ROBERT HALF

Introduction

How We Approach ESG

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

2021 ESG REPORT: TABLE OF CONTENTS

01.

Introduction
From Our CEO
About Robert Half — And Our 2021 ESG Report
2021 Impact Highlights

02.

How We Approach ESG
Engaging Our Stakeholders
Our ESG Materiality Assessment
Accountability
Our Approach to Reporting03.

Our Governance
Ethics and Integrity
Board Structure
Maintaining Trust Through IT Security
and Data Protection

04.

Our People
Diverse Workforce and Inclusive Workplace
Talent Attraction, Retention and Development
Talent Engagement and Well-Being

05.

Our Communities,
Clients and Partners
Emerging Technology and Innovation
Spotlight: Protiviti’s ESG Solutions
Community Investment
Supplier Diversity and Inclusion

06.

Environment07.

ESG Data Tables

Sustainable Ecosystem Impact© 2022 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans. RH-0522

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How We Approach ESG

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INTRODUCTION: FROM OUR CEO

M. Keith Waddell
President and Chief Executive Officer

Robert Half was founded on theprinciples of ethics and integrity. In
today’s world, with its many challenges
and crises, we know that we must
continue our journey to integratesocial responsibility and sustainability
throughout our business and in thecommunities where we live and work.

In 2021, we continued to find new
ways to deliver on our environmental,social and governance (ESG) priorities,
starting with our long-standing
commitment to our people. We aretaking a flexible approach to the futureof work, and have adapted how wesupport our employees, clients andcandidates. We generally provide ourpeople the autonomy to determine
how and where they can best support
their stakeholders, considering theirindividual needs and workplace
preferences. With the health and wellbeing of our global workforce as a toppriority, we have enhanced programs
that positively impact our employees
regardless of where they work. We
are supporting our new employeeswith remote onboarding experiences,
as well as virtual learning andcareer development offerings. New
technology, processes and training
have also been implemented to bettersupport our customers’ needs and help
them navigate the future of work.

I am very proud of the way we treat
each other with respect and embrace
diversity, equity and inclusion (DEI).
I am likewise impressed by thegrowth of our employee-created
Employee Network Groups (ENGs)
and how they are helping us better
understand and engage with eachother. Attracting and retaining adiverse workforce makes us stronger,
and we continually strive to increase
representation and help all employees
feel empowered and included.
Our enterprise values — integrity,
inclusion, innovation and commitment
to success — serve as the cornerstones
for everything we do and guide ourwork with clients, candidates andsuppliers. Our role as a professional
services organization provides us aunique opportunity to positively impact
lives globally: We help job candidates
find meaningful and exciting workand provide clients with the talent anddeep subject-matter expertise theyneed to confidently compete and growin a dynamic world.
We continue our unwavering support of
the Ten Principles of the United Nations
Global Compact, specifically in supportof human rights, fair labor practices
and anti-corruption. We are doing ourpart to contribute to climate action,
including working toward carbon
reductions and energy efficiency andfinding opportunities to increase ourpurchases of renewable energy.
I invite you to read further about our
ESG accomplishments and community
partnerships in the following pages.
We recognize that this is an ongoing
journey, and I look forward tocontinuing to find ways for us to leadwith integrity in all that we do.

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Introduction

How We Approach ESG

Our Governance

Our People

Our Communities

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INTRODUCTION: ABOUT ROBERT HALF — AND OUR 2021 ESG REPORT
Robert Half is the world’s first andlargest specialized talent solutions
and business consulting firm.
Our Talent Solutions mission is topositively change people’s lives byfinding them rewarding work and toassist businesses in locating the talent
they need to succeed. Protiviti, ourglobal business consulting subsidiary,
helps companies solve increasingly
complex business challenges, often
through managed solutions where
our staffing operations and Protiviti
work together.
At Robert Half, we attempt tocreate and foster a positive,
inclusive work environment. We area socially responsible corporate
citizen, and we continually support

our communities, whether we’revolunteering our time or donating
to deserving causes. Equallyimportant, our organizational
culture includes treating each otherwith respect and embracing DEI.
Our goal is to continually help our
employees connect to each other,
thrive through opportunities, andgrow the communities in which welive and work.
In this report, the term Robert Halfrefers to the entire global enterprise,
including Talent Solutions andProtiviti. When we refer to Talent
Solutions or Protiviti specifically, we
are referring to those respective
parts of our business individually.

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Introduction

Robert Half Enterprise Values

The events of the past two years
have offered us the opportunity to
deeply reflect on who we are, where
we are going as an enterprise,
and what is most important to us
as individuals. This reflection has
contributed to the desire to better
articulate to our people and clients
what we value most as a company.
As a result, Robert Half has
introduced a set of values we’vechampioned across our enterpriseand embedded in our culture andeverything we do for our people,
our candidates, our clients and thecommunities where we live and work.
Our fundamental enterprise values
are: Integrity, Inclusion, Innovation
and Commitment to Success.

How We Approach ESG

Our Governance“Ethics First” — now integrated
into the value of Integrity — is theprinciple on which Robert Half was
founded and is still at the core ofeverything we do. Every day, ouremployees exemplify this in theway they value and treat clients,
candidates and one another.
Our enterprise values support
our ongoing mission to:• Drive the success of our clientsand job candidates• Build rewarding careers for ourpeople and our job candidates• Create an inclusive work
environment where we canconnect, thrive, grow and belong• Be a socially responsible
company that creates impact in
the communities where we live
and work

Our People

Our Communities

Environment

ESG Data Tables

OUR ENTERPRISE VALUESINTEGRITY
We put ethics first and do the rightthing in all situations.

INCLUSION
We foster a culture of belonging where
everyone can connect, thrive and grow.

INNOVATION
We adapt, evolve and invest to deliver
new ideas and solutions.

COMMITMENT TO SUCCESS
We empower our people to drive the successof our clients, candidates and colleagues
and to better our communities.

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Introduction

Our 2021 ESG Report
This report provides an overview of
the company’s journey to live ourvalues by focusing on environmental,social and governance issues andtaking actions to address them aspart of our commitments to social
responsibility and sustainability.
Included in the report are the resultsof our recent and inaugural formalmateriality assessment and what
we are doing to realize our ESG
objectives — from how we attract,
retain and engage talent andHow We Approach ESG

Our Governance

Our People

Our Communities

invest in our communities to how
we structure our board and protect
data to how our company is doing
its part to further address our carbon
consumption.

We know that meeting our ESG
objectives requires a continuous
focus, as does upholding ourenterprise values in everything we do,
and we are firmly committed to both.

Our many accolades confirm ourcommitment to our DEI journey.
Recent recognition includes
placement on the list of Forbes’
World’s Best Employers andBloomberg’s Gender Equality Index.

To learn more about our company
across our talent solutions andbusiness consulting offerings, visit
www.roberthalf.com andwww.protiviti.com.

Environment

ESG Data Tables

Our goal is to provide a workplace
where people feel engaged andincluded and can create rewarding
careers.

At a Glance: Where We Operate
Robert Half has more than 320 talent solutions locations worldwide,
including 88 locations in 17 countries outside of the United States, serving
the fields of finance and accounting, technology, administrative andcustomer support, legal, and marketing and creative.
Protiviti and its independently and locally owned Member Firms serve
clients through a network of more than 85 offices in over 25 countries.

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INTRODUCTION: 2021 IMPACT HIGHLIGHTSOur Communities

Environment

ESG Data Tables

INDUSTRY RECOGNITION

Robert Half focuses on key ESG priorities that address the challenges we face as a business and as
part of the global community. Our results for 2021 underscore our commitment to our people andour values.

85%

55%

Employees who said Robert Half andProtiviti are great places to work

Women in our global internal
workforce

JOB RECOMMENDATIONSCOMMUNITYEMPLOYEE ENGAGEMENT

10M

More than 10 million job
recommendations provided permonth to candidates seeking jobs
using our AI-driven technology

33%

UNDERREPRESENTED GROUPS
Individuals from historicallyunderrepresented groups in
our U.S. internal workforce (anincrease of 2.7% from 2020)

FEMALE

$6 million in total community
6M Nearly
investment around the globe by$

our enterprise, including corporate
contributions to nonprofit partners,
matching gifts and employees’
volunteer time

42%

SUPPLIER INCLUSION
Total U.S. addressable supplierspend supporting small and diverse
businesses

From FORTUNE, ©2022 FORTUNE Media IP Limited. All rights reserved. Used under license. FORTUNE and World’s Most Admired Companies are registered trademarks of FORTUNE Media IP Limited and are used under license.
FORTUNE and FORTUNE Media IP Limited are not affiliated with, and do not endorse products or services of, Robert Half International Inc. and Protiviti Inc.

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HOW WE APPROACH ESG
Robert Half helps people findrewarding work and clients findthe right talent and expertiseto grow their business, andour values guide us in theseendeavors. We integrate ESG
principles across our business tohelp inform and direct strategies
for many of our programs andpolicies.
This section highlights theways in which we engage our
stakeholders and promotesustainable and socially
responsible business practices.
We also provide details about
the recent formal materiality
assessment we conducted to
identify the ESG topics mostimportant to Robert Half and our
stakeholders.

IN THIS SECTION:
Engaging Our
Stakeholders
Our ESG Materiality
Assessment
Accountability
Our Approach toReporting2021 Environmental, Social and Governance Report

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HOW WE APPROACH ESG: ENGAGING OUR STAKEHOLDERS
Upholding our values-led businessapproach requires us to listen andrespond to our stakeholders —our employees, candidates,
customers, suppliers, shareholders,industry associations and manyothers — so we can understand theirneeds and the issues they consider
most important.
We engage with and gather
feedback from our internal andexternal stakeholders through formal
surveys and regular communications.
This feedback helps us develop
and improve our programs, services
and interactions with all of our
stakeholders. We use anonymous
employee surveys to measureemployee engagement, to makesure we are focusing on what is mostimportant to our employees, andto provide an opportunity for our
employees to tell us what it’s like towork at Robert Half and to give us
ideas about how we can enhancetheir experience working with us.
We use the results of these surveys
to compare our performance andthe engagement of our employees
relative to benchmarks in our industry.
For our clients and candidates, wesend out customer loyalty surveys
at the end of each engagement tounderstand their experience working
with Robert Half. We continuallymonitor overall satisfaction with
our services, promptly respond to
feedback, and adjust our programs
and practices accordingly.

