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REPORTFOR OUR
BUSINESSCOMMUNITYENGAGEMENTHUMAN CAPITALMANAGEMENT

SUPPLY CHAIN AND
PROCUREMENTTHE
ENVIRONMENTGOVERNANCE
AND COMPLIANCE

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FOREWORD

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GREG
BROWN
CHAIRMAN & CEO
MOTOROLA SOLUTIONS INC

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As we look ahead, we’re driven by a passion for being a
positive force for change, but we know there is still work
to be done. We’re relentless about working towards a
better, more equitable and safer world for us all.

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CORPORATE RESPONSIBILITY REPORT 2022 | 02

FOREWORD

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Motorola Solutions has
been delivering essential
solutions in critical momentsthat have helped protect ourcommunities for nearly acentury. Today, the work that
we do and the technology andservices we deliver are morecritical than ever.

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Driven by the belief that safety and security
are foundational to enable communities
and businesses to thrive, we are
passionate about designing and delivering
technologies that help to protect people,
property and places – from classrooms
to hospitals and stadiums, in the office
and across our largest cities and smallest
towns. But we know that it’s not only what
we do, but how we do it that differentiates
us - supporting disaster relief efforts,
valuing diversity and inclusion, innovating
new technologies and so much more.
I’m proud of the many highlights in 2022
that underscore this commitment to ourcustomers and communities.
When the Russia-Ukraine conflict brokeout, our employees immediately sprang
into action, coordinating response efforts,

providing shelter and donating criticalsupplies to help refugees. As a company,
we shipped truckloads of equipment,
facilitated employee relocations anddonated hundreds of thousands of dollars
to relief efforts. We remain committed tosupporting our customers and employees in
the region while the conflict continues.
We also reached new heights in ourefforts to make a positive impact on thecommunities where we live and workaround the world. Employees across
43 countries logged more than 75,000
volunteer hours, and the majority of theMotorola Solutions Foundation $9.5 million
in strategic grants directly benefited
people of color, including first responders,
students and teachers. Our philanthropy
is a compelling force for attracting
extraordinary talent. In 2022, we grew ouremployee base to more than 20,000 people
whose unique backgrounds and diverse
perspectives continue to encourage new
ways of thinking in all that we do.
Innovation remains the oxygen of ourcompany. We invested $779 million in
research and development and grew
our portfolio of patents to more than
6,500. We also diversified our board of
directors with the addition of Dr. Ayanna
Howard, adding deep expertise in artificial

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CORPORATE RESPONSIBILITY REPORT 2022 | 03

intelligence, robotics and human-computerinteraction. While we build on our traditionof innovation, we remain focused on
safeguarding our intellectual property andensuring our solutions remain aligned with
our purpose and ethics – responsibilities
held by each and every Motorolan.
Finally, we reaffirmed our commitment toaddressing the effects of climate change,
continuously reviewing our products,
processes and activities to reduce ourenvironmental impact. We are pleased tobe making progress towards our goal of
reducing Scope 1 and 2 greenhouse gas
emissions by 95% by 2031.
As we look ahead, we’re driven by apassion for being a positive force forchange, but we know there is still work to
be done. We’re relentless about working
towards a better, more equitable and safer
world for us all. A world where people canbe their best in the moments that matter.
This is our purpose – and we remaincommitted to it each and every day.
Greg Brown 
Chairman & CEO
Motorola Solutions, Inc.

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FOREWORDCOUR APPROACHCORPORATERESPONSIBILITY AT
MOTOROLA SOLUTIONS

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Motorola Solutions is a global leader
in public safety and enterprise security.
Our solutions in land mobile radio
communications, video security and thecommand center, bolstered by managed
and support services, create an
integrated technology ecosystem to help
make communities safer and businesses
stay productive and secure. At Motorola
Solutions, we’re ushering in a new era
in public safety and security.
Our approach to corporate responsibility
is guided by three principles: operate
ethically, protect the environment andhelp foster public safety and thriving
communities. Our 2022 Corporate
Responsibility Report demonstrates
our global commitment to corporate
responsibility and highlights key areasof progress from the year.
We welcome commentsor questions at:
corpresponsibility@
motorolasolutions.com

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ENVIRONMENTAL, SOCIALAND GOVERNANCE
FRAMEWORK
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Our Environmental, Social andGovernance (ESG) Frameworkdemonstrates our governance standards
and our social and environmental
commitment to create value for ourplanet, as well as our employees,
customers and the communities thatshare it. From our efforts to align with
the Science Based Target initiatives
to the way we incorporate numerous
standards and frameworks to shape ourculture and inform our goals, we aim
for sustainable and inclusive growththrough our ESG framework, whichcenters around the following six pillars.

FOR OUR BUSINESSOur business is deeply
integrated with ESG
concerns. We believe thatthe work that we do — andthe technology we create— plays an essential rolein our world today. We
embrace the opportunity
to create solutions anddevelop our technologies
with the intent to address
larger societal challenges
and the goal to ultimately
impact the greater good.

COMMUNITYENGAGEMENT
We focus on giving backto the communities
where we live and workthrough volunteerism,
strategic grants and othercommunity investment
initiatives. By partneringwith organizations thatalign with our values andshare our goal of creatingsafer cities and equitable,
thriving communities, we
aim to drive meaningfulchange.

HUMAN CAPITALMANAGEMENT

SUPPLY CHAIN
AND PROCUREMENT

Our employees are a
critical enabler of businessvalue. Our human capitalmanagement programs aredesigned to recruit, retain,
develop and optimize ourworkforce. Whether throughincreased outreach efforts,
enhanced compensation
and rewards programs,
investment in professional
development, or reinforcing
an inclusive environment,
our goal is to take careof our most importantresources by anticipating
employee needs andadapting to meet them.

We aim to deliver
exceptional customer
experience through agility,
speed and collaboration.
Through our membership in
the Responsible Business
Alliance (RBA) and ouralignment with the United
Nations Guiding Principles
on Business and Human
Rights, we continually
strive to source efficiently
and ethically from a diverse
supply base, launch anddeliver new products
and solutions on-time,and exceed customer
expectations by delivering
outstanding quality, service
and support.

THE ENVIRONMENTGOVERNANCE
AND COMPLIANCE

We strive to stay abreastof top environmental issues
that affect our operations
and the communities weserve. We remain focusedon matters such as waste
and pollution and aim to
identify and address a widearray of factors that impact
the sustainability of thecommunities we inhabit.

Our governance andcompliance frameworkis centered aroundour goals of:(1) accountability;(2) consistent applicationof our well-establishedpolicies and practices;(3) providing transparent
and reliable information
to our stakeholders; and(4) integrity at the root of
all that we do.

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FOREWORD

CONTENTSINTRODUCTION

THE ENVIRONMENT

07 Scope of Report

52 Environment, Health and Safety Management

07 Reporting Standards

53 Site Remediation

07 Material Topics

54 Climate Impact

FOR OUR BUSINESS
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57 Construction Projects

12 Responsible Technology

58 Energy

13 Cybersecurity Products and Services

59 Waste and Recycling

15 Enterprise Information Security

59 Water Use

16 Inclusive Product Design

59 Emissions
60 Safety

COMMUNITY ENGAGEMENT

661 Environmental Design Principles

24 Disaster Relief

61 Materials Management

25 Support for Ukraine

61 Energy Efficiency
61 Packaging

HUMAN CAPITAL MANAGEMENT

62 Product Recycling and Battery Take Back

28 Global Workforce

63 Employee and Community Engagement

31 Diversity, Equity and Inclusion

GOVERNANCE AND COMPLIANCE

35 Workforce Demographics

66 Policies

37 Human Capital Development

67 ESG Strategy and Risk Oversight

39 Total Rewards

67 Business Conduct

39 Benefits

68 Commitment to Anti-corruption
69 Addressing Concerns

SUPPLY CHAIN AND
PROCUREMENT
42 Supply Chain

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61 Sustainable Design and Product Stewardship19 Community

28 Learning
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57 Furniture

11 Data Privacy and Protection

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56 Safe and Sustainable Operations

69 Government Affairs and Lobbying
70 Political Contributions in the United States

43 Suppliers

REPORTING REFERENCE

44 Risk Assessment

72 Global Reporting Initiative (GRI) Standards

45 Auditing and Improving

77 Sustainable Accounting Standards Board (SASB) Reference

48 Conflict Minerals

78 Task Force on Climate-Related Financial Disclosure (TCFD) Index

49 Supplier Diversity Program

79 United Nations’ Sustainable Development Goals (SDG)CORPORATE RESPONSIBILITY REPORT 2022 | 05

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INTRODUCTINTRODUCTION

INTRODUCTION

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SCOPE OF REPORT

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This report covers Motorola Solutions’corporate responsibility (CR) strategy
and programs for fiscal year 2022 (Jan.
1, 2022 to Dec. 31, 2022), including ourglobal operations, unless otherwise noted.
It provides key CR metrics and goals,
with a focus on meeting the needs ofinvestors and stakeholders. More detailed
information is available on our website.
This report does not include details on
our financial performance. Details on
our financial performance can be foundon our website and in our public filings
available through the U.S. Securities andExchange Commission (SEC).
Statements in this report which are nothistorical in nature are forward-looking
statements, which are made pursuant tothe safe harbor provisions of the Private
Securities Litigation Reform Act of 1995,
as amended, and generally include words
such as “expect,” “may,” “could,” “believe,”“would,” “might,” “anticipates” or similarwords. The principal forward-looking
statements in this report include: (1) ourgoals, commitments and programs; (2) our
business plans, strategies, and initiatives;(3) our assumptions and expectations; (4)the scope and impact of our corporate
responsibility risks and opportunities; and(5) standards and expectations of third

parties. Although we believe there is areasonable basis for the forward-looking
statements, our actual results could bematerially different. The most importantfactors that could cause our actual
results to differ from our forward-looking
statements are set forth in our descriptionof risk factors included in Part I, Item 1A,“Risk Factors” of our Annual Report on
Form 10-K for the year ended December
31, 2022 and Part II, Item 1A of Motorola
Solutions’ Quarterly Report on Form 10-Q
for the First Quarter of 2023, which should
be read in conjunction with the forwardlooking statements in this report and areaccessible on the SEC’s website and on
our website. Forward-looking statements
speak only as of the date they are made,and we do not undertake any obligation to
update any forward-looking statement.
In addition, historical, current and forwardlooking statements, including non-financial
climate-related metrics presented herein,
may be based on standards measuring
progress that are still developing, internal
controls and processes that continue to
evolve, assumptions that are subject tochange in the future, and measurementsthat contain uncertainties resulting
from limitations inherent in the natureand methods used for determining suchdata. We reserve the right to update
our measurement techniques andmethodologies in the future.

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REPORTING
STANDARDSThe Global Reporting Initiative (GRI)
Standards, the Sustainability AccountingStandards Board (SASB), the Task
Force for Climate Related Financial
Disclosures (TCFD) and the UN Sustainable
Development Goals (UNSDGs) arereferenced when relevant (see page 71).

MATERIAL TOPICS
Our CR management and reporting focuseson the topics most material to our business.
This report uses certain terms including
those that the GRI, SASB, TCFD or others
refer to as “material” to reflect the issues
or priorities of Motorola Solutions and its
stakeholders. Materiality and its relevant
definition as used in this report is different
from the definition of “materiality” used in
the context of filings with the SEC. Issues
deemed material for purposes of this reportand for purposes of determining our ESG
strategies may not be considered material
for SEC reporting purposes.

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INTRODUCTIONCMOST MATERIAL TOPICS
Environmental• Greenhouse gas emissions fromoperations• Conflict minerals sourcing

1• Substances of concern in products
Social• Diversity, equity and inclusion• Cybersecurity, data privacy andresponsible technology

2• Employee health and safety
Governance• Ethics and integrity• Anti-corruption• Business continuity and resiliency

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Other Significant Topics• Addressing climate change• Community engagement• Corporate governance• Employee development and engagement

4• Energy use• Enterprise information security• Intellectual property protection• Government lobbying5• Political contributions• Product disposal and recycling• Product energy efficiency• Product transportation• Stakeholder partnerships

6• Supply chain responsibility

To define an initial set of material
topics, we benchmarked GRI and
SASB industry sustainability reporting
standards, as well as industry
peers and competitors with robust
ESG programming. Based on ourbenchmarking we identified an initial 43
topics, with the goal of refining the list
through stakeholder engagement.

STAKEHOLDERENGAGEMENT
Stakeholder engagement was
performed in three stages:
1. Interviews and workshops with
key internal senior management,
subject matter experts and executive
members of the company.
2. Interviews, surveys and researchwith key external stakeholders,
including customers, investors,
suppliers, regulatory bodies andindustry associations.
3. A final survey of a large sample ofemployees across a variety of levels,
departments and countries.
Participants were asked to rateeach topic based on two criteria:
1. How the topic reflects thesignificance of Motorola Solutions’economic, environmental and social
impacts; and/or
2. If our performance in these topics
would substantively influence theassessments and decisions ofstakeholders in relation to Motorola
Solutions, such as their decision towork with, or work for, the company.

• Waste and recycling in operations• Water use, conserving water resources

METHODOLOGY
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We conducted our materiality assessment
in 2020 in alignment with GRI standards
and guidance. It was conducted in threephases: benchmarking, stakeholder
engagement and an analysis of findings.

RESULTSAll data was combined to narrow
down our 25 most material ESG topics.
Inputs from both external and internal
stakeholders were given equal weightin our analysis, as we value the opinionsof all of our stakeholders equally.

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CORPORATE RESPONSIBILITY REPORT 2022 | 08

PERIODIC REFRESHMENT
We also plan to further refine material
issues to better understand whichissues can affect the company (“impacts
inward”) as well as how the company
impacts society and the environment(“impacts outward”).

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02
FOR OUR
BUSINE
BUSINESSFOR OUR BUSINESS

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GEYASHGEYASHMELBOURNE DESIGN CENTER

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Our human centered and mobile-first innovations play a
crucial role in enhancing the safety and security of our
first responders and the communities they serve. Oursense of purpose lies in the success of our customers.

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CORPORATE RESPONSIBILITY REPORT 2022 | 10

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FOR OUR BUSINESSCDATA PRIVACY AND PROTECTION

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We respect the privacy rights and freedoms of all individuals andapply appropriate technical and organizational measures to protect all
personal data processed by Motorola Solutions. We are committed
to ensuring that personal data is collected, used and processed only
when there is a legal basis for doing so. Further, we adhere to key
privacy principles, promote ethical data management and extend thisrequirement to our third party providers. We believe that trust in us iscreated through transparency and accountability. We are transparent
about our commitments and what to expect when it comes to theshared responsibilities with our customers to protect and manage
personal data. In the event of a data breach, we strive to provide
timely notifications in accordance with our contractual commitments
and applicable law.
Our approach to privacy is grounded in our commitment to provide
governance, transparency and accountability over the collection, use
and distribution of personal data. We appointed a data protection
officer to address European General Data Protection Regulation (GDPR)
obligations. We also continue to strengthen our existing culture ofdata protection across the company – including expanding our privacy
expertise, training and awareness opportunities.
For information on our data management approach, see
our Trust Center and the Motorola Solutions Code of
Conduct for Data Ethics and Rights.

Privacy inquiries and concerns are received primarily via
the Motorola Solutions dedicated mailbox, privacy1@
motorolasolutions.com. We respond to inquiries using ourestablished processed designed according to applicable law.
Data Privacy Champions (DPCs), provide guidance to employees
on our privacy policy and act as a first point of contact for privacy
at a local level. DPCs work with country managers, who areresponsible for corporate governance and compliance efforts
within their country.

DATA SUBJECT REQUESTS
Total Data Subject / Consumer Requests

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2022
2021

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2020

171*

*Majority of requests are job applicant data erasure requests.

2022 GOALSOUTCOMES

Obtain approval for
updated EU Binding
Corporate Rules.

ACHIEVED: Obtained approval for updated EU Binding Corporate Rules from the Danish Privacy
Regulator (Datatilsynet) in February 2022.

Update Privacy program
to meet evolving U.S.
and international
privacy legislation.

ACHIEVED: Privacy program updates addressed U.S. state privacy laws that were slated to come into
effect in 2023. Continuing to monitor for any regulatory updates.

Achieve security &privacy certifications.

