FY2024 ESG Fact Sheet
The following is a summary of Okta’s key Environmental,
Social, and Governance (ESG) disclosures.
ESG Fact Sheet Reporting Period FY2024 (February 1, 2023 - January 31, 2024)
For more information, please visit our ESG webpage at okta.com/responsibility.

Protecting our customers
Security

Data privacy

Okta has made public the definitive steps we’re taking to fight against Identitybased attacks and empower our more than 19,000 customers and the industry
to identify and mitigate emerging threats.

Okta complies with the EU Cloud Code of Conduct, as set forth athttps://eucoc.cloud/en/home.

Our commitment covers:• Investing in market-leading products and services• Hardening our corporate infrastructure• Championing customer best practices• Raising the bar for our industry
Okta complies with a range of industry-standard certifications and authorizations.
In FY2024, Okta achieved or maintained the following certifications:• ISO/IEC 27001:2013 Certified• ISO/IEC 27017:2015 Certified• ISO/IEC 27018:2019 Certified• AICPA SOC 2 Type II Audits• FedRAMP Moderate, High, and IL-4 Authority to Operate (ATO)

Additional certifications:•	Okta’s APEC PRP Certification can be verified at:https://www.schellman.com/apec-certificate-directoryby searching for Okta as the organization.
As the compliance and regulatory environment is constantly changing, a current
list of our certifications can be found on our compliance page.

Ethical business practices
Our ethical standards and expectations are set forth in our:•	Code of Conduct: All new employees certify upon joining our company andannually recertify thereafter.
•	Company Policies: All employees are expected to certify they have read,understood, and agree to comply with our key Company Policies, whichcontain our expectations and procedures for compliance.

• PCI SAQ-D + Attestation of ComplianceNew privacy & security updates in FY2025
In May of FY2025, we unveiled the Okta Secure Identity Commitment. Thisinitiative reflects our long-term commitment to lead the industry in the fightagainst Identity attacks. Find out more here.
As the compliance and regulatory environment is constantly changing, a current
list of our certifications can be found on our compliance webpage.

We believe that our customers trust us to connect their most precious
assets—their employees and customers—securely, while also safeguarding
their privacy. Learn about Okta’s approach to security and privacy within our
ESG framework in our blog post here.

ESG Fact Sheet

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Reporting period FY2024 (February 1, 2023 - January 31, 2024)

Investing in our people
Diversity, inclusion, and belonging (DIB)
DIB continues to be an important element of our corporate philosophy andoperations at Okta. Fostering a culture of inclusion and belonging where all can
thrive is important to our continued growth and success as a company. We haveworked to intentionally integrate equity into our policies and processes acrossthe talent lifecycle, the evolution of our Employee Resource Groups (ERGs), ourCompany overall*

January 31, 2023

January 31, 2024

efforts to expand and diversify our candidate pools, and more.
For more information, please see the Okta State of Inclusion Report. The data
presented in the State of Inclusion Report is based in part on data containedin our EEO-1 reports.

Leadership(VP level and above)*

January 31, 2023

January 31, 2024

Men

67.4%

66.1%

Men

72.4%

70.4%

Women

32.6%

33.9%

Women

27.6%

29.6%

American Indian or Alaska Native

0.1%

0.1%

American Indian or Alaska Native

0.0%

0.0%

Asian

26.8%

27.6%

Asian

24.6%

25.2%

Black or African American

4.3%

4.0%

Black or African American

2.9%

1.6%

Hispanic or Latino

6.4%

6.8%

Hispanic or Latino

6.5%

8.9%

Native Hawaiian or other Pacific Islander

0.3%

0.3%

Native Hawaiian or other Pacific Islander

0.7%

0.8%

1.4%

2.4%

63.8%

61.0%

Two or more races

3.8%

3.4%

Two or more races

White

58.3%

57.9%

White

* The data and language presented in this report is based in part on data contained in our EEO-1 reports. 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 FY2024 (February 1, 2023 - January 31, 2024)

Our tech workforce is defined by position and not department, and includes all
employees in technical occupations in engineering, security, and technology. We

Tech workers*

January 31, 2023

January 31, 2024

categorize all of our jobs into three groups: Tech, Non-Tech, and Hybrid based onmarket data to align with competitive market practices.

