family-forming benefits (fertility, adoption,
surrogacy, fertility preservation, reproductive healthcare)
Transgender healthcare benefits
Personalized content, expert support, and community
resources for caregivers in any stage of a care journey

Bike and scooter programs (with discounts and loans to
support purchase)
Virtual and in-person mental health and stressmanagement support for employees and families

Healthy communities

LEED Silver and WELL Silver certified offices

Employee donation matching up to $500 per employee,
per yearAll new direct-lease Okta offices will adopt bothcertifications to focus on optimizing energy
performance, as well as promoting the health andwellness of occupants in our workspaces

Time away from work including 4 days of volunteer timeoff (VTO)

Human rights
Okta worked with a third-party human rights consultancy to complete Okta’s first corporate-wide human rights impact
assessment (HRIA).
The objective was to identify human rights impacts most salient to employees, customers, suppliers, and communities directly
and indirectly impacted by Okta’s business operations, products and services, and relationships. We interviewed internal andexternal stakeholders to assess Okta’s business against internationally recognized human rights standards and principles,including the UN Guiding Principles on Business and Human Rights. Several key human-rights-related impacts were identified,such as those related to the right to privacy, non-discrimination in the workplace, responsible product use, equitable andaccessible products, and excessive working hours.

ESG Fact Sheet

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Reporting period FY2023 (February 1, 2022 - January 31, 2023)

Supporting our communities

FY2021

FY2022

FY2023

$4.1M

$5.0M

$6.0M

Okta for Good Fund
Money in annual grantmaking

$2.7M

$3.8M

$5.0M

Okta, Inc.
Includes our employee match program

$813K

$836K

$659K

Okta employees

$600K

$606K

$721K

Breakdown of in-kind donations

FY2021

FY2022

FY2023

Total in-kind donations

$3.6M

$5.1M

$5.2M

Product

$3.4M

$4.8M

$5.1M

Professional Services$114,765$110,985$129,324

88%

85%

88%

Monetary donations
Total funds donated*

Percentage of employees who volunteered or
donated through Okta for Good in the last year

Annual Grantmaking out of the Okta for Good FundBreakdown of FY2023 Grants

For more information, please see the Okta for Good Impact Report.

*Okta funds employee matching donations via contributions from the Okta for Good Fund.
The amounts listed below do not sum up to the “Total funds donated” amount for the fiscal year because we subtract any funds
contributed to the employee matching program that were not deployed to nonprofit organizations within the fiscal year.

ESG Fact Sheet

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Reporting period FY2023 (February 1, 2022 - January 31, 2023)

Committing to sustainability
FY2023 was an exciting year for Okta’s climate program.

warming to 1.5°C. We expanded our 100% renewable

We announced our validated science-based targets

electricity commitment to include our third-party cloud(SBTs) for absolute emissions reductions, which areservice providers, in addition to global offices andaligned with the UN Paris Agreement goal to limit global

remote workforce.

Emissions1

FY2020

FY2021

FY2022

FY2023

Total GHG Emissions (tCO2e) 249,88937,21661,08775,051

Scope 1 and scope 2, market based

1,352732

298324

Scope 1 and scope 2, location based

1,309

1,461

1,513

1,776

Scope 348,53736,48460,78974,727For direct lease offices, location based

5.1

4.0

4.6

5.5

For direct lease offices, market based

3.0

1.5

0.6

1.985

45

4741

FY2020

FY2021

FY2022

FY2023

6,035

5,023

5,038

6,461

Scope 2 (offices)

N/A5

100%6100%6100%

Scope 3.7 (remote workforce)

N/A5

6%6100%6100%

Third-Party Cloud Service Providers andProduction Environments

N/A

N/A

5

N/A

100%

Renewable electricity procurement (e.g. RECs)
with social/equity benefit (MWh)N/A5

2,851

8,960

19,911

Percent of renewable electricity procurement forsocial/equity benefit

N/A593% for Okta
0% for Auth0

68% for Okta +Auth082%

3

Office GHG Emissions Intensity (kg CO2e per sq ft)

Revenue Intensity (tCO2e / M$)

Energy consumption
Energy Consumption for Okta Global Offices
Total electricity + natural gas (MWh)

4Renewable Electricity

55Social/Equity Benefit Renewable Electricity

Building certifications

In FY2023, Okta achieved 100% renewable electricity for its
global offices, remote workforce, and cloud service providers.

