2023 ESG Report

Leading with
Integrity

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

2

02

08

15

22

29

Introduction

09 Accountability

16	Diverse Workforce andInclusive Workplace

23	Emerging Technology
and Innovation

30 Sustainable Ecosystem Impact

12 Ethics and Integrity

18	Spotlight on Empowering
Women Globally

25 Community Investment

13	Maintaining Trust
Through IT Security
and Data Protection

19	Talent Attraction, Retention
and Development

03 CEO Letter
04 2023 Highlights
05 About Robert Half06	Our Approach to
Leading with Integrity

10 Board Structure

14	Spotlight on Protiviti Client
Services in Cybersecurity

20	Talent Engagement
and Well-Being

33
Data Tables

Our
Governance

Our
People27	Spotlight on
Supporting Educationin Our Communities

32	Spotlight on Protiviti
Environmental Sustainability
Client Solutions

28 Supplier Inclusion

Our
Communities, Clients,
and Partners

Our
Environmental
ImpactINTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

3

Messagefrom our CEO

�With our people-first

approach, Robert Half iscommitted to maintaining
an inclusive workplacethat is welcoming to allteam members across ourglobal enterprise.ʺ

Robert Half’s dedication to our environmental, social and governance (ESG)

We continued our support of the UN Global Compact principles, including

priorities ties fundamentally to what we stand for as a business. We help

human rights, fair labor practices, protection of the environment and anti-

job seekers find rewarding work and assist clients in locating talent andcorruption measures. We also conducted our first Human Rights Impact

consulting expertise they need to grow, all while embracing our enterprise

Assessment and further expanded our code of business conduct andvalues of integrity, inclusion, innovation and commitment to success.

ethics training for all employees.

We apply these values to our ESG efforts, including socially responsible

We strive to mitigate our environmental impact at all levels of thebusiness practices. Our goal is to focus on opportunities that allow us toorganization. We demonstrated our ongoing commitment to climate

earn the trust and confidence of our clients, candidates, shareholders,

action by having our climate targets validated by the Science Basedsuppliers and our valued employees throughout Robert Half and ourTargets initiative, joining the effort to prevent the worst effects ofbusiness consulting subsidiary, Protiviti.

climate change.

In 2023, we made substantial progress in refining our ESG programs.

These are just a few highlights of the progress we made in 2023 with

With our people-first approach, Robert Half is committed to maintaining

our ESG initiatives. Read on to learn more about our advances in the

an inclusive workplace that is welcoming to all team members acrossareas of governance, our people-first approach, our communities andour global enterprise. During the year, we continued to support our

the environment.

professionals in growing their employee network groups, which represent
many dimensions of diversity. We provide employees with hybrid
work options, well-being benefits, targeted professional development
opportunities, increased access to cutting-edge technologies and more.
Employees benefit from our volunteer and matching gifts programs, throughwhich our professionals help us contribute to nonprofit organizations
important to them in the communities where we live and work. In 2023,
we made significant progress expanding our impact through the goal ofincreasing employee volunteerism, working across the enterprise to double
the total number of employee volunteer hours recorded.

M. KEITH WADDELL
President and Chief Executive Officer

INTRODUCTION

GOVERNANCEPEOPLE2023 Highlights
2023 BY THE NUMBERS

COMMUNITIESENVIRONMENT54%

DATA TABLESCOMPANY RECOGNITIONWOMENWomen employees in our global internal workforce

34%

RACIAL AND ETHNIC
DIVERSITY

Individuals from historically underrepresented
groups in our U.S. internal workforce

Employees participate in an American Heart Association "Heart Walk" in Denver.

92%

Employee
Engagement
EMPLOYEES GLOBALLY WHO SAID WE
ARE A GREAT PLACE TO WORK

474,500+EMPLOYEEVOLUNTEER
HOURS

Employee hours volunteered globally during2023, more than double the hours in 2022

CLIMATETARGETS

Near-term greenhouse gas (GHG) emissions reduction

targets validated by the Science Based Targets initiativeINTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

5

About Robert Half
Robert Half is the world’s first and largest specialized talentsolutions and business consulting firm, connecting highly
skilled job seekers with rewarding opportunities at greatcompanies. Robert Half offers contract talent, permanent
placement and executive search services, and is the parent
company of Protiviti, a global consulting firm. Protiviti
helps companies solve increasingly complex businesschallenges, often through managed solutions where ourtalent solutions operations and Protiviti work together.
As an innovator, Robert Half’s proprietary matching artificial intelligencestrengthens our ability to connect top talent with hard-to-fill positions andplays an increasing role in the hundreds of thousands of placements wemake annually. But the world-class experience our clients and candidates
have come to expect from us requires more than technology alone. It also
requires the skills, judgment and expertise of our specialized recruiting
professionals. It is our unique and powerful combination of both that sets
us apart in the marketplace.
We foster a positive and inclusive work environment, helping employees

Robert Half and Protiviti**Includes Member Firms, which are independent legal entities operating under the Protiviti namethrive and feel valued in their roles. Our work philosophy allows us
to provide our professionals with greater location and schedule
flexibility while continuing to meet the needs of the business. We are asocially responsible corporate citizen, supporting our communities by
volunteering our time and donating to deserving causes.

ROBERT HALF

400+

15k

Globally

Internal Staff

Locations

Full-Time

313 Office locations
19 Countries

PROTIVITI

89 Office locations
29 Countries

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

6

Our Approach to
Leading with Integrity
Our values
Robert Half’s enterprise values serve as the cornerstone for everything we do. These values areembedded in the organizational culture of Robert Half. They reflect who we are and how we connect
and flourish as individuals, as teams and as an enterprise. They also steer our efforts toward
championing responsible sustainable business practices and help us focus our efforts on theopportunities that will have the greatest impact on our stakeholders.

“We strive to operate with integrity in all that we do. Our values provide
the foundation that enables us to listen to our people and act upon
the important issues affecting our stakeholders and our company. We
regularly assess and manage risks and opportunities, while ensuring ourvalues are interwoven throughout our organization. How we lead with
Integrity

Inclusion

Put ethics first and do the right

Foster a culture of belonging where

thing in all situations

everyone can connect, thrive and growintegrity aligns with our overarching goal to become a more inclusive
and responsible organization.ʺ
SUSAN HASELEY
Chief ESG and DEI Officer

About this report
Throughout this report, “Robert Half” refers to our entire global enterprise, including our talent solutions businessand Protiviti. We refer to our talent solutions business and Protiviti separately only in instances where their employee
or community programs differ. When we refer to employees, we mean our full-time internal staff and our full-time

Innovation

Commitment to success

Adapt, evolve and invest to

Empower our people to drive the success of our clients,

deliver new ideas and solutions

colleagues and candidates and to better our communities

engagement professionals rather than the contract talent we place externally with clients.
The content of this report represents our performance for our fiscal year 2023, which aligns to the calendar year.
All content and data reflect our operations worldwide, except where otherwise noted.

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

7

Our Approach to
Leading with Integrity
Materiality
In 2022, we completed a formal ESG materiality assessment andpublished the results in our 2022 Leading with Integrity report. This
process identified the risks, opportunities and topics that are most
relevant to our company and our stakeholders.
Since conducting the assessment, we have continued to engage
globally with our internal and external stakeholders through surveys

Our material ESG topics
Our GovernanceAccountability
Board Structure
Ethics and Integrity
Maintaining Trust Through IT Security and Data Protection

and other communications. We use these touchpoints to further inform
our programs and practices.

Our People

Though not all of the risks, opportunities and topics identified may

Diverse Workforce and Inclusive Workplace

be considered material from a mandatory reporting perspective, weTalent Attraction, Retention and Development

recognize our broader impacts and determined that they are still
important to our company. To that end, to advance the data collection

Talent Engagement and Well-Beingand monitoring of our material topics, we implemented a quarterly
cross-functional reporting process to track relevant updates and drive
progress on these topics.

Our Communities, Clients, and Partners
Emerging Technology and Innovation
Community Investment
Supplier Inclusion

Our Environmental Impact
Sustainable Ecosystem Impact

Employees volunteer at a food packing event in Salt Lake City.

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

8

Our
Governance
Governance plays a critical role in our ability to
manage our risks, execute our business strategy
effectively, make progress toward our goals anddeliver value to our stakeholders.

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

Santhisudha Vinnakota (left) and Syed Zakir join colleagues at the Robert Half 2023 Excellence Awards in San Ramon, Calif.

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

9

Accountability
Our ESG program

Our approach to ESG risk management

Our ESG team develops and deploys our environmental, social

Many ESG risks are also business risks. Across our enterprise, we

and governance program, with guidance and oversight from

deploy a holistic approach to identifying, monitoring and managing

senior leadership and the board of directors.

our risks. As part of an annual enterprisewide risk assessment process,

Reporting to the chief ESG and DEI officer, the team is responsible forthe day-to-day assessment, management and monitoring of our ESG
risks and opportunities, with the goal of driving long-term growth andvalue creation for our stakeholders. To this end, the team works crossfunctionally, partnering with our business units to track and report key

our internal audit function identifies and assesses certain individual
risks through in-depth interviews with our management team andbusiness units. Findings from the risk assessment are integrated into
the development of our enterprisewide risk model and presented to the
Audit Committee for review, assessment and guidance.

performance indicators, develop policies, monitor relevant compliance

At the management level, day-to-day risk management — including

activity and drive sustained progress throughout our value chain.

with respect to relevant ESG risks — is overseen by our general counsel

In 2023, we appointed Susan Haseley as chief ESG and DEI officer,
building from her experience of launching and leading these
programs for Protiviti. She reports directly to our CEO who reviews

who also serves as our corporate compliance officer, our senior vicepresident and global privacy officer, and our executive vice president
and chief risk officer for Protiviti.

and advises on the execution of the ESG program along with othermembers of our senior leadership team.
The Board regularly receives and assesses reports on ESG activity atleast annually, including the ESG report, human capital management
policies and programs, inclusion initiatives, cybersecurity and privacy
updates, environmental considerations and related compliance topics.