Non-tech workers*

January 31, 2023

January 31, 2024

Men

71.1%

76.5%

Men

65.8%

62.1%

Women

28.9%

23.5%

Women

34.2%

37.9%

American Indian or Alaska Native

0.0%

0.0%

American Indian or Alaska Native

0.1%

0.1%

Asian

43.7%

43.6%

Asian

18.1%

18.8%

Black or African American

3.4%

3.7%

Black or African American

4.5%

4.0%

Hispanic or Latino

4.0%

4.2%

Hispanic or Latino

7.6%

8.0%

Native Hawaiian or other Pacific Islander

0.1%

0.3%

Native Hawaiian or other Pacific Islander

0.4%

0.4%

Two or more races

2.6%

2.9%

Two or more races

4.3%

3.7%

White

46.2%

45.4%

White

64.9%

65.0%

January 31, 2023

January 31, 2024

Hybrid workers*
Men

68.1%

61.4%

Women

31.9%

38.6%

American Indian or Alaska Native

0.6%

0.6%

Asian

46.1%

44.5%

Black or African American

5.2%

4.2%

Hispanic or Latino

3.9%

5.3%

Native Hawaiian or other Pacific Islander

0.3%

0.0%

Two or more races

2.8%

2.2%

White

41.2%

43.1%

Employee satisfaction

FY2023

FY202473%

74%

Employee Engagement Favorability***In the FY2024 State of Inclusion Report, we adjusted our reporting methodology to align with our fiscal year, therefore the data reflects a single point in time on January 31, 2024,
the last day of FY2024. We believe that this reporting methodology will represent a more accurate view. The data and the language we use to describe race and ethnicity in thissection are based in part on data contained in our EEO-1 reports. To view previous years’ data, please reference the 2022 State of Inclusion Report.
**O kta conducts an Annual Engagement survey that includes the question "how happy are you working at Okta?" to provide an overall measure of employee satisfaction.
Per our Survey Vendor, Glint, the global benchmark for FY2024 is 74%.

ESG Fact Sheet

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Reporting period FY2024 (February 1, 2023 - January 31, 2024)

Pay equity

Workforce training and development

Environmental training

In February 2023, Okta signed the #EqualPayCA
pledge. #EqualPayCA is a campaign focused on
closing the gender pay gap.

Okta strives to empower its employees to dotheir best work through a culture of engagement,
performance, recognition and development.

•	The #EqualPayCA campaign challenges businesses
to commit to equity through the California Equal
Pay Pledge, which includes:

In FY2024, Okta employees completed nearly
92,000 hours of training which includes onboarding,professional development, manager development,
self-directed as well as compliance trainings on
several topics, including:Okta provides annual sustainability updates/training
to employees via company-wide all hands meetings,
internal educational opportunities and webinars
during our annual Earth week celebration. External
blogs such as Okta’s climate targets: progress andopportunities one year in also share updates on
Okta’s work. Environmental documents and training
materials are available to all global Okta employees via
our intranet, including:•	Conducting an annual company-wide gender
pay analysis;•	Reviewing hiring and promotion processes andprocedures to reduce unconscious bias andstructural barriers to equality; and•	Promoting equal pay best practices, such asincreased pay transparency, training on retaliation
protections, and training for supervisors andmanagers on pay equity laws.

• Security Awareness•	Employee Code of Conduct• Code of Conduct•	Dynamic Work Sustainability Guide• Data Protection & Privacy•	Sustainable Travel Guide• Harassment Prevention•	Smart Travel Game Playbook• Anti-Corruption & Bribery•	Annual Earth Week speakers and activations• Insider Trading

In FY2024, Okta conducted an Employee Commuteand Sustainability survey asking employees about
their commute to work.