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How We Approach ESG

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Global Initiatives
Among our stakeholders are nongovernmental organizations (NGOs) driving global initiatives designed to encouragecompanies to adopt sustainable and socially responsible business practices. These NGOs include:

United Nations Global Compact

Women’s Empowerment Principles

U.N. Sustainable Development Goals

Robert Half supports the Ten
Principles of the United Nations
Global Compact, specifically insupport of human rights, fair labor
practices and anti-corruption, andmakes these principles a part ofthe strategy, culture and day-today operations of our company.
This ESG report provides updates
that help support our annualCommunication on Progress anddemonstrate actions that we havetaken over the past year in alignment
with the principles.

We are signatories to the Women’s
Empowerment Principles (WEPs), a
joint initiative of the UNGC and theUnited Nations Entity for Gender
Equality and Empowerment of
Women (U.N. Women). The seven
WEPs build on the UNGC byproviding best practices for advancing
gender equality and empowering
women in the workplace, marketplaceand community.

In our support of the U.N. Sustainable
Development Goals (SDGs), Robert Half istaking measures to align our ESG strategy
and programs with nine of the SDGs:• Zero hunger• Good health and well-being• Quality education• Gender equality• Decent work and economic growth• Reduced inequalities• Responsible consumption and production• Climate action• Partnership for the goals

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How We Approach ESG

Our Governance

Our People

Our Communities

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HOW WE APPROACH ESG: OUR ESG MATERIALITY ASSESSMENT
Robert Half completed its firstformal ESG materiality assessment
in early 2022, paving the way
for an enterprisewide roadmap
for impact. We conducted thisassessment in partnership with qb.
consulting, a women-owned ESG
firm. Together, we identified the ESG
risks, opportunities and topics that are
most important for, and impactful to,Robert Half and our stakeholders.
This materiality assessment provides
further transparency into Robert
Half’s ongoing ESG journey, andwe consider it a foundational step
toward combining and solidifying
our existing and future ESG efforts
into one unified strategy. We
plan to review and update ourinitial materiality assessment whenappropriate and consistent with bestpractices.

Our Assessment Process
Robert Half evaluated the current
state of ESG to build our list of
potentially material ESG topics. Our
work included assessing emerging
concerns in our industry andreviewing leading global reporting
guidelines, such as the:• Sustainability AccountingStandards Board (SASB)
Materiality Map® for the
professional services sector• Global Reporting Initiative (GRI)
Standards• Taskforce on Climate-Related
Financial Disclosures (TCFD)

Using double materiality — which
accounts for a company’s ability
to both generate impacts on, andbe affected by, environmental
and social factors — we define a
topic as “material” if it is likely toimpact the sustainable and socially
responsible development andfinancial or operating performanceof our company.
We considered a range ofperspectives to tailor our list of
material ESG topics and to confirm
that it reflects the unique needsof our business and stakeholders.
We gathered these perspectives
by speaking with our internal andexternal stakeholders, as well as
reviewing:• Key internal documents on
business strategy, policies andprograms• Investor communications• Customer questionnaires• Surveys of employees andengagement professionals• Our alignment with our selected
U.N. SDGs (see p. 10)
We identified our areas of influence
for each topic based on stakeholder
expectations and our management
practices. After analyzing thisinformation, we identified 11 material
ESG topics.
Robert Half’s President and CEO,Senior Vice President and Global
Privacy Officer, ESG team, andselect enterprisewide leaders
reviewed and validated the 11
material topics.

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Materiality Topics and Impact Priorities
Our materiality topics illustrate the findings from our inaugural formal materiality assessment and identify the topics thatare most likely to impact Robert Half’s success and those of the greatest importance to our stakeholders. ESG materiality is
dynamic in nature, and we see each topic as important to the business and to our stakeholders and society.
Topics related to human capital management, including diversity, equal access to opportunity and inclusivity, emerged
as top priorities in our materiality assessment. Data protection and ethics were also considered critical to Robert Half’s
stakeholders and core to our approach to business integrity and innovation. While environmental topics were identified
as less impactful given the nature of our business and our carbon emissions, we are committed to addressing ourenvironmental footprint by working closely with our stakeholders throughout our value chain. Each of our 11 material topics
informed this ESG report, and we provide information and status on each topic on the following pages.
Robert Half Materiality Topics
OUR GOVERNANCEOUR PEOPLEOUR COMMUNITIESENVIRONMENT

Accountability

Diverse Workforce andInclusive Workplace

Community Investment

Sustainable Ecosystem
ImpactBoard Structure

Talent Attraction, Retention
and Development

Emerging Technology andInnovation

Ethics and Integrity

Talent Engagement andWell-Being

Supplier Diversity andInclusion

Maintaining Trust Through
IT Security and Protection

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Our Immediate Next Steps
Robert Half is actively updating our ESG strategy to align with our material topics.

Our Material Topics: Definitions
TOPIC AND DEFINITION

Accountability
Ensuring enterprisewide accountability to our ESG commitments and integration of ESG considerations in decisions around businessstrategy, capital allocation and risk management
Ethics and Integrity
Promoting a strong culture of ethical business conduct, professional integrity and accountability throughout our global operations and in
our corporate governance
Board Structure
Effectively managing the right experience, skills, independence and diversity of our board of directors
Maintaining Trust Through IT Security and Data Protection
Implementing systems and processes that are designed to securely collect, store, share and transfer data of clients, employees,
engagement professionals and the company while upholding the right to privacy and protecting data from unwanted parties andunauthorized access
Diverse Workforce and Inclusive Workplace
Recruiting, hiring, promoting and retaining a diverse workforce, including diversity of gender, race, ethnicity and sexual orientation, acrossour talent ecosystem, from executive management to contract talent professionals that meets the needs of our evolving business and ourclients; creating a workplace where all employees feel they belong and are respected, supported and valued

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TOPIC AND DEFINITION

Talent Attraction, Retention and Development
Attracting and retaining our talent by providing equal access to career advancement, providing competitive and equitable compensation,and creating learning and development opportunities; helping people navigate workplace transformations and addressing barriers to
employment by upskilling, reskilling and enabling people for the future of work
Talent Engagement and Well-Being
Understanding the needs of our talent through continual two-way feedback and communications in order to design guidelines, programs
and support that increase well-being and satisfaction
Emerging Technology and Innovation
Embracing new technology and services that meet our stakeholders’ evolving needs in a dynamic world, which also includes consideringand reviewing the responsible use of the new technology and services
Community Investment
Leveraging company resources, technologies and employee skills to work with our stakeholders to address community needs
Supplier Diversity and Inclusion
Promoting and supporting the growth and development of diverse businesses, including minority-owned, women-owned, LGBTQ+-owned,
disability-owned, veteran-owned small businesses and local suppliers as part of our overall supplier base
Sustainable Ecosystem Impact
Prioritizing a strategy that addresses energy consumption and climate change risk, improves efficiencies across our operations and expands
opportunities to increase the use of renewable energy sourcing, including working with our stakeholders to meet our environmental andsocial commitments

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HOW WE APPROACH ESG: ACCOUNTABILITY
Robert Half develops and executes
our ESG strategies and initiatives
with the oversight of our company’sboard of directors and seniorleadership across programmatic
areas. Our board receives reports
on various ESG activities regularly
throughout the year, including policy
and program updates related
to human capital management,
community and DEI initiatives,
cybersecurity and privacy, and othercompliance topics.
In 2021, we operationalized ourcommitment to address social andenvironmental sustainability topics
by hiring a Senior Director, ESG.
The Senior Director is building ateam and collaborating across thebusiness to enhance and centralize
our oversight and reporting related
to ESG activities.
The ESG team is part of our Business
Operations and Law group under
the leadership of our Senior Vice
President and Global Privacy Officer,
who reports to our President andChief Executive Officer. Our business
functions, in collaboration with the
ESG team, drive management
accountability for a range of
ESG topics and programs. This
collaborative structure is designed tomaximize our impact, drive businessperformance and create long-termvalue for our stakeholders.

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HOW WE APPROACH ESG: OUR APPROACH TO REPORTING
We have historically published
Corporate Citizenship (ESG) reports
every two years. Beginning with thisreport, focused on calendar year
2021, we are adopting an annual
publishing schedule. Releasing our
ESG report annually will help usdeliver more frequent and current
updates about our progress toaddress the ESG topics we know aremost important to our stakeholders.
In addition to seeking alignment
with the United Nations initiatives
where applicable as described
previously (see p. 10), Robert Halfused the following standards toinform our disclosures in this report.
We also used these global reporting
guidelines to inform our recent
materiality assessment (see p. 11):• Sustainability AccountingStandards Board (SASB)
Standards• Global Reporting Initiative (GRI)
Standards• Taskforce on Climate-Related
Financial Disclosures (TCFD)• CDP Climate Change
The content provided represents
our progress and performance forcalendar year 2021, Jan. 1, 2021,
to Dec. 31, 2021. All content anddata reflect our global operations
enterprisewide, including both Talent
Solutions and Protiviti, except whereotherwise noted.

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OUR GOVERNANCE
In this section, we present
details of our approaches
to corporate governancerelated material issues,
including how we promote
ethics and integrity in our
conduct and operations,
how we structure our boardof directors, and how webuild trust with stakeholders
by managing the risks
associated with maintaining
data security, confidentiality
and integrity.

IN THIS SECTION:
Ethics and Integrity
Board Structure
Maintaining Trust Through
IT Security and Data
Protection

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OUR GOVERNANCE: ETHICS AND INTEGRITY
Our Approach
Ethics has been one of our
fundamental values at Robert Half
since our founding over 70 years
ago. Our culture, people, policies
and procedures are all guided by
ethics and integrity.
Our ethics and compliance team,under the leadership of ourGeneral Counsel and Corporate
Compliance Officer, oversees
our overall program design andimplementation. In managing
and designing our corporate
compliance program, our GeneralCounsel obtains guidance from
our Compliance Program Advisory
Board, which consists of senior
executives from our company.
Our Code of Business Conduct
and Ethics (the “Code”) sets clear
expectations for upholding our
ethical standards.