ACHIEVED: ISO 27001 (information security management), 27017 (information security for cloudservices), 27018 (protection of personally identifiable information in public clouds), and 27701 (privacy
management system) certification of our Privacy and Information Security Management System governing
the information assets and data processed by our development and technical engineering support
operations for the products and services included in our Critical Communications, Command Center
Software, and Video Security & Access Control offerings managed at 28 sites worldwide. We alsoachieved SOC2 Type II reporting including the security, confidentiality, processing integrity, availability andprivacy trust criteria across these same 28 sites. Additionally, our North American Commercial and Federal
Managed Services including the Network Operations Center, Security Operations Center, & TechnicalSupport Operations have achieved ISO 27001.

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7ADDRESSING INQUIRIES AND REQUESTSACHIEVED: In addressing our obligations for U.S. state privacy laws, a comprehensive review of all
obligations was conducted and is reflected in our updates.

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CORPORATE RESPONSIBILITY REPORT 2022 | 11C

FOR OUR BUSINESS

TODD
PIETT
SALES

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People have a right to be safe where they live,
work and play. The responsible development
and application of technology plays a hugerole in making that a reality.

RESPONSIBLE TECHNOLOGY
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Advancing Motorola Solutions technologies – responsibly and ethically

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Governments, enterprises and communities
around the world rely on our technology
to keep our cities safer, our businesses
thriving and our world moving forward.
That reliance requires trust. Our customers
trust that our technology will perform as
promised and be designed in a way thatenables its responsible, ethical and fair use.
As our products increasingly incorporate
powerful technologies, such as artificial
intelligence and machine learning, it’s our
responsibility to ensure that accuracy,
inclusivity, transparency, privacy andfairness are an inherent part of our solutions– just as protection and safety are.
Since many technologies today canprogress faster than legislation andregulatory frameworks, we continuously
work to ensure that our innovations remainaligned with our purpose and ethics, andtake into account broader implications for
how our technologies can be used by ourcustomers and the communities we serve.
We design controls into our products thatallow our customers to enforce compliancewith regulations and usage policies.

The Motorola Solutions Technology
Advisory Committee (MTAC) is amultidisciplinary internal group
commissioned by our management
executive committee that serves as a“technical conscience” for the company.
The committee helps to ensure ourtechnological advancements remainaligned with our purpose and ethics, andare informed by the broader implications
to our customers, the communities served
and society at large. This includes providing
guidance on the solutions we create, theregions in which they are deployed, thepartnerships we forge and the roadmap inwhich we invest.
Our Trust Center includes the Code of
Conduct for Data Rights and Ethics
and Guidelines for Responsible Use of
Artificial Intelligence that were recently
published by the MTAC. The MTAC also
developed and published internal guidelines
to employees worldwide for positioning
and selling sensitive technologies as well
as responsible, transparent disclosure of
product capabilities. The MTAC partneredwith the Office of Ethics and Compliance

CORPORATE RESPONSIBILITY REPORT 2022 | 12

and our international sales leadership toestablish controls in our sales processes tohelp identify and provide objective review
of prospective transactions that containsensitive technologies to customers and/or countries where use of our products
outside of their intended purpose or in amanner that results in harmful social impact
may be of concern. As part of its regulargovernance process, the MTAC conducts
risk assessments for Motorola Solutions
technologies and tests these against thecompany’s purpose and ethics. For eachcircumstance, the MTAC considers specificrisks as to how our products are used andalso tries to anticipate possible misuses.
Risk classifications include societal andcustomer/user implications as well as
Motorola Solutions’ legal, reputation andbusiness risks. Based upon these reviews,
the MTAC offers specific recommendations– including product design, offer structureand go-to-market strategy – whichbecome part of the business’s decisionmaking process.

FOR OUR BUSINESS

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CYBERSECURITY PRODUCTS AND SERVICES
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Now more than ever, ensuring cyber resilience is critical to protecting business and enterprise.
As a global leader in public safety and enterprise security, Motorola Solutions builds its
products, solutions and services with security in mind.
In 2022, we worked to further advanceour commitment to cybersecurity products
and services. We continued to expand
our dedicated team of cybersecurity
experts to build out our capabilities around
penetration testing, threat intelligence,
application security, structured risk
management processes, security
architecture and incident response
and training.
In addition, we continued to leverage thecapabilities of our recent acquisitions –implementing Managed Detection andResponse within our public safety products– to further expand our ability
to support our customers.
Our end-to-end approach to keep ourcustomers operational includes training
them to stay actively informed of therapidly changing landscape of security
threats and compliance threats, whileproviding a portfolio of cybersecurity
services to enhance operational integrity.
Those services include:• Risk assessment and consulting to
identify vulnerabilities and develop arobust cybersecurity strategy• Security patch installations to mitigate
risks with pre-tested software updates• Security monitoring to proactively protect
networks from cyberattacks• On-premise security operations centers tomonitor customer infrastructure• Cybersecurity professional services toprovide a comprehensive and systematic
approach to risk management andprotection of critical infrastructure
Throughout 2022, we continued to fostera culture of cybersecurity throughout thecompany through workforce development
programs that incentivize employees todevelop their cyber skills. We strive toequip our workforce with the resources andcapabilities necessary to build and maintainsecure products and influence a future
generation of cyber professionals, with thegoal of establishing Motorola Solutions
as an industry leader in the promotion of
cybersecurity workforce development andeducation. We increased our investments
towards incorporating security into modern
software development and cloud operations
for our products and services.

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Cybersecurity Champions

Throughout the lifecycle of a
product, a dedicated group of
employees works behind thescenes to help maintain our
security standards.
These “cybersecurity
champions” support thecompany’s security andproduct teams by implementing
security best practices, looking
for vulnerabilities within our
products and working toprotect customer and company
data. In 2022, we continued
to grow our number of cyberchampions, bringing us tomore than 700 champions
throughout the company.

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2022 GOALSOUTCOMES

Evolve the product security program
to mature governance and oversight,
expand cybersecurity training andeducation programs, integrate withproduct teams and build organic
capability inside product teams.

ACHIEVED: Institutionalized a common framework for assessing cybersecurity risk
within the organization, along with a well-established cadence for risk reviews withsenior management. Reached internal employee training targets for both online andboot camp-based training formats. Additionally, we substantially grew the network ofcybersecurity champions organic to the Products and Systems Integration and Softwareand Services organizations.

Engage with customers to educate
on cybersecurity threats and how tobetter manage them.

ACHIEVED: Provided thought leadership through ongoing communication initiatives,with the Public Safety Threat Alliance publishing 25 intelligence reports in 2022 on
cyber threats to public safety organizations.

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Our Motorola Solutions’ Trunked Users Group (MTUG) brings together Motorola
Solutions and the Public Safety and Public Service agencies that utilize our trunked radio
systems to promote the development, sustainability and education of our products,
services and processes for the mutual benefit of all parties.
In 2022, Motorola Solutions accomplished improvements by highlighting important
cybersecurity topics and conducting VOC (Voice of Customer) sessions and techtalks. The output of the sessions, and utilizing the MTUG customer feedback, helped
prioritize focus for improvements including customer facing communications regarding
vulnerabilities, addressing cyber attacks published in the press and other alerts throughforums such as CISA, and expediting the product vulnerability discovery process
improvement and tools automation. MTUG requested the committee scope to expand
to the CEN and product integration information which enables the adoption of Motorola
cloud products and innovation. Historically, customer interest in cloud communications
was not part of the discussion.

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Public Safety Threat Alliance6

In 2022, we established the Public Safety Threat Alliance (PSTA) inorder to provide public safety organizations with the knowledge theyneed to defend against cyber attacks. The PSTA serves as a cyberthreat intelligence sharing, collaboration and information hub with thegoal of improving the cyber security posture, defense and resilienceof its more than 350 members.

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FOR OUR BUSINESS

TIM
COLLYERINFORMATION SECURITY

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Our Enterprise Information Security programaims to engage and encourage Motorola
Solutions employees to protect some of ourcompany’s most critical assets ­— our intellectual
property and the innovations we invest in.

ENTERPRISE INFORMATION SECURITY
At Motorola Solutions, we believe that cybersecurity is the responsibility of every employee
and contractor that has access to our intellectual property. Through an engaging cybersecurity
awareness program, we continuously work to drive a culture that encourages employees toprotect their innovative work and safeguard our customers.

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In 2022, we provided an individualized
scorecard for employees to see how their
behaviors and the health of their computers
contribute to their security posture. Thiskind of feedback loop gives employees
visibility and concrete actions they cantake to protect our company, our dataand our customers. Additionally, weoffer annual training to employees andcontractors on our security policies,
general security hygiene practices,phishing attacks and more.
Our Enterprise Information Security
team is committed to maintaining theconfidentiality, integrity and availability ofclient and internal information and systems
and is critical to Motorola Solutions’business and reputation. This commitment
is reflected in everything we do, from the
top corporate governance policies to each
employee’s everyday actions.

Motorola Solutions has establishedspecific information security policies andstandards, which are published internally.
These organizational requirements aredesigned to address risks identified throughrisk assessment processes, as well as
regulatory requirements. In 2022, we
harnessed the perspectives of internal
experts from various disciplines across thecompany to review our security policies
and clarify and update where appropriate.
Our corporate security policies are now
organized to align with various National
Institute of Standards and Technology(NIST) frameworks for ease of use and to
facilitate meeting customer contractual
obligations. Certain corporate policy
statements are publicly available on
our website.
Every year, Motorola Solutions conducts
several assessments comparing our

CORPORATE RESPONSIBILITY REPORT 2022 | 15

Enterprise Information Security program
effectiveness against industry standards.
The studies range from self-assessments
to independent third-party analysis andevaluate our program using frameworks
such as the NIST Cybersecurity Framework.
In 2022, the overall Enterprise Information
Security program met or exceededindustry standards according tothese measurements.
In our continuing efforts to protect our
intellectual property, we updated our
security policies to require the use oftrusted devices to access Motorola
Solutions data starting in 2023. In addition
to the policy changes, we began toimplement technical enforcement of therequirement to have a trusted device whenaccessing sensitive applications.

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INCLUSIVE PRODUCT DESIGN
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We consider social impacts in the design of our products andwork across all stages of the lifecycle to create products
and solutions that consider the diverse populations that oursolutions will encounter.
Throughout the past year, our user
experience (UX) team has built a function
design system focused on contrast ratios,
color usage, development best practices
and user inclusivity in how we build
the modular elements shared between
applications in our products.
In 2022 we hosted an Accessibility for All(A4A) Hackathon — a competitive way tocreate, evaluate and amend our products
to help meet the needs of all people,
regardless of ability.
We also designed our iconography to be
inclusive — especially in the representationof people. This includes removing figureswhere they don’t benefit communicationand ensuring we have neutral figures
without overt gender identifiers. And
lastly, as a way to represent our users, theteam built an internal library designed tocommunicate storytelling as an extensionof our design tool, allowing for genderneutral hair and clothing styles, as wellas the ability to customize hair, skin andclothing to enable as much representationin our storytelling as possible.

INCLUSIVE DESIGNPRINCIPLES• Create simple and intuitive design• Design our products with various
situations in mind (e.g., firefighters canoperate their devices with low vision,“fall alert” emergency triggering)• Provide content in multiple ways (e.g.,
audio and viewing)• Design our products to provide
equivalent experiences (e.g., color-blindconsideration)• Design our products’ wearability
accessories with gender consideration• Omit non-inclusive language from newly
created product manuals and marketing
materials

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03
COMMUNITYENGAGEMENTENGAGEM

COMMUNITY ENGAGEMENT

C

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WESLEYBARDENMOTOROLA SOLUTIONS FOUNDATION

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The Foundation’s 70 years of impact is remarkable; we’veawarded millions of dollars and engaged thousands of
employees with organizations who are driving meaningfulchange across the world. Through our partnerships,
we’re helping address the biggest challenges facing
public safety and technology and engineering education.



CORPORATE RESPONSIBILITY REPORT 2022 | 18



COMMUNITY ENGAGEMENTCCOMMUNITY
At Motorola Solutions, we are good corporate citizens by design.
Our work makes a difference in the critical moments that shape lives,
businesses and the world, but our contributions don’t end there.

1

2

The Motorola Solutions Foundation acts
as the charitable and philanthropic armof Motorola Solutions and focuses on
giving back to the communities where our
employees live and work throughstrategic grants, employee volunteerism,
disaster relief and other community
investment initiatives.

The Foundation, which has donated morethan $100 million over the last 10 years,
aims to partner with organizations thatare creating safer cities and equitable,
thriving communities. Within its strategic
grants program, the Foundation focuses its
giving on three key areas: (1) first responder
programs, (2) technology and engineering
education, and (3) programs that combineboth. We also prioritize support forunderserved and underrepresented

populations, including people of color
and women, within our areas of focus. In
addition, the Foundation aims to partnerwith organizations that align to its valuesof accountability, innovation, impact,
diversity and inclusion.
The Foundation is one of the many
ways in which the company lives out its
purpose to help people be their best in
the moments that matter.

3

TOTAL
DONATIONS*

2022 GIVING SUMMARY
4FOUNDATION GIVING$13.7M

ANNUAL GRANTS PROGRAM

5

$4.7M
FIRST RESPONDER
PROGRAMMING$4.6M
TECHNOLOGY &ENGINEERING EDUCATIONOTHER AREAS OF GIVING
6

7

$0.2M
BLENDEDPROGRAMMINGEMPLOYEE PROGRAMS

$0.2M

$0.2M

$2.2M

DISASTER RELIEF

COMMUNITYEMPLOYEE VOLUNTEERISM& GIVING

CORPORATE GIVING$1.6M*Includes Motorola Solutions Foundation & Motorola Solutions, Inc. charitable donations

CORPORATE RESPONSIBILITY REPORT 2022 | 19



COMMUNITY ENGAGEMENT

2022 FOUNDATION IMPACTC

MORE THAN

1

190+ $2.3M 1 IN 4 4,000+

STRATEGIC GRANTS
AWARDED IN 23
COUNTRIES2IN VALUE*
GENERATED THROUGHVOLUNTEERISM

EMPLOYEESVOLUNTEEREDCHARITABLE
ORGANIZATIONSSUPPORTED*Based on a study by Independent Sector

2022 FOUNDATION HIGHLIGHTS
345LAUNCH OF NEW MOTOCARES PORTAL
In 2022 the Foundation launched the
MotoCares Portal, a new giving platform
designed to make it easier for employees
to do good. The portal offered employees
new features and capabilities including theability to:• Donate across borders to eligibleinternational charitable organizations• Easily create and sign up for local
volunteer opportunities• 53% of employees, across 56 countries,
have logged into the portal at least once,
higher than the benchmark industry
average in our field (44%).

• Make donations directly from the portal,
with an automatic match from theFoundation• Volunteer and give on the go, with aneasy-to-use mobile app
The results were outstanding:• Nearly 1 in 3 employees were donors on
the portal — either donating directly,
submitting an external match, or using
a Foundation-issued reward to make adonation — representing a nearly 1,000%
increase compared to 2021.
• Through these efforts, employees
supported more than 4,000 charitableorganizations

GLOBAL EXPANSION OF MOTOROLA MATCHES
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7

The Foundation was able to equitably
support employees in their charitablepursuits by making the Donations for
Donors program — its matching
program for employees’ charitable
donations — available to all employees
globally. Additionally, the Donations forDoers program — its matching program for

employees’ volunteer time — was updated
to provide the same volunteer reward for all
employees regardless of location. Amplified
by the new MotoCares Portal, we achieved
the following notable metrics:• Nearly 3x as many employee participantsin the Donations for Donors program ascompared to 2021



CORPORATE RESPONSIBILITY REPORT 2022 | 20

• Nearly 6x increase (compared to 2021) in
employees qualifying for
our Donations for Doers grants• More than 1 in 4 employees logging atleast 1 volunteer hour (compared to 1 in
6 in 2021)



COMMUNITY ENGAGEMENT

C

Nicole Hockley, Co-Founder and Ceo, Sandy Hook Promise Foundation

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School shootings, youth suicide and other harmful acts are preventable when students and thecaring adults around them recognize the warning signs of potential violence and know how
to get help to intervene. Thanks to the Motorola Solutions Foundation’s generous partnership,
Sandy Hook Promise was able to bring our Know the Signs violence prevention programs into
more schools across the U.S. At least four credible planned school shooting attacks and 98 youth
suicides were proven averted as a direct result of our Know the Signs programs during the 202122 school year. This life-saving impact would not have been possible without champions of school
safety like the Motorola Solutions Foundation. We are grateful and honored to work together toprotect children.