Okta has a goal for 100% of our employees to complete
their compliance trainings. We track progress by
the percentage of employees who complete thesetrainings in FY2024.

Supporting our communities
In October 2023, we launched our Cyber Workforce Development Initiative,
through which we provide philanthropy and educational credits. We deployed$1.6M from our Okta for Good Fund to organizations enabling pathways to cyberand other technology careers, and we made 5,000 educational grants available
to unemployed professionals looking to transition to cybersecurity careers. We$7.3M

in cash contributedby the Okta for Good Fund, Okta, andOkta employees.

*O kta funds employee matching donations via contributions from the Okta for Good Fund.

are proud to align with the White House’s National Cyber & Education Workforce
Strategy, particularly its focus on growing and enhancing the cyber workforce
through improving its diversity and inclusion.
For more information, please see our 2023 Okta for Good Impact Report.

FY2023

FY2024

Total funds donated*

$6M

$7.3M

Year-over-year increase

20%

22%

Total in-kind donations

$5.2M

$6M

Percentage of employees who volunteered or
donated through Okta for Good in FY2024

88%

88%

Breakdown of donations

ESG Fact Sheet

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Reporting period FY2024 (February 1, 2023 - January 31, 2024)

Health, safety, and wellbeing
We are committing to providing a safe and secure working environment for all
Okta employees. We aim to enhance employee wellbeing by offering a range
of inclusive and equitable financial, health, and wellness benefits. See all of our

Inclusive health benefits
Gender-neutral parental leave
Global family-forming benefits and support
programs, including for pregnancy, fertility,
adoption, surrogacy, reproductive care, andhormonal healthTransgender healthcare benefits
Personalized content, expert support, andcommunity resources for caregivers
Mental health benefits, including coaching,therapy, circles, webinars, neurodivergent
services and employee assistance program
Expanded bereavement leave policy
includes reproductive loss events,
including failed adoption, failed surrogacy,
miscarriage, stillbirth, and unsuccessful
assisted reproduction

programs and offerings on our Total Rewards site. In some cases, these benefits
extend to employees and their families.

Health and safety

Activities for healthy minds
and bodies
Access to discounted online classes,
services, and resources through Okta Perksat Work platform, as well as healthcare plans
globally
Bike and scooter programs, including
sharing and parking services and discountoptions
Virtual and in-person mental health andstress management support
Employee donation matching up to $500 per
employee, per year
Time away from work including vacation
or PTO, sick time, paid and unpaid leavesof absences, and 4 days of volunteer
time offOkta is committed to creating a healthy and safe environment for all
employees, contractors, and visitors who access Okta offices. Okta has
implemented a Health and Safety (H&S) internal policy and program that is
intended to identify hazards and reduce the occurrence of any work-related
injuries and illnesses. Key elements of Okta’s H&S Program include:• Hazard Identification, Prevention, and Control. This function includes acentralized reporting and case management system, through which allreported health and safety incidents and concerns are documented andinvestigated. The outcomes of the investigations are recorded to guide
any corrective and preventative action plans.
• Audits and Risk Assessments. We conduct internal reviews, including fire
safety and office risk assessments to promote compliance with our H&S
policy, as well as any relevant laws and regulations.
• Emergency Preparedness and Response. Okta’s corporate Emergency
Action Plan (EAP) and site-specific EAPs outline the courses of action forresponding to emergency situations, including, but not limited to, medical
emergencies, fires, weather emergencies and natural disasters.
• Training for employees• Program evaluation & improvement

Okta’s commitment to human rights
At Okta, we strive to integrate human rights considerations across the business.
In FY2024, Okta conducted additional due diligence work by including a country
level human rights risk assessment within the new market expansion process.
Okta sought internal and external feedback on how to drive the appropriate
use of its products and services while mitigating the violation of human rights,

exploitation, or abuse through its first Acceptable Use Policy. These efforts
build upon our FY2023 human rights impact assessment and demonstrate ourcommitment to align with the UN Guiding Principles on Business and Human
Rights. For more information about our human rights program, please visit our
new human rights webpage.