We encourage employees, suppliers,
partners and others to report concerns
regarding the company by using
our anonymous third-party hotline.
This hotline is available 24/7 via
phone at 1.800.251.4621 or online atroberthalfethicsline.com. Robert Halfdoes not tolerate direct or indirect
retaliation, in any form, against
an individual for making a goodfaith report of potential or actual
misconduct or violations of the Code.
Below are just a few examples of
how Robert Half made progress in
2021 toward addressing the material
topic of ethics and integrity, including
through our existing practices.
Training and Certification ofBusiness Code of Conduct

Global employees renew theirtraining and certification to Robert
Half’s Code of Business Conduct
and Ethics each year through online
training. The training is offeredin seven languages and focuses
on topics such as anti-corruption,
insider trading and whistleblower
procedures.
Ethics Communications

We include ethics and complianceas part of our new employee
onboarding program.
In the third quarter of 2021, we
hosted our inaugural Global Ethics
Day to broaden the reach of
employee participation in ethics. We
also debuted an enhanced Ethics &Compliance intranet site to provide
more resources to assist employees
in ethical decision-making.
Recognition

We are proud that Corporate
Secretary Magazine shortlisted
Robert Half for their 2021 Corporate
Governance Awards for the bestcompliance and ethics program(small to mid-cap).

Where We’re Headed
Robert Half remains committed
to operating with integrityin everything we do — acommitment unchanged forover seven decades. We willcontinue to seek to integrate
ethics across all aspectsof our business, including
adding resources to assist withnavigating the increasing impact
of global trade sanctions.
We seek to live by ethics andintegrity each and every day— to do the right thing for ourpeople and partners at all
times.

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OUR GOVERNANCE: BOARD STRUCTURE
Our Approach
Our board of directors plays afundamental role in overseeing
Robert Half’s strategy and risk
management activities, including
those related to the ESG issues
that matter most to our businessand stakeholders. Our directors
bring to bear a broad range of
qualifications, skills and attributes
to execute their roles. Their
contributions, both individually andthrough committee participation,
exhibit a commitment to soundcorporate governance rooted in ourenterprise values: Integrity, Inclusion,
Innovation and Commitment to
Success.
The entire board annually reviews
its leadership structure to assess
what best serves the interests of thecompany and our stockholders.
Our board’s current governancestructure, which consists of an
executive chairman of the board,
an independent lead director, aCEO (who is also a director), anda majority of independent andengaged directors, is optimal for
guiding Robert Half through bothstrong and challenging periods andmaintaining the focus required toachieve our business goals.
The significant responsibilities ofthe lead director’s role, along withcompletely independent audit,
compensation and nominating
committees, also help to create astrong, independent and active
board for Robert Half.

At a Glance: Our Board’s Independence,
Expertise and Background• Five of seven (71%) directors, including the lead director, are independent.
• Our audit, compensation and nominating committees are 100%
independent.
• Independent directors regularly meet in an executive session without
management.
• Forty percent (40%) of independent directors self-identify as members ofan underrepresented community, with 20% based on gender and 20%
based on race and ethnicity or cultural background.
• Forty percent (40%) of the independent directors have served on theboard for five years or less.

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Introduction

Commitment to Board
and Executive Diversity

Robert Half is deeply committed topromoting diversity and inclusion
throughout our organization,
including our leadership. That
commitment is reflected in the
Corporate Governance Guidelines,
which include the policy for CEO anddirector succession criteria.
The Corporate Governance
Guidelines require that if a third-party
search firm is used to identify external
candidates for the role of CEO orin the event of a board vacancy, thesearch firm shall make best efforts toinclude qualified female and raciallyand ethnically diverse candidates
in the initial pool of candidates
it presents. The nominating andgovernance committee will also use
best efforts to include such candidates
in the pool of director nominees.

How We Approach ESG

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Where We’re Headed
We will continue to review
the structure of Robert Half’s
leadership and board to confirm
that both are serving the interestsof our company and stockholders.
We will also continue to prioritize
our efforts to promote diversity
and inclusion at all levels of theorganization and maintain astrong, independent and active
board for Robert Half. Our Codeof Business Conduct and Ethics
was amended in February 2022
following the board’s regularreview of corporate governancepolicies to enhance clarity andto make updates to reflect
developments in best practices
and certain regulations.

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OUR GOVERNANCE: MAINTAINING TRUST THROUGH IT SECURITY AND DATA PROTECTION
Our Approach

Privacy

One of Robert Half’s fundamental
imperatives across our business is
continuing to maintain and build
the trust of our clients, candidates
and employees by managing thesecurity, confidentiality and integrityof the data we collect from them.
As such, we have implemented
privacy and security measures at theorganizational, architectural andoperational levels. See our related
SASB disclosures on security anddata protection in our data tables.

Robert Half is committed toadopting and promoting policies
and procedures designed for theprotection and responsible use ofdata processed by our business incompliance with applicable laws
and our contractual obligations.
Our privacy program is led by our
Senior Vice President and Global
Privacy Officer.

Where We’re Headed
Robert Half consistently
evaluates the privacy risks
associated with our practices.
We will continue working
toward applying safeguards
and processes in line withbest practices to protect thedata of our clients, candidates
and employees. These efforts
include, where appropriate:• Adopting international
standards on privacy anddata protection• Integrating privacy-by-designprinciples in our operations• Improving privacy awarenessthrough awarenesscampaigns and training

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How We Approach ESG

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Cybersecurity
The company’s Enterprise Information
Security (EIS) program, led by our
Chief Information Security Officer,
is responsible for, among otherthings, assessing and managing risks
related to Robert Half’s information
technology systems (which include theinformation technology systems usedby Talent Solutions and Protiviti). Our
EIS team is dedicated to protecting
our systems, our data and our clients’
data from the rapidly evolving, andincreasing number of, security threats
and vulnerabilities. The EIS team
identifies and evaluates risks andmanages various security initiatives
and services, including risks
associated with the confidentiality,
integrity and availability of
information critical to the company’sbusiness.

Where We’re Headed
We will continue to be committed to addressing risks associated withconfidentiality, integrity and availability of information and systems
critical to the company’s business.

See our privacy and data security SASB disclosures here.

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How We Approach ESG

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

OUR PEOPLE
At Robert Half, we

We believe talent attraction,

understand the importance ofretention, development,

making sure our employees

engagement and well-being

are heard and feel valued;

are inextricably intertwined,

it is foundational if they arein that they all help toto do their best work andstrengthen the diversity offind satisfaction in their

our workforce and create

jobs. Below we provide anan inclusive workplace.

overview of the steps we are

We must succeed in all of

taking to understand and act

these endeavors if we are toon employee priorities and aachieve our ESG goals as

look at our ongoing efforts to

a company and stand out

build a diverse and inclusive

as an employer of choice

workplace. This includes ourfor today’s professionals,

initiatives to attract, retain

who want to work for an

and develop talent; engage

organization with a clear

our people; and promotecommitment to sustainable

their well-being.

and socially responsible

IN THIS SECTION:
Diverse Workforce andInclusive Workplace
Talent Attraction, Retention
and Development
Talent Engagement
and Well-Being

business practices.

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How We Approach ESG

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

OUR PEOPLE: DIVERSE WORKFORCE AND INCLUSIVE WORKPLACE
Robert Half’s values set the stage forour support of DEI. We continue toembed DEI principles into our coreidentity so that equity and inclusion
are a part of the lens through which
we conduct our business.
At all levels across our talent
ecosystem, including our employees
as well as our candidates we placewith clients, Robert Half cultivatesa culture where people of various
nationalities, ethnicities, races,
gender identities, experience levels,
sexual orientations, apparent andnonapparent disabilities, andother characteristics are accepted
and included, feel they belong,
and are empowered to achieve ameaningful, successful career.

Our Approach
We are intentional in our DEI
efforts to provide an exceptional
work environment that enables our
employees to connect to each other,
thrive through opportunities andgrow in the communities where welive and work. We remain dedicatedto providing equal opportunityand prospects for growth andadvancement to all our employees.
We strongly believe in our efforts
to be an inclusive employer andresource of choice for the clients,
candidates and communities weserve. We also focus on meaningfulsupport for our employees in theircareers by continually establishingnew initiatives and enhancing ourexisting efforts.

Robert Half:
An Equal Opportunity
Employer
As stated in our equal opportunityand human rights policies, we
provide employment opportunities
to applicants and employees
regardless of an individual’sancestry, race, color, religious
creed, pregnancy status,
genetic information, sexual
orientation, sex, gender identity
or expression, age, marital status,
medical condition, apparent or
nonapparent disability, national
origin, citizenship or immigration
status, military or veteranstatus, or any other protected
status under applicable laws.

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Introduction

Diverse Talent
As a global organization, RobertHalf recognizes the importanceof making sure that diverse
backgrounds, insights, perspectives
and experiences are represented
throughout the company. Achieving
this requires intentionality throughout
the entirety of the employee life
cycle, including attracting andrecruiting, hiring, developing andpromoting, and retaining a diverse
workforce across Robert Half’s talent
ecosystem.

How We Approach ESG

Our Governancehistorically underrepresented talent,
while also informing their decisionmaking processes to improve DEI
structures across the organization.

Diversity in LeadershipAs part of our commitment to DEI,
we strongly believe that the mosteffective means to improve ouroverall diversity metrics and becomea truly diverse workforce is to havediverse leadership.

Our People

Our Communities

Diverse leaders serve as rolemodels, helping to grow the next
generation of leadership within
the organization, and serve as a
beacon to draw outstanding talent
into our profession. We recognizethat this is a continuing journey
for us, and we are working hardto create a diverse and talented
pipeline as part of succession
planning across our leadership.

Environment

ESG Data Tables

Inclusive Workplace
Our company supports thecommunities where we live anddo business. Robert Half creates
relationships with workers andbusinesses, external organizations
and other local community members
to learn about the people we serveand support.

Data Powers Progress
We believe that data is an important
catalyst for change and an indicatorof progress, which is why Robert Halfshares enterprise-level representation
metrics for global gender and U.S.
race and ethnicity, internally andexternally (see p. 56). By providing
key trending information anddemographics, our leaders canbetter focus on the development,
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How We Approach ESG

Our Governance

Our People

Our Communities

Employee Network Groups(ENGs)We are proud of the engagementof our employees in our ENGs.
Our ENGs are committed toproviding their members professional
development and learning
opportunities.
With increased participation,philanthropy, cross-company
collaboration and exposure to DEI
topics on a global level, our ENGs
receive significant funding andsupport from executive leadership.
In 2021, 50% of Robert Half
employees participated in at least
one ENG event. You can find more
information about our engaging
and comprehensive Robert Half andProtiviti ENGs on our websites.