“Under Susan Haseley's leadership, we willcontinue to focus on initiatives that help us
sustain a people-first approach in our workplaceand enhance our support of the communities
where we live and work.ʺ
M. KEITH WADDELL
President and Chief Executive Officer

Malti Verma (left) and Stuti Gupta attend a corporate event in San Ramon, Calif.

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

10

Board Structure
Our board of directors oversees our corporate governance activities andprovides guidance as the company navigates changes, risks and opportunities.
The board provides oversight across strategic, operational, financial, legal, regulatory,
technological (including cybersecurity, information security and data privacy),
reputational and social risks, as well as risks related to environmental considerations andhuman capital management. The board evaluates areas of short-, medium- and longterm risks on an ongoing basis.
Our board structure includes an executive chair, an independent lead director and ourCEO. A majority of our board members (78%) are independent directors. Additionally,
our board’s Audit, Compensation, and Nominating and Governance committees areeach 100% independent.

Board diversity
Robert Half values diverse perspectives at all levels of our enterprise, including ourboard of directors. When seeking a new board member, the Nominating and GovernanceCommittee pursues qualified candidates with a variety of backgrounds, points of view
and professional experience.
In keeping with our commitment, our Corporate Governance Guidelines require that if
we use a third-party search firm to identify external candidates for a board vacancy, thefirm is asked to make its best effort to include a diverse slate of qualified candidates in
the initial pool it presents. The Nominating and Governance Committee also makes its
best effort to include such candidates in the pool of director nominees.

2023 BOARD MAKEUP AT A GLANCE

78%
44%
57%
100%

INDEPENDENTBOARD MEMBERS(2022: 75%)

IDENTIFYING AS FEMALE
OR UNDERREPRESENTED(2022: 37.5%)

INDEPENDENT BOARD MEMBERSJOINED IN PAST 5 YEARSINDEPENDENT AUDIT, COMPENSATION,
AND NOMINATING AND GOVERNANCE
COMMITTEE MEMBERS(2022: 100%)INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

11

Board Structure
Our Commitment, Our Progress
In 2022, we announced our ongoing commitment to2023 HIGHLIGHTS

maintaining diverse backgrounds and points of view
on our board. In 2023, we continued to uphold ourcommitment as we elected a new director.

New board member, Jana L. Barsten
Robert Half’s board of directors appointed Jana L. Barsten toserve as a director, effective December 15, 2023. She brings
37 years of experience in public accounting, with a focus oninternet, software and service industries.

Fortune’s 2023 Modern Board 25 list
Robert Half was included in Fortune’s Modern Board 25 list,
which recognizes the most innovative boards of directors
among S&P 500 companies.

Robert Half Board of Directors (from left): Marnie H. Wilking; Dirk A. Kempthorne; Robert J. Pace; M. Keith Waddell; Harold M. Messmer, Jr.; Frederick A. Richman; Julia L. Coronado; Marc H. Morial; Jana L. Barsten

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

12

Ethics and Integrity
Ethics and integrity are central to our culture, people, policies andprocedures. This has been true since Bob Half — an early advocate
for inclusive employment practices — founded the company in1948. Since that time, our employees have continued to uphold
Robert Half’s founding principles throughout our global operations.
Our culture of integrity is underpinned by our corporate complianceand ethics program. This program is under the direction of our general
counsel, who is also designated as the corporate compliance officer andreports to our board on ethical, legal and regulatory compliance issues,

Our Commitment, Our Progress

2023 HIGHLIGHTS

In 2022, we announced our ongoing commitment to provide
all employees with relevant and informative training across

New courses for employees in select roles

compliance, information security, privacy, ethics, anti-

We introduced new courses for employees in roles withdiscrimination and anti-harassment topics, and for all employees

exposure to potential conflicts of interest. The first, “Insider

to complete this training. In 2023, we achieved a 94.5%

Trading and Trading Window FAQs,” provides guidancecompletion rate across all required compliance training courses.

regarding restrictions on trading Robert Half securities, as well

Our 2023 highlights illustrate additional progress in this area.

as our Policy on Compliance with Securities Laws. The second,“Conflicts of Interest,” educates employees with procurement-

including compliance-related investigations.

related responsibilities on applicable laws.

As part of this program, we provide employees with annual online
training. Our Code of Business Conduct and Ethics (the “Code”) sets

Robert Half’s first Human Rights Impact Assessmentout our expectations for all company employees. Additionally, we makeWe conducted our first Human Rights Impact Assessment,

available to all employees, clients, candidates and suppliers our Ethics

an analysis of how our business activities impact the rights ofand Compliance Online Reporting Tool, an independent hotline forworkers, community members, clients and other stakeholders.

reporting potential violations of the Code.

The results will inform and guide our strategies and initiatives

Additional information on our hotline reporting tool, as well as a copy

going forward.

of our Code, is available on our website. For more information on our
corporate compliance and ethics program, please see our most recent

Expanded Code of Business Conduct and Ethics

proxy statement, available at www.roberthalf.com/14aFilings.

training for all employees
Every Robert Half employee receives online training on our
Code upon onboarding and annually thereafter. This year,
we added a new module on human trafficking to increase
Employees gather at a client event hosted in Germany.

awareness on this topic.

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENT

Maintaining Trust Through IT
Security and Data Protection
The security, confidentiality and integrity of data we collect is a priority for our business.
Our senior vice president and global privacy officer leads our privacy and data security teams. The
company’s cybersecurity strategy and risk management is overseen by the board and the Audit
Committee and is implemented and managed by the company’s Enterprise Information Security
Steering Committee, a cross-functional team of senior executives. The committee is chaired by thechief information security officer, who reports to our senior vice president and global privacy officer.
In addition to internal oversight, we engage independent third parties and specialists to conductperiodic reviews of our security program and controls and to perform assessments every year.
The proper safekeeping and use of data is a point of emphasis for and fundamental to our business.
Our Global Data Privacy team oversees all policies and procedures relating to data privacy.
Employee Education
Our people are our first line of defense against today’s sophisticated cyber threats. We provide all
employees with annual information security and data privacy training.

DATA TABLES

2023 HIGHLIGHTS

Updated policies and standards
Our data privacy and cybersecurity policies and standards are regularly reviewed and updated
to meet today’s challenges and align with best practices. In 2023, we updated our cyber security
governance statement, which outlines security measures designed to protect our stakeholders
and their data. We also updated many of our privacy policies as needed across North America,
South America, the European Union, United Kingdom, United Arab Emirates and the Asia-Pacificregion. These policies describe how we may use and disclose information collected from users
and viewers of our owned-and-operated websites.
Updates following the Act on Federal Data Protection
In September 2023, the Swiss Parliament enacted the Act on Federal Data Protection, aligning
data protection rights in Switzerland more closely with the European Union’s General Data
Protection Regulation. In response, we updated all relevant contracts and privacy processes. We
also created a new, bespoke data privacy training for our employees in Switzerland.
SOC 2 Type II and expansion of ISO 27001
In 2023, we continued to successfully pass third-party audits of our security controls addressing

Our Commitment, Our Progress

information security risks with our annual SOC 2 Type II global certification and our ISO 27001

In 2022, we announced our ongoing commitment to and goal of maintaining

certifications across the European Union, Asia-Pacific region and North America. In addition, we

transparent privacy policies and practices and a continued evolution of our security

continued to further expand the scope and coverage of our ISO certifications around the world.

posture. Annually, we provide all employees with training courses across compliance,

For details, see page 38.

information security, ethics, anti-discrimination and anti-harassment. In 2023, we had
a 94.5% completion rate across all required compliance training courses.

13

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLESSPOTLIGHT: Protiviti Client Services in Cybersecurity
For over two decades, Protiviti has helped

Using a multi-pronged approach — consulting,companies tackle cybersecurity challenges

managed solutions and resource augmentationand protect their information and systems. As— our process starts with an understanding of

the digital world becomes more complex andthe current state and maturity of a company’s

the risk of security breaches and cyberattacks

cybersecurity defenses. We then recommend,

increases, we continue to help businesses

or in some cases implement, technologies andbuild and maintain leading cybersecurity andpractices designed to keep data safe, enhancedata privacy programs.

technology resilience and unlock business value.

A sampling of our thought leadership released in 2023:

SEC Cybersecurity Disclosure Enhancements:
Efforts to Boost Investor Confidence

New White House Cybersecurity Strategy Creates
Additional Concerns for Businesses

This includes assisting companies with meeting
legal requirements, managing risks from outside
partners and responding quickly to any security
incidents.

ISO 27001: 2022 — Key Changes andApproaches to Transition

We believe our extensive experience enables us tohelp create a safer and more responsible digitalworld. To make it easier for businesses and theirteams to stay informed and prepared, we produce

How Data Sovereignty and Data Localization
Impact Your Privacy Programs

thought leadership resources, including white
papers, flash reports and blog posts to shareinsights and best practices in cybersecurity.

Achieving Diversity’s Benefits in Cybersecurity
Building a Successful Data Protection Program

Employees and interns collaborate on an activity during
Protiviti's Intern Challenge.

14

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

15

Our
PeopleWe believe talent attraction, retention, engagement
and well-being are deeply intertwined. We arecommitted to supporting the diversity of ourworkforce and fostering an inclusive workplace thatcreates a sense of belonging for our people.

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

Marian Cordon attends the 2023 Excellence Awards in San Ramon, Calif.

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

Diverse Workforce andInclusive Workplace

162023 HIGHLIGHTSAt Robert Half, we strive to cultivate a workplace that is inclusive

Robert Half and Protiviti reports

Learning programs

and welcoming to all. We believe this leads to outstanding

Robert Half and Protiviti published A Shared Journey

We launched learning programs that focus on building

outcomes for our people, our clients, our candidates, ourto Inclusivity and Protiviti DEI Journey, respectively.

inclusive behaviors and skills. Our learning journeys

business and our communities. Our approach to diversity, equity

These resources chronicle our progress in building andcover topics such as allyship, psychological safety andand inclusion (DEI) is anchored to our values, which are at themaintaining a culture of inclusion and belonging.

unconscious bias. These programs are multidimensionalcore of all our programs, policies and initiatives.

and help build our employees’ leadership skills andAlliance partners
By engaging with our alliance partners, we invest in workforce

strategies for inclusive actions.

development and build relationships with networks acrossExpanding our global impact

Our Commitment, Our Progressintersectional identities. Alliance events create opportunities

In 2023, Protiviti was listed as a Global

At Robert Half, we remain committed to creating an inclusive

for recruitment, networking, professional development,

Inclusion Index Company and was also

culture where employees feel a strong sense of belonging.

community building and philanthropic support. Our alliancelisted on eight individual country lists,

We seek to hire from a slate of qualified candidates, tapping

champions participate with the local chapters of our national

including Australia, China, Germany,

into diverse recruiting channels. These hires are supported

alliances, serving on their local boards and planning as well as

India, Italy, Japan, the UK and the U.S.

by a culture of inclusion driven by active leadership andparticipating in local activities.

sponsorship.