ANNUAL GRANTS PROGRAM
The Foundation proudly partners
with organizations that are creatingsafercities and equitable, thriving
communities through initiatives thatprovide safety preparedness andresponse training to schools, adults,
students and first responders.
This year, the Foundation increased
funding for school safety initiatives by
43%, acknowledging the need for creating
environments where students can focus
on furthering their education, without
fearing for their safety. The Foundation
supports grant partners such as the
Sandy Hook Promise Foundation (SHP), an
organization devoted to preventing gun andother violence before it occurs. A recent
Foundation grant allowed SHP to expand its
Know the Signs initiative, which empowers
youth and adults to recognize potential
signs of violence before it happens byproviding free educational programming to
networks and schools across the U.S. To
date, their programming has reached 4.5
million individuals.

Additionally, the Foundation continued
its commitment to providing accessand opportunity among underserved
communities and populations traditionally
underrepresented in its focus areas,
including women, people of color, people
with disabilities, the LGBTQ+ community,
veterans and others. Once again, in 2022,
the majority of the Foundation’s grantfunding directly benefited people of color.
The Foundation supported programs fromthe Society of Women Engineers (SWE),
AnnieCannons, Girlstart, University College
London, Fundacja Edukacyjna Perspektywy
and many other organizations that introduce,
educate and inspire women withintechnology and engineering education.
The Foundation awarded over $1.3 million
to programs that support women ages 8-30
in technology and engineering education.

27%

INCREASE IN FUNDING TO
PROGRAMS THAT PROMOTE DIVERSITYAMONG FIRST RESPONDERS

75%

OF FUNDING IN TECHNOLOGY AND
ENGINEERING EDUCATION DIRECTLY
BENEFITED PEOPLE OF COLOR

52%

CORPORATE RESPONSIBILITY REPORT 2022 | 21

INCREASE IN FUNDING TO
PROGRAMS THAT SUPPORTFRONTLINE HEALTHCARE WORKERSC

COMMUNITY ENGAGEMENTCARLOSHERNANDEZ
CEO AWARD FOR VOLUNTEERISM

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2

I’m passionate about providing opportunities,
representation and equal access to STEM careers tounderrepresented communities. Motorola Solutions’s
emphasis on volunteerism helps to not only support
but encourage that passion. The CEO Award for
Volunteerism helps to create more awareness that we
can all get involved to give back to our communities,
create long term relationships and, in my case, to help
inspire the next generation of STEM leaders.

3

EMPLOYEE PROGRAMS

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5

In 2022, Motorolans reached new heights
in their efforts to positively impact theircommunities. More than 1 in 4 employees
across 43 countries logged more than
75,000 volunteer hours for the year. That
represents an increase of nearly 70% involunteer participation and a 20% increasein the number of volunteer hours compared
to 2021. Further, their volunteer service
yielded $2.3 million in value generated*for charitable organizations aroundthe world.

The majority of their volunteerism(47,000+ hours) took place during theFoundation-sponsored Global Monthsof Service, Motorola Solutions’ annual
volunteer-a-thon in September andOctober. Employees in 46 out of 50 U.S.
states — and across 43 countries —participated in more than 300 virtual andin-person team projects (nearly 3x as
many as in 2021), resulting in $300,000
donated to charitable organizations
around the world, many of which serve
diverse and underserved populations.

Motorolans were also extremely generous
with their charitable donations. On Giving
Tuesday, employees in 46 countries took
advantage of the Foundation’s $25 USD gift,which they could designate to the charitableorganization of their choice. Additionally,
many of them made personal donations andthen leveraged the Foundation’s standard
1:1 match. For the full-year 2022, theFoundation issued nearly $1.3 million inmatching gifts to thousands of causes for
employee charitable donations through its“Donations for Donors” program.
*Based on a study by Independent Sector

6

EMPLOYEE VOLUNTEERISM BY THE NUMBERS
VOLUNTEERS IN
743

COUNTRIES

MORE THAN

20%

INCREASE IN VOLUNTEER HOURSCORPORATE RESPONSIBILITY REPORT 2022 | 22

NEARLY70%

INCREASE IN NO. OF EMPLOYEE VOLUNTEERSCOMMUNITY ENGAGEMENT

C

1

2

DISASTER RELIEF
Through times of uncertainty and devastation, Motorolans stood side-by-side to help those in need. Collectively, Motorolans andthe Foundation donated more than $500,000 USD in response to disasters and conflicts worldwide, including Hurricane Ian andrelief efforts for the war in Ukraine.

452022 GOALSOUTCOMES

22% of employee headcount engaged in volunteerism.

EXCEEDED: 26% of employees logged more than 75,000 hours.

Make it easier for employees to participate involunteerism; leverage data to show increase inengagement and participation.

ACHIEVED: More than 330 employee-created volunteer
opportunities on the new MotoCares Portal.

25% growth in support for programs focused on diversity
and mental health for first responders and their families.

ACHIEVED: 27% increase in support for programs focused on
first responder diversity and 22% increase in support for programs
focused on mental health for first responders.

Continue support for underrepresented populations
within our areas of focus: first responder programmingand technology and engineering education.

ACHIEVED: The majority of the Foundation’s 2022 grant funding
directly supported people of color.

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7

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CORPORATE RESPONSIBILITY REPORT 2022 | 23

Nearly 6x increase in the number of employees qualifying for a
Donations for Doers grant, compared to 2021.



COMMUNITY ENGAGEMENTCDISASTER RELIEF
Motorola Solutions Delivers End-to-End Solutions and Emergency Operations Support

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For nearly a century, Motorola Solutions
has been working with public safety
agencies to offer the technologies,
critical support and resources needed
to help communities prepare for andquickly recover from disasters. Our
purpose-built, mission-critical ecosystemprovides an integrated end-to-end suiteof solutions including land mobile radio
communications, video security and access
control and command center software,
bolstered by managed and support
services that span emergency awareness,
emergency operations, network monitoring,system engineering and field services.
Following large-scale events, we mobilize
at a moment’s notice to help public safety
agencies rapidly establish communications
and regain control. We proactively monitor
emerging storms through our centralized
Network Operations Center, and response
teams are activated the moment an
emergency is detected to help customers
prepare. On-the-ground teams provide
mission-critical technology required tomeet the response. The support continues

during an event and in its aftermath, asteams work with customers to determine
the impact on communication sites and tocoordinate repairs.
2022 saw multiple large-scale natural
disasters wreak havoc across the globe —from floods and wildfires to earthquakes
and tornadoes. Intense wildfires burned
across the world, including in Argentina,
France, Korea, Portugal, Turkey and the
U.S. Devastating floods impacted Australia,
Brazil and Pakistan. And while the 2022
hurricane season resulted in fewer storms
than originally predicted, it also saw
Hurricane Ian make a devastating landfall
on the Florida coast.
Throughout it all, Motorola Solutions teams
were there to support our customers in the
moments they needed it most.
Additionally, our employees also play a vitalrole in disaster relief, from donating funds
to the tireless efforts of our emergency
response team, who work on the front line
to ensure first responders stay connected.

Hurricane Ian

The deadly and destructive
Category 4 hurricane madelandfall near Cayo Costa, FL on
Sept. 28, 2022. The powerfulstorm was the deadliest
hurricane to strike the state of
Florida since 1935 and caused
widespread damage.
Our team deployed quickly after
the storm made landfall andworked tirelessly, visiting morethan 20 sites over nine days torestore and repair equipment
and ensure communications
were up and running.

5Motorola Solutions offers tips
for public safety agencies
on preparing for hurricanes
and other natural disasters,
as well as a comprehensive
preparedness checklist. Moreinformation is available atwww.motorolasolutions.com/
disasterpreparedness.

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

CORPORATE RESPONSIBILITY REPORT 2022 | 24



COMMUNITY ENGAGEMENTCSUPPORT FOR UKRAINE

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Hundreds of thousands of lives were changed dramaticallywhen the Russia-Ukraine conflict began in February 2022. The
months following have seen tens of thousands of deaths and thelargest refugee crisis in Europe since World War II.
At Motorola Solutions, supporting ourglobal communities with disaster relief
and humanitarian aid is part of who weare — both as a company and as individual
employees — and the Russia-Ukraine
conflict was no different.
From the start, Motorola Solutions
employees sprung into action. Employees
across the EU opened their homes,
providing shelter to family and non-family
member refugees. Others met refugees at
the Ukrainian border and provided food,clothing and first aid, helped refugee
children enroll in new schools or secured
employment for their parents.

4

As a company, we supported our employees
in Ukraine and their families by helping
to facilitate relocation to safer areas andworked to provide financial assistance5

Ukraine Response Team6

7

to help with housing, medical and legal
needs. Our teams and channel partners
shipped truckloads of equipment to
Ukraine, including thousands of radios, andwe expedited technology shipments andservice to government and public safety
organizations in Ukraine as well as Poland
and other NATO countries.
Finally, the Motorola Solutions Foundation
donated $100,000 USD to Direct Relief, anonprofit organization with a long historyof providing aid to the region. Additionally,
the Foundation identified organizations
supporting relief efforts for Ukraine andprovided matching donations to employee
contributions, totaling nearly $200,000.

Polish employees immediately mobilized to help their Ukrainian neighbors and colleagues when war
broke out, spending thousands of hours volunteering. Teams incorporated response efforts into their
meetings – collecting items for orphans, expectant mothers and injured soldiers as well as packing
backpacks for Ukrainian children. In addition, Russian and/or Ukrainian-speaking employees camped
out at rail stations to translate for incoming refugees.

300

SANDWICHES MADE AND
DONATED TO REFUGEES WAITING
AT THE EMBASSY400

ADDITIONAL REFUGEES HELPEDTHROUGH DELIVERY OF HUNDREDS OF
POUNDS OF FOOD AND TOILETRIESCORPORATE RESPONSIBILITY REPORT 2022 | 25

1000+

HOURS SPENT TRANSPORTINGREFUGEES FROM THE KRAKOW TRAIN
STATION TO AID CAMPS


C

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04
HUMAN CAPITALMANAGEMENT

HUMAN CAPITAL MANAGEMENT

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RAVEN
WOODARDHUMAN RESOURCES

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Our people are our greatest strength. Without them, we
would not have the products that are so essential to ourcustomers and the communities they serve. As such, it
is vital that we foster an environment of inclusion andbelonging, where our employees feel valued. Withoutthem, we wouldn’t be there in the moments that matter.



CORPORATE RESPONSIBILITY REPORT 2022 | 27



HUMAN CAPITAL MANAGEMENTCGLOBAL WORKFORCE
We invest in employees so they can reach their full potential and provide opportunities for
professional development at every level. We seek to build an inclusive culture and diverse
workplace that promotes diversity of thought, innovation and growth.

1

GLOBAL WORKFORCE
Employees

Full-Time Employees
20,000

2022

2

4

2022

99%

2022

$9.3M

2021

18,700

2021

99%

2021

$8.4M

2020

18,000

2020

99%

2020

$8.3M

0

3

Investment in Learning and Development (USD)

25,0000100

0$10.0MLEARNING
We believe that personalized, engaging and relevant learning experiences
equip our customers, partners and employees with the knowledge andconfidence to succeed in their roles. As complex technologies go to market
faster and workforce dynamics continue to evolve, it is more critical than ever toaccelerate the learner’s time-to-productivity. Our education approach focuses onfour main areas to help facilitate learning outcomes.
SIMPLIFIED EXPERIENCE

5

6systems, thus offering new services andextending our impact. In 2022, we added
76,920 new customers to our Learning
eXperience Portal (LXP), where they
can access online, self-paced learning,sign-up for in-person training andaccess product documentation.

From consolidating systems to establishing
new learning paths, our work is designed
to simplify the user experience and speed
their access to high quality educational
content. As new organizations join thecompany through acquisitions, we’vebeen able to merge education teams andSimplified Experience Drives Customer Growth in Education

153,302

Q4 2022

66,354Q4 202130,621Q4 2020

38,13038,56938,13924,21938,130219,973

143,053

92,9790

728,541

250,000

CustomerPartner

Employee/Contractor

CustomerPartner

Employee/Contractor

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CORPORATE RESPONSIBILITY REPORT 2022 | 28



HUMAN CAPITAL MANAGEMENTC

HIGH QUALITY CONTENT

1

Our experience is designed to enable
access to high quality content that supports
learners and empowers them to more
quickly adopt new product technologies.
In 2022, we focused on a more uniform
learning experience across the producttechnologies – consolidating multiple
learning systems and thousandsof customer data records. Throughcustomer feedback and significant content
re-designs for our software products,
customer content satisfaction improvedby nearly 23 points. Today, our softwareand LMR customers both experience highquality online training content.

T2B Customer Satisfaction Ratings for Online Training
Software

2
82
59.4
68.5

LMR
2023

82.5

2022

81.7
85.1

2021

77.6

82.9

2020

3

CONTENT USAGE
4

5High quality content is only as useful as
it is consumed, thus a key performanceindicator of our education programs is how
much learners engage with our content.
We measure engagement (consumption) bytracking enrollment across all our training

types and education programs. Whileself-paced/online training consumption was
lower in 2022 than in 2021, the shift toward
this mode of learning remains substantiallyhigher than pre-pandemic levels.

Yearly Training Consumption of Worldwide Education Content
In Person

6

Self Paced

16,0832022
226,590

16,8592021
274,426

14,736

2020
209,941

20,8637

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CORPORATE RESPONSIBILITY REPORT 2022 | 29

2019183,714210,507257,567
195,205
162,851

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HUMAN CAPITAL MANAGEMENT

C

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SELECTED PROGRAMS
Our dedicated internal education consultants provide education services and programs that contribute to company business strategies, working
cross-functionally to create programs that support technical enablement, business acumen and workplace inclusion. We’re pleased to share
three selected programs that demonstrate the reach our education operation supports:
3

4

5

Customer Learning Subscriptions are
growing as a key business differentiator.
These subscriptions enable customers
to have continuous access to learning,
increasing the likelihood that they adopt
their product technologies and use the full
benefit of their products. As our customer
user base grows, the learning subscription
purchases continue to grow.

Partner Education Transformation ismeeting the demands of the changing
partner workforce community. With adynamic workforce environment andincreasing customer demands, our partners
requested help to reimagine partner
education and accelerate their learning.
In 2022, we redesigned the North America
Service Partner certification program.
The redesign speeds up the learning
experience by focusing on the just-intime skills needed to ensure high job
performance and reducing the overall
learning time by 75%.

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CORPORATE RESPONSIBILITY REPORT 2022 | 30

Employee Inclusion encompasses many
facets of the learning experience. In 2022,
we focused on deeper and richer manager
development through new learning paths,
began omitting non-inclusive language in allof our education materials, and introduced a
new diversity, equity and inclusion training
and badging program. We also leveraged
strategic third-party relationships, suchas LinkedIn Learning, to keep pace withmarket trends and incorporate highquality industry content in inclusive
leadership, technical training and manager
development training. By integratingthese third-party relationships with ourlearning infrastructure, we have scaled
and mobilized training to enable technicalexpertise and build an inclusive workplacefor every employee and contractor.

C

HUMAN CAPITAL MANAGEMENTLETICIAGARCÍA
DEI REGIONAL COUNCIL MEMBER

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Motorola Solutions is an inclusive company thatencourages all of its employees to develop. I am
proud to be part of the DEI Committee and havethe opportunity to develop as an individual whilelearning about and advancing our inclusive culture.

DIVERSITY, EQUITY & INCLUSION
At Motorola Solutions, we continuously work to build an inclusive culture and diverse
workplace, one shaped by our company values – inclusive, innovative, passionate, driven,accountable and partners.

4

Our values drive everything we do, both for our employees and our customers. More than just words, they are the traits that define us.
Inclusive – as one of our six company values – engages each and every Motorolan in our efforts to foster a culture where diversity,
equity and inclusion (DEI) remain a central focus. We actively seek globally diverse individuals, opinions, cultures and abilities toexpand our talent pool, drive innovation and support our customers, communities and each other.
In 2022, we continued to make company-wide progress on our strategic DEI initiatives.
A few highlights include:

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• Launching internal quarterly DEI
newsletters to report on progress madeon our enterprise-wide DEI strategic plan.

• Growing the Office of DEI to drive global
DEI education, as well as internal andexternal partnerships.

• Creating a leadership resource pageand DEI badging program for managersof people to engage in self-paced DEI
education.