ESG Fact Sheet

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Reporting period FY2024 (February 1, 2023 - January 31, 2024)

Committing to sustainability
In FY2024, we continued to work towards our goal of achieving 100% renewableenergy for our offices, remote workforce, and third-party cloud service providers.
We also launched our climate vendor engagement program, through which we

Emissions1
Total GHG Emissions (tCO2e)2

Scope 1 and scope 2, market based

work to help our vendors to set their own climate targets and supporting themwith resources to do so. For more information please visit our Greenhouse Gas(GHG) Inventory webpage, which includes third-party assurance.

FY2020

FY2021

FY2022

FY2023

FY202449,88937,21661,08775,051

95,068

1,352

732

298

324

350

Scope 1 and scope 2, location based

1,309

1,461

1,513

1,776

1,909

Scope 33

48,53736,48460,78974,727

94,718

85

45

47

41

42

For direct lease offices, location based

5.1

4.0

4.6

5.5

4.6

For direct lease offices, market based

3.0

1.5

0.6

1.9

1.0

FY2020

FY2021

FY2022

FY2023

FY2024

6,035

5,023

5,038

6,461

6,393

Scope 2 (offices)

N/A5

100%6

100%6

100%

100%

Scope 3.7 (remote workforce)

N/A

6%

6

100%

100%

100%

Third-Party Cloud Service Providers and Production Environments

N/A5

N/A5

N/A5

100%

100%

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

N/A5

2,851

8,960

19,911

14,323

Percent of renewable electricity procurement for social/equity benefit

N/A5

93% for Okta
0% for Auth0

68% for Okta +
Auth0

82%

88%

Revenue Intensity (tCO2e / M$)
Scope 2 (office) GHG Emissions Intensity (kg CO2e per sq ft)

Energy consumption
Energy Consumption for Okta Global Offices 4
Total electricity + natural gas (MWh)Renewable Electricity

56Social/Equity Benefit Renewable Electricity

New in FY25: Find out more about
Okta’s first Environmental Policy here.

Building certifications
Okta's goal is to adopt both LEED Silver and WELL Silver certifications at all new direct-lease offices to focus on optimizing energy performance, as
well as promoting the health and wellness of all occupants. Okta’s San Francisco headquarters is in a LEED Gold building. Okta Sydney and Paris are
LEED ID+C Silver and WELL Silver certified. Our 13th floor in San Francisco is LEED ID+C Gold certified while our NYC Experience Center is LEED Silver.
1	Total emissions include scope 1 and scope 2, market based, and scope 3
for Okta and Auth0.

3	Please see our GHG Inventory Webpage for more information. FY2020 and FY2021
energy data has been updated to include Auth0 office energy consumption.

5	In FY2023, Okta restated FY2020-FY2022 GHG inventories in alignment withThe GHG Protocol.

2	Scope 3 market-based GHG emissions includes purchased goods andservices, capital goods, fuel and energy-related activities (not included inscopes 1 or 2), business travel, employee commuting, and upstream anddownstream leased assets.

4	FY2020 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 purchaserenewable electricity certificates (RECs) prior to the acquisition.

6	N/A refers to Fiscal Years before Okta had extended our public commitments
to Renewable Electricity in these areas.

ESG Fact Sheet

7

Reporting period FY2024 (February 1, 2023 - January 31, 2024)

Emissions Reductions Efforts - SBTs Update
In FY2023, Okta announced its science-based targets (SBTs), which werevalidated by the Science Based Targets initiative (SBTi) in September 2022.

Scope 1 and 2 Progress

In FY2024, Okta focused on strengthening its programs, including thosedescribed below, to help achieve its science-based targets.