325+

We will continue to implement strategies designed todevelop and advance talent with diverse backgrounds,
experience and skills into management and higher roles,
which include senior officers, senior managers andmanagers who supervise teams.

Local and national
alliance events

113

Enterprise alliance champions
across North America

Employees gather onstage to accept the 2023 ERG Impact Award withAscend's former president.

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

17

Diverse Workforce andInclusive Workplace
Employee Network Groups (ENGs)

2023 ENGS BY THE NUMBERS

Our ENGs unite our employees with common interests and backgrounds across the globe to share experiences,interests and goals that foster a supportive and inclusive workplace. With support from senior leaders and executive
sponsors, these grassroots groups organize and promote inclusive programming and events. Our ENGs aim to foster
an environment in which every person, irrespective of their unique identity, can prosper and contribute to our collective
success. They are essential to driving inclusion efforts and providing safe spaces of connection and belonging.
In 2023, we experienced record growth of and participation in our ENGs. ENGs offer more than just networking

17
ENGs

17

COUNTRIES

opportunities; they create avenues for employee development, enable participation in community outreach efforts,
contribute to our recruitment strategies, boost engagement across the organization, and provide a platform for sharing
learning experiences with all employees.

Enhancing and expanding our ENGs in 2023:
30% of our employees across our global offices were involved in ENGs.
We added seven new global ENG chapters in five different countries throughout Asia-Pacific and Europe.
In North America, we launched groups for employees with apparent and non-apparent disabilities and their
allies, promoting opportunities for disability inclusion and intersectionality.
Protiviti established a recruiting program in the United States, ENG Connect, which provides prospective
employees with the chance to better understand our ENGs and our core value of inclusion.

Employees meet up at a Season of Service volunteer event in Washington, D.C.

319

ENG-SPONSOREDEVENTSINTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

18

SPOTLIGHT: Empowering Women Globally
Robert Half is committed to gender inclusivity across
our workforce. We focus on empowering women globally
through developing skills, building business relationships
and identifying opportunities for career growth. We’recommitted to recruiting, retaining, engaging and advancing
women. From our inclusive benefits to our robust learning
experiences, we ensure that women across our enterprise

The Robert Half Global Women’s Employee Network (GWEN)
offers a platform for employees who identify as women andtheir allies to share insights and encourage personal andprofessional growth.

are well-supported to achieve career success.
Our gender-focused ENGs — Robert Half’s GWEN, andProtiviti’s iGROWW and GET IT — epitomize this commitment.
Collectively, these ENGs focus on empowering women and their
allies, championing their perspectives and creating networks,
community and growth opportunities. GWEN, iGROWW andGET IT also collaborate annually on month-long programmingin March, in honor of International Women’s Day and Women’s
History Month.

Protiviti’s Initiative for Growth and Retention of Women in
the Workplace (iGROWW), with its Groww with Us Mentoring
Program, creates mentorship opportunities and enhances
community engagement.

Protiviti’s Gender Equality in Technology and IT (GET IT) engages
women-identifying employees and their allies to focus on promoting aculture of inclusion and support to address the unique challenges faced
by women-identifying people in the technology and IT sectors.

INTRODUCTION

GOVERNANCEPEOPLE

Talent Attraction,
Retention andDevelopment

COMMUNITIESENVIRONMENTDATA TABLES

192023 HIGHLIGHTS

People are at the center of our success — and we recognize

Leadership mentoring

Employee well-being

our responsibility to equip, engage and empower our

Our talent solutions business’s Leadership Exchange Mentoring

Our global well-being challenges focus on employee health,people to flourish in their roles and launch long-term career

Program connects employees who manage teams with one anothernetworking and fun. Over 3,000 employees participated in our

trajectories with us.

to share perspectives and help transition to the next stages of their2023 walking challenges, which raised over $30,000 for charity.

careers. More than 3,500 employees worldwide have completed the

Additionally, we implemented employee well-being community

12-week program since it began in 2015.

platforms where employees share, post and view content that

Our initiatives focus on recruiting and onboarding, benefits
and compensation, career development, performance programtransparency and more — all designed to enhance the employee
experience. As a result, Robert Half is able to retain talented
employees for years — even decades.

supports well-being and furthers connections between colleagues.
At Protiviti, the Amplify sponsorship program aims to accelerate
the careers of high-potential employees at the leadership level.
This 18-month individualized program allows participants to gain
new skills and experiences and receive one-on-one coaching andsupport from key leaders and sponsors.

Our Commitment, Our Progress
In 2022, we shared our ongoing commitment toprovide opportunities for professional development
to all employees and candidates so they can be
successful while building fulfilling careers. In 2023, we
introduced and expanded offerings to help connect
our people with the tools and resources they need topursue and meet their goals.

Employee resources
In 2023, Robert Half full-time engagement professionals
transitioned to LINK, an intranet system that provides annual career
discussions, engagement preparation and best practices.

“We have been recognized time and again

as a great place to work and I’m thrilledthat through our Employee Commitment
Proposition, we’re defining what it is about
the employee experience that makes RobertHalf a place where people want to come towork every day.ʺ
LYNNE SMITH
Senior Vice President of Global Human Resources

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

Talent Engagement
and Well-Being

20

2023 HIGHLIGHTS: EMPLOYEE SURVEY RESULTS

We believe in setting our people up for success and creating
opportunities where individuals and teams thrive. We makethis possible by offering resources, time and support for
personal and professional development.
WHAT WE HEARD

Employee engagement is crucial for improving our company culture,holding ourselves accountable and connecting with our people.

Employees have trust in their leaders andThrough annual engagement surveys, we gather feedback on topics

enjoy the work culture at Robert Half.

such as career growth, resources, training, inclusion, recognition andinnovation. The results, shared companywide, help us prioritize anddevelop new programs.

Our Commitment, Our Progress

HOW WE RESPONDED

In 2022, we committed to maintaining 85% or higher

We continued to support remote and hybrid

employee engagement. In 2023, we exceeded this goal,

work models by leveraging our flexible workwith enterprise employee engagement at 92%. To quantify

philosophy and implementing best practices that

employee engagement, we look at the percentage

optimize employee success.

of employees responding favorably to the question“Robert Half/Protiviti is a great place to work” in surveys
administered by Great Place to Work®. Favorability is
calculated as a response of 4 or a 5 on a 5-point scale.

Globally, we convened town halls where leadersacross the enterprise provided updates on thebusiness and responded to employee questions.
Robert Half’s Employee Commitment Proposition
and Protiviti’s People Promises continue to define
what employees can expect from their workplaceand how we prioritize their well-being, careersand connections.

Employees and interns connect at Protiviti's Intern Challenge.

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

21

Talent Engagement and Well-Being
2023 HIGHLIGHTS: EMPLOYEE SURVEY RESULTS

WHAT WE HEARD

WHAT WE HEARD

WHAT WE HEARD

Employees value ongoing efforts toward

Employees welcome continued opportunities

Employees want more learning opportunities

creating a culture of belonging.

for recognition and engagement.

and resources to support their career goals.

HOW WE RESPONDED

HOW WE RESPONDED

HOW WE RESPONDED

We conducted self-assessments, participated in

Our talent solutions business revamped its Employee

In May 2023, Protiviti hosted a Global Immersion Training,

webinars and hosted internal keynote presentations

Voice toolkit to help managers discuss results witha series of interactive, in-person workshops to introduce

and discussions geared toward creating a moretheir teams and address their feedback.

our new strategy to fuel growth and success. Protiviti

inclusive and equitable experience for our company,
employees, clients and candidates.

On Protiviti’s employee recognition platform, 6,008

employees participated in the training at a 95% rate.

messages were sent to 2,826 team members. These

Robert Half unveiled programs to support employees’

We launched an audio name pronunciation tool tointeractions on the platform show that our employees

careers, including group training workshops to foster

help promote an inclusive culture of belonging.

appreciate and value their colleagues’ contributions

collaborative learning, coaching and career conversationand form the foundation for a culture of recognition.

guides, and a new careers site on our intranet.

have formed listening groups in many of our offices

We continue to expand ways to recognize our global

We updated our training approach to include local peer

to discuss the results of our surveys and select areas

employees through our annual Excellence Awards

learning, leadership and in-person technical trainingof action.

and RHight On Quarterly Awards, which recognize

opportunities across our global offices. We also designed

exceptional Corporate Services and Operational

new training and resource libraries to support current

Support employees.

market trends and drive growth.

To better understand employee survey results, weINTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

22

Our
Communities,
Clients andPartners
Our impact extends beyond providing talent solutions
and business consulting to our clients. Through the useof technology and innovation, we aim to mold the futureof work for our candidates and employees. We also
contribute to the communities where we live and workand seek suppliers whose practices align with our values.
IN THIS SECTION
Emerging Technology and Innovation
Community Investment
Supplier Inclusion

Derek Anuen participates in a Project Helping volunteer event.

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

23

Emerging Technology
and Innovation
Robert Half has been at the forefront of innovation in the staffing
industry since our founding. Our dedication to our customers

2023 HIGHLIGHTS

drives us to constantly adopt new technologies and reinvent our
processes, tools and services.