• Hosting panel discussions in Latin
America, Australia and New Zealand tobetter understand diversity in the global
context, in collaboration with our Regional
DEI Councils.

• Developing a new training for Inclusive
Communications — completed by morethan 10,000 employees — to provide
insight on how we can review ourwork, words and actions through an
inclusive lens.

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CORPORATE RESPONSIBILITY REPORT 2022 | 31

• Providing greater transparency aroundour workforce demographics on our
DEI website, expanding reporting toinclude the following self-identifying
demographics: Veterans, People
With Disabilities and LGBTQ+. We
are working to better understand ourdiverse workforce and ensure we havecomprehensive data that reflects theactual populations of these communities.

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HUMAN CAPITAL MANAGEMENTC

1

PROGRAMS AND PARTNERSHIPSOver the last few years, we have introduced targeted
programs to make our company more inclusive.

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4

Programs
Employee Brand Ambassadors Program:Originally launched in 2021, the Employee
Brand Ambassadors Program (EBAP) is
designed to develop high-performing talentinternally and recruit top, diverse talent
externally. In this program, employees
throughout the company are provided withtraining on public speaking, branding andnetworking skills, our company’s products,
services and vision, and the role DEI
plays in our recruiting practices. Brand
Ambassadors attend diversity-focused
conferences and maintain corporate
and university partnerships to increaseawareness of our brand and inspire
prospective Motorolans to learn more about
the company.
In 2022, we established two newcommittees within the program’s
governance: the EBAP Champions
Committee and the EBAP Leaders. The
Champions Committee, composed ofrepresentatives from our business councils
within each region, ensures that EBAP
provides better training opportunities,
discussions and feedback loops to improve
our talent acquisition strategies througha DEI lens. EBAP Leaders, who areassigned by geographic region, manage
Brand Ambassadors in each region byfacilitating networking and cross-functional
communication. These leaders play a
key role in understanding how Motorola
Solutions can better connect withprospective employees globally and identify
region-specific opportunities. In 2023, weplan to continue expanding EBAP withthe goals of heightening cross-company
engagement, fostering a community
focused on diversity and widening ourbrand awareness.

Partnerships
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6

7

We continue to grow our pipeline
through partnerships with several diverse
organizations including the National
Society of Black Engineers (NSBE), theSociety of Hispanic Professional Engineers(SHPE), the Society of Women Engineers(SWE) and Women in Cybersecurity(WiCyS). We also participated in a numberof partner events including the NSBE48,
SHPE 2022 and SWE WE22 Conferences,
as well as the WiCyS Virtual Career Fair,
London STEM Women Careers Event, theWomen in Tech Summit in Warsaw andTalentCorp’s National Diversity Summit &Women Career Convention in Malaysia.
Together with The Department of Defense
SkillBridge program, we launched the

Project Bulldog initiative. The initiative
provides Motorola Solutions hiring
managers early access to military members
who are looking for on-the-job training
opportunities while they prepare to retire or
separate from the military and re-enter thecivilian workforce. In 2022, these efforts
resulted in five veteran hires.
In Fall of 2022, we accepted 30 students(of more than 200 applicants) from six
Historically Black Colleges or Universities(HBCU) across the country to our inauguralMotorola Solutions ADVANCE HBCU
Program. The one-day networking andprofessional development workshop andhiring event exposed attendees to a numberof senior leaders and included first-round

CORPORATE RESPONSIBILITY REPORT 2022 | 32interviews for attendees within theirpreferred career interests, yielding multiple
offers for employment.
We also leveraged social recruitment
platforms, such as LinkedIn Life, Built
In Chicago and Hire Purpose, to publish
content reflecting our company’s pridein our diverse team, our passion for ourpeople and our long-standing belief thatthe success of the company is rooted in
the success of our employees. We knowthat when we tell this richer story, we help
prospective employees envision themselves
as future Motorolans, thereby attracting
the brightest and most diverse talent.

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HUMAN CAPITAL MANAGEMENT

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We maintain strategic partnerships withthe following organizations to developinternal talent and strengthen our
diverse candidate pipelines:

Our employees benefit from learning
opportunities provided by theprofessional development partners withwhom we collaborate:

Social recruitment platforms, like the ones
below, enable us to engage with diverse
talent communities and promote job
opportunities to a wider audience:• Hispanic Alliance for Career Enhancement• Bonfire• Army Pays

• Illinois Commission on Diversity and
Human Relations• U.S. Business Leadership Network• Getting Hired

We participate in apprenticeship programswith the following groups to provide
underrepresented populations withmeaningful career opportunities and skills
training:• HBCU Connect• Code Platoon• Posse Foundation• Illinois Diversity Council• National Society of Black Engineers
4• Society of Hispanic Professional
Engineers• Society of Women Engineers• Women in Cyber security• HirePurpose• Orion Talent• Pathforward• DoD Skillbridge Program• Year Up

5

BY THE NUMBERS IN 2022

2%

6increase in U.S. employees
who are people of color(POC) since 2020.

27% 27% 41% 76% 50% 50%
7of worldwide
employees are
women, an increaseof 2% since 2020.

of vice presidents
are POC, a 5%
increase from 2020.

of new hires in the U.S.
were POC, compared to
36% in 2020.

*Executive ranks refers to individuals at vice president and above.

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CORPORATE RESPONSIBILITY REPORT 2022 | 33

of our U.S. interns
were women or POC,
compared to 67% in our2020 intern class.

of our U.S.
promotions into
executive ranks
were POC.*

of our worldwide
promotions into
executive ranks
were women.



HUMAN CAPITAL MANAGEMENTCBusiness Councils

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2

3

4

5

6

7

Business councils are voluntary,
employee-led groups that help us drive
DEI by spearheading opportunities
for employees to shape their careers,
network across functions, create positive
culture change, advocate for underutilized
populations within the work that we doand assist with recruitment and retention.
The business councils are provided
approximately $120,000 in funding at
the beginning of each calendar year
to support various efforts, including
leadership training, cultural awarenessand education programs, diversity
recruitment outreach and community
volunteer activities that involve all
Motorola Solutions employees globally.

Our Business Councils:• LatinX Business Council• Lesbian, Gay, Bisexual, Transgender,
Queer and Questioning (LGBTQ+)
Business Council• Motorola Asian Pacific Islander (MAPI)Business Council• Motorola Black Inclusion and Diversity
Organization (MBIDO)• People with Disabilities and Allies(PwD+A) Business Council• Veterans Business Council (VBC)• Women’s Business Council (WBC)• Young Professionals Group (YPG)

Affinity Groups
Affinity groups are voluntary, employeeled groups where employees with sharedhobbies and passions can come together tocreate connections and build relationships.
We conceptualized and built a governancestructure for our affinity groups in 2021
and launched the program in 2022.
Affinity groups increase engagement
and strengthen our company culture bycreating opportunities for employees to
network, serve the wider community, allwhile developing skills and knowledge inareas of personal interest. After launching
the program, the number of affinity groups
increased by more than 80% during2022 with the emergence of new groups
including a cancer support group and an
American Sign Language community group.

We are proud of the recognition
we received in 2022 for ourcommitment to DEI, as well as
providing fair working conditions
for our employees:• Disability Equality Index Best
Places to WorkDEI Champion Teams
DEI Champion Teams consist of members
directly appointed by Executive Committee
members with the purpose of spearheading
DEI events and initiatives that further
organization-specific DEI goals. Establishedin 2021, our 7 DEI Champions Teams drive
the adoption of DEI strategies in eachorganization and conduct listening sessions
to provide employee feedback. In 2022, DEI
Champion teams created a new internal
training on inclusive communicationand organized a hackathon focusedon accessibility.

Commitment to DEI

Motorolans found many occasions to cometogether in-person and virtually in 2022.
In fact, our global DEI councils and groups
facilitated over 200 events and initiatives todrive inclusion and diversity and encourage
an inclusive company culture.
Learn more about our commitment
to DEI on our website.

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CORPORATE RESPONSIBILITY REPORT 2022 | 34

• Human Rights Campaign
Corporate Equality Index• HR Asia Diversity, Equity &Inclusion Award• UK Disability Confident
Employer Award

HUMAN CAPITAL MANAGEMENTCWORKFORCE DEMOGRAPHICS
Global Workforce by Region
North America

12International

North America

International

53%

2022

47%

91%

2022

9%

53%

2021

47%

87%

2021

13%

52%

2020

48%

91%

2020

9%

Directors by Region

Global Employees by Gender

North America

3

Vice Presidents by Region

International

Women

Men

76%

2022

24%

73%

2022

27%

76%

2021

24%

74%

2021

26%

76%

2020

24%

75%

2020

25%

Vice Presidents by GenderMen

Directors by Gender

Women

Men

Women

72%

2022

28%

80%

2022

20%

75%

2021

25%

81%

2021

19%

79%

2020

21%

80%

2020

20%

Percentages may not add up due to rounding.

5

U.S. Employees by Race and Ethnicity
White
6

7

Asian

Hispanic or Latinx

2022

66%

2022

15%

2022

10%

2021

67%

2021

15%

2021

9%

2020

68%

2020

15%

2020

9%

Black or African American

Other*

2022

7%

2022

2%

2021

7%

2021

2%

2020

6%

2020

2%

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CORPORATE RESPONSIBILITY REPORT 2022 | 35

Includes two or more races, Native Americans,
Pacific Islanders, Native Hawaiians andAlaska Natives.

*

HUMAN CAPITAL MANAGEMENTC

U.S. Vice Presidents by Race and Ethnicity
White

1

2

Asian

2022

73%

2022

15%

2022

7%

2021

75%

2021

16%

2021

6%

2020

78%

2020

17%

2020

4%

Black or African American

Other*

2022

3%

2022 1%

2021

3%

4

Includes two or more races, Native Americans,
Pacific Islanders, Native Hawaiians andAlaska Natives.

*

U.S. Directors by Race and Ethnicity
White

3

Hispanic or Latinx

Asian

Hispanic or Latinx

2022

75%

2022

14%

2022

7%

2021

75%

2021

13%

2021

7%

2020

77%

2020

12%

2020

6%

Black or African American

Other*

2022

3%

2022 1%2021

3%2021 1%

2020

3%

2020

Percentages may not add up due to rounding.

5

6

7

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CORPORATE RESPONSIBILITY REPORT 2022 | 36

2%

Includes two or more races, Native Americans,
Pacific Islanders, Native Hawaiians andAlaska Natives.

*

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HUMAN CAPITAL MANAGEMENTKRISTENHILL
EMERGING LEADER ACCELERATIONPROGRAM PARTICIPANT

1

2

Participating in the Emerging Leader Acceleration Program has helped shape my personalleadership philosophy and enabled me to better understand how I can use my unique skills,
traits and viewpoints to be a stronger and more effective leader. The opportunity to networkwith other Motorolans across the business and hear about their leadership journey andwhat they’ve learned along the way was also invaluable.

HUMAN CAPITAL DEVELOPMENT
3

4

5

6

7

We recognize that our success would not be possible without our employees. We continually
strive to make Motorola Solutions a great place to work – and are guided by our purpose, brandand values, as well as a culture that empowers our employees to deliver on our strategy.
LEADERSHIP DEVELOPMENT
PROGRAMS
Leading Women Executives: Our Leading
Women Executives program augments
leadership skills of high-potential womenand partners with sponsor companies toenhance talent, fortify succession plans
and increase the advancement of women.
Participants experience a collaborative andimmersive process with an integrated focus
on critical leadership skills with a researchbased curriculum. In 2022, three individuals
participated in the program.
Emerging Leader Acceleration
Program: We offer a leadership academy
experience to help develop our emerging
leaders that includes in-person training andself-paced learning and practice activities,
all geared toward building their leadershipskills. In 2022, 24 individuals had theopportunity to participate in this program.

MAKING MOTOROLASOLUTIONS A GREATPLACE TO WORK• Newsweek America’s Most Trusted
Companies

We regularly check in with our employees toensure we are fostering a work environmentthat allows them to do their best work.
Functional and regional business leaders
regularly conduct engagement surveys toidentify employee needs.

• The Straits Times Singapore’s Best
Employers

In addition to the DEI and CSR awards listed
earlier, Motorola Solutions also received thefollowing recognitions for being a great place towork in 2022:• Built In 100 Best Large Companies toWork For• Built In Chicago’s 100 Best Places toWork in Chicago• Forbes World’s Best Employers• Fortune’s World’s Most Admired Companies• Government Technology’s GovTech 100• Handshake Early Talent Awards• HR Asia Best Companies to Work for in Asia

CORPORATE RESPONSIBILITY REPORT 2022 | 37

• Salt Lake Tribune Top Workplaces• Wall Street Journal Management Top 250• WayUp Top 100 U.S. Internship Programs

PUTTING PEOPLE FIRST
We know that our employees’ experiencesat Motorola Solutions are highly influenced
by their individual relationships andexperiences with their managers. We
believe that people leadership is a great
responsibility and continue to promotea leadership framework which outlines
the people-centric behaviors that we
expect from managers. All existing people
managers, as well as newly hired or
promoted managers, are enrolled in a
manager training program. Our dynamic
LXP includes an engaging curriculum thatreinforces this philosophy.

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HUMAN CAPITAL MANAGEMENT

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1

2

Emerging Leaders Acceleration Program3

4

In 2022, we launched a new development program that aimed to continue
to drive the careers of our emerging leaders. The curriculum was designed
to give these leaders more insight on how to better lead themselves, leadothers, and lead the business. Our Emerging Leaders Acceleration Program
allowed individuals from across the globe to participate in virtual and inperson learning, peer coaching sessions and assessments, and also gavethem valuable face time with senior executives. This program ensured that
our future leaders are actively developing the competencies required totake the next step in their careers.

DEVELOPING OUR TALENT PIPELINE
5

Our Human Resources team works with teams across the company to perform extensive talent assessments and reviews on an annual
basis. Leaders conduct annual talent review meetings, assessing the potential and performance of each team member and identifying
the best development opportunities to continue fostering growth across the organization. Employees have access to a wide variety
of technical, functional and professional skills learning resources, ranging from on-demand tools to in-person classroom learning toon-the-job learning opportunities.

6

7

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CORPORATE RESPONSIBILITY REPORT 2022 | 38

HUMAN CAPITAL MANAGEMENTCTOTAL REWARDS

1

Our employee rewards programs are designed to help attract, retain and motivate employees.
Each year, we review our rewards programs to make sure they are competitive with local market
practices in the industries and countries where we operate. All Motorola Solutions employees
participate in an annual incentive plan or a sales incentive plan.
In 2022, 51% of employees in 27 countries participated in our discounted employee stock purchase plan. This is a two percentage point
decrease from 53% in 2021.

Employee Incentive Plans
2

Amount paid to employees through annual sales
and incentive plans (USD)$288M

Number of employees awarded restricted stock
units, market stock units and/or stock options

Restricted stock units, market stock units,
performance stock units and stock options
awarded to employees

5,156

$261M

1.31M
$130M

2,438

2,501

2021

2020

1.12M

1.30M

3
2022

2021

2020

Total value of Motorola Solutions stock purchased
through our employee stock purchase plan (USD)

2022

2022

2021

2020

Total value of equity awards granted (USD)

4$218.4M$131.3M$85.4M$80.5M$72.1M

2022

2021

2020

2022

2021

$108.0M

2020

5

In 2022, eligibility for our annual equity grant was extended to employees below the Director level.
This gives more of our employees the opportunity to participate in company ownership.

6

BENEFITS
Motorola Solutions is proud to offer a comprehensive benefits
package for our U.S. employees, including:7• Health insurance and wellness
programs• Life and disability insurance• Flexible work options• Commuter benefits• 401(k) plan and financial counselingand coaching programs• Paid time off (including flexible time off
for exempt employees)• Assistance and support for employees
going through life-changing events• Paid parental and family leave
Outside the U.S., Motorola Solutions aligns benefits offerings with market standards in each country in which we operate.

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CORPORATE RESPONSIBILITY REPORT 2022 | 39

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05
SUPPLY CHAIN AND
PROCUPROCUREMENT

SUPPLY CHAIN AND PROCUREMENT

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MAREK
GRZESIAK
SUPPLY CHAIN AND PROCUREMENT

3

4

5

6

7

Our Supply Chain & Procurement operations are a criticalpart of our global end-to-end strategy to responsibly bringvalue and deliver technology innovation to our customers.
The team plays a vital role in public safety emergency
situations when agile and fast delivery is key to help
people in the moments that matter.