Environment

ESG Data Tables

External Strategic Alliances
Robert Half has deepened its
relationships with new and existing
strategic alliances that support theneeds and interests of diverse groups.
Collaborating with these organizations
allows our company to enhance ourworkforce and our clients’ workforces,
as well as community development,
including providing networking,recruiting, community engagement
and professional development
opportunities to our employees.
As part of our sponsorships withdiverse organizations, RobertHalf hosts webinars, career fairs,
and other events and learning
opportunities related to DEI. These
efforts help educate our employees
on topics like unconscious bias,
allyship, mental health and honoring
military veterans.

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2021 Impact Highlights
Here’s a look at some of the waysthat Robert Half made progress in
2021 toward creating a more diverse
workforce and inclusive workplace.
We infused our Inclusive
Hiring Practices training acrossour recruiting processes tofacilitate presenting a diverse
slate of candidates. To amplify
internal employee mobility, we
have updated job templates
to ensure inclusive language
and have shifted internal hiring
practices and processes tobetter attract our own talent towork across Robert Half andProtiviti.

How We Approach ESG

Our GovernanceWe continue to require annual
awareness training and offer
global unconscious bias
training.
We strengthened partnerships
with national external diversity
partners to enhance workforce
and community development.
In addition, we introduced
two new partners focusedon disability and LGBTQ+
communities.

Our People

Our Communities

Where We’re Headed
Robert Half will build on the successof existing efforts and implement thefollowing actions to build a morediverse and inclusive workforce.
• As DEI continues to be integrated
into our overall strategy, ourexecutive council will focus
on supporting our ENG
governance, business strategy
and succession planning.
• To further integrate and weave
DEI into our processes, wewill be applying a DEI lensto our talent management
and succession processes to
identify development andgrowth opportunities for our
underrepresented groups.

Environment

ESG Data Tables• The future of work requires us
to find new ways to connect
with each other. We willleverage our ENGs to drive newconnection opportunities andcreate meaningful ways forour employees to learn about
each other and their respective
identities.
• We are reinventing our learningand development programs tohave further reach and bettersupport our new ways of working.
This will help us develop more
employees at all levels of theorganization, creating diverse
pipelines for our future
leadership roles.

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Our People

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OUR PEOPLE: TALENT ATTRACTION, RETENTION AND DEVELOPMENT
Our Approach
Central to the growth and successof Robert Half’s business is ourcompany’s ability to attract, retainand develop talent. More thanthat, we want to build a communityof talent that is motivated to workwith us and toward our mission forthe long term. One key aspect inachieving these goals is placing theprinciples of an inclusive culture at
the core of our company’s values.
Talent attraction and retention arevital to Robert Half’s operations, andthey are also a business driver forserving our clients and candidates.
We are committed to delivering an
exceptional customer experience to
our clients, employees, candidates,
external candidates and business
partners. We are relentless inour efforts to continually improve

our best practices for finding top
talent in the marketplace for ourown company and for the many
employers around the world whocome to us for hiring help.
Embracing Work Flexibility

Through the pandemic, we took
the opportunity to design andembrace a new flexible work
model (including hybrid) for ourinternal staff. Significant input from
employees via our Employee Voicesurvey and global task forces went
into the development of our flexible
work options, which were designed
to prioritize employee choice andautonomy. The success that we’ve
experienced with this model provesthat our people-first approach cangive us a competitive edge for hiringand retaining talent.

Staying on Top of Trends

Robert Half is a recognized thought
leader in how companies canapproach hiring to attract theskilled talent they need to succeed,
including by offering competitivecompensation, benefits and perks.
The labor market in 2021 underwent
extraordinary change as remote andhybrid models became normalized
and professionals changed jobs
at record levels. And just as wehave embraced flexible working
models for our company, so haveour clients and candidates, who
are increasingly willing to recruitfrom outside their geography andembrace remote work arrangements.

Research conducted forRobert Half’s annual Salary
Guide found that workers
are looking at more than justcompensation when considering
job offers. They’re also looking
for flexible work schedules andremote work options.

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How We Approach ESG

Our Governance

Remote work for our candidates andclients is a significant opportunity forour company and strengthens ourcompetitive position because wehave a global brand, global office
network, global candidate databaseand AI-driven technology that local
and regional staffing firms simply do
not have.
We’ve stayed nimble as anorganization to respond to thesetrends. Throughout our business,
we continue to connect people tomeaningful and exciting work andprovide our clients with talented
people who have the skills andknowledge their business needs tocompete and grow with confidence.
We can do this in many instances
without geographic limitations,allowing us to further leverage thebreadth and scope of our footprint.

Learning and Development
Professional development is ahigh priority for Robert Half froman employee retention standpoint

Our People

Our Communities

and is fundamental to our goal of
helping our employees reach theirfull potential. We want to provide alearning experience that will enhanceand promote our overall goal of
attracting, engaging, retaining anddeveloping employees of all tenures,
positions and locations, and enablingthem to be as productive andsuccessful as possible during theirtime at Robert Half.

2021 Impact Highlights
Robert Half invests in and works toprovide each audience open andtailored learning opportunities. Pleasesee our learning and development
hours in our data tables. Following
are some of our accomplishments
in 2021 related to learning anddevelopment for our people:
Navigating Workplace
Transformations

Environment

ESG Data Tables

remotely or following a hybrid
working model. We developed
virtual learning tools, platforms andtechnology that can reach every
employee when they want it andwhere they need it. These tools
are aligned with the technical andprofessional skills, mindsets andbehaviors necessary for success.
Investing in Leadership

We equip our managers with theskills and capabilities needed forleading, connecting and engaging
with their teams in remote andhybrid work environments. In 2021,
each leader across our global
landscape examined the needs andgoals of their teams and identified
key behaviors and mindsets thatwould need to shift for a successfultransition from 100% remote tohybrid leadership.

In 2021, we transformed our
employee development programto accommodate learners working

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Onboarding for Success

Our support of the success of ouremployees starts on their first day
on the job. As the work environmentchanged and our workforce
expanded, we challenged ourselvesto think creatively and differently.
As a result, we modified our new
employee onboarding programs toaddress the unique aspects of remoteand hybrid work in 2021, including:
Revamping the new-hireexperience to provide a fullsuite of tools and resources thatmake onboarding easier andmore comprehensive.
Allowing our Talent Solutions
employees to go throughonboarding with a cohort ofother new hires over their first 13
weeks at Robert Half.

How We Approach ESG

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Assigning workplace peers
to new employees to help
them better understand andappreciate our company’s
culture.
Investing in the Talent ofTomorrow — Today

Robert Half, as a part of the U.S.
Department of Labor programand in partnership with public
educational institutions, piloted theApprentice Workforce Innovation(AWI) program in 2021. The
program is designed to help addresscritical nationwide talent gaps
while providing career opportunities
to promising professionals in
underrepresented communities.

Where We’re Headed
We remain committed to providing
compelling, interactive andrelevant learning and development
opportunities for employees
across all of our locations andand in various formats designed
to address the needs of all of ouremployees, regardless of theirwork approach.
In 2022, we will continue toembrace hybrid and flexible work
options and provide thought
leadership designed to allow

our clients and candidates tosucceed, and our learning anddevelopment programs willcontinue to support virtual andself-paced learning to help our
people achieve their professional
goals. We will continue to support
our leaders, especially new
managers, in their efforts to instilla people-first mindset and leadwith intentionality, considering theunique needs of each employee(including work location and style)across their teams.

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Our People

Our Communities

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ESG Data Tables

OUR PEOPLE: TALENT ENGAGEMENT AND WELL-BEING
Our Approach
Robert Half’s ongoing commitment
to the health, safety and well-beingof our employees is of paramountimportance and is fundamental
to ensuring that each person feels
valued and supported at work.
Beyond implementing measures
to protect their basic health andsafety and offering flexible andcomprehensive benefits, we prioritize
ongoing engagement with ourpeople to help make sure we’re
tracking and understanding theirneeds as they evolve. Over the years,
we’ve expanded our support toembrace physical, financial, social,emotional and community well-being.

Healthcare andOther Benefits
One particular focus for ourcompany today — and into the
future — is evaluating our benefit
programs, providing solutions thatwork throughout the employee’s
life cycle and changing needs. An
upcoming review of our offerings
will focus on benefits for special
needs children and veterans, fertility
benefits, equitable time-off benefits,mental health awareness training for
managers, and increased financial
wellness products such as a Roth IRA
and after-tax savings plans.
Following are some areas where
we made notable progress in 2021
toward growing our understandingof our employees’ needs andhelping to address them.

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Flexible Work Options

We continued to offer our
employees remote and hybrid work
options. Going forward, we arecommitted to offering the flexible
options that support our people’s
work-life balance.
Expanded Health Benefits
and Well-Being Programs

We amended our health benefits,
well-being programs and safety
protocols to better support ourinternal staff employees through the
pandemic, including:Augmented paid leave related
to COVID-19
Up to 15 days of backup
childcare and eldercare
solutions
Virtual tutoring for dependents

How We Approach ESG

Our Governance

Resources, webinars and oneon-one college coaching forparents and dependents
A stipend for employees tocover well-being expenses
Business allowances to cover
costs associated with working
from homeExpanded tuition assistanceacross the U.S. to support
professional development
Also, beginning in January 2022,
Robert Half provided an additional
floating holiday for our employees
in North America to show ourcontinued support for their worklife balance. This floating holiday
also covered our 4,000 full-timeengagement professionals — RobertHalf employees placed with clients
who desire access to long-term,

Our People

Our Communities

dedicated consultants for times when
project continuity is essential.
Reduced Burden for
Healthcare Costs

Robert Half has helped limit theburden of rising healthcare costs
for our U.S. employees and fulltime engagement professionals
by not increasing the employee
portion of the health premium forour medical, dental and vision plans
during the pandemic. We also
have maintained the Robert Half
Emergency Fund in North America,
which allows internal staff employees
to support colleagues experiencing
financial hardship.

Environment

ESG Data Tables

Stepped Up Help for
Mental Health

To help reduce the stigma often
associated with mental health issues,
Robert Half created a video of someof our global leaders expressing
their candid views about mental
well-being and the impact that the
COVID-19 pandemic has had onthem personally. We also added
over 11,000 virtual therapists toour mental health network during
the pandemic to provide our
employees and full-time engagement
professionals with support, tools,
counseling and more within 24
hours of their request. We initiateda well-being newsletter and added
several more webinars related toboth mental and physical health.