Upgrades to AI-Driven Proprietary Matching Capability
We improved the accuracy of our matching algorithms byincorporating proprietary large language model embeddings in our

Our Commitment, Our Progress
Our ongoing commitment is to keep innovating and embracing
new technology. In 2022, we committed to upholding humanrights across the business, including in our use of technology
and innovation. In 2023, we conducted our first Human Rights
Impact Assessment to help guide us in this effort (for more
information, see page 12).

engines. Additionally, we now utilize Generative AI to add context andreduce the ambiguity of important attributes in job descriptions.
AI-enabled front office and business development systems
We have integrated Generative AI functionality into our front
office system, enhancing the productivity of our employees whilesafeguarding confidential data. Additionally, business development AI
provides our talent solutions professionals with a streamlined system.
Automations in candidate onboarding
We implemented an automated candidate agreement that supports
us with legal compliance in North America and Europe. This further
mitigates risk, enhances our data quality, improves our candidate
experience and enables seamless employee initiation and completionof candidate onboarding for faster placements.

Protiviti's Intern Challenge includes workshops for conversation and collaboration.

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

24

Emerging Technology
and Innovation

Protiviti Innovation, Education and Client Engagement
We challenge our teams to think outside the box as they determine the best solutions for ourclients and our business. We aim to scale our Global Innovation Program, grow world-classecosystem partnerships and drive next-gen digital capacity. As AI gained momentum, we sought

2023 PROTIVITI PROGRESS BY THE NUMBERS73%
EMPLOYEES

550+ 83%

Trained in Agile

EMPLOYEESEMPLOYEES

with Agile certification

Participated in AI

methodologies to date

immersion training

opportunities to leverage it to help our clients solve their most pressing business challenges.
We developed a proprietary methodology for creating an effective AI deployment strategy.
We also adopted Generative AI Rapid Proof of Concept, a rapid prototyping process enabling
deployment of Generative AI at scale. We’re also utilizing Generative AI Roadmap, a process
for defining focused objectives for Generative AI and large language model applications, andselecting the most valuable opportunities to pilot. Our teams are also working to assess how AI
can be applied to develop predictive maintenance and operations-related solutions.

470+

EMPLOYEES

Certified design thinking
practitioners and facilitators

Learn more about Protiviti’s innovation services here.

Protiviti’s innovative workforce
Innovation begins with our people — we work to equip our teams with the latest skills andresources through access to cutting-edge technology and training. In 2023, 104 employees
graduated from the iNN program, a residency where selected employees learn to develop anduse leading-edge tools and techniques while engaging in real-life problem solving.

1,300

EMPLOYEES

Participated in 15
innovation challenges,
generating 300+ ideas

75%
of employees trained
in design thinking

INTRODUCTION

GOVERNANCEPEOPLE

Community
Investment

COMMUNITIESENVIRONMENTDATA TABLES

2023 HIGHLIGHTS

As a company of around 15,000 people with more than 400

Matching Gifts and Volunteer Hours Program

locations around the globe, Robert Half strives to create

Robert Half encourages employees to volunteer and fundraise forpositive change in communities around the world.

causes they are passionate about. We are committed to matching their

We offer volunteer, mentorship, philanthropy and community
collaboration opportunities for our employees. Through initiatives
such as gift matching, quarterly campaigns, disaster relief andvolunteer events, our service spans year-round.
For more information on our community impact programs, see our
website.

donations and the value of their volunteer hours up to $1,500 annuallyemployees volunteering or donating to causes important tothem, either through company-sponsored activities or personal

VOLUNTEER HOURS

select U.S.-based partners. In addition, we offer opportunities to donate
and volunteer during our four annual seasonal campaigns: Season of
Mentoring, Season of Service, Season of Community Impact and Season ofHoliday Giving. Last year, we broadened the impact of these campaigns byexpanding them to all global offices.

award employees who volunteer by donating $15 to a nonprofit for every

In 2022, we committed to increasing the percentage of

74,500+for both part-time and full-time staff, plus an additional $500 annually for

Our enterprise Happy Hours and Protiviti’s Dollars for Doers programs

Our Commitment, Our Progress

25

hour they volunteer. We achieved our goal of increasing the percentage of$7.1M

TOTAL COMMUNITY INVESTMENT IN 2023,
INCLUDING CASH DONATIONS, VALUE OF

TIME VOLUNTEERED AND IN-KIND GIVING

employees volunteering or donating to causes important to them throughoutreach campaigns empowering employees to amplify their community
service impact.

philanthropic interests and activities. In 2023, we achieved this

2,500+TOTAL NONPROFITS

goal, working across our enterprise to more than double the

BENEFITED

total number of volunteer hours compared with 2022.

Employees volunteer at a farm near Minneapolis for World Cleanup Day.

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

Community
Investment
2023 HIGHLIGHTS (continued)

Protiviti’s i on Hunger program

Supporting organizations that make a difference

As part of iCare — Protiviti’s strategic initiative focused on serving our

We’re proud to have built long-standing relationships with many

communities — i on Hunger is a global service program that provides

community partners across key areas such as workforce development,

food to those in need and has connected more than 250 partners

career readiness and disaster relief, including:across 21 countries to date. In 2023, i on Hunger hosted over 100
events, including food drives, meal-packing events, meal preparationand serving. More than 1 million meals were delivered in 2023. Since
the program was founded in 2014, more than 15 million meals havebeen delivered to those in need.
For the third year in a row, Protiviti partnered with professional golfers
and the U.S. Hunger organization on the Birdies for Meals initiative.
Through our partnership, Protiviti donated 126,000 meals — 1,000
meals for every birdie made by brand ambassadors Matt Fitzpatrick
and Jennifer Kupcho in the 2023 Major Championships.

$1.6M

COMPANY MATCH OF

EMPLOYEE DONATIONSAND VOLUNTEER HOURS

26

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

27

SPOTLIGHT: Supporting Education in Our Communities
Education-based initiatives align with our goal of connecting
people to meaningful work and supporting in their long-term
success. Community collaboration and investment is at the heartof how we deliver this impact. We work with our clients, alliancepartners and others to accelerate our collective progress andextend the reach of our resources.

Promoting education through scholarship programs
Every year, Robert Half commits to aiding students in need throughour scholarship programs. Our impact in 2023 spanned organizations
like the National Association of Black Accountants Inc., Association of
Latino Professionals for America, New York University, National Merit
Scholarship Corporation (NMSC), American Institute of Certified Public
Accountants Minority Fund, Minority Corporate Counsel Association

2023 NMSC scholarship recipients Nicholas Chang and Aanya Roy(MCCA), CommUnity, Boys and Girls Clubs and the Technology
Community for Racial Equality in the UK. In addition, Protiviti sponsors

Each year, Robert Half partners with the National Merit Scholarship

local scholarship programs in Chicago and Atlanta.

Corporation (NMSC) to provide corporate scholarships to two

Robert Half has sponsored the MCCA Lloyd M. Johnson Jr. Scholarship
Program for more than a decade. The program offers tuition assistanceto outstanding law school students.

dependents of Robert Half or Protiviti employees. Highly competitive,
the National Merit Scholarship honors high school seniors who have an
outstanding academic record, are endorsed by the school principal andearn qualifying PSAT scores.
The 2023 scholarship recipients were Nicholas Chang, son of RobertHalf software engineer Sheila Wang, and Aanya Roy, daughter ofProtiviti associate director Samar Roy.

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

Supplier Inclusion

28

2023 HIGHLIGHTS

We conduct a fair and ethical supplier selection process with all of our vendors, seeking partners

Supplier inclusion program

who meet our business requirements and align with our values and principles.

In 2023, we vetted 129 small and minority-owned suppliers forrequest for proposal opportunities and spent $99.7 million withsuch suppliers in over 40 states.

Our Commitment, Our Progress

Supplier engagement and accountability

Our U.S. supplier inclusion program remains committed to

We are committed to providing learning and development

supporting small, women-, veteran-, service-disabled veteran-resources for our small and minority-owned suppliers. In 2023,

and LGBTQIA+-owned businesses as well as business owners

43 businesses attended our “High Impact Communication”

with apparent and non-apparent disabilities.

webinar, which focused on effective communication techniques,
strategies for organizational advancement and understanding
different communication objectives.

Alliances2023 Supplier Inclusion Program Accolades
Learning and development highlights:
Western Region Minority

Supplier Development Council
Activator Award

We met with several business owners enrolled in the Veterans in
Business Network’s Veteran 2 Veteran Cohort and provided hiring andretention trends to bolster their business development strategies.
We sponsored the Western Region Minority Supplier Development

Minority Business News/Women’sEnterprise USA Magazine
Best of the Decade

Council’s Business Growth Acceleration Program.
We provided mentorship through Salesforce’s Black Business
Mentorship Program, which provides 25 Black-owned businessfounders with sponsorship, education and networking opportunities.

Women’s Business Enterprise
National Council

Top Corporations for Women's
Business Enterprises

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

29

Our
Environmental
ImpactWe are committed to reducing ourenvironmental impact and operating inan environmentally sustainable way.

IN THIS SECTION
Sustainable Ecosystem Impact

Employees volunteer at an American Red Cross event in Menlo Park, Calif.

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

Sustainable Ecosystem Impact

30

CLIMATE TARGETS PROGRESS

We are making progress against each of our three SBTs. In FY23, our absolute Scope 1 and 2 emissions

We strive to mitigate our environmental impact at all levels of our organization, a commitment

were 23% lower than our FY19 base year due to ongoing efforts to right-size our real estate portfolio andwhich is supported in our Global Environmental Policy. Our Supplier Code of Conduct extends

to increase our use of clean and renewable electricity sources. Our FY23 combined business travel andemployee commute emissions were 52% lower than FY19 on a per FTE basis. While we may continue tothese expectations to our suppliers.

experience increases in demand for business travel following the end of COVID-19 restrictions, we also

We are working together across the enterprise to track, report and reduce our greenhouse gas (GHG)

anticipate that changes we made to our operating model during the pandemic will support longer-termemissions. This work includes using energy more efficiently, purchasing more renewable energy,

travel emissions reductions. For our supply chain emissions arising from our purchase of goods andservices, 24% of our suppliers by spend have had targets validated by SBTi, with a further 12% having

encouraging smart business travel and working with our suppliers to set their own science-based targets.

committed to do so (see 2023 Highlights). We are implementing programs across all of our target areas

We also promote environmental awareness and community impact among our employees.

and will publicly report on our progress annually.