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CORPORATE RESPONSIBILITY REPORT 2022 | 41



SUPPLY CHAIN AND PROCUREMENTC

SUPPLY CHAIN
Motorola Solutions maintains high labor and environmental standards at every stage in the supply
chain. We are committed to ensuring our company and our suppliers do not use forced, bonded orindentured labor or engage in modern slavery or human trafficking.

1

We are a member of the Responsible Business Alliance (RBA), an organization dedicated to supporting continuous improvement in the social,environmental and ethical responsibility of the global electronics industry supply chain. In 2022, we added a training course for Recognizing
Forced Labor to our internal Learning Management System and delivered it to our Procurement professionals, with a 100% completion rate.

2

3

4

5

6

7

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CORPORATE RESPONSIBILITY REPORT 2022 | 42

SUPPLY CHAIN AND PROCUREMENT

C

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SUPPLIERS
3

4

5

6

Supplier monitoring is at the core of our supply chain CR efforts. We focus our monitoring programon direct-material suppliers that pose a high risk and those with whom we want to establish
deeper, longer-term relationships.
We use monitoring and training tocommunicate our requirements to suppliermanagement and identify practices
that do not align with our values, which
are described in our Supplier Code of
Conduct. In 2022, we updated ourSupplier Code of Conduct to require alltier-one suppliers (suppliers from whom
we buy directly) to establish Environmental
Impact Reduction plans which align with
Motorola Solutions’ goals and also toreport regularly on the status of their
Environmental Impact reduction plans
as they relate to Motorola Solutions’operations.
We engage with our tier-one suppliers toassess their performance and encourage
improvement and ownership of any
practices that do not align with our values.

Supplier performance and responsivenessis included in the decisions made to award
new business, and performance is tracked
through key performance indicators (KPIs)
on our suppliers’ “scorecards.” Scorecard
performance is used to identify suppliers
who align with our strategic objectives
in key areas, such as CR. Suppliers withhigh performance scores are awarded
more business.
We’ve continued to reinforce responsible
business practices in the supply chain. Ourtier-one suppliers are expected to flow down
our social, governance and environmental
related contract requirements to their
suppliers. We conducted supplier surveys
confirming adherence to our diversity andlabor policies. In addition, a separate
survey was conducted to certify compliance7



CORPORATE RESPONSIBILITY REPORT 2022 | 43with the Uyghur Forced Labor Prevention
Act (UFLPA).
We continue to be recognized for ourcommitment to responsible supply chain
and business continuity practices. In
2022, we were recognized as a top-tier
U.S. Customs-Trade Partnership Against
Terrorism (CTPAT) partner for the 20thconsecutive year. This designation
recognizes our commitment to protecting
the interests of our customers andsuppliers by ensuring all goods andrelated documents are protected against
alterations, damage or loss as well as
criminal activities such as drug trafficking,terrorism and human smuggling. We
expanded our business continuity efforts toachieve ISO 22301 certification at seven of
our largest sites worldwide.



SUPPLY CHAIN AND PROCUREMENTCRISK ASSESSMENT
We completed 210 supplier risk assessments in 2022, including those of suppliers
representing 100% of our direct material supply chain spend.

12

Motorola Solutions assesses risk inthe supply chain by evaluating the typeof supplier and the type of service or
product each is providing. We conduct anannual risk-based supplier assessment
program with independent audits forhigh-risk suppliers identified through selfassessment questionnaires and third
party reporting.
For tier-one direct manufacturing suppliers,
we use the RBA-Online tool that assesses
labor, ethics, health and safety, andenvironmental sustainability risk.

Supplier risk is rated based on responses
to self-assessment questionnaires atthe corporate and facility level. The
RBA system also allows for sharing
of information among its members to
avoid duplication of effort and present
a consistent set of requirements toelectronics industry suppliers. High-risk
suppliers are targeted for audits, andmedium-risk suppliers are given feedback
and invited to engage in dialogue with us
to develop plans to address their risks.

Field service suppliers are assessed for
risk, and suppliers identified by our process
as higher risk are required to complete
further assessment through Avetta, our
independent third-party provider. The thirdparty assessment evaluates the supplierbased on health, safety and environmental
criteria. Suppliers who do not meet ourcriteria are not awarded business. In 2022
we expanded this program to our field
service suppliers in Europe, the Middle
East and Latin America. To date we havescreened more than 600 suppliers using
this process.

3

4

5

6

2022 GOALSOUTCOMES

Ensure that suppliers accounting
for 80% of our direct material spend
are evaluated for risk at least every
two years.

Achieved: 100% of total direct material spend reviewed in the two-year period.

Conduct audits of 100% of suppliers
evaluated as “high risk” using
Motorola Solutions criteria.

Achieved: 100% of our tier-one direct material suppliers evaluated as “high risk”
were audited.

Deliver Sustainability training to 100%of strategic Direct Material Suppliers
addressing subjects with the mostaudit findings in supplier audits.

Not Achieved: Online training was provided to 89.4% strategic Direct Material
suppliers in several languages, free of charge, covering topics such as: Recognizing& Preventing Forced Labor, EHS Management Systems, Fire Safety, Working Hours,
GHG Emissions, the RBA Code of Conduct, and more.

Deliver training to 100% of internal
procurement teams on Recognizing
Forced Labor.

Achieved: Training was delivered to 100% of in-scope employees, with a 100%
completion rate.

7

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CORPORATE RESPONSIBILITY REPORT 2022 | 44

SUPPLY CHAIN AND PROCUREMENTC

AUDITING AND IMPROVING

1

2

3

Supplier risk assessments are backed by our audit program, whereby an RBA-approved third
party firm conducts detailed on-site audits. We decide which facilities to audit based on
information collected through self-assessments, specific reports made to our EthicsLine andother reporting channels, along with risk factors such as amount of spend, activity, location
and reputation.
SDE audits were conducted and we audited
100% of the identified high-risk suppliersin 2022. More details of our 2022 audit
findings are provided in the table below.

We may audit new suppliers and may
periodically audit suppliers with which wehave the largest commercial relationships
to ensure they remain in compliance with
our Supplier Code of Conduct.

Following these audits, we provide
feedback to the suppliers and work withthem to correct the issues identified. For
suppliers with priority findings, we provide
one on one, third-party consulting services
to individually help them analyze andsuccessfully rectify any deficiencies. We
may use a follow-up audit, conducted by athird party or our own supply chain team,
to verify that suppliers have made thenecessary improvements.

In 2022, we continued to include
corporate social responsibility criteria
in all supplier audits performed by our
Supplier Development Engineering(SDE) team which is part of our Quality
organization. Through this Quality Supplier
Assessment process, nine suppliers wereinvolved and we identified one high-risk
supplier that will be scheduled for an
onsite audit in 2023. In 2021, 18 of theseIn 2022, we created a training curriculum
for our tier-one suppliers based on themost frequent audit issues reported in
2021. Using the RBA platform, we selected
relevant coursework and assigned it toour suppliers, covering topics such as
Recognizing & Preventing Forced Labor,
EHS Management Systems, Fire Safety,
Working Hours, GHG Emissions, the RBA
Code of Conduct, and more. Training
courses are available in several languages
and are free of charge to our suppliers. We
trained representatives from over 90 tierone, direct material suppliers.

42022 ON-SITE AUDITS FOR IDENTIFIED HIGH RISK SUPPLIERS
REASON FOR AUDIT
5
Planned - High Risk

4

Issue response

0

Labor supplier0

Follow-up

Total sites
audited

1

6

MOST COMMON SUPPLIER AUDIT FINDINGS

7

Freely chosen employment

12

Working hours

12

Occupational safety

10
6Emergency preparedness
Energy consumption andgreenhouse gas emissions

5

CORPORATE RESPONSIBILITY REPORT 2022 | 45

5

SUPPLY CHAIN AND PROCUREMENTCNUMBER OF AUDIT FINDINGS
LaborFreely chosen employment

12

Young workers

1

2

Working hours

12

Wages and benefits
Human treatment313Non-discrimination

2

Freedom of association2

2

Health and Safety

Environmental

Occupational safety

3

10Emergency preparedness

6

Occupational injury and illness
Industrial hygiene

41

Physically demanding work

3

Machine safeguarding

4

3

Solid waste

2

Air emissions

0

Water management053

Ethics5

Hazardous substances

Energy consumption andgreenhouse gas emissions

2

Sanitation, food & housing

1

Environmental permits & reporting

Management System

No improper advantage

1Company commitment

Disclosure of information

1

Materials restrictions

Intellectual property

1

Responsible sourcing of minerals

Fair business, advertising
Privacy& competition

1

Supplier responsibility

Privacy

1

Protection of identity
and non-retaliation

1

1
0
3
0

6

Total number of audit findings 2022
7
*These categories align with the current RBA audit protocol, V7.1.1

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CORPORATE RESPONSIBILITY REPORT 2022 | 46

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SUPPLY CHAIN AND PROCUREMENT

2022 ON-SITE
VALIDATEDASSESSMENT
PROGRAM (VAP)
AUDITSIn addition to on-site auditsthat we conduct of our highrisk suppliers, as an RBA
member we have accessto audits of our suppliers
conducted by other RBA
members, known as onsite Validated Assessment
Program (VAP) audits. We
are able to review the audit
findings and subsequentcorrective actions toensure these suppliers
are conforming to the
RBA Code of Conduct andimplementing permanent,
effective changes.

Type of VAP Audit
4

27

16

5

5

6

Initial/Planned

ClosurePriority
ClosureTotal sites
audited
7

48

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CORPORATE RESPONSIBILITY REPORT 2022 | 47

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CONFLICT MINERALS
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7

Our products contain various metals, including tantalum, tin, tungsten and gold (3TG),
originating from mines around the world. Some of this production comes from the Democratic
Republic of the Congo (DRC) and neighboring countries, where political instability and lack of
security have allowed mines to be exploited by armed groups.
We support responsible sourcing fromconflict-affected and high-risk areas.
We avoid any activities that could be
associated with financing armed
conflict, and we engage extensively
across our supply chain to seek solutions
to this problem.
Through our membership in the Responsible
Minerals Initiative (RMI), we support a
range of industry tools and resources
developed to address issues related to
the responsible sourcing of minerals in
the global supply chain, including the
Responsible Minerals Assurance Process(RMAP). RMI runs regular workshops
on responsible minerals sourcing issues
and contributes to policy development
and debates with leading civil society
organizations and governments.

IMPLEMENTING DUEDILIGENCE IN OUR
SUPPLY CHAIN
We aim to confirm the presence of 3TG
metals in products supplied to Motorola

Solutions and to identify the smelters or
refiners from which our suppliers sourcethese metals.
We use the RMI Conflict Minerals
Reporting Template (CMRT) to engage
our direct material suppliers. We
review responses for completeness andconsistency, and we follow up whenappropriate. We also support the RMI’s
Responsible Minerals Assurance Process(RMAP) as part of our membership in
the RMI, with the goal of promoting
responsible mineral sourcing globally.
In 2022 we communicated directly tosmelters in our supply chain in addition
to tier-one suppliers to encourage thesesmelters to either maintain their RMAPconformant status in the RMI’s program,or to encourage them to participate andbecome RMAP-conformant if they are
not already.
Our due diligence program is fully disclosed
in our conflict minerals report attached as
an exhibit to our 2022 Form SD filed with
the SEC. The 2022 report is available here.

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CORPORATE RESPONSIBILITY REPORT 2022 | 48

RMI DUE DILIGENCESUMMARY 2022

160

RESPONSES RECEIVED
FROM SUPPLIERS

94.2%
343
223

PERCENT OF IN-SCOPE SPENDSMELTERS VERIFIED BY RMISMELTERS AUDITED AND FOUNDCONFORMANT WITH THE
RELEVANT RMAP STANDARD

SUPPLY CHAIN AND PROCUREMENTC

SUPPLIER DIVERSITY PROGRAM

1

2

We remain steadfast in our commitment to create economic opportunities for diverse-owned
and small businesses through our business, products and solutions. By leveraging our buying
power intentionally and inclusively, we help drive competitive advantage for our business,promote positive economic growth in the communities we serve and remain committed to ouroverall responsibility as a global corporate citizen. In 2022, we broadened our scope to driveincreased impact through Supplier Diversity, Channel Operations and Financial Operations.

600+
DIVERSE SUPPLIERS*

2022 GLOBAL DIVERSITYCOUNCIL MEMBERSHIPS &PARTNERS

6,000

JOBS CREATED OR MAINTAINED

3

4

5

6

7

SUPPLIER DIVERSITYCHANNEL OPERATIONS

Our goal is to remove barriers and level
the playing field in the supplier selection
process to allow for all qualified suppliers
to compete for our business. We have key
strategies in play, such as supplier outreachand diverse-centric corporate memberships,
to demonstrate our best-faith effort for
intentionally utilizing qualified suppliers
that are not only certified as small but
owned by minorities, indigenous people,
veterans, women, LGBTQ+, and/or people
with disabilities.

We work with a global network of highly
qualified channel and service partners tobring our customers the best mobility andcommunications products to transform theirbusiness. Together, we identify diverseowned partners within our current channel.
We identified more than 600 radio andvideo diverse-owned partners qualified tomeet our customers’ business needs andtheir diversity goals.

We recognize that an inclusive supply chain
introduces agility, creativity, accessibility
and innovation into the technology andsolutions we deliver to our customers
around the world.

TREASURY• Disability:In• Minority Supplier Development United
Kingdom• National Gay and Lesbian Chamber ofCommerce – Founding Corporate Partner• National Minority Supplier Development
Council• National Veteran Business Development
Council• Small Business Administration

In execution of our capital market
transactions, including our senior long-term
debt issuances, we have selected andpartnered with minority and women-ownedbanks. In addition, several minority, womenand veteran-owned asset managers have
responsibility for managing our global
pension assets. We believe the expertiseand diverse approaches these partners
bring to the table contribute to the financial
success of our transactions.

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CORPORATE RESPONSIBILITY REPORT 2022 | 49

In addition to building and investing indiverse business pipelines, we continue
our support of these communities throughstrategic partnerships and sponsorships.
To increase diversity within our business,
our team attended 16 virtual global
events, sponsored multiple education
sessions in the U.K. and North America
and participated in local disparity studies.
Our partners include the following
organizations:• tech:SCALE, formerly Technology Industry
Group• WeConnect International• Women’s Business Enterprise National
Council*Includes Motorola Solutions and its subsidiaries suppliers based in the United States.

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THE ENVIRONMENTTHE ENVIRONEMNT

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FARHANKHALIDESG OFFICE

3

4

5

7

At Motorola Solutions, making the world a better placeis our reason for being. We understand the impact
companies can have on people and the planet and havelaunched initiatives – including recyclable packaging,battery recycling, and emissions reduction – to do our part.

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CORPORATE RESPONSIBILITY REPORT 2022 | 51

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THE ENVIRONMENTENVIRONMENT, HEALTH AND
SAFETY MANAGEMENTOur Environment, Health, Safety and Quality (EHSQ)
management system is certified to the followinginternational standards: ISO 14001, ISO 45001 andISO 9001. Certifications cover our manufacturing
sites, design centers and larger facilities.
We ask our tier-one suppliers to implement
an environmental management system
in accordance with ISO 14001 or anequivalent standard and expect our
suppliers to pass on this requirement
through their supply chains. We monitor
compliance with this requirement throughour supplier assessment program.

We conduct IMS audits at our sites
to assess compliance with ourIntegrated Management System Policy,
management system, legal and otherapplicable requirements. Our ISO 14001,
ISO 45001 and ISO 9001-certified sites
each undergo internal and external
audits every year.

Additionally, we have integrated our EHS
and Quality Management Systems, to theextent possible, into a single Integrated
Management System (IMS), which has
improved our performance by establishingconsistency, optimizing our processes andhelping to drive continual improvement.

In addition, all of the ISO 14001 andISO 45001-certified sites undergo
EHS regulatory compliance audits
every three years by independent
third-party auditors.

EHS Non-Compliance Incidents

5

Environmental*

Safety*2022 02022 02021 12021 02020 02020 0Fines/Penalties (USD)**Notices of violation, citations, administrative orders
or notices of non-compliance.

2022 $0
2021
2020 $0

7$247****An immaterial fine was assessed against our
Airwave business when scrapped antennas were
not removed from a site in a timely fashion.