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Encouraged Physical Well-Being

We implemented a four-week global
walking/activities challenge called
Epic Walks Around the Globe. The
challenge combined community
well-being with physical well-being
by encouraging employees toparticipate in wellness activities suchas walking, biking, swimming, yoga
and meditation. More than 1,800
employees participated, and the top
10 teams won donations ranging
from $1,000 to $5,000 for theirfavorite charities.
Telehealth Services forContract Professionals

In 2021, Robert Half added
telehealth services (which services
were already offered to our otherfull-time employees) to the medical
plans of our contract professionals
working at a client or vendor so thatthose participating in a Robert Half
medical plan have 24/7 access todoctors by phone or online.

How We Approach ESG

Our GovernanceAlso, we added an online hub forthese professionals to get accessto wellness products and employee
discounts on products and services.

Employee Engagement
Surveys
We believe that safeguarding andpromoting the well-being of ouremployees requires maintaining
productive, two-way communication
measures for listening andresponding to their feedback,concerns and ideas. Robert Half
regularly surveys our employees togather their input and feedback
regarding the issues they view as
most important for our enterprise toaddress.

Our People

Our Communities

Environment

ESG Data Tables

their challenges and concerns. This
ongoing, two-way dialogue allows
us to pivot and evolve our programs
to best meet the changing needs of
our employees and align with theirprofessional priorities.
Our employees’ opinions caninform and spur innovation acrossour business and culture — fromonboarding practices to professional
development and wellness programs
to investments in new technology.
Listening and responding to their
feedback regularly and actively
is foundational for creating
a community of trust, respect,
empowerment and satisfaction
across all areas of our organization.

We also take extra measures, suchas setting up focus groups and task
forces, to make sure we understandthe survey feedback and to solicit ouremployees’ ideas and suggestions
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How We Approach ESG

Our GovernanceInviting and Responding to Feedback From Our Full-Time
Engagement Professionals
In March 2021, Talent Solutions initiated our first employee
engagement survey with our full-time engagement professionals to gettheir direct input on what we’re doing well and where we can improve(similar to the employee surveys already being provided to our otherfull-time employees). We learned that many of them thought we could
create a better onboarding experience, hold more career growth
discussions and enhance our reward and bonus programs.
In response, we are rolling out a new onboarding and orientation
program for these professionals and introducing an annual career
discussion program in 2022. We also made several enhancements toour bonus programs in October 2021. In addition, we paid out nearly$1 million to our full-time engagement professionals in new candidate
and job order referral bonuses in 2021 — enhancing our program andthe job satisfaction of these professionals.

Throughout 2021, Protiviti continued
to enhance our new hire experience,
reaffirming to our new joiners aroundthe globe that they have cometo the right place. We launched
Passport+, our 365 Day New Hire
Experience, providing intentional
moments live-virtually and througha micro-community site for our new
joiners to experience our culture,better understand our strategy,
and to feel included, seen, valued
and heard. We strengthened ouronboarding software to help deliver
the right experiences to new joiners
at the right time. In North America,

Our People

Our Communities

Environment

ESG Data Tables

we re-imagined and created an
onboarding experience tailored toour interns and received the NACE
(National Association of College and
Employers) 2022 Recruiting ExcellenceAward for large employers.

2021 Impact Highlights
Robert Half saw the following results in
2021 from our efforts to help improvetalent engagement and well-being:
85% of our employees
responded that they would
recommend our enterprise asa great place to work.
Robert Half and Protiviti were
included in Fortune’s 2021 listof the “100 Best Companies toWork For®”.
Employee scores on
engagement and well-beingrose continuously throughout
the pandemic in response toactions taken to support theareas that mattered most to
our employees.

Where We’re Headed
In 2022 and beyond, RobertHalf plans to continue investingin our people, including
strengthening and updating
our health plans, and safety
and wellness programs. We
will continue to use direct
feedback from our workforce
to help inform us and guideour decision making related
to programs and activities forincreasing talent engagement
and promoting our employees’
overall well-being.

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OUR COMMUNITIES, CLIENTS AND PARTNERS
This section of our reportcovers Robert Half’s efforts
to shape the future of workthrough technology andinnovation, how we invest
in communities where we
operate and encourage our
employees to do the same,and how we seek to workwith suppliers who conductbusiness in ways that alignwith our company’s values
and ESG objectives.

IN THIS SECTION:
Emerging Technology
and Innovation
Spotlight: Protiviti’s
ESG Solutions
Community Investment
Supplier Diversity andInclusion

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OUR COMMUNITIES, CLIENTS AND PARTNERS: EMERGING TECHNOLOGY AND INNOVATIONOur Approach
Robert Half has always been an
innovator, from pioneering the ideaof professional-level contract roles
to becoming an early adopter ofdigital transformation. An openness
to new ideas is part of our DNA
and drives us to continually
reinvent, evolve and improve tomaintain our leadership positionin the marketplace and remain
an employer of choice. Our talentsolutions practice combines our
proprietary matching technology,
which is driven by advanced artificial
intelligence, with our global job
candidate network and the expertiseof our professional recruiters toquickly find the best candidates forour clients.
Innovation is, and will continue to be,a strategic differentiator as we seek
to reimagine the world across ourbusiness, explore new business models
and embrace the latest technology,
reinforcing our position as a leader inthe professional services industry.

Our Focus on Innovation
Robert Half is committed todeveloping and deploying
technology and innovation for ourcustomer and employee use that is
free from bias and discrimination.
Over the past 10 years, Robert Half
Talent Solutions has introduced
industry-leading technology formatching candidates to jobs andcandidate engagement. This
technology has provided us with acompetitive advantage by allowing
us to adapt quickly to the newmarketplace of remote and hybrid
work and to leverage our large,
proprietary database of candidates
without geographic limitations.

Our proprietary technology uses
techniques like natural language
processing and entity extraction toeliminate context and avoid machinelearned bias. Steps to root out biases
include not considering data thatmight indicate a job candidate’s
gender, race, age or socioeconomic
status. We have also configured oursystems to ignore names, addresses,
hobbies, school names andgraduation years, focusing instead on
job skills and experience relevant toopen positions.
Today, this technology is powering
job order placements for hiring
managers and talent solutions
professionals every day through our
digital business offerings and ourinternal productivity tools. Together
with our people, these technologies
enable us to find solutions to meetthe critical talent needs of our clients.

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Protiviti prioritizes innovation withinclient delivery and its internal
operations, including offering ourpeople rotating secondments at
global and virtual innovation sites
called iNNs. From education,ideation, design development
and prototyping, our investments
in innovation help us, our clientsand the communities we operate
in respond to rapidly changing
challenges and opportunities.
Trainings such as Access to Design
Thinking and the LUMA Instituteof Human-Centered Design isavailable to all employees globally,
empowering incorporation into dayto-day work. Reinforcing that ideas
can come from anywhere at any
time, IdeaSwell, our always-open
online community, allows ideas to besubmitted, discussed and voted onby anyone throughout the firm. OuriNN residents represent a global
and diverse mix of expertise, levels,
backgrounds and skill sets based on
the principle that diversity of thought
optimizes innovation. Residents checktheir titles at the door to ensure

How We Approach ESG

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

everyone has an equal place in the
problem-solving process, while also
giving the opportunity for our people
to safely explore their leadershipcapabilities within the team.
Robert Half will continue to innovateand expand our use of data sciencedriven tools and capabilities, bothinternally and for our customers,
through our digital business offerings,
and Talent Solutions will continue toevaluate our capabilities against bias
throughout our placement services
process.

The Robert Half Mobile App
Our advanced AI-matchingalgorithms and global infrastructure
are strengthened by Robert Half’s
industry-leading mobile app. With
the app, candidates can find andapply for jobs fast and easily witha simple one-touch button, receive
personalized job recommendations,and track their application status.

The Robert Half mobile app has helped job seekers in the United States andCanada apply to more than 1.15 million open positions and receive over 2
million job recommendations from July 2019, when the app was launched, tothe end of 2021.
Our app received a prestigious Gold Stevie Award in the 2021 International
Business Awards® competition for Mobile Sites and Apps in the Professional
Services Category. Here’s what the judges had to say about our product:“The app makes finding a job faster and easier than ever before. There isseamless experience across all devices, Android and iOS. Navigation is
intuitive. Focus is on user goals (and) customer personalization.
This is a great professional recruiting app; well thought out and simply
designed. Well done!”

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Our Communities

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ESG Data Tables

SPOTLIGHT: PROTIVITI’S ESG SOLUTIONS
While we focus on social responsibility
and sustainability within our company,
Protiviti, our global business consulting
subsidiary, also offers ESG solutions to ourclients. Protiviti works closely with clients toeffectively evaluate what ESG means forthem and helps them build, implement,
execute, monitor and report on ESG
objectives that will evolve and grow with
their organization.
Protiviti’s sustainability consulting andmultidisciplinary subject matter experts assist
companies across industries in the following
areas of ESG:
• Strategy and planning• Operations, performance andimprovement• Governance, risk and compliance• Reporting, data management and tools• Stakeholder engagement

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Our Governance

Promoting Sustainability
at Protiviti
Protiviti is a founding alliancemember of the Sustainability
Accounting Standards Board(SASB). Protiviti Senior Managing
Director Bob Hirth serves as co-vicechair of its standard-setting board.
Protiviti is also a member of the
U.S. Green Building Council, where
Protiviti Associate Director Melanie
Larkins serves on the Leadership in
Energy and Environmental Design(LEED) Advisory Committee.

At Protiviti, we combine ourinnovative approach toproblem-solving, a deep
understanding of today’s ESG
imperatives, and technology
expertise to help clients
create integrated, impactful
ESG operating and reporting
strategies.
– Joe Tarantino,
President and CEO, Protiviti

Our People

Our Communities

Environment

ESG Data Tables

Where We’re Headed
Protiviti is advancing our ESG
services by providing our clientswith industry- and solutionfocused webinars, highlighting
ESG updates and topical areas
through a monthly podcast series
and newsletter called Board
Perspectives for board members,
conducting ESG training programs
for all of our consultants, andcontinuing to develop additional
ESG thought leadership throughwhite papers and other content.

Case Study
Protiviti supported the Corporate Social Responsibility & Sustainability
department of a major food and beverage manufacturer to conduct anassessment of the competitive landscape regarding specific industry-related
sustainability topics, such as climate change, packaging and supply chain
issues, and suggested action items to improve the client’s sustainability strategy.