Okta’s San Francisco headquarters is in a LEED Goldbuilding. Okta Sydney and Paris offices are LEED ID+C
Silver and WELL Silver certified.

1	In FY2023 Okta restated FY2020-FY2022 GHG inventories in alignment with GHG protocol.
2 Total emissions include scope 1 and scope 2, market-based, and scope 3 for Okta and Auth0.
3	Scope 3 market-based GHG emissions includes purchased goods and services; capital goods; fuel and energy-related activities (not included in scopes 1 or 2); businesstravel; employee commuting; upstream and downstream leased assets.
4 Please see our GHG Inventory Webpage for more information. FY2020 and FY2021 energy data has been updated to include Auth0 office energy consumption.
5 N/A refers to Fiscal Years before Okta had extended their public commitments to renewable electricity in these areas.
6	F Y2020 and FY2021 were prior to the integration of Auth0 following its acquisition by Okta in May 2021 (FY2022). In FY2021 Okta met its goal of supporting offices with
100% renewable electricity. Auth0 did not purchase renewable electricity certificates (RECs) prior to the acquisition.

ESG Fact Sheet

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Reporting period FY2023 (February 1, 2022 - January 31, 2023)

Emissions Reductions Efforts - SBTs Update
In FY2023, Okta announced our science-based targets

Scope 1 and 2 Progress(SBTs), which were validated by the Science Based
Targets initiative (SBTi) in September 2022. Okta’svalidated SBTs for absolute emissions reductions arealigned with a 1.5°C global warming trajectory.

Target: Reduce absolute scope 1 and 2 GHG emissions 67% by FY2030
against an FY2020 base year
Commentary: Since FY2020, Okta has made strides toward reducing its
scope 1 & 2 emissions, primarily through renewable energy procurement
and purposeful portfolio management.

FY2020

FY2021

FY2022

FY2023

Scope 3 Vendor Engagement Progress

Target: Our goal is that 65% of Okta’s suppliers (by spend) for purchased
goods and services and capital goods have SBTs by FY2027. As ofFY2023, 13% of our suppliers have set validated SBTs
Commentary: Supporting our vendors in setting their own SBTs isa powerful way to ensure we’re affecting change through our entire
supply chain and beyond. In FY2023, we worked with other membersof the Business Council on Climate Change (BC3) to develop guides
offering resources for vendors on how to conduct GHG emissions
inventory and set climate targets, and how to reduce emissions toachieve climate targets.

FY2023

Scope 3 Business Travel and Employee
Commute Progress

Target: Reduce absolute scope 3 GHG emissions from business traveland employee commuting transportation 42% by FY2030 against an
FY2020 base year
Commentary: A return to post-COVID office and travel norms has
increased our recent years’ activity in these categories. We are working
within Okta and with external partners to supplement the policies andpractices already in place to support our pursuit of this SBT.

FY2020

FY2021

FY2022

FY2023

Fact Sheet published September 2023.

About Okta
Okta is the World’s Identity Company. As the leading independent Identity partner, we free everyone to safely use any technology—
anywhere, on any device or app. The most trusted brands trust Okta to enable secure access, authentication, and automation. Withflexibility and neutrality at the core of our Okta Workforce Identity and Customer Identity Clouds, business leaders and developers
can focus on innovation and accelerate digital transformation, thanks to customizable solutions and more than 7,000 pre-built
integrations. We’re building a world where Identity belongs to you. Learn more at okta.com.