Scope
3 Vendor Engagement
Engagement Progress
Scope
3 Vendor
Progress

Scope 1 & 2 Progress

65%
1,500

1,352

65%

Scope 3 Business Travel and Employee

CommuteProgress
Scope 3 BusinessTravel& Employee Commute P

60%
34,20135,0001,000

40%
25,000732

17,286
500
298

324

350

15,00023%

20%

13,371

13%

5,821

5,000
0

0%
FY2020
FY20

FY21
FY2021FY22
FY2022

SBT Target

FY23
FY2023

FY24
FY2024

Goal for SBT Target

Actuals0

FY2024FY2024FY2023
FY2023

Suppliers with Targets

1,860
FY2020
FY20

FY21
FY2021
SBT Target

FY22
FY2022FY23
FY2023

FY24
FY2024

Actuals© Okta and/or its affiliates. All rights reserved. Confidential Information of Okta – For Recipient’s Internal Use Only.

© Okta and/or its affiliates. All rights reserved. Confidential Information of Okta – For Recipient’s Internal Use Only.

© Okta and/or its affiliates. All rights reserved. Confidential Information of Okta – For Recipient’s Internal Use Only.

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 renewableenergy procurement and purposeful portfolio management.
During FY2024 we continued to right size our portfolio andselect new sites in highly efficient and electric buildings. We
partnered with our real estate team to prioritize sustainability
during site selection as well as continued to build out energy
efficient spaces.

CDP is a global nonprofit that provides a disclosure systemfor companies, cities, states, and regions to measure andmanage their environmental impact. It collects data on anorganization’s climate change risks and opportunities, businessstrategy, emissions data, and more. Over 13,000 companies,
including Okta, participate in the CDP’s climate questionnaire

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 of FY2024, 23% have set validated SBTs.

Target: Reduce absolute scope 3 GHG emissions frombusiness travel and employee commuting transportation 42%
by FY2030 against an FY2020 base year.

Commentary: Supporting our vendors in setting their own SBTs
affects change through our supply chain and beyond. In
FY2024, we requested that Okta’s strategic vendors set SBTs. We
provided resources to help vendors conduct GHG inventory, settargets, and reduce emissions, and conducted follow-up calls
so they understood Okta’s expectations. We are partnering with
our Strategic Sourcing and Procurement team to increasingly
embed sustainability considerations across the lifecycle ofvendor interactions with Okta.

Commentary: In FY2024, we launched a comprehensive
Sustainable Travel Guidebook to educate employees, pairedwith a Smart Sustainable Travel Game to incentivize them torethink their travel decision-making process. We partneredclosely with the travel team to incorporate sustainability
language into Okta’s travel policy and with Finance and Data
Analytics so we continuously share additional data around ourtravel progress with leadership. We made a small purchase ofsustainable aviation fuel (SAF) certificates, as we want to bepart of the market signal of the importance of reducing aviation
emissions. We are focusing on reducing unnecessary air
travel by offering virtual options for meetings and events, andbundling trips to reduce total trips. Okta continues contributing
to innovation in the ecosystem by supporting organizations
like the Sustainable Aviation Buyers Alliance (SABA). Despite
our efforts, our Scope 3 emissions increased in FY2024 as ourtravel and operations have grown post the COVID-19 pandemic.
We will continue to monitor our Scope 3 emissions andevaluate ways to address this trend.

every year. Our participation enables us to track progress, remain
accountable and focus on continual improvement. Find out moreon our Energy and Climate webpage.

CDP by Fiscal Year
Scores

FY2021

FY2022

FY2023

B-

B

B-

ESG & sustainability awards and recognition• Named on USA Today’s America’s Climate Leaders in 2023 & 2024
• Named on Newsweek’s America’s Greenest Companies 2024 list
• Okta was Great Place to Work certified in 2023
•	Independently assessed according to the FTSE4Good* criteria; satisfied
requirements to be a constituent of the FTSE4Good Index Series

FTSE4Good*Created by the global index provider FTSE Russell, the FTSE4Good Index Series is designed
to measure the performance of companies demonstrating strong Environmental, Social, andGovernance (ESG) practices.

This Fact Sheet was published in August 2024.

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 mosttrusted brands trust Okta to enable secure access, authentication, and automation. With flexibility 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.