Motorola Solutions is proud to have received the following recognitions for ourEnvironment, Health and Safety Operations:• RoSPA Commended in the Information & Communication Industry Sector Award• RoSPA Fleet Safety Gold AwardCORPORATE RESPONSIBILITY REPORT 2022 | 52

THE ENVIRONMENTC

1

Renewable Energy Use

2

SITE REMEDIATION
3

Renewable energy use is also partof our commitment to responsible
environmental remediation, andin 2022 we used nearly 1.40
million kilowatt hours of power for
remediation entirely fromrenewable sources.

Motorola Solutions is involved in environmental
remediation at several current and former
manufacturing locations and former wastedisposal facilities.
Past activities that were common and accepted practices at the timeof operation led to the need for remediation activities to restore thesesites to an acceptable condition.

4

At the end of 2022, we had $113 million reserved to coverenvironmental liabilities. We share environmental liabilities andremediation expenses with other companies and organizations
operating at these sites. Learn more about our remediation program.

5

6

7



CORPORATE RESPONSIBILITY REPORT 2022 | 53

Support for Biodiversity

We support biodiversity throughmaintaining wildlife habitats at twoof our environmental remediationsites. One is the Ischua Creek Habitat
meadow/forest habitat near Machias,
New York and another is the North
Indian Bend Wash Granular ActivatedCarbon Treatment Facility (NGTF)
Desert Habitat in Scottsdale, Arizona.

THE ENVIRONMENTCCLIMATE IMPACT
We recognize that we have a shared responsibility for minimizing climate impact
and we have set goals to help us to limit our contribution to average global
temperature increases.

1

2

3

We are working to incorporate thepotential risks of climate change into
our climate strategy and disclose thoserisks to our stakeholders. In 2022, wepublished our inaugural standalone report,
to align with the recommendations of the
Task Force on Climate-Related Financial
Disclosure (TCFD), an international,
multi-industry-led initiative launched todevelop recommendations for voluntary
disclosure of climate-related risk. This
report follows the framework outlined in
the TCFD recommendations and includes
the core elements — including governance,
strategy, risk management, metrics andtargets — while addressing each of the 11
TCFD disclosure recommendations. The fullreport is available on our website.

In 2022, we engaged in a reassessmentof our greenhouse gas (GHG) calculations
methodology to help us align more closelywith the GHG Protocol. Since we initiallycalculated our baseline emissions in
2016, we have seen large shifts in our
corporate structure and expanded sourcesof emissions brought about by organicand inorganic growth. We engaged athird party to assist us in this process andhave made adjustments to our Scope 1
reporting with the inclusion of emissions
from the use of refrigerants. We haveadded a new category in our Scope 3
reporting – Category 15: “Investments.”
The most significant change however wasin the enhanced accuracy of our calculation
methodology for Scope 3 Category 11: “Useof Sold Products.” This category represents
the largest proportion of our emissions
footprint and we recognize that data quality
and accuracy is necessary in building
effective carbon reduction strategies.
Our carbon footprint (Scope 1 and 2
emissions from greenhouse gasses [GHG])
totaled 71,619 tonnes of carbon dioxide
equivalent (C02e) emissions, an increaseof 7% compared to 2021. Our Scope 1
emissions totaled 11,362 tonnes C02e andScope 2 emissions were 60,257 tonnes C02e.
Our emission reporting is independently
verified by Apex Companies, LLC (formerly
Bureau Veritas) annually. Our verification
statements are available on our website.

4

Our GHG reduction
goal is to:5

Reduce global absolute GHG
emissions, Scopes 1 and 2,
to 3.4 kT CO2e by 2031, which
represents a 95% reduction
compared to our 2021
baseline.

67



CORPORATE RESPONSIBILITY REPORT 2022 | 54

Carbon Footprint Scopes
1 and 2
[Tonnes CO2e]71,61966,911

2022

2021

74,765

2020



THE
The ENVIRONMENT
Environment

C

1

2

Scope 3 Emissions Reporting

3

4

5

6

7

Our Scope 3 emissions data reporting iscurrently in its fifth year. As our company
grows and the way we do business shifts,
we are taking a closer look at how we
can better capture our Scope 3 data in
2023. In 2022, we continued to expand our
supply chain environmental performance
evaluations through tools developed by the
Responsible Business Alliance (RBA), of
which we are a member. Our total Scope 3
emissions for 2022 was 1,286,746 tonnes
CO2e, a 7.7% decrease from 2021. We saw
a sharp decrease in emissions associatedwith Category 11: ‘Use of Sold Products’.
This is due to enhancements in calculation
methodology and increased availability ofactivity data versus less dependence on
spend-based estimates.

Carbon Footprint - Scope 3 [Tonnes CO2e]

2022

2021

2020

Purchased Goods and Services

407,693395,693*881,303

Capital Goods

39,511

18,90530,109

Upstream Fuel and Energy

4,591

3,092

8,722

Upstream Transportation and Distribution

89,47356,44936,259

Waste

556

530*

74

Business Travel

19,913

11,064

15,447

Employee Commuting

5,540

2,055

2,902

Use of Sold Products

719,256

906,693924,101

213--

Emissions**

2022 Recognition

We are proud of the following recognition we received in 2022,
demonstrating our commitment to sustainability and the environment:• Call2Recycle Top 100 Leader in Sustainability• Investor’s Business Daily 100 Best ESG Companies• Malaysia AMCHAM My AMCHAM Cares Excellence in CSR• Newsweek America’s Most Responsible Companies*These changes are due in part to our transition to the US EPA’s USEEIO emissions factors as well as shifts in business operations.
**New Scope 3 reporting category reflecting emissions associated with organizational investments.



CORPORATE RESPONSIBILITY REPORT 2022 | 55

THE ENVIRONMENTCSAFE AND SUSTAINABLE OPERATIONS

1Motorola Solutions had 235 sites and 3.7 million square feet in our portfolio at year end
2022, for which 233 sites and 3.6 million square feet were leased space. Motorola Solutions
is committed to working collaboratively with the owners of these sites to have a positive
impact on the environment and sustainability in our global real estate footprint.
At Motorola Solutions’ key global sites,
totalling more than 2 million square feet,
we focused on energy reduction efforts andsaw a weather-normalized savings of 3.3%
as compared to performance in 2021.

2

3

4

5

The Motorola Solutions Energy Program
continued to focus on optimizing building
operations to create energy savings in
2022. At our Schaumburg, Illinois site, ourfault detection and diagnostics program
actively monitors our HVAC equipment to
identify inefficiencies or equipment runningoutside of normal parameters. In 2022, we
worked closely with building engineers andan HVAC controls contractor to improve
operations, achieving $89K savings, 600,000
kWh, 425 MTCO2e. In addition, an IT
migration project was also completed in the
Schaumburg building, evaluating all current
equipment, decommissioning anything thatwas no longer in use and consolidating
remaining equipment to make better use of
power and cooling. This resulted in 400,000
kWh savings and 283 MTCO2e.
The real estate team worked in conjunction
with the landlord in Plantation, Florida to
replace existing toilet flush valves withmore efficient units resulting in 122,500
gallons of water savings.

6

7

An LED lighting project was completed
in Tel Aviv, Israel replacing the existing
fluorescent lighting with LED lighting that
resulted in 48,000 kWh saved, 34 MTCO2e.
In Krakow, Poland the real estate and IT
teams collaborated to minimize energy
usage while maintaining equipment
reliability. Adjusting the HVAC operationand constant monitoring of equipment have

had the biggest impacts and contributed
to a weather‑normalized savings of 6.1%
compared to 2021.
Motorola Solutions also continued
to participate in a demand response
program in 2022 for sites in Northern
Illinois. During the test event, we reduced
electricity demand by 1175 kW between
our Schaumburg and Elgin, Illinois sites.
In addition, we initiated a number of efforts
in 2022 that we expect to achieve savingsin the coming year. A fault detection anddiagnostics program was established in
Elgin in Q4 of 2022 and has expected costsavings of $39,000, as well as 410,185
kWh and 291 MTCO2e avoided over the
next 12 months starting in January of 2023.
Our retrocommissioning efforts at the
Elgin site included an analysis of current
building controls which provided insightsthat will enable us to improve automation
efficiency and reduce run hours. We expect
this effort to result in 386,603 kWh and 274
MTCO2e savings (investigation completed
in 2022 and implementation in Q1 2023). In
2022 a working group at our Schaumburg
site was established, consisting of facility
management, IT professionals, and ourreal estate team, to identify mechanicalprojects and process improvements to
reduce consumption. We expect this effort
to result in a 12 month projected savingsof 320,000 kWh and 227 Metric tons ofcarbon dioxide equivalent or MTCO2e.
A working group of cross-functional teammembers in Glostrup, Denmark identified
IT opportunities in late 2022 to optimize
usage, which we expect to have a 12 monthsavings of 160,000 kWh starting in 2023.



CORPORATE RESPONSIBILITY REPORT 2022 | 56

A comprehensive energy audit completed
in Bangalore, India identified projects
expected to result in 33,041 kWh,27
MTCO2e, and 335,045 liters of watersavings in 2023.
2023 focus areas include additional
efforts to standardize building schedules
and system thresholds globally, lifecycle
asset performance savings opportunities,
identifying electric supply opportunities
to purchase green energy and maintaining
demand response program participation.
As we look for opportunities to optimize thereal estate portfolio globally, we expect tosee less demand on the building systems.

Our Chicago, Illinois
headquarters continues
to maintain the following
designations: LEED-Gold,
Energy Star Certified andWELL Health Safety Rating
for Facility Operations.


C

1

2

3

THE ENVIRONMENTFURNITURE

CONSTRUCTION PROJECTS

We continue to purchase high quality
office furniture that will stand the testof time and is manufactured utilizing
sustainability practices, as defined by the
U.S. Green Building Council (USGBC) LEED
measurements as well as Greenguard.
We partner with office supply vendors that
focus on sustainability and design andproduce products with the environment
in mind.

Our real estate construction projects
feature sustainable attributes such as
low volatile organic compound (VoC)
emitting materials, solid surfaces andpaint and carpet with recycled content.
We work with landlords that are performing
Tenant Improvement projects as wellas projects we are directly managing
to ensure that appropriate actions aretaken relative to the handling of e-waste.
Examples of such construction materials
and e-waste projects include; Krakow,
Poland; Lisbon, Portugal; Madrid, Spain;
Beijing, China; Penang, Malaysia;
Chicago, Illinois; Sterling, Virginia;
Washington DC; Seattle, Washington;
Santiago, Chile and Reynosa, Mexico.

Additionally we seek to reuse existing
furniture where logistics and local
regulations allow. In 2022, we continued todemonstrate good corporate responsibility
by redeploying office furniture and reusing
or donating office supplies to localorganizations that can benefit from thisas well as avoiding sending to landfills.
Examples of our furniture redeployment andreusage efforts include work in Culver City,
California; Seattle, Washington; Krakow,
Poland; and Chicago, Illinois.

4

5

6

7



CORPORATE RESPONSIBILITY REPORT 2022 | 57

WASTE DIVERSION

598
Total tons were diverted fromlandfills in the United States andCanada in 2022

PRINTING VOLUME
We continue to focus on reducing
printing volumes, with printervolume decreasing by

2.3%
from 2021

C

THE ENVIRONMENTENERGY
Motorola Solutions used 186.4 million kWh, or 670,961 GJ, of energy (electricity
and fossil fuel) in our operations in 2022, an 11.4% increase from 2021. We measureenvironmental impacts at our main sites, which account for 83% of total floor space.
We extrapolate the measured data to provide an estimate of impacts for the remaining
17% of floor space.

1

Globally, our renewable energy use was 24%, with the balance of 76% from
non-renewable sources, which was completely sourced from the power grid.
We do not source renewable fuels in our operations.

Global Total Energy Use: Electricity and Fossil Fuel
2

(Normalized in Million kWh)Electricity

Fossil Fuel Combustion

Measured Energy Use
2022

137

2021

12 Total: 139

127

2020

86

18 Total: 155

33 Total: 119

3
Total Estimated Energy Use
165

2022
155

2021

12 Total: 167
53 Total: 184

131

2020

21 Total: 186

4

Gross Total Electricity used from Renewable
and Non-Renewable
Renewable

5

Non-Renewable

Measured Energy Use
125 Total: 165

40

2022

153 Total: 155

2021 22020

6

7

121 Total: 132

11

Renewable Energy Use as a Percent of Total Energy Use

24%*
2022

1%
2021

8%
2020

*Reflects Airwave network transition to green energy.



CORPORATE RESPONSIBILITY REPORT 2022 | 58

C

THE ENVIRONMENTWASTE AND RECYCLING
In 2022, we produced 1,908 tonnes of total waste globally, 31.6%
more than in 2021. Our total waste includes hazardous and nonhazardous wastes, of which less than 1% is hazardous (including
electronic waste in countries where electronic scrap is regulated
as hazardous waste).

1

2

Of the non-hazardous waste we generated in 2022, 49% wasrecycled or reused, and 51% of waste was sent to a landfill.
Our total waste includes business, production, consumer
products and packaging waste.

2022

2021

*2020

Total Waste (Tonnes)

1,908

1,450

1,113

Waste per Employee (Tonnes/Employee)

0.1

0.08

0.03

Recycling Rate

49%

42%

42%

Water Use (1,000 Cubic Meters)

2022

2021

2020

Measured

149

113

125

Total Estimated

262

241

335

For 2023, we have set
a goal to increase ourrecycling rate to 50%.

Our 2022 recycling increased by 7% compared to 2021.
Our recycling program includes business, production,
consumer and packaging materials.

WATER USE
34

Nearly all of the water we use in our operations is in cafeterias,
restrooms or cooling towers. We use very little water inmanufacturing. At most sites, we discharge wastewater to publicsewer systems for treatment in compliance with regulations.
Our water consumption reporting is independently verified by
Apex Companies, LLC (formerly Bureau Veritas) annually. Our 2022
verification statements are available on our website. We measurewater use at sites that account for 57% of total floor space.
We extrapolate the measured data to provide an estimate of
impacts for the remaining 43% of the total floor space.

5

For 2023 we have set a
goal to maintain current
water usage levels,
normalized for new
acquisitions.

EMISSIONS
6

The majority of our volatile organic material (VOM) emissions
result from the combustion of fossil fuels at our facilities.
Operations involved include heating, cooking and use of emergency
back-up generators as needed. Motorola Solutions does not haveoperations that create significant nitrogen oxides (NOx), sulfur
oxides (SOx), particulate matter (PM) or hazardous air pollutant(HAP) air emissions.

7
Volatile Organic Materials (Tonnes)

2022

2021

2020

0.1

0.1

0.1

For 2023 wehave set a goal
to maintain VOMemissions atless than 1 tonne
annually*Due to the COVID-19 pandemic and the majority of our employees working from home in 2020, we saw a sharp decrease in our waste and recycling numbers.



CORPORATE RESPONSIBILITY REPORT 2022 | 59


C

1

2

3

4

5

6

7

THE ENVIRONMENTSAFETYThe safety of our employees is a top priority for our company.
Safety professionals located at our larger sites also support thesmaller sites within their region to ensure EHS compliance. We
use our global EHS compliance procedures to ensure program andreporting consistency at all of our sites. We also use a third-party
auditing consultant to perform compliance audits at our larger sites(characterized by number of employees and activity-based risk)
every three years, and periodically at our smaller sites and newacquisitions, including, but not limited to the following:

Global

2022

2021

2020

Injury Rate (IR)

0.10

0.13

0.14

Occupational Disease Rate

0.08

0.07

0.07

Lost Time Case Rate (LTC)

0.12

0.10

0.10

Lost Days

449

518

501

Work-Related Fatalities

0

0

0

Minor First Aid

123

70

43

North and Latin America

2022

2021

2020

Injury Rate (IR)

0.15

0.17

0.21

• Berlin, Germany• Plantation, Florida• Edinburgh, United Kingdom• Richardson, Texas• Elgin, Illinois• Richmond, British Columbia• Krakow, Poland• Santiago, Chile

Occupational Disease Rate

0.13

0.12

0.13

• London, United Kingdom• Schaumburg, Illinois

Lost Time Case Rate (LTC)

0.15

0.15

0.13

• Melbourne, Australia• Tel Aviv, Israel

Lost Days

394

489*

308

• Penang, Malaysia

Work-Related Fatalities

0

0

0

Our general approach includes assessing risks and identifying
controls through the use of our comprehensive job hazard and riskassessment tool. All activities are assessed, including those within
our facilities and in the field, to ensure that risks are addressedand hazard controls are identified and implemented. We maintaina training matrix that identifies EHS training requirements basedon activities being performed. Training is assigned to employees
through our LXP to ensure compliance.