Progress toward our climate targets

Our Commitment, Our Progress

FY19 baseline

In 2022, we committed to climate action through the development of science-based targets (SBTs).
In 2023, we joined thousands of companies who have validated near-term emissions reduction

SCOPE 1 AND 2

demonstrate our ongoing commitment to climate action, are as follows:Business travel and employee
commute2 emissions reductions3

FY19

baseline

TargetSCOPE 3Emissions reductions1

targets with the Science Based Targets initiative (SBTi). Our validated near-term targets, which

FY23

FY19

baseline

FY23
reduction
55% absolute
by FY32

Reduce our absolute Scope 1 and 2 GHG emissions 55% by 2032 from our 2019

FY23

baseline year.
23% absolute reduction
relative to baseline

Reduce our Scope 3 GHG emissions from business travel and employee
commuting 62% per full-time employee (FTE) by 2032 from our 2019 baseline year.

per full-time
62% reduction
employee by FY32

52% reduction per full-time
employee4 relative to baseline

SUPPLIER ENGAGEMENT

Suppliers by spend5 with SBTs

50% of our suppliers by spend, covering purchased goods and services, and capital
goods, will have SBTs by 2027.

24%
Validated

12%
Committed

50% of suppliers validated by FY27

FY19 base year emissions have been updated to apply the same methodology used in our FY23 emissions inventory to estimate energy use where actual data is not available. This methodology utilizes energy intensity
factors from the U.S. Commercial Buildings Energy Survey.
FY19 base year employee commute emissions have been updated to include well-to-tank emissions, consistent with FY23, and as required by SBTi.
While we voluntarily report work-from-home emissions, these are not included in Science-Based Targets methodology and therefore are not represented in this chart.
4
"Full-time employee” in this instance includes both our full-time internal staff and our full-time engagement professionals. While full-time engagement professionals are not typically included in our internal staff figures,
we have voluntarily included the full-time engagement professionals in our greenhouse gas inventory and SBTs since they are full-time Robert Half employees.
5Applicable spend covering purchased goods and services, and capital goods.
123INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

31

Sustainable Ecosystem Impact
2023 HIGHLIGHTS

Enhancing emissions measurement
We have evolved our GHG inventory approach in several ways since we first calculated our emissions for FY19. Over time, we have developed a more
complete understanding of our emissions sources and have been able to collect more activity data so that we are less reliant on estimations and canbetter capture the impact of reduction initiatives. For example, in 2023, we collaborated with landlords across our leased facilities to improve our data

Employees in the firm's iSustain program participate in an Earth Day
initiative in Charlotte, N.C.

collection related to energy, water and waste and to encourage landlords to switch to renewable electricity, resulting in an increase in the square
footage covered by metered electricity data from 25% in 2022 to 45% in 2023. We have also refined some of our calculation methodologies, in partto ensure alignment with the requirements of the GHG Protocol and Science Based Targets initiative. Where these changes impact emissions totals
by 5% or more, we have updated our FY19 emissions to enable direct comparison of our FY23 emissions with the base year for our SBTi-validated
targets. We provide more details of changes to prior year data in our ESG Data Tables and supporting footnotes.
Supplier engagement
We incorporated questions related to environmental sustainability into our supplier onboarding survey for North America. These questions help us
determine if suppliers meet our environmental goals. We also developed guidance for suppliers who are working to improve in these areas.
Employee engagement on sustainability
iSustain, Protiviti’s sustainability-focused ENG, hosted learning sessions on environmental topics, engaged employees to volunteer in a citizen-science
effort focused on climate change, launched a book club and championed local initiatives through in-person volunteering and awareness events.
Energy efficiency training
Employees from our European talent solutions teams participated in a new, virtual training course on energy efficiency in the workplace.

Employees volunteer at Easton Urban Farm in Easton, Pa.

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLESSPOTLIGHT: Protiviti Environmental Sustainability Client Solutions
Environmental sustainability isn’t justWith Protiviti’s guidance, the client firm evaluated overimportant to Robert Half — it’s a top issue

1,000 potential sustainability data points, identifying

for many of the organizations we workand prioritizing actions that hold material significancewith around the world. Sustainability is ato the organization and its stakeholders. Engagements

continuous journey, presenting new risks andlike these deepen organizational awareness andopportunities. There are no out-of-the-box

enhance clients’ capabilities in material issue

solutions; every company needs a unique andidentification, data sourcing, quality management andholistic approach to their operations and toexternal reporting.

measuring and sharing their progress.
Protiviti’s ESG Solutions team helps companies create,

The Protiviti ESG Framework

Sustainability thought leadership

Protiviti’s thought leadership resources assist organizations looking to establish sustainable
practices and report their activities to their stakeholders. Examples include:

Time to Act: SEC Issues Final Climate-Related
Disclosure Rules

The Impact of Sustainable Operations on Profit
and Long-Term Viability

execute and report on sustainability strategies,
positioning them for continued, long-term success.

Sustainability FAQ Guide: An Introduction

In 2023, Protiviti supported several clients in
preparing for the Corporate Sustainability Reporting
Directive (CSRD). One of these engagements was witha prominent financial services firm looking to build

Biodiversity Reporting Requirements Have
Arrived. Is Your Firm Ready?

a roadmap for CSRD compliance across its global
network of branches, as well as establish robust
frameworks for ESG reporting tailored to meet bothpresent and pending regulatory requirements.

Governor Signs California Climate Disclosure

Requirements: What Companies Need to Know
How Insurers Can Prepare for NAIC Climate Risk
Disclosure Compliance32

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

33

ESG DATA TABLES

About Us
REFERENCEDISCLOSURE DESCRIPTION

2021

2022

2023

GRI 2-1a

Legal name of organization

See 2022 response

Robert Half International Inc.

Robert Half Inc.

GRI 2-1b

Nature of ownership and legal form

See 2023 response

See 2023 response

Robert Half Inc. Form 10-K

GRI 2-1c

Location of headquarters

See 2023 response

See 2023 response

Menlo Park, CA

ABOUT US

Locations | Robert Half
Locations | Protiviti

GRI 2-1d

Countries of operations

See 2023 response

See 2023 response

GRI 2-2

Entities included in the organization’s sustainability reporting

2021 ESG Report (p. 4)2022 ESG Report (p. 6)2023 ESG Report (p. 6, About This Report)

GRI 2-3a

Reporting period for, and the frequency of, its sustainability reporting

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

Annual cadence as of reporting year FY22:
Jan. 1, 2022 - Dec. 31, 2022

Annual cadence as of reporting year FY23:
Jan. 1, 2023 - Dec. 31, 2023

GRI 2-3b

Reporting period for financial reporting

Annual, Jan. 1, 2021 - Dec. 31, 2021

Annual, Jan. 1, 2022 - Dec. 31, 2022

Annual, Jan. 1, 2023 - Dec. 31, 2023

GRI 2-3c

Publication date of the report

June 2022

April 2023

April 2024

GRI 2-3d

Contact point for questions about the report or reported information

See 2023 response

See 2023 response

investor.relations@roberthalf.com

GRI 2-4a

Restatements of information made from previous reporting periods

2021 greenhouse gas emissions changes
in the Emissions section of the 2021 ESG
Report (p. 61, Emissions)2022 greenhouse gas emissions changes
in the Emissions section of the 2022 ESG
Report (p .46, Emissions)

GRI 2-5b

Sustainability reporting external assurance

Letter of Attestation — GHG Inventory 2021

Letter of Attestation — GHG Inventory 2022

Letter of Attestation — GHG Inventory 2023

GRI 2-6

Activities, value chain and other business relationships

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

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

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

GRI 2-7

Employees

See 2023 response

See 2023 response

See Our People section

GRI 2-10a-b

Nomination and selection of the highest governance body

Proxy Statement (pp. 19-20)

Proxy Statement (pp. 19-20)

Proxy Statement (Nominating andGovernance Committee)

GRI 2-11a

Chair of the highest governance body

Proxy Statement (pp. 12-13)

Proxy Statement (pp. 12-13)

Proxy Statement (Board of Directors
Leadership Structure)

GRI 2-12a-b

Role of the highest governance body in overseeing the management of impacts

Proxy Statement (pp. 16-18)

Proxy Statement (pp. 16-18)

Proxy Statement (Environmental, Social andGovernance, Engaging with Stockholders)

Corporate Governance Guidelines

Corporate Governance Guidelines

For a list of our subsidiaries please see ourForm 10-K (p. 78, Exhibit 21.1)

See greenhouse gas emissions changes inthe Emissions section of the data tables.
See waste changes in the Waste & Water
section of the data tables.