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OUR COMMUNITIES, CLIENTS AND PARTNERS: COMMUNITY INVESTMENT
Our Approach

Scholarships

Robert Half has a strong tradition ofcommunity engagement through ourglobal volunteer and philanthropy
programs. Through our two
umbrella community involvement
programs, Leading by Example(Talent Solutions), which focuses
on education and workforce
development, and iCare (Protiviti),
which focuses on social impact
and addressing hunger, employees
throughout our enterprise areencouraged to connect and interact
with the communities where they live
and work to make a lasting impact.

Robert Half invests in thedevelopment of the next-generation
workforce by providing scholarships
to exceptional students looking toadvance their education. Thesestudents, in turn, gain a deeper
understanding of our mission andcore values and learn how we can
support them in their future careers.
Among recipients of our scholarships
are our strategic diversity partners,
who subsequently award the funds topromising students.

Here are some of the organizations
and programs Robert Half provides
scholarships to:• AICPA (American Institute ofCertified Public Accountants)• Ascend Pan-Asian Leaders• Minority Corporate Counsel
Association• National Association of Black
Accountants• National Merit Scholarship
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Matching Gifts
To amplify the financial contributionsand volunteer efforts of ouremployees, Robert Half matches
contributions though:Direct Giving
For every dollar our employees
donate to an eligible
nonprofit, Robert Half gives adollar as well.
Activity-Based Fundraising
When our employees takepart in runs, walks, bike rides
and other events that benefit
eligible causes, we match thetotal amount raised.
Volunteering
Through our Happy Hours andDollars for Doers volunteer
programs, we provide a
grant of $15 for every hour
an employee volunteers withqualified charities.

How We Approach ESG

Our Governance

Employees can contribute in one ofthese three ways or a combinationof all three. Robert Half will matchthe employee’s contributions up to a
maximum of $1,500 per year, plus
an additional $500 for our Giving
for Equality program. Our Giving for
Equality program demonstrates how
DEI is core to Robert Half’s culture:
Employees receive an additional$500 in Matching Gifts for selectU.S. organizations that support DEI.
In 2021, we expanded this program
to incorporate nine additional DEI
partners, including both Robert Halfstrategic partner organizations andthose selected by each of our Talent
Solutions ENGs as their chosen
nonprofit.

Our People

Our Communities

Environment

ESG Data Tables

GrantsRobert Half offices can request
grants to local nonprofits withwhich they’ve built relationships
by applying for a grant from the
Corporate Grants Committee.
Composed of a diverse group of
our employees, our Corporate
Grants Committee meets quarterly
to review grant applications,prioritizing nonprofits that promote
workforce development andeducation initiatives. The committee
also considers applications from
employees who want to support
a nonprofit they are personallyinvolved with, even if the focus of theorganization is outside education
and workforce development.
To learn more about opportunities
for nonprofits, see our guidelines
on the Robert Half website.

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2021 Impact Highlights
Robert Half, through our use ofcompany resources and technologies,
and application of our employees’skills and efforts, achieved thefollowing results in 2021:$6 Million Total
Community Investment

Robert Half’s total community
investment worldwide in 2021 wasnearly $6 million, an amount that
includes the corporate contributions
we made to our national, global
and local nonprofit partners, ourMatching Gifts program and our
employees’ logged volunteer time.

How We Approach ESG

Our Governance

Our People

Our Communities

Our partners include Junior
Achievement, Boys and Girls Clubsof America, Enactus, Dress for
Success, American Red Cross andCanadian Red Cross.

$6 million total community investment
going to match our employees’
generous cash donations andvolunteer hours in support of morethan 1,900 nonprofit organizations.

$2.3 Million in Matching Gifts

12.5 Million Meals

In 2021, more than 5,000 employees
across our enterprise participatedin our Matching Gifts program. To
recognize our U.S. and Canada
employees’ tremendous contribution
to our business success in 2021, we
increased our employer match from $1
to $2 for every donation and volunteer
hour they submitted through the
Matching Gifts program in 2021. This
resulted in nearly $2.3 million of ourOver 12 million meals have beendelivered to those in need since2014 through Protiviti’s global service
program, i on Hunger. With over
200 participating partners across
21 countries, Protiviti’s program
has helped make a positive
impact in communities through theorganizations it serves. More than
85 i on Hunger events were hosted
in 2021, including:

Environment

ESG Data Tables

Birdies for Meals

This campaign included
professional golfers andbrand ambassadors Jennifer
Kupcho and Matthew
Fitzpatrick. Protiviti pledged to
donate meals each time thegolfers made a birdie during
the 2021 season. The golfers’
successful scores contributed
to the delivery of 151,500
meals to those in need.
Gather for Good

Through the Giving Tuesday
trivia event with Rise Against
Hunger, Protiviti provided
more than 35,000 meals tocommunities in Madagascar.

Where We’re Headed
Going forward, Robert Half will continue to expand our global community relations programs, providing
opportunities for all our employees around the world to participate in programs such as Matching Gifts.
We will also appoint community ambassadors to serve as the key point of contact for each country outside of
the United States to help drive initiatives and events across our international locations.

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OUR COMMUNITIES, CLIENTS AND PARTNERS: SUPPLIER DIVERSITY AND INCLUSION
Our Approach

2021 Impact Highlights

Treating people equitably andembracing diversity in all areasof our business have been longstanding pillars of Robert Half’s
corporate culture. Supplier Inclusion
at Robert Half is a corporate-wide
initiative designed to support thepromotion, growth and developmentof small and/or diverse-, women-,veteran-, service-disabled veteran-,
LGBTQ+-owned businesses, andbusiness owners with apparent andnonapparent disabilities. We alsostrongly encourage our suppliers
and those we have alliances within
our communities to work with diverse
suppliers themselves.

Robert Half saw the following resultsfrom our supplier diversity andinclusion efforts in 2021, where we saw
a 42% overall addressable spend
with small and diverse suppliers:• 24% spend with diverse
suppliers: In 2021, 24% of ouraddressable spend in the UnitedStates was with diverse suppliers,
up from 23% in 2020.
• 41% spend with small businesses:
Our spend in the United States withsmall businesses grew to 41% in 2021,
up from 40% in 2020.

Where We’re Headed
At Robert Half, our aim is to have our Supplier Inclusion program
recognized as world-class, as defined by the RGMA Five Levels™ ofSupplier Diversity, a system widely considered as the gold standard
for measuring corporate supplier diversity programs. To assist us in thisjourney, we intend to focus on the following areas:• Increasing spend with certified diverse suppliers, both Direct and Tier 2• Proactively identifying procurement opportunities• Enhancing profiles for active and potential diverse suppliers• Augmenting supplier development programs of partnerorganizations• Enhancing internal awareness of our Supplier Inclusion program• Growing recognition:
Robert Half’s Supplier Inclusion
program continues to be recognizedby diverse business publications like
U.S. Veterans Magazine, Hispanic
Network Magazine, Black EOEJournal and Women’s Enterprise
USA Magazine.

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ENVIRONMENT
Robert Half is committed
to addressing ourenvironmental impact
and operating in anenvironmentally sustainable
way. This section of ourreport examines some of ourrecent and ongoing efforts
related to that commitment,along with how we aremaking meaningful progress
toward our company’senvironmental-related
objectives.

IN THIS SECTION:
Sustainable
Ecosystem Impact

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ENVIRONMENT: SUSTAINABLE ECOSYSTEM IMPACT
Our Approach
Robert Half’s commitment to
the health of our planet and its
people means we seek to address
our environmental impact acrossall areas of our organization.
Our board-approved Global
Environmental Policy sets thestage for how we operate acrossreal estate and facilities, businessprocesses, and reporting andpartnerships.
We are continually strengthening
our efforts to quantify, disclose andreduce our environmental footprint
as we work toward setting carbon
reduction goals aligned with scienceand increasing the amount of
renewable energy we purchase. We
disclose the company’s energy use
and emissions, inclusive of all RobertHalf and Protiviti operations, in our

ESG reports and to CDP Climate
Change annually.
Robert Half and Protiviti employees
are crucial partners in helping us
address our environmental impact,
including by carrying out the local
programs we’ve initiated to help
our offices and remote workspaces
operate more sustainably. Our
Green Teams across the globe also
help bring our employees’ passion
for our planet to life. They havehelped to increase awareness andengagement on climate issues withour client-facing teams, organizing
tree plantings and other activities. In
2022, Green Teams are integrating
their work across our Protiviti ESG
Solutions teams.

2021 Impact Highlights
Following is an overview of recent
progress we have made to prioritize
a climate strategy for our enterprisethat addresses energy consumption
and climate change and otherinitiatives designed to make apositive impact on the environment:
GHG Inventory Expansion
and Assurance

We calculate our enterprise-wide
greenhouse gas (GHG) inventory
annually, and in 2021, we expanded
the inventory to several categories
of Scope 3. Our company also
received third-party limited assuranceof our 2021 GHG inventory.
Additionally, we are in the processof conforming our 2019 and 2020
GHG inventories with the same setof expanded Scope 3 categories as
our 2021 inventory.

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Our Governance

Energy Efficiency

Renewable Energy Purchasing

Robert Half works with landlords topromote energy efficiency acrossour global portfolio of leased
office space. From 2019 to 2021,
we focused on, among otherinitiatives, achieving efficiencies in
our California data center, where
we reduced electricity usage by 15%
through server virtualization andconsolidation, the implementationof more efficient data storage
measures, and cloud migration
projects.

Robert Half made progress inincreasing our renewable energy
purchasing in 2021. In addition toa green tariff at our sites in France
that began in November 2020,
we started powering our offices in
Belgium, Germany and the United
Kingdom with renewable electricity
via green tariffs in 2021.

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Where We’re Headed
Robert Half is working toward setting carbon reduction goals across ouroperations and value chain. As part of that effort, we are conforming our2019 and 2020 GHG inventories to include a broader picture of Scope 3
emissions to serve as a baseline.
Meanwhile, we will continue to make progress on carbon reduction efforts
by expanding our renewable electricity purchasing, including exploring
electrification in buildings, and finding ways to work with our supply
chain to increase adoption of carbon reduction goals. In early 2022, forexample, our California data center switched to a 100% green tariff forelectricity.

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ESG DATA TABLESAt Robert Half, our commitment is to conduct business responsibly within our operations, with our clients andpartners, and as it impacts our communities around the globe. The following disclosures help demonstrate
many of the ways we’re working to promote the company’s long-standing commitment to sustainable andsocially responsible business practices.