Minor First Aid

115**

42

35

Asia Pacific (APAC)

2022

2021

2020

Injury Rate (IR)

0

0

0.04

Occupational Disease Rate

0

0

0

Lost Time Case Rate (LTC)

0

0

0.04

Lost Days

0

0

46

Work-Related Fatalities

0

0

0

Minor First Aid

0

1

1

Europe, Middle East and Africa (EMEA)

2022

2021

2020

Injury Rate (IR)

0.13

0.16

0.10

Occupational Disease Rate

0

0.02

0

Lost Time Case Rate (LTC)

0.08

0.09

0.08

Lost Days

43

29

147

Work-Related Fatalities

0

0

0

Minor First Aid

2

9

7

All employees are responsible for maintaining a safe workplace byfollowing established safety and health policies and procedures.
As outlined in our Business Code of Conduct, employees must
immediately report accidents or injuries and unsafe equipment,
practices or conditions to a supervisor or other designated person,or by using our confidential EthicsLine reporting process.
We have included a breakdown of our injury rate (IR) by region. The
IR is based on U.S. Department of Labor Occupational Safety and
Health Administration (OSHA) CFR 1904.7 general recording criteria.
Our global recordable injury and illness case rate remains well
below the industry average of 1.0 for similar businesses.
Our business focus has evolved from the manufacturing of products
to include managed and support services, such as network operationand maintenance. Additionally, our employees are increasingly
working in the field and at customer sites performing a wide varietyof tasks with different risks. We now have safety resources alignedwith our field teams.

*Three employees were under the care of medical professionals for musculoskeletal
injuries and were unable to work with restrictions.
**Improved reporting for minor injuries.
Key Measurements
Injury Rate (IR) = Number of OSHA Recordable Cases x 200,000/Number of Employee Labor
Hours worked
Lost Time Case Rate (LTC) = Number of Lost Time Cases x 200,000 / Number of Employee Labor
Hours worked. It is calculated on day one and includes scheduled work days.

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CORPORATE RESPONSIBILITY REPORT 2022 | 60

Minor first aid is a count of all reported work-related injuries and illnesses that are not includedin the incident rate (IR).


C

1

THE ENVIRONMENTSUSTAINABLE DESIGN AND
PRODUCT STEWARDSHIP
We consider environmental impacts in the design of our
products and work across all stages of the lifecycle to reducecarbon footprint and increase environmental benefits.
ENVIRONMENTAL DESIGNPRINCIPLES• Comply with laws and regulations

2• Use environmentally preferred materials• Improve energy efficiency and reduce our
product carbon footprint• Reduce material consumption, including
packaging3• Design our products for longevity,
including upgradeability and serviceability• Increase the recyclable content
of our products

45

MATERIALS MANAGEMENT

ENERGY EFFICIENCY

We work to reduce hazardous substancesin our products and find environmentallysound alternatives, without compromising
performance and quality.

We are improving energy efficiency across
our product range. Evolving regulatory andcustomer requirements for energy-efficient
products aligns with our drive to reducecarbon impacts across our portfolio.

We follow all relevant regulations for
substance restrictions, including theEuropean Union (EU) directive on the
Restriction of Hazardous Substances,
China’s Management Methods and theEU’s Registration, Evaluation, Authorization
and Restriction of Chemicals (REACH)
regulation. We register our products soldin the EU according to the “Substances ofConcern In articles as such or in complex
objects (Products)” (also referred to as
SCIP) requirements established under the
EU Waste Framework Directive (WFD).
We take a precautionary approach tomaterials selection and have compiled
a list of 77 substances or substancegroups targeted for exclusion, reduction
or reporting. Please see the list of specificsubstances here. We have collected Full
Material Content data from our directmaterial suppliers for many years which
has allowed us to develop an extensive
database of our product material content.

6

7

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CORPORATE RESPONSIBILITY REPORT 2022 | 61

PACKAGING
We are optimizing product packaging by:• Replacing packaging materials withenvironmentally preferential alternatives
and increasing use of recycled andrecyclable materials• Reducing the quantity of printed materials
required for orders• Improving the volumetric weights tooptimize the amount of material used
• Continually increasing our libraryof online manuals

C

THE ENVIRONMENTPRODUCT RECYCLING AND
BATTERY TAKE-BACK
We operate take-back programs as an organization and in
partnership with customers, retailers, recyclers and governments.

1

2

3

We are legally required to take backand recycle our products in the EU andthe European Economic Area under the
Waste Electrical and Electronic Equipment
Directive (WEEE) and on a product-byproduct basis in various other jurisdictions.
Our commitment goes beyond legislation
with take-back programs in each region
around the world. Our recycling website
includes more information about how torecycle Motorola Solutions equipment,
batteries and all other products.

GLOBAL TAKE-BACK AND
RECYCLING PROGRAMS(TONNES COLLECTED)
We strive to fully comply with the EU
Battery Directive. We also voluntarily
publish product data sheets that help ourcustomers manage our batteries:• Lithium-ion and Lithium-ion Polymer
Batteries – US
• Lithium-ion and Lithium-ion Polymer
Batteries – Australia• Nickel Metal Hydride (NiMH) Batteries –Australia• Nickel Cadmium (NiCd) Batteries –Australia

4

5

6

7

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CORPORATE RESPONSIBILITY REPORT 2022 | 62

In 2022, we collected nearly
198 tonnes of electronic wastefrom customers and paid fees
for customers to recycle anadditional 42 tonnes.

THE ENVIRONMENT

C

1

2

3

4

5

EMPLOYEE AND COMMUNITY ENGAGEMENT
6

7

At Motorola Solutions, our employees are driven by their commitment
to help people in the moments that matter.
This mindset extends to the environment
and we work to provide our employees withthe opportunity to learn about sustainability
topics as well as engage with their local
communities. In 2022, we held multiple
virtual employee learning sessions on topics
such as climate change and ESG. During

Global Months of Service, employees were
given time off to participate in community
clean ups around the world on top of
regional community clean ups that are run
throughout the year. In 2022, we createdthe Motorola Solutions Green Team, an
employee lead affinity group focused

CORPORATE RESPONSIBILITY REPORT 2022 | 63

on driving environmental volunteerism,
education and identifying areas to improve
our environmental performance.


C

1

2

3

4

5

6

07
GOVERNANCE ANDCOMPLIANCE

GOVERNANCE AND COMPLIANCE

C

1

2

MONICA
MUELLER
GOVERNMENT AFFAIRS

3

4

5

6

7

Our governance and compliance efforts ensure that weare focused on high standards of ethics, transparency
and accountability.

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CORPORATE RESPONSIBILITY REPORT 2022 | 65



GOVERNANCE AND COMPLIANCE

C

1

2

3

4

5

POLICIES
6

7

The following policies govern aspects of our efforts in Corporate Responsibility:
Code of Business Conduct

Principles of Conduct for Members of Board of Directors

Corporate Governance

Privacy Statement

Integrated Management System Policy

Supplier Code of Conduct

Human and Labor Rights Policy

Wireless Communications and Health

CORPORATE RESPONSIBILITY REPORT 2022 | 66

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C

1

2

3

4

GOVERNANCE AND COMPLIANCE

ESG STRATEGY ANDRISK OVERSIGHTOur Executive Management ESG Governance Team (GovernanceTeam) is co-chaired by two members of our executive committee.
The Governance Team consists of key executives with direct
leadership and oversight of the teams that influence our corporatesocial responsibility program. Meeting no less than once per quarter,
the Governance Team is charged with driving the strategies, goals
and programs that align to our ESG reporting framework. A key
member of the Governance Team is our vice president, Legal and
ESG, who leads the alignment of our corporate social responsibility
efforts within our ESG reporting framework. The vice president, Legaland ESG, briefs both the Audit and Governance and Nominating
committees of our Board. While the Governance and Nominating
committee is chartered with ESG oversight for the company, the Audit
committee is also briefed on and/or reviews ESG-related mattersas part of our enterprise risk management process. These matters
include but aren’t limited to privacy, cybersecurity and climate.

We are committed to conducting our business with transparency andintegrity, which is essential to earning the trust of our stakeholders.
Our policies, including Our Code of Business Conduct and Labor andHuman Rights policies are reviewed and approved at the Executive
level. We engage with employees worldwide through our BusinessConduct Champions, who represent a wide range of cultural,business function and geographic diversity. We raise awarenessof our standards so that employees understand our values andencourage their colleagues and third parties to report ethics
concerns. We investigate all allegations of ethical misconduct andtake appropriate actions where claims are substantiated.
For more information, please visit our website.

2022 GOALSOUTCOMES

Increase transparency of our robust
anti-corruption efforts by providing
public visibility to key componentsof the program.

ACHIEVED: We expressed our commitment to transparency and doing businessethically by publicly sharing details of our anti-corruption program on the company’s
website, outlining topics such as our application of a risk-based approach throughout
the world, a prohibition on bribery, conflicts of interest, donations and sponsorships,
training, reporting of concerns, whistleblower actions, the use of third party agents,
audit oversight, encouraging compliance, and progressive discipline. Our anti-corruption
statement is available on our website.

Enhance employee and external
partner awareness, understanding
and execution of our ethics program,policies, processes and tools.

ACHIEVED: We continued to expand awareness of our ethics program and advocate forcompliance through outreach to key leaders, conducting focused training in higher risk
subject areas, delivering ethics messages to thousands of employees and contractors,
creating online videos featuring ethics processes and procedures, and, with the supportof our network of over 30 Business Conduct Champions, promoting ethics initiatives andencouraging ethical behavior on a global basis.

5

6

BUSINESS CONDUCT7CORPORATE RESPONSIBILITY REPORT 2022 | 67



GOVERNANCE AND COMPLIANCE

C

1

2

COMMITMENT TO ANTI-CORRUPTION
3

4

Communications and Training*

2022

2021

2020

Global Due Diligence*

2022

2021

2020

New or promoted employees who
received ethics communications

6,100

5,500

2,800

800

900

900

Employees who received live ethics
and compliance training

Number of third-party sales
representatives (TPSRs) who
received due diligence reviews

900

900

750

Percentage of new vice presidents
who received a one-on-one briefingfrom Chief Compliance Officer

Percentage of global TPSRs who
received anti-corruption training

100%

100%

100%

100%

100%

100%

Online ethics and compliancetraining course sessions completed
by employees

102,000**134,000

59,000*Data is rounded

5**Introduced three globally required courses in 2021

6

7

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CORPORATE RESPONSIBILITY REPORT 2022 | 68

*Data is rounded

GOVERNANCE AND COMPLIANCEC

ADDRESSING CONCERNS

1

2

3

We respond to people who contact us with ethics concerns quickly
and handle their requests confidentially when requested. Calls
received by the EthicsLine are not recorded. Additionally, individuals
emailing the Motorola Solutions EthicsLine dedicated mailbox,
ethicsline@motorolasolutions.com, callers to the EthicsLine
and individuals using EthicsLine Interactive, our online channel forreporting ethical concerns, may choose to remain anonymous.

Business Conduct Champions, located around the world, provide
guidance to employees on our ethics policy and Code of BusinessConduct at a local level. Business Conduct Champions work withcountry managers, who are responsible for country governanceand compliance.

Reports to Office of Ethics

2022*

2021*

2020

Reports by Topic*

2022

2021

2020

Reports Requiring Investigation

28

27

17

Human Resources

76

43

47

Investigations Substantiated

8

8

6

Products1

3

1

Investigations Closed

33

24

12

Allegations of Impropriety

32

26

19

Resulting Disciplinary Actions**

10

14

3

Code of Business Conduct

115

122

118

Other

104

95

59

*Increase is commensurate with increased headcount from acquisitions**A single matter may require multiple actions*More than one topic may apply to a single report

45

Reporting Channels Used

2022*

2021*

2020

Disciplinary Actions

2022

2021

2020

EthicsLine (telephone and email)

83

62

82

Separation

4

4

3

EthicsLine Interactive (online)

20

14

17

Written Warning

6

10

0

Business Conduct Champions

14

15

15

Data Privacy Office

1

2

0

Direct Contact to the Officeof Ethics

179

170

109

*Increase is commensurate with increased headcount from acquisitions

6

GOVERNMENT AFFAIRS AND LOBBYING
Motorola Solutions engages with governments and regulators on
issues of significance to our company. We comply with applicablelaws wherever we operate. We promote and advocate for policies thatfurther our business objectives and benefit our customers, including:• Public safety technology funding7• Homeland security policies• Privacy, data security and cybersecurity• International trade reform and enhanced market access• Spectrum allocation

CORPORATE RESPONSIBILITY REPORT 2022 | 69

We have policies for the disclosure and oversight of lobbying activities
and strive to comply with all laws governing lobbying activities.
Employees who seek to engage in lobbying or retain an independent
contractor as a lobbyist on behalf of the company must first consult
the government affairs department and obtain written approval.
We conduct training on applicable laws and the company’s lobbying
policies and processes. We require individual lobbyists to file all
required reports, registrations and disclosures.



GOVERNANCE AND COMPLIANCEC

POLITICAL CONTRIBUTIONS IN THE UNITED STATES

1

2

3

4

5

In the U.S., where permitted by federal,state and local law, Motorola Solutions
and its employees engage in the politicalprocess and support those candidates– regardless of party affiliation – whounderstand and support policy issues
that advance our business in the U.S. andglobally. Legal corporate contributions,as well as legal contributions madeby our non-partisan employee Political
Action Committee (PAC), are based on theinterests of the company without regard
to the personal political preferences ofour executives.
We have a robust policy and internal
approval process to ensure that politicalcontributions comply with current campaign
finance and disclosure laws, as well as with
our Code of Business Conduct. A committee
within our Government Affairs department
develops a plan for the Motorola
Solutions PAC Board which identifies thecandidates and campaigns that will receive
contributions based on a non-partisan effort
to advance and protect the interests of ourcompany, shareholders and employees. The
company’s vice president of Government
Affairs reviews the plan, and our legal
counsel reviews all political contributions inadvance. In addition, the Motorola Solutions
board of directors receives an annual reportof all political contributions.

Criteria for assessing candidates include:• Leadership on important businessobjectives• Champions for public safety• Geographic representation of our sites
and employee population• Strong or emerging positions on issues
that impact the high-tech industry and thebusiness community• Assignments on key legislative
committees• International engagement and reach in
key countries
We believe in supporting candidates andcampaigns who exhibit high standards ofcharacter, civic integrity and respect for
public service.
Eligible employees participate voluntarily
in our non-partisan PAC, which enables
them to pool their voluntary contributions
to support federal, state and local
candidate committees, political party
committees/organizations and PACs. The
PAC giving criteria are approved each yearby the PAC board of directors. In 2022,
the Motorola Solutions PAC distributed$595,150 in employee contributions.
View the Motorola Solutions PAC 2022
contributions.

6

7



CORPORATE RESPONSIBILITY REPORT 2022 | 70

While U.S. law prohibits corporate
contributions to federal politicalcandidates, these contributions may
be used in many states for candidates
seeking state or local offices. In 2022,
we contributed $446,725 to state and local
candidate committees, party committees/organizations and ballot-measure
campaigns. The Company does not use
corporate funds to make direct independent
expenditures on behalf of candidates
running for public office.
Motorola Solutions is a member of tradeassociations in the U.S. that represent the
public policy objectives of our industry. In
2022, we paid annual dues of $50,000 or
more to belong to these associations:• Business Roundtable• Civic Committee of the Commercial Clubof Chicago• Information Technology Industry Council• Security Industry Association• Telecommunications Industry Association• U.S. Chamber of Commerce
For more information regarding politicalcontributions, please visit our website.


C

1

2

3

4

5

6

7

REPORTING
REFERENCE

REPORTING REFERENCECGLOBAL REPORTING INITIATIVE(GRI) STANDARDSThis index references information that meets requirements of disclosures from the Global Reporting Initiative(GRI) Sustainability Reporting Standards in part or in full.

1

GRI STANDARDDISCLOSURESREPORT SECTIONREPORT PAGE
NUMBER

ADDITIONAL REFERENCE / URL

THE ORGANIZATION AND ITS REPORTING PRACTICES
2-1 Organizational Details

2-2 E ntities included in theorganization’s sustainability
reporting (c)*22-3 R eporting Period, frequency andcontact point3

2-4 Restatements of Information

Form 10-K

Motorola Solutions, Inc.