Corporate Governance Guidelines

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

34

ESG DATA TABLES

About Us
REFERENCEDISCLOSURE DESCRIPTION

2021

2022

2023

GRI 2-13a

Delegation of responsibility for managing impacts on the economy, the environment and people

Proxy Statement (p. 14, Risk Oversight Role)

Proxy Statement (p. 14, Risk OversightRole)

Proxy Statement (Risk Oversight Role)

GRI 2-13b

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, the environment
and people

Proxy Statement (p. 16)

Proxy Statement (pp. 14-16)

Proxy Statement (Risk Oversight Role,
Corporate Compliance and Ethics
Program, Audit Committee Risk
Oversight, Our Governance)

GRI 2-14aRole of the highest governance body in sustainability reporting

2021 ESG Report (p. 15)2022 ESG Report (p. 6)

GRI 2-15a

Conflict of interest management

Proxy Statement (pp. 14-15)

Code of Business Conduct and Ethics (p. 5)

Proxy Statement (pp. 11-12, 14-15, 54)

Code of Business Conduct and Ethics (p. 5)2023 ESG Report (p. 9, Accountability)
Proxy Statement (Our Governance)

Proxy Statement (Director Independence,
Risk Oversight Role, Nominating andGovernance Committee, Transactions
with Related Persons, Policy Regarding
Transactions with Related Persons)

Code of Business Conduct and Ethics (p. 5)
GRI 2-18a

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

Proxy Statement (p. 12)

Proxy Statement (pp. 11-12)

Proxy Statement (Director Independence)

GRI 2-18b

Describe actions taken in response to evaluations, including changes to the composition of the highest
governance body and organizational practices

Proxy Statement (p. 12)

Proxy Statement (p. 12)

Proxy Statement (Proposal 1 - Election of
Directors, Board of Directors Leadership
Structure)

GRI 2-19a

Remuneration policies

Proxy Statement (pp. 30-32, 46)

Proxy Statement (pp. 29, 31-33, 48-50)

Proxy Statement (Compensation Risk andGovernance, 2023 Director Compensation)

GRI 2-20a

Process to determine remuneration

Proxy Statement (pp. 30-32, 46)

Proxy Statement (pp. 29, 31-33, 48-50)

Proxy Statement (Compensation Risk andGovernance, 2023 Director Compensation)

GRI 2-20b

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

Robert Half International Inc. Form 8-K

Robert Half Inc. Form 8-K

GRI 2-21a

Ratio of the annual total compensation for the organization's highest-paid individual to the medianannual total compensation for all employees (excluding the highest-paid individual)

Proxy Statement (p. 45)

Proxy Statement (p. 45)

Proxy Statement (CEO Pay Ratio)

GRI 2-22a

Statement from the highest governance body or most senior executive of the organization about
the relevance of sustainable development to the organization and its strategy for contributing tosustainable development

2021 ESG Report (p. 3)2022 ESG Report (p. 3)2023 ESG Report (p. 3, From Our CEO)Corporate Governance Guidelines

Corporate Governance Guidelines

Corporate Governance Guidelines

Code of Business Conduct and Ethics
Global Human Rights Policy
GRI 2-23a-c

Policy commitments for responsible business conduct and respect for human rights

See 2023 response

See 2023 response

Supplier Code of Conduct

Robert Half Inc Corporate Governance
Policies
Modern Slavery Act Statement - UK

Modern Slavery Act Statement - AU

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

35

ESG DATA TABLES

About Us
REFERENCEDISCLOSURE DESCRIPTION

2021

2022

2023

GRI 2-23d

Report the level at which each of the policy commitments was approved within the organization,
including whether this is the most senior levelSee 2023 response

See 2023 response

The Code of Business Conduct and Ethics,
Global Human Rights Policy, Corporate
Governance Guidelines, and the following
components within the Corporate Governance
Guidelines including the Director Succession
Plan, Severance Policy, Clawback Policy, Hiring
Policy Regarding Outside Auditors, Foreign
Corrupt Practices Act Guidelines and Global
Anti-Corruption Policy, Policy on Compliancewith Securities Laws, and Regulation FD Policy
are board approved.

GRI 2-23e

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

See 2023 response

See 2023 response

Code of Business Conduct and Ethics (p. 1)

GRI 2-23f

Describe how the policy commitments are communicated to workers, business partners and otherrelevant parties

See 2023 response

The Code of Business Conduct and Ethics ispublicly available. Annual training is provided to
employees on the Code of Conduct and otherpolicies.

See 2023 response

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

GRI 2-24a

GRI 2-25a

Describe how the organization embeds each of its policy commitments for responsible businessconduct throughout its activities and business relationships

Describe its commitments to provide for or cooperate in the remediation of negative impacts that theorganization identifies it has caused or contributed to

See 2023 response

See 2023 response

See 2023 response

See 2023 response

Robert Half is fully committed to making
the ethical choice in resolving matters. Per
our Code of Business Conduct and Ethics,
all of our directors, employees, agents andrepresentatives must conduct themselves
accordingly and seek to avoid even theappearance of improper behavior.

Code of Business Conduct and Ethics (p. 10,
sec. 20)

GRI 2-26a

Describe the mechanisms for individuals to seek advice and raise concerns

See 2023 response

See 2023 response

GRI 2-27

Compliance with laws and regulations(Robert Half regards a material instance of noncompliance with laws and regulations as one which
resulted in a material fine or required public disclosure in Robert Half’s SEC filings)

Robert Half did not have any material instancesof non-compliance with laws and regulations
during 2021.

Robert Half did not have any material instancesof non-compliance with laws and regulations
during 2022.

Code of Business Conduct and Ethics (p. 10,
sec. 20)

Robert Half and Protiviti Ethics Compliance
HotlineRobert Half did not have any material instancesof non-compliance with laws and regulations
during 2023.

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

36

ESG DATA TABLES

About Us
REFERENCEDISCLOSURE DESCRIPTION

2021

2022

2023

GRI 2-28a

Report industry associations, other membership associations and national or international advocacy
organizations in which it participates in a significant roleSee 2023 response

See 2023 response

Strategic Alliances and Relationships

GRI 2-29a

Approach to stakeholder engagement

2021 ESG Report (pp. 11, 15)2022 ESG Report (p. 7)

Our Approach to ESG

GRI 2-30

Collective bargaining

See 2023 response

See 2023 response

Global Human Rights Policy — inclusive ofour policy on freedom of association (p. 5)

Total revenue

Robert Half International Inc. Form 10-K
(p. 19)Robert Half International Inc. Form 10-K
(p. 19)Robert Half Inc. Form 10-K (p. 21, Service
Revenues)

Percent of total revenue: U.S. & International Zone

Robert Half International Inc. Form 10-K
(p. 19)Robert Half International Inc. Form 10-K
(p. 19)Robert Half Inc. Form 10-K (p. 21, Service
Revenues)

Net income

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

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

Robert Half Inc. Form 10-K (p. 29,
Consolidated Statement of Operations)

Percent of effective tax rate

Robert Half International Inc. Form 10-K
(p. 23)Robert Half International Inc. Form 10-K
(p. 42)Robert Half Inc. Form 10-K (p. 44, Note K—
Income Taxes)

Acquisitions

Robert Half International Inc. Form 10-K
(p. 30)Robert Half International Inc. Form 10-K
(p. 30)Robert Half Inc. Form 10-K (p. 43, Note H Goodwill)

FINANCIAL PERFORMANCE

MATERIALITY ASSESSMENTGRI 3-1

Process to determine material topics

2021 ESG Report (p. 11)2022 ESG Materiality Assessment

See 2022 response

GRI 3-2

List of material topics

2021 ESG Report (p. 12)2022 ESG Materiality Assessment

See 2022 response

GRI 3-3

Commitments and management of material topics

2021 ESG Report (p. 11)2022 ESG Materiality Assessment

2023 ESG Report (p. 7, Materiality)

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

37

ESG DATA TABLES

Our Governance
REFERENCEDISCLOSURE DESCRIPTION

2021

2022

2023

ACCOUNTABILITY
ESG at Robert Half | Our Approach | Accountability

ESG at Robert Half | Related Policies and Report Archive

ESG governance structure and policies

See 2023 response

See 2023 response

Measuring and reporting ESG impact

See 2023 response

See 2023 response

Quality management certification

Not applicable

ISO 9001 Certification for Protiviti Italy

See 2022 response2023 ESG Report (p. 6, Our Approach to Leadingwith Integrity)

ESG at Robert Half | Our Approach to Reporting
2023 ESG Report (p. 6, About This Report)

Refer to our About Us disclosure section for more accountability-related information

ETHICS AND INTEGRITY
SV-PS-510a.1

Approach to ensuring professional integrity

See 2023 response

See 2023 response

Code of Business Conduct and Ethics

GRI 205-2b & e

Percentage of employees who have completed training across compliance, including
anti-corruption, information security, ethics, and anti-discrimination and anti-harassment

91%1

92.4%

94.5%

Date of last Human Rights Impact Assessment

Not applicableNot applicable

We completed our first Human Rights Impact
Assessment in 2023.

GRI 205-2c

Communication of organization's anti-corruption policy for partners

See 2023 response

See 2023 response

Foreign Corrupt Practices Act Guidelines andGlobal Anti-Corruption Policy

GRI 205-3

Confirmed incidents of corruption and action taken

No known material incidents in 2021.
Please refer to our SEC filings

No known material incidents in 2022.
Please refer to our SEC filings

No known material incidents in 2023.
Please refer to our SEC filings

GRI 206-1

Legal actions for anti-competitive behavior, antitrust and monopoly practices

No known material incidents in 2021.
Please refer to our SEC filings

No known material incidents in 2022.
Please refer to our SEC filings

No known material incidents in 2023.
Please refer to our SEC filings

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

In FY21, Robert Half did not have any material monetarylosses as a result of legal proceedings associated withprofessional integrity that required disclosure in our
public SEC filings.
Robert Half Form 10-K (Item 3)

In FY22, Robert Half did not have any material
monetary losses as a result of legal proceedings
associated with professional integrity that required
disclosure in our public SEC filings.
Robert Half Form 10-K (Item 3)

In FY23, Robert Half did not have any material
monetary losses as a result of legal proceedings
associated with professional integrity that required
disclosure in our public SEC filings.
Robert Half Inc. Form 10-K (p. 15, Item 3. Legal
Proceedings)

Political contributions

In 2021, Robert Half did not make contributions topolitical action committees, candidate committees orparty organizations. Please refer to our Code of BusinessConduct and Ethics (sec. 14).

In 2022, Robert Half did not make contributions topolitical action committees, candidate committees
or party organizations. Please refer to our Code ofBusiness Conduct and Ethics (sec. 14).

In 2023, Robert Half did not make contributions topolitical action committees, candidate committees
or party organizations. Please refer to our Code ofBusiness Conduct and Ethics (sec. 14).

SASB SV-PS-510a.2

GRI 415-1

Our figures for 2021 include only percentage completion for discrimination training. This 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 Robert Half Australia was 100%.