About Us
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

GRI 2-1a

Report legal name of organization

Robert Half International Inc.

GRI 2-1b

Report nature of ownership and legal form

Robert Half International Inc. Form 10-K

GRI 2-1c

Report the location of headquarters

Menlo Park, CA
Locations | Robert Half
Locations | Protiviti

GRI 2-1d

Report countries of operations

GRI 2-6a

Report the sector(s) in which the organization is active

Robert Half International Inc. Form 10-K
(Item 1. Business)

GRI 2-6b

Describe its value chain, including i) activities, products, services,and markets served; ii) supply chain; and iii) entities downstream
from the organizations and their activities

Robert Half International Inc. Form 10-K
(Item 1. Business)

Total revenue

Robert Half International Inc. Form 10-K (p. 19)

Percent of total revenue— U.S.
— International Zone

Robert Half International Inc. Form 10-K (p. 19)

Net income

Robert Half International Inc. Form 10-K (p. 16)

Percent of effective tax rate

Robert Half International Inc. Form 10-K (p. 23)

Acquisitions

Robert Half International Inc. Form 10-K (p. 30)

For a list of our subsidiaries please see ourForm 10-K (Exhibit 21.1).

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Our Reporting Practice
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

GRI 2-3aSpecify the reporting period for, and the frequency of, itssustainability reporting

Annual cadence as of reporting year FY21:
Jan. 1, 2021 - Dec. 31, 2021

GRI 2-3b

Specify the reporting period for financial reporting and, if it does
not align with the period for its sustainability reporting, explain
the reason for thisAnnualJan. 1, 2021 - Dec. 31, 2021

GRI 2-3c

Report the publication date of the report or reported information

June 2022

GRI 2-3dSpecify the contact point for questions about the report orreported information

investor.relations@roberthalf.com

GRI 2-5b

Sustainability reporting has been externally assured

Letter of Attestation
GHG Inventory 2021

How We Approach ESG
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

ENGAGING OUR STAKEHOLDERS

GRI 2-29a

Describe Robert Half’s approach to engaging with stakeholders,
including categories of i) stakeholders it engages with, ii)
the purpose of the stakeholder engagement and iii) how theorganization seeks to ensure meaningful engagement

2021 ESG Report (pp. 9-10)

GRI 2-28a

Report industry associations, other membership associations andnational or international advocacy organizations in which it
participates in a significant role

Robert Half Strategic Alliances and Relationships

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REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

OUR MATERIALITY ASSESSMENTGRI 3-1

Describe the process Robert Half followed to determine its material
topics and the stakeholders and experts whose views have informed
the process of determining its material topics

2021 ESG Report (p. 11)

GRI 3-2a

List of material topics

2021 ESG Report (p. 12)

GRI 3-2b

Report changes to the list of material topics compared to theprevious reporting period

2021 ESG Report (p. 11)

GRI 3-3c

Describe its policies or commitments regarding thematerial topic

2021 ESG Report (p. 11)

GRI 3-3d

Describe actions taken to manage the topic and related impacts

2021 ESG Report (p. 12)

GRI 3-3f

Describe how engagement with stakeholders has informed theactions taken (3-3d) and how it has informed whether the actions
have been effective (3-3e)

2021 ESG Report (pp. 11, 15)

GRI 2-12a

Describe the role of the highest governance body and ofsenior executives in developing, approving and updating theorganization’s purpose, value or mission statements, strategies,
policies and goals related to sustainable development

Proxy Statement (pp. 16-18)

GRI 2-12b

Describe the role of the highest governance body in overseeing
the organization’s due diligence and other processes to identify
and manage the organization’s impacts on the economy, theenvironment and people

Proxy Statement (pp. 16-18)

ACCOUNTABILITY

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REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

GRI 2-13a

Describe how the highest governance body delegates
responsibility for managing the organization’s impacts on theeconomy, the environment and people

Proxy Statement (p. 14, Risk Oversight Role)

GRI 2-13b

Describe the process and frequency for senior executives or other
employees to report back to the highest governance body on the
management of the organization’s impacts on the economy, theenvironment and people

Proxy Statement (p. 16)

GRI 2-14a

Report whether the highest governance body is responsible forreviewing and approving the reported information, including theorganization’s material topics, and if so, describe the process forreviewing and approving the information

2021 ESG Report (p. 19)

GRI 2-22a

Report a statement from the highest governance body or mostsenior executive of the organization about the relevance ofsustainable development to the organization and its strategy forcontributing to sustainable development

2021 ESG Report (p. 3)

ACCOUNTABILITY

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REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

ETHICS AND INTEGRITYGRI 2-23a-b

GRI 2-23c

Describe policy commitments for responsible business conduct
and respect for human rights

Provide links to the policy commitments if publicly available or,if the policy commitments are not publicly available, explain thereason for thisCode of Business Conduct and Ethics
Global Human Rights Policy
Supplier Code of Conduct
Robert Half International Corporate
Governance Policies
Modern Slavery Act Statement — UK
Modern Slavery Act Statement — AU

GRI 2-23d

Report the level at which each of the policy commitments wasapproved within the organization, including whether this is themost senior level

Board Approval

GRI 2-23e

Report the extent to which the policy commitments apply to theorganization’s activities and to its business relationships

Code of Business Conduct and Ethics (p.1)

GRI 2-23f

Describe how the policy commitments are communicated toworkers, business partners and other relevant parties

The Code is publicly available and complianceis required through a combination of contracts,
agreements and codes of conduct.

Describe how it embeds each of its policy commitments forresponsible business conduct throughout its activities and business
relationships

Robert Half’s base Master Services Agreement
requires suppliers comply with our Supplier Codeof Conduct which incorporates the Code. RobertHalf also has policy certifications that Robert Half
employees agree to, which includes conformancewith the Code.

GRI 2-24a

GRI 2-25a

Describe its commitments to provide for or cooperate in theremediation of negative impacts that the organization identifies
it has caused or contributed toRobert Half is fully committed to making the ethicalchoice in resolving matters. Per our Code of BusinessConduct and Ethics, "All of our directors, employees,
agents and representatives must conduct themselves
accordingly and seek to avoid even the appearanceof improper behavior."
Code of Business Conduct and Ethics (p. 8, sec. 20)

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REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

Describe the mechanisms for individuals to seek advice andraise concerns— Escalation processes— Whistleblower programs— Hotlines— Mechanisms to report non-compliance

Code of Business Conduct and Ethics (p.8)

ETHICS AND INTEGRITYSASB SV-PS-510a.1
GRI 2-26a

SASB SV-PS-510a.1

Total amount of monetary losses as a result of legal proceedings
associated with professional integrity

In FY21, we did not have any material monetarylosses as a result of legal proceedings associatedwith professional integrity that required disclosurein our public SEC filings.
Robert Half Form 10-K (Item 3)
Annual Code of Conduct training

GRI 205-2

Measures taken to ensure antitrust compliance

GRI 205-2

Third-party anti-corruption risk assessment procedures; include
communication and training about anti-corruption policies

GRI 205-2

Policy to address corruption in high-risk areas

GRI 205-3

Confirmed incidents of corruption and action taken

GRI 206-1

Legal actions for anti-competitive behavior, antitrust andmonopoly practices

Foreign Corrupt Practices Act Guidelines
and Global Anti-Corruption Policy
Foreign Corrupt Practices Act Guidelines
and Global Anti-Corruption Policy
Code of Business Conduct and Ethics
Foreign Corrupt Practices Act Guidelines
and Global Anti-Corruption Policy
No known material incidents in 2021.
Please refer to our SEC filings.
No known material incidents in 2021.
Please refer to our SEC filings.

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REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

ETHICS AND INTEGRITY

Percent of suppliers who have been assessed on environmental
and social practices

Robert Half’s North American suppliers are subject
to the following:
Supplier Code of Conduct
Global Environmental Policy
Global Human Rights Policy

GRI 2-27

GRI 415-1

Compliance with laws and regulations

Political contributions

Robert Half regards a significant instance of noncompliance as one which resulted in a material fine or
public disclosure in Robert Half’s SEC filings.
Robert Half did not have any significant instances of
non-compliance with laws and regulations during 2021.
In 2021, Robert Half did not make contributions topolitical action committees, candidate committees,or party organizations.
Please refer to our Code of Business Conduct andEthics (sec. 14)

BOARD AND STRUCTURE
GRI 2-10a

Describe the nomination and selection processes for the highest
governance body and its committees

Proxy Statement (pp. 19-20)

GRI 2-10b

Describe the criteria used for nominating and selecting thehighest governance body members

Proxy Statement (pp. 19-20)

GRI 2-11a

Report whether the chair of the highest governance body is also asenior executive in the organization

Proxy Statement (pp. 12-13)

GRI 2-12a-b

Role of the highest governance body in overseeing themanagement of impacts

Proxy Statement (pp. 16-18)

GRI 2-15a

Describe the processes for the highest governance body to ensurethat conflicts of interest are prevented and mitigated

Corporate Governance Guidelines
Corporate Governance Guidelines

Proxy Statement (pp. 14-15)
Code of Business Conduct and Ethics

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REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

GRI 2-18a

Report whether the evaluations are independent or not, and thefrequency of the evaluations

Proxy Statement (p. 12)

GRI 2-18b

Describe actions taken in response to evaluations, includingchanges to the composition of the highest governance body andorganizational practices

GRI 2-19a

Describe the remuneration policies for members of the highest
governance body and senior executives

Proxy Statement (pp. 30-32, 46)

GRI 2-20a

Describe the process for designing its remuneration policies andfor determining remuneration

Proxy Statement (pp. 30-32, 46)

GRI 2-20b

Report the results of votes of stakeholders (including shareholders)on remuneration policies and proposals, if applicableRobert Half International Inc. Form 8-K

Total final shareholder resolutions

Robert Half International Inc. Form 8-K

Clawback Policy

Proxy Statement (p. 28)

Audit Committee— Number of meetings— Percent of independent members— Percent of gender or ethnically diverse

Proxy Statement (p. 19)

Compensation Committee— Number of meetings— Percent of independent members— Percent of gender or ethnically diverse

Proxy Statement (p. 19)

Nominating and Governance Committee— Number of meetings— Percent of independent members— Percent of gender or ethnically diverse

Proxy Statement (p. 19)

Percent of average overall attendance of board meetings

Proxy Statement (p. 19)

BOARD AND STRUCTURE

Proxy Statement (p. 12)
Corporate Governance Guidelines

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REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

MAINTAINING TRUST THROUGH IT SECURITY AND DATA PROTECTIONSASB SV-PS-230a.1

Approach to identifying and addressing data security risks

Robert Half Cyber Security Governance

SASB SV-PS-230a.2

Description of policies and practices relating to collection, usage,
and retention of customer information

Robert Half Privacy Policy

SASB SV-PS-230a.3
GRI 418-1

i) Number of data breaches, ii) percentage involving customers’confidential business information (CBI) or personally identifiable
information (PII), and iii) number of customers affected

Protiviti Privacy Policy
There were no material data breaches that required
disclosure in 2021.
Please refer to our SEC filings.