Pages 3, 4, and 24

Our Approach4

Form 10-K

Introduction:

7

Pages 8-9, 24, 26, and 53

Our Approach4

Form 10-K

Introduction:

7

Page 1

Scope of Report

76

Motorola Website - Environment

Scope of Report

Introduction:
Scope of Report

7

The Environment:
2-5 External Assurance

Form 10-K

Climate Impact

53

Page 1

Waste and Recycling

58

Motorola Website - Environment

ACTIVITIES AND WORKERS

4
2 - General
Disclosures (2022)

2-6 A
 ctivities, value chain and otherbusiness relationships

Supply Chain and Procurement:
Suppliers

42

Risk Assessment

Form 10-K
Page 3, 10, 20 – 21, 24, and 47

Human Capital Management
2-7 employees *5

Global Workforce

27

Workforce Demographics

32-34

GOVERNANCE
2-9 G
 overnance structure andcomposition

Proxy Statement

2-10 Nomination and selection of thehighest governance body

Proxy Statement

6

Pages 13-28, and 33 - 36

Pages 2 - 5, 18 - 20, and 25
Proxy Statement

7

2-11 C hair of the highest governancebody

Page 25

2-12 R ole of the highest governancebody in overseeing themanagement of impacts

Proxy Statement

CORPORATE RESPONSIBILITY REPORT 2022 | 72

Principles of Conduct for Members ofBoard of Directors:

Pages 21 - 24

REPORTING REFERENCECGLOBAL REPORTING INITIATIVE(GRI) STANDARDSGRI STANDARDDISCLOSURESREPORT SECTIONREPORT PAGE
NUMBER

ADDITIONAL REFERENCE / URL

GOVERNANCE

1

2-13 Delegation of responsibility for
managing impacts

Proxy Statement

2-14 Role of the highest governancebody in sustainability reporting

Proxy Statement

2-15 Conflicts of Interest

2

2-16 Communication ofcritical concerns

3

2 - General
Disclosures (2022)

4

Pages 21 - 24

Pages 23 - 24
Governance and Compliance:
Policies

66

Principles of Conduct for Members ofBoard of Directors:

Governance and Compliance:
Addressing Concerns

69

2-17 Collective knowledge of thehighest governance body

Proxy Statement

2-18 E valuation of the performance ofthe highest governance body

Proxy Statement

Pages 23 - 24

Pages 18 - 20, 25
Proxy Statement

2-19 R emuneration policies

Pages 29 - 32, and 48 - 65
Proxy Statement

2-20 P rocess to determine
remuneration

Pages 29 - 32, and 48 - 65
Proxy Statement

2-21 Annual total compensation ratio

Page 79

STRATEGY, POLICIES AND PRACTICES

5

2-22 S tatement on sustainable
development strategy

Foreword:
CEO Letter
Governance and Compliance:

66 – 67, 69

Code of Business Conduct

Policies
Governance and Compliance

ESG Strategy and Risk OversightBusiness Conduct6

2-23 Policy commitments

Addressing Concerns
The Environment:

61

Sustainable design and Product
Design67

Materials Management

7



CORPORATE RESPONSIBILITY REPORT 2022 | 73



REPORTING REFERENCECGLOBAL REPORTING INITIATIVE(GRI) STANDARDSGRI STANDARDDISCLOSURESREPORT SECTIONREPORT PAGE
NUMBER

ADDITIONAL REFERENCE / URL

Governance and Compliance:

66 - 69

Code of Business Conduct

STRATEGY, POLICIES AND PRACTICES

1

Policies
2-24 Embedding policy

Governance and ComplianceBusiness Conduct
Commitment to Anti-Corruption
Addressing Concerns

Supply Chain and Procurement:

22-25 Processes to remediate
negative impacts

48

Conflict Minerals
The Environment:

53

Site Remediation

Our Approach:12

For Our Business:

3

Responsible Technology
2-26 Mechanisms for seeking advice
and raising concerns

Governance and Compliance:
Policies63, 64 - 66

Business Conduct
Addressing Concerns

4

2 - General
Disclosures (2022)
2-27 Compliance with laws
and regulations *The Environment:

Governance and Compliance:
2-28 Membership Associations

5

52

Environment, Health and Safety
Management
70

Political Contributions in the
United States

STAKEHOLDER ENGAGEMENT
Introduction:

8

Most Material Topics: Stakeholder
Engagement
Community Engagement:

19:

Community

62-29 Approach to stakeholder
engagement

Human Capital Management:

31-37

Diversity, Equity & Inclusion
Workforce Demogrpahics
Human Capital Development
Supply Chain:

43

Suppliers
Governance and Compliance:

7

Government Affairs and Lobbying

CORPORATE RESPONSIBILITY REPORT 2022 | 74

69



REPORTING REFERENCECGLOBAL REPORTING INITIATIVE(GRI) STANDARDSGRI STANDARDDISCLOSURESREPORT SECTIONREPORT PAGE
NUMBER

Our Approach

4, 7 - 8

STAKEHOLDER ENGAGEMENT

1
3-1 Process to determinematerial topics

Introduction:
Scope of Report
Most Material Topics

3 - Material Topics
3-2 L ist of material topics

2
3-3 M anagement ofmaterial topics

205 - Anti-Corruption

205-2 C ommunication and training
about anti-corruption policies
and procedures

3

4

5

GRI 302:
Energy 2016

302-4 Reduction of energy consumption(a and b only)

GRI 303: Water
and Effluents 2018

303-3 W ater withdrawal by source

GRI 305:
Emissions 2016

8

Most Material Topics
Our Approach

4, 7 - 8

Introduction:
Material Topics
Governance and Compliance:

67 - 68

Business Conduct
Commitment to Anti-Corruption
The Environment:

58

Safe and Sustainable Operations:
EnergyThe Environment:

59

Safe and Sustainable Operations:
Water Use

305-1 Direct (Scope 1)
GHG emissions*

The Environment:

305-2 Energy indirect (Scope 2)
GHG emissions*

The Environment:

305-3 Other indirect (Scope 3)
GHG emissions*

The Environment:

305-5 Reduction of GHG emissions*6

Introduction:306-3 W aste generated*

GRI 308: Supplier
Environmental
Assessment 2016308-2 Negative environmental
impacts in the supply chain
and actions taken (c)*54

Climate Impact
54

Climate Impact
The Environment:

54

Climate Impact
The Environment:

GRI 306:
Waste 2020

54

Climate Impact

59

Safe and Sustainable Operations:
Waste and Recycling
Supply Chain and Procurement:
Auditing and Improving:
Number of Audit Findings

7



CORPORATE RESPONSIBILITY REPORT 2022 | 75

45 - 46

ADDITIONAL REFERENCE / URLREPORTING REFERENCECGLOBAL REPORTING INITIATIVE(GRI) STANDARDSGRI STANDARDDISCLOSURESREPORT SECTIONREPORT PAGE
NUMBER

Human Capital Management:

39

STAKEHOLDER ENGAGEMENT1

GRI 401:
Employment 2016

401-2 B enefits provided to full-time
employees that are not provided
to temporary or part-time
employees (a)*403-1 O ccupational health andsafety management system

Benefits

The Environment:

60

Safe and Sustainable Operations:
Safety2403-2 Hazard identification, risk
assessment, and incident
investigation*

3

GRI 403:
Occupational Healthand Safety 2018403-5 Worker training on occupational
health and safety

403-9 Work-related injuries(d and e)*

The Environment:
SafetyThe Environment:

460

Safe and Sustainable Operations:
SafetyThe Environment:

60

Safe and Sustainable Operations:
SafetyThe Environment:

403-10 Work-related ill health*60

Safe and Sustainable Operations:60

Safe and Sustainable Operations:
SafetyHuman Capital Management:

GRI 405:
Diversity and Equal
Opportunity 2016405-1 D iversity of governancebodies and employees*

28, 31 - 37

Global Workforce
Diversity, Equity & Inclusion
Workforce Demographics
Human Capital Development

5
GRI 414:
Supplier Social
Assessment 2016

6

GRI 415:
Public Policy 2016414-2 N egative social impacts in the
supply chain and actions taken(a, c, and d only)*Supply Chain and Procurement:
Risk Assessment
Auditing and Improving
Governance and Compliance:

415-1 P olitical contributions

43-45

Suppliers

Political Contributions in the
United States*Report includes some of the requirements specified in these Disclosures of the referenced GRI Standard.

7



CORPORATE RESPONSIBILITY REPORT 2022 | 76

70

ADDITIONAL REFERENCE / URLREPORTING REFERENCEC

SUSTAINABLE ACCOUNTING STANDARDSBOARD (SASB) REFERENCESASB CODE

1

TC-TL-220a.1

DISCLOSURES DESCRIPTION

Description of policies and practices
relating to behavioral advertising andcustomer privacy

REPORT SECTIONREPORT PAGE
NUMBER

ADDITIONAL REFERENCE / URLFor Our Business

11, 15

Privacy Statement

Data Privacy and Protection
Enterprise Information Security
Governance and Compliance:

66

Policies
For Our Business
TC-SI-220a.1

Description of policies and practices
relating to behavioral advertising andcustomer privacy

2

11, 15

Privacy Statement

Data Privacy and Protection
Enterprise Information Security
Governance and Compliance:

66

Policies
TC-TL-130a.1
TC-SI-130a.1

TC-SI-130a.2*

3(1) Total energy consumed in GJ,(2) percentage grid electricity,(3) percentage renewable

The Environment(1) Total water withdrawn,(2) total water consumed, percentage ofeach in regions with High or ExtremelyHigh Baseline Water Stress

The Environment

EnergyTC-HW-430a.1*

59

Safe and Sustainable Operations:
Water Use
Introduction

Percentage of Tier 1 supplier facilities
audited in the RBA Validated Audit
Process (VAP) or equivalent, by (a) all
facilities and (b) high-risk facilities

58

Safe and Sustainable Operations:

4

Our Approach
Supply Chain and Procurement

44 - 47

Risk Assessment
Auditing and Improving

4
TC-HW-440a.1

TC-SI-330a.3*
TC-HW-330a.1*

5

TC-TL-230a.2
TC-SI-230a.2
TC-HW-230a.1

Description of the management ofrisks associated with the use ofcritical materials

Supply Chain

Percentage of gender andracial/ethnic group representationfor (1) management, (2) technical staff,and (3) all other employees

Human Capital Management:

Description of approach to identifying
and addressing data security risks,
including use of third-party
cybersecurity standards

6

TC-TL-440a.1*

Workforce Demographics

35 - 36

For Our Business

11, 13 - 15

Data Privacy and Protection
Cybersecurity Products and Services
Enterprise Information Security

Sustainable Design and ProductStewardship
Product Recycling and Battery
Take-Back

Scope 3 Emissions Reporting
Construction Projects

7

Weight of end-of-life products ande-waste recovered, percentage recycled

59

Waste and Recycling

The Environment

TC-HW-410a.4*

31 - 33

Diversity, Equity & Inclusion

The Environment(1) Materials recovered through takeback programs, percentage of recoveredmaterials that were (2) reused,(3) recycled, and (4) landfilled

48

Conflict Minerals

Waste and Recycling
Sustainable Design and ProductStewardship
Product Recycling and Battery
Take-Back*The report includes some of the requirements specified in these disclosures of the referenced SASB Standard.



CORPORATE RESPONSIBILITY REPORT 2022 | 77

55, 57, 59, 61 - 62

Website: Recycling - Motorola Solutions



REPORTING REFERENCECTASK FORCE ON CLIMATE-RELATEDFINANCIAL DISCLOSURE (TCFD) INDEXFor additional climate-related information, please see our most recent:• TCFD Report• Annual Report on Form 10-K

1

• Proxy Statement

CATEGORY

2

Governance
Disclose the organization’s governancearound climate-related risks andopportunities.

DISCLOSURESREFERENCEa) Describe the board’s oversight of climate-related risks and opportunities.

Board Oversight, Page 5b) Describe management’s role in assessing and managing climate-relatedrisks and opportunities.

Executive Leadership, Page 5a) Describe the climate-related risks and opportunities the organization
has identified over the short, medium, and long term.

TCFD Climate-Related Risks and Opportunities
Overview, Pages 10 - 13

Risk Management, Page 14

3Strategy
Disclose the actual and potential impacts ofclimate-related risks and opportunities on
the organization’s businesses, strategy, andfinancial planning where such information
is material.

b) Describe the impact of climate-related risks and opportunities on theorganization’s businesses, strategy, and financial planning.

c) Describe the resilience of the organization’s strategy, taking
into consideration different climate-related scenarios, including
a 2°C or lower scenario.

4a) Describe the organization’s processes for identifying and assessing
climate-related risks.

5b) Describe the organization’s processes for managing climate-related risks.

Climate Scenario Analysis: Understanding Potential
Impacts, Pages 8 - 9Governance, Page 5
Risk Management, Page 14

TCFD Climate-Related Risks and Opportunities
Overview, Pages 10 - 13
Risk Management, Page 14c) Describe how processes for identifying, assessing, and managing
climate-related risks are integrated into the organization’s overallrisk management.

6

TCFD Climate-Related Risks and Opportunities
Overview, Pages 10 - 13

Governance, Page 5

Risk Management
Disclose how the organization identifies,
assesses, and manages climate-related risks.

Business Strategy Overview, Our Approach to
Climate Strategy,
Pages 6 - 7

Risk Management, Page 14a) Disclose the metrics used by the organization to assessclimate-related risks and opportunities in line with its strategy
and risk management process.

Metrics, Pages 15 - 16b) Disclose Scope 1, Scope 2, and, if appropriate, Scope 3
greenhouse gas (GHG) emissions, and the related risks.

Metrics, Pages 15 - 16c) Describe the targets used by the organization to manage
climate-related risks and opportunities and performance against targets.

Our Approach to Climate Strategy, Page 7

Climate Impact, Pages 54-55

Metrics and Targets

7

Disclose the metrics and targets used
to assess and manage relevant climaterelated risks and opportunities where suchinformation is material.



CORPORATE RESPONSIBILITY REPORT 2022 | 78

Climate Impact, Pages 54-55

Targets, Page 16

REPORTING REFERENCE

UNITED NATIONS’ SUSTAINABLE DEVELOPMENT GOALSCAt Motorola Solutions, we recognize the importance of international
collaboration and innovation to achieving the United Nations’ 17
Sustainable Development Goals. These goals were set to inspire andguide governments, businesses and individuals in creating economic
and social development policies and practices. The following chart

outlines the ways in which we believe we are helping to achievethese global goals. We are working to further incorporate thesegoals into our strategy development because we believe that inachieving these goals we will see a more equitable, sustainable
and prosperous future for all.

1

2

RELEVANT SDG

SUBGOALS

4 - Quality Education

4.3, 4.4, 4.5

5 - Gender Equality

5.5, 5.b, 5.c

EXAMPLES OF MOTOROLA SOLUTION’S CONTRIBUTION• Investing in the education, training, and development of our employees• Funding STEM education and programming around the world"

REPORT PAGE
NUMBER19, 28-29, 32• Providing development opportunities for women• Supporting our employee-led Women’s Business Council

21, 32-34• Partnering with the Society of Women Engineers• Providing a safe and inclusive work environment
8 - Decent Work and Economic
Growth8.5, 8.7, 8.8• Ensuring that human rights are being upheld in our operations and our suppliers
operations

31-34, 37• Providing well paid internships

3

9 - Industry, Innovation andInfrastructure

9.c

10 - Reduced Inequalities

10.2, 10.4

• Inclusive product design16• Business councils• Affinity groups

32-34• Employee Brand Ambassadors Program:

4
11 - Sustainable Cities andCommunities

11.5

12 - Responsible Consumption
and Production

12.2, 12.4, 12.5,
12.6

13 - Climate Action

13.1, 13.3

15 - Life on Land

15.1, 15.5, 15.a

16 - Peace, Justice and Strong
Institutions

16.3, 16.5, 16.7,
16.10

5

• Disaster relief

24-25• Sustainable Design• Packaging

61-62• Product Recycling And Battery Take-Back• Disaster relief• Energy savings• Site remediation

24-25, 54-57

53

6• Policies• Risk oversight• Business Conduct Champions• Anti-corruption

7



CORPORATE RESPONSIBILITY REPORT 2022 | 79

66-69


20
22

REPORT

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