1

Code of Business Conduct and Ethics

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

38

ESG DATA TABLES

Our Governance
REFERENCEDISCLOSURE DESCRIPTION

2021

2022

2023

Board Diversity—Proxy Statement (p. 12)

Proxy Statement (Commitment toBoard and Executive Diversity, Diverse
Workforce and Inclusive Workplace)

BOARD AND STRUCTURE
GRI 405-1

Diversity of governance bodies and employees

Board committee details including member composition, diversity and independence,and number of meetings

Board Diversity—Proxy Statement (p. 11)2022 ESG Report (pp. 10-11)

2023 ESG Report (p. 10, Board Diversity)

Proxy Statement (p. 19)

Proxy Statement (pp. 19-21)

Proxy Statement (The Board andCommittees)See 2023 response

See 2023 response

Robert Half Cybersecurity GovernanceStatement
As a global company, we have privacy policies
that are specific to the jurisdictions in which
we operate. Our U.S. privacy policies forRobert Half and Protiviti are included below,
and our additional international privacy
policies are available on our country-specificexternal websites.
Robert Half Privacy Policy (U.S.)
Protiviti Privacy Policy (U.S.)

Refer to our About Us disclosure section for more board and structure-related information

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

SV-PS-230a.2

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

Approach to identifying and addressing data security risks

Policies and practices relating to collection, usage and retention of customer information

See 2023 response

See 2023 response

Number of data breaches

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

There were no specific material data breaches
that required disclosure in our SEC filings in 2022.
Please refer to our SEC filings

Certifications (including ISO 27001 and SOC 2 Type 2)

Not reported in 2021

There were no specific material data breaches
that required disclosure in our SEC filings in 2023.
Robert Half Inc. Form 10-K (p. 14,
Cybersecurity Risks)• SOC 2 Type 2 Certifications for Protiviti client
engagements and Protiviti Legal Consulting.

• SOC 2 Type 2 Certifications for Protiviti client
engagements and Protiviti Legal Consulting

All certifications have restricted distributions toclients/prospects under non-disclosure agreement.

All certifications have restricted distributions toclients/prospects under non-disclosure agreement.

• ISO 27001:2013 Certifications for Protiviti
North America, Protiviti UK, Protiviti Germany,
Protiviti Italy, Protiviti Australia and Protiviti Japan• ISO 27001:2013 Certifications for Protiviti
North America, Protiviti UK, Protiviti Germany,
Protiviti Italy, Protiviti Australia and Protiviti Japan

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

39

ESG DATA TABLES

Our People
REFERENCEDISCLOSURE DESCRIPTION

2021

2022

2023

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 withclients

16,300 full-time internal staff, placed 164,000
engagement professionals on assignment withclients

Robert Half International Inc. Form 10-K
(p. 3)

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

Approximately 15,000 full-time internal staff,
including approximately 7,000 employees
engaged directly in Protiviti operations as ofDec. 31, 2023.
In addition, the Company placed approximately
125,000 engagement professionals (which
includes full-time engagement professionals)
on assignments with clients during 2023.
Robert Half Inc. Form 10-K (p. 4, Human
Capital Management)

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

SASB SV-PS-330a.1

Total employees in global internal workforce1
By region

69.3% U.S.
30.7% International Zone

69.5% U.S.
30.5% International Zone

69.0% U.S.
31.0% International Zone

By gender (global)

Female: 54.7%
Male: 45.3%2

Female: 54.4%
Male: 44.9%
Unspecified: 0.7%3

Female: 53.5%
Male: 45.8%
Unspecified: 0.7%

Total U.S. representation of racial and ethnic diversity(Individuals from historically underrepresented groups in our U.S. internal workforce)

Detail by ethnicity groups reported separately
in 2021

Detail by ethnicity groups reported separately
in 202233.8%

By ethnicity (U.S. only)

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

White: 66.0%
Asian/Pacific Islander: 14.7%
Hispanic/Latinx: 8.9%
Black/African American: 7.5%
Other: 2.9%

White: 66.2%
Asian/Pacific Islander: 15.3%
Hispanic/Latinx: 8.9%
Black/African American: 6.6%
Other: 3.0%

By gender and ethnicity (U.S. only)

EEO-1 Report

EEO-1 Report

EEO-1 Report

Total employees in executive management/senior leadership (executive management) (Defined as all Officer, SVP and VP level roles across Robert Half and Protiviti, aligning to EEOC codes 1.1 and 1.2)1 			

By gender (global)

1
2
3

Female: 24.5%
Male: 73.9%2

Figures include full-time, internal staff.
Figures for employees categorized as "unspecified" were not reported in 2021.
Data reflects Robert Half employees who have voluntarily disclosed their gender and U.S. race and ethnicity data. As of 2022, Robert Half updated our reporting methodology to represent the total workforce, including those who choose not to self-identify.

Female: 25.6%
Male: 73.0%
Unspecified: 1.4%3

Female: 27.5%
Male: 71.2%
Unspecified: 1.3%

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES40

ESG DATA TABLES

Our People
REFERENCESASB SV-PS-330a.1

1
2
3

DISCLOSURE DESCRIPTION

2021

2022

2023

By ethnicity (U.S. only)

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

White: 86.8%
Asian/Pacific Islander: 7.1%
Hispanic/Latinx: 3.7%
Black/African American: 1.0%
Other: 1.5%

White: 86.3%
Asian/Pacific Islander: 7.6%
Hispanic/Latinx: 3.1%
Black/African American: 1.3%
Other: 1.6%

By gender and ethnicity (U.S. only)

EEO-1 Report

EEO-1 Report

EEO-1 Report

Women in senior leadership(Calculated per Bloomberg Gender Equality Index's disclosure definition of women in a VP role or higher
and two steps away from CEO at fiscal year-end)

Not reported

47.1%

47.4%

Total leaders and managers (Defined as all Officer, SVP, VP, Senior Director, Director, Senior Manager and Mid-Level Manager roles across Robert Half and Protiviti, aligning to EEOC codes 1.1 and 1.2.)1

			

By gender (global)

Female: 46.6%
Male: 52.4%2

Female: 47.1%
Male: 52.2%
Unspecified: 0.7%3

Female: 47.6%
Male: 51.6%
Unspecified: 0.7%

By ethnicity (U.S. only)

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

White: 72.3%
Asian/Pacific Islander: 12.8%
Hispanic/Latinx: 6.9%
Black/African American: 5.5%
Other: 2.6%

White: 72.5%
Asian/Pacific Islander: 13.0%
Hispanic/Latinx: 7.1%
Black/African American: 4.9%
Other: 2.5%

By gender and ethnicity (U.S. only)

EEO-1 Report

EEO-1 Report

EEO-1 Report

Women in non-managerial positions(Calculated per Bloomberg Gender Equality Index's disclosure definition for"percentage of women in non-managerial roles of total non-managerial positions
at fiscal year-end." This refers to "women who work directly on a team as anindividual contributor and have no responsibility as a manager to others.")

Not Reported

58.9%

57.8%

Figures include full-time, internal staff.
Figures for employees categorized as "unspecified" were not reported in 2021.
Data reflects Robert Half employees who have voluntarily disclosed their gender and U.S. race and ethnicity data. As of 2022, Robert Half updated our reporting methodology to represent the total workforce, including those who choose not to self-identify.

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

41

ESG DATA TABLES

Our People
REFERENCEDISCLOSURE DESCRIPTION

2021

2022

2023

% of women in IT/engineering globally(Calculated to include women in IT and engineering globally across the enterprise)

Not reported

Total: 36.1%

Robert Half: 42.5%
Protiviti: 34.7%
Total: 36.8%

Total promotions (global)(Calculated to only include one promotion per person per year and only including people employed by
the enterprise at year-end)

Not reported

Not reported

2,703% of women total promotions (global)(Calculated to only include one promotion per person per year and only including people employed by
the enterprise at year-end)

Not reported

56.9%

51.4%

% of total promotions by ethnicity (U.S.)(Calculated to only include one promotion per person per year and only including people employed by
the enterprise at year-end)

Not reported

Not reported

White: 63.9%
Asian/Pacific Islander: 18.5%
Hispanic/Latinx: 9.2%
Black/African American: 5.6%
Other: 2.7%

Most recently filed EEO-1 report

EEO-1 Report

EEO-1 Report

EEO-1 Report

Back-up family care services or subsidies through the company

Not reported

Robert Half offers back-up family and elder careservices to employees In the U.S., Canada, and
UK. These employees represent approximately
77% of our global internal workforce.

Robert Half offers back-up child and elder careservices to employees in the U.S., Canada, and
UK. These employees represent approximately
76% our global internal workforce.

See 2023 response

Robert Half addresses gender bias and genderstereotyping in our annual global compliancetraining for all employees. Additionally, RobertHalf offers comprehensive unconscious bias
training globally to all employees throughself-service training materials and our newhire training program. Training materials
are available in six different languages for
employees around the globe.

Unconscious bias training

See 2023 response

Enterprise EEO Policy
Diversity, equity and inclusion policies

See 2023 response

See 2023 response

Code of Business Conduct and Ethics—
including Policy Against Discriminationand Harassment
Global Human Rights Policy—including
provisions on diversity and inclusion

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

42

ESG DATA TABLES

Our People
REFERENCEDISCLOSURE DESCRIPTION

Gender Pay Gap Report2021

Robert Half UK Gender Pay Gap Report2022

Robert Half UK Gender Pay Gap Report
Protiviti UK Gender Pay Gap Report2023
Robert Half Australia Gender Pay Gap
ReportProtiviti Australia Gender Pay Gap Report
Robert Half UK Gender Pay Gap Report
Protiviti UK Gender Pay Gap Report

TALENT ATTRACTION, RETENTION AND DEVELOPMENTGRI 404-1

GRI 404-2

GRI 404-3

Hours of completed training for full-time, internal employees

317,412

417,744

344,1361

Average annual training and development hours per full-time, internal employee

Not reported

Not reported

19.2

Hours of completed training for contract talent and full-time engagement professionals

Not reported

42,75624,340Total investment in employee development

Not reported

Not reported$1.34 million

Total percent of contract talent and full-time engagement professionals who have access to our training
platforms

See 2023 response

See 2023 response

100% of contract talent and full-timeengagement professionals have access to ourtrainings.

Employees who completed training across ESG topics

Not applicable in 2021

70.1% of Protiviti employees completed
ESG training.

74.6% of Protiviti employees have completed
ESG training.