ISO certifications

We have ISO 27001 Certifications for Protiviti North
America, Protiviti UK, Protiviti Germany and Protiviti
Italy. Protiviti Australia is underway to be completed
by Q2, 2022. These are not currently posted on any
website for download but can be obtained uponrequest by a prospect/customer under NDA.

SOC 2 Type 2 certification

We have SOC 2 Type 2 Certifications for Protiviti
client engagements and for Protiviti Legal Consulting
Services client engagements (formerly RHLCS). Bothare restricted distributions to clients/prospects underNDA.

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REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

DIVERSE WORKFORCE AND INCLUSIVE WORKPLACESASB SV-PS-000.A

Number of full-time, part-time and contract employees

14,600 full-time internal staff, placed 177,000
engagement professionals on assignment
with clients
Robert Half International Inc. Form 10-K (p. 3)

SASB SV-PS-330a.1
GRI 2-7a

Total employees in global internal workforce
By gender (global)

54.7% female
45.3% male

By ethnicity (U.S. only)

67.3% White
6.7% Black/African American
8.4% Hispanic/Latinx
14.7% Asian/Pacific Islander
2.9% Other

By region

69.3% U.S.
30.7% International Zone

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REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

DIVERSE WORKFORCE AND INCLUSIVE WORKPLACE
Total leaders and managers in global internal workforce

SASB SV-PS-330a.1†

By gender (global)†

46.6% female
52.4% male

By ethnicity (U.S. only)

72.9% White
5.1% Black/African American
6.9% Hispanic/Latinx
12.7% Asian/Pacific Islander
2.4% Other

Total employees in executive management(Executive management is defined as all Officer, SVP and VP
level roles across Robert Half and Protiviti, aligning to EEOC
codes 1.1 and 1.2)
By gender (global)†

24.5% female
73.9% male

By ethnicity (U.S. only)

87.5% White
0.9% Black/African American
3.5% Hispanic/Latinx
5.5% Asian/Pacific Islander
2.6% Other

Board of directors diversity

Proxy Statement (pg. 11)

Most recently filed EEO-1 report

EEO-1

Percent of employees who have taken discrimination andharassment training91%*

Due to some individuals who did not specify gender, the percentage does not add up to 100%.

* Percentage does not include Robert Half Australia or Robert Half New Zealand, given unavailability of data corresponding directly with FY21. Note, however, that as of the end of
May 2022, completion rate for RH Australia is 100%.

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Our People
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

TALENT ATTRACTION, RETENTION AND DEVELOPMENTGRI 404-1

Total hours of training for full-time, internal employees

317,383

GRI 404-2

Programs for upgrading employee skills and transition assistanceprograms

2021 ESG Report (pp. 29-30)

Percent of employees receiving regular performance and careerdevelopment reviews

100% of Protiviti and Robert Half corporate, talentsolutions operational support, and talent solutions
branch manager and above employees globally are
given the opportunity for regular performance andcareer development reviews.

Education reimbursement program

Education reimbursement options are available aspart of benefit packages available to Robert Halfand Protiviti employees up to $5,250 per employee
per year, with a maximum lifetime cap of $25,000.
Details pertaining to specific opportunities andtuition assistance policies are published on intranet
sites.

Report the ratio of the annual total compensation for theorganization’s highest-paid individual to the median annual totalcompensation for all employees (excluding the highest-paid
individual)

Proxy Statement (p. 45)

Apprenticeship and workforce innovation programs

Creating a Highly Skilled Workforce With
Professional Apprenticeships

GRI 404-3

GRI 2-21a

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Introduction

How We Approach ESG

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Our People
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

TALENT ENGAGEMENT AND WELL-BEING
SASB SV-PS-330a.3

Employee satisfaction level85%*

GRI 401-2

Benefits offered to full-time employees, part-time and/or
contract talent

Robert Half Benefits

GRI 201-3

Defined benefit plan obligations and other retirement plans

Robert Half International Inc. Form 10-K (p. 4)

GRI 2-30

Employees subject to collective bargaining agreement

Global Human Rights Policy

GRI 403-1

Occupational health and safety

We have a nationwide Injury and Illness Prevention
Program (IIPP) for both internal employees andcontract talent. This program also constitutes ourtraining for safety and is also a part of the annual
Awareness Training.

GRI 403-2

Total number of recordable injuries/illnesses(U.S. full-time, internal staff)

8

GRI 403-2

Total number of cases with days away from work
(U.S. full-time, internal staff)

2

GRI 403-2

Total number of work related fatalities(U.S. full-time, internal staff)

0

GRI 403-2

Days away/restricted and transferred incidence rate (DART)(U.S. full-time, internal staff)

0

GRI 403-2

Total recordable incidence rate (TRIR)(U.S. full-time, internal staff)

0.16

Protiviti Benefits* Percentage of employees across Robert Half and Protiviti responding favorably to the question “Would you recommend Robert Half/Protiviti as a great place to work” in an internal survey
administered by our survey vendor in October 2021. Favorability is calculated by employees responding a 4 or a 5 on a 5 point scale.

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Introduction

How We Approach ESG

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Our Communities, Clients and Partners
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

Corporate philanthropic guidelines

Robert Half Community Outreach

Total employee volunteer hours

22,971

Total community investment, including cash donations,value of time volunteered and in-kind giving$5.96 million

COMMUNITY INVESTMENT

SUPPLIER DIVERSITY AND INCLUSIONGRI 414-1

GRI 204-1

Supplier diversity program

Supplier Relations | Robert Half

Total suppliers participating in program (U.S.)

793

Total hires by diverse suppliers to support Robert Half (U.S.)

116

U.S. supplier diversity as a percentage of total
number of U.S. suppliers

18.9% minority-owned business
8.5% women-owned business
40.7% small-business
0.2% LGBTQ+-owned business
1.1% veteran-owned businessTotal addressable U.S. spend supporting diverse businesses$519.79 million

Percent of total addressable spend supporting small
and diverse businesses

41.94% overall small and diverse business40.68 % overall small business23.94% overall diverse business21.95% minority-owned business
8.4% women-owned business0.22 LGBTQ+-owned business
1.14% veteran-owned business

EMERGING TECHNOLOGY AND INNOVATION
Protiviti services
Robert Half mobile app

ESG Services
Innovation Services
Robert Half Mobile App Wins Gold Stevie® In 2021
International Business Awards®

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Introduction

How We Approach ESG

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Environment: Sustainable Ecosystem Impact
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

Sustainability Policy

Global Environmental Policy

Financial implications and other risks and opportunities due
to climate change

Robert Half CDP Climate Change Response

GRI 305-1

Total Scope 1 emissions (MTCO2e)^— Stationary fuel— Mobile

3,016
259
2,757

GRI 305-2

Total Scope 2 emissions (MTCO2e) — location-based^
Total Scope 2 emissions (MTCO2e) — market-based^— Purchased electricity (location-based)— Purchased electricity (market-based)— Natural gas— Refrigerant

3,907
3,300
3,232
2,625
21
655
59,70858,956
26,2303,462
2,064

GRI 305-3

Total Scope 3 emissions (MTCO2e) — location-based^
Total Scope 3 emissions (MTCO2e) — market-based^
Category 1 — Purchased goods and services
Category 2 — Capital goods
Category 3 — Fuel and energy-related activity (FERA) —location-based
Category 3 — Fuel and energy-related activity (FERA) —market-based
Category 6 — Business travel
Category 7 — Employee commute and work from home
Category 8 — Upstream leased assets (location-based)
Category 8 — Upstream leased assets (market-based)
Category 14 — Protiviti member firms (franchises)

CLIMATE ACTION

GRI 201-2
EMISSIONSLimited External Assurance status of reported
Scope 1,2, and 3 emissions

1,311
1,392
26,05956495
Assured^ Each caret represents the emissions reviewed by the third-party assurer and noted in the assurance letter.

2021 Environmental, Social and Governance Report

61

ROBERT HALF

Introduction

How We Approach ESG

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Environment: Sustainable Ecosystem Impact
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

GRI 305-4

Greenhouse gas (GHG) intensity (MTCO2e)— Scope 1, 2 and 3 (location-based) per employee— Scope 1, 2 and 3 (market-based) per employee

4.56
4.47

GRI 305-5

Emissions reductions from energy efficiency projects (MTCO2e)

39.6

Total space worldwide (sq. ft.)

2,663,637

GRI 302-1

Total energy consumption (MWh)10,646

GRI 302-1

Percent of total electricity consumption that is renewable electricity

4.5%

EMISSIONSENERGY AND ELECTRICITY

2021 Environmental, Social and Governance Report

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ROBERT HALF

Introduction

How We Approach ESG

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Environment: Sustainable Ecosystem Impact
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

Total water consumption in megaliters — buildings where wehold a long-term lease and data is available (data represents
approximately 10% by square footage of Robert Half’s global
real estate portfolio)

19.6

GRI 306-3

Waste generation and significant waste-related impacts

As a professional services company with all leased
facilities, our waste data collection ability is limited.
We were able to capture estimated waste data for
our Pleasanton, California, site, including trash,recycling and e-waste recycling. The numbers below
reflect this site only and are likely to underestimate
the amount of recycling that occurred. We aim tocontinue to find ways to increase our data collection
capacity in the future.

GRI 306-3

Total waste generated (metric tons)

742.7

GRI 306-3

Total waste landfilled (metric tons)

566.1

GRI 306-3

Total waste recycled (metric tons)

176.6

GRI 306-2

Waste diversion rate (percent of total)

23.8%

WATER AND WASTE

GRI 303© 2022 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans. RH-0522

2021 Environmental, Social and Governance Report63