Programs for upgrading employee skills and transition assistance programs

2021 ESG Report (pp. 29-30)

2022 ESG Report (pp. 17-19)

2023 ESG Report (p. 19, Talent Attraction,
Retention and Development)

See 2023 response

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

See 2023 response

Education reimbursement options are available
as part of benefit packages for Robert Half andProtiviti employees in North America for up to$5,250 per employee per year, with a maximum
lifetime cap of $25,000. Details pertaining to
specific opportunities and tuition assistancepolicies are published on our internal website.

Percent of employees receiving regular performance and career development reviews

Education reimbursement program

Based on introduction of technology training tools and on-the-job learning opportunities, we have gained training efficiencies that do not require formal training or recording of training hours.

1

See 2023 response

See 2023 response

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

43

ESG DATA TABLES

Our People
REFERENCEDISCLOSURE DESCRIPTION

2021

2022

2023

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

Employee engagement as a percentage

85%1

94%2

92%2

GRI 201-3

Defined benefit plan obligations and other retirement plans (U.S.)

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

Robert Half International Inc. Form 10-K
(p. 5)

Robert Half Inc. Form 10-K (p. 5,
Compensation, Benefits and Well-Being)

GRI 401-2

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

See 2023 response

See 2023 response2

Robert Half Contract Talent Benefits
Protiviti Benefits and Well-Being

Minimum number of paid sick leave days for exempt, full-time internal employees (U.S.)

Not reported

Not reported

Internal employees working 20 or more hours
per week are offered paid time off (PTO) to be
used for vacation, sick leave, and/or personal
business. The minimum amount of PTO thatcan be used for sick leave offered to a newhire working 20 or more hours per week is 136
hours per year. Part-time employees working 20
or less hours per week that live in states where
sick leave is mandatory, are offered sick leave.

Minimum number of paid time off days (PTO) for exempt, full-time internal employees (U.S.)

Not reported

Not reported

Robert Half: 17 days
Protiviti: 20 days

GRI 403-1

Occupational health and safety management systemSee 2023 response

See 2023 response

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

GRI 403-9

Total number of recordable injuries/illnesses (U.S. internal employees and contract/temporary talent)Internal: 8Internal: 6Contract/Temporary: 199

Internal: 9Contract/Temporary: 144

GRI 403-9

Total number of cases with days away from work (U.S. internal employees and contract/temporary talent)Internal: 2Internal: 1
Contract/Temporary: 67

Internal: 5Contract/Temporary: 70

GRI 403-9

Total number of work-related fatalities (U.S. internal employees and contract/temporary talent)Internal: 0Internal: 0Contract/Temporary: 0

Internal: 0Contract/Temporary: 0

GRI 404-3

Total recordable incidence rate (TRIR) (U.S. internal employees and contract/temporary talent)Internal: 0.16

Internal: 0.06
Contract/Temporary: 0.56

Internal: 0.08
Contract/Temporary: 0.54

GRI 404-3

Days away/restricted and transferred incidence rate (DART) (U.S. internal employees and contract/
temporary talent)Internal: 0Internal: 0.01
Contract/Temporary: 0.19

Internal: 0.04
Contract/Temporary: 0.26

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. Favorability is calculated by employees responding a 4 or a 5 on a 5 point scale.
Percentage of employees across Robert Half and Protiviti responding favorably to the question “Robert Half/Protiviti is a great place to work” in surveys administered by Great Place to Work®. Favorability is calculated by employees responding to a 4 or a 5 on a 5 point scale.

1

Robert Half Employee BenefitsINTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENT44

DATA TABLESESG DATA TABLES

Our Communities, Clients and Partners
REFERENCEDISCLOSURE DESCRIPTION

2021

2022

2023

See 2023 response

See 2023 response

Robert Half Community Outreach

COMMUNITY INVESTMENT
Corporate philanthropic guidelines

Matching Gifts programSee 2023 response

See 2023 response

Every year, each part- and full-time internal
employee can have their donations and volunteer
hours matched up to $1,500, plus an additional$500 annually for select U.S.-based partners.

Total employee volunteer hours

22,971

33,25974,678— Total employee volunteer hours per employee

Not reported

Not reported

5.0— Total employee volunteer hours completed during the workday and included in total community
investment disclosure

8,528

11,624

25,110Company match of volunteer hours and employee donations

Not reported

Not reported$1.65 million— Total donation match for volunteer hours from our Dollars for Doers and Happy Hour programs

Not reported

Not reported$780,585— Total donations to match employee contributions through our Matching Gifts program

Not reported

Not reported$868,467

Total community investment, including cash donations, value of time volunteered and in-kind giving$5.96 million$7.06 million$7.14 million

Total non-profits benefited

Not reported

Not reported

2,593

SUPPLIER DIVERSITY AND INCLUSION (AND PROCUREMENT PRACTICES)

Supplier social and environmental policies and governanceSee 2023 response

See 2023 response

Robert Half’s North American and European
suppliers are subject to the following:
Supplier Code of Conduct

Global Environmental Policy
Global Human Rights Policy

GRI 414-1
GRI 308-1

Percentage of new Procurement-managed suppliers screened using environmental and social criteria ineach given year (North America only)1

Not reported

100%

100%

GRI 414-1
GRI 308-1

Percentage of Procurement-managed suppliers screened using environmental and social criteria(North America only)2

16.4%

27.6%

40.0%

GRI 305-5

SBT: 50% of our suppliers by spend, covering purchased goods and services, and capital goods,
will have SBTs by 2027

Not applicable in 2021 as target was not yet set
or validated at the time of reporting

Not applicable in 2022 as target was not yet
validated at the time of reporting

24% of suppliers by spend have validated SBTs
and 12% of suppliers by spend are committed tosetting SBTs

Supplier diversity program (U.S.)

See 2023 response

See 2023 response

Supplier Relations | Robert Half

This is a new metric that was added for 2023, with detail for 2022 retrospectively included.
In 2023, we revised this metric to reflect all managed and contracted suppliers that would fall within our central procurement process for North America. The figures for 2022 and 2021 were updated to reflect this change.

12

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

45

ESG DATA TABLES

Our Communities, Clients and Partners
REFERENCEDISCLOSURE DESCRIPTION

2021

2022

2023

Total suppliers participating in supplier diversity program (U.S.)

793

597

446

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

116

359

107

Total addressable spend supporting diverse businesses (U.S.)1

41.9% overall small and diverse businesses

36.9% overall small and diverse businesses

32.6% overall small and diverse businesses

Total addressable spend supporting diverse businesses by sub-categories (U.S.)2

23.9% overall exclusive diverse businesses
40.7% small businesses
18.9% minority-owned businesses
8.5% women-owned businesses
0.2% LGBTQ+-owned businesses
1.1% veteran-owned businesses

19.5% overall exclusive diverse businesses
36.1% small businesses
16.2% minority-owned businesses
7.1% women-owned businesses
0.1% LGBTQ+-owned businesses
0.7% veteran-owned businesses

20.9% overall exclusive diverse businesses
31.5% small businesses
13.3% minority-owned businesses
6.7% women-owned businesses
0.1% LGBTQ+-owned businesses
0.8% veteran-owned businesses

Total addressable U.S. spend$519.79 million$627.69 million$599.47 million

Protiviti Services

See 2023 response

See 2023 response

Hours dedicated to global innovation activities at Protiviti

Not reported

Approximately 59,000

61,863

Protiviti Luma-certified design thinking practitioners

Not reported

380+

471

Protiviti employees trained in design thinking

Not reported

80%

74.5%

Protiviti employees who completed agile training

Not reported

Not reported

72.7%

Protiviti employees who completed AI training

Not reported

Not reported

82.7%• 2021 Best in Show w3 Award for Mobile Features —Best User Interface• 2022 Gold w3 Award for Mobile Features —Best Visual Design — Function• 2021 Gold w3 Award for Mobile Features — Best
Practices• 2022 Silver w3 Award for Mobile Apps andSites — Recruitment

EMERGING TECHNOLOGY AND INNOVATION• 2021 Gold w3 Award for Mobile Features — Best
User Experience
Robert Half mobile app• 2021 Silver w3 Award for Mobile Features — Best
Experimental & Innovation• 2021 Gold Stevie Award — Mobile Sites and Apps —Professional Services
Robert Half Press Release—w3 Award

Robert Half Press Release—Stevie Award
Subcategories of this figure are not mutually exclusive as companies may fit into multiple categories. The overall percentage for this figure as reported in 2021 allowed companies that fit into multiple categories to be reflected more than once in the overall total percent.
This calculation method was revised in 2022 to remove any duplication within this overall figure. 2 Unless otherwise indicated, these subcategories are not mutually exclusive as companies may fit into multiple categories.

1• 2022 Silver w3 Award for Mobile Apps andSites — Professional Services• 2022 Silver w3 Award for Mobile Features —Best User Experience• 2022 Gold Stevie Award—Mobile Sites andApps— Professional Services
Robert Half Press Release—w3 Award

Robert Half Press Release—Stevie Award

ESG Services

Innovation Services• 2023 Silver w3 Award for Mobile Features —Best Visual Design — Function• 2023 Silver w3 Award for Mobile Features —Best Practices• 2023 Silver w3 Award for Mobile Apps andSites — Recruitment

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

46

ESG DATA TABLES

Our Environmental Impact
REFERENCEDISCLOSURE DESCRIPTION

2021

2022

2023

ENVIRONMENTAL ACTION
GRI 305-5

Greenhouse gas emissions (GHG) reduction targets

Not applicable in 2021

GHG emissions reduction targets were
submitted to the Science Based Targets
initiative validation

Refer to detail of our three validated near-term
Science Based Targets below

GRI 305-5

SBT: Reduce our absolute Scope 1 and 2 GHG emissions 55% by 2032 from our 2019 baseline year

Not applicable in 2021 as target was not yet set
or validated at the time of reporting

Not applicable as target was not yet validated at
the time of reporting

23% absolute reduction vs. 2019 baseline

GRI 305-5

SBT: Reduce our Scope 3 GHG emissions from business travel and employee commuting 62% per
full-time employee1 by 2032 from our 2019 baseline year

Not applicable in 2021 as target was not yet set
or validated at the time of reporting

Not applicable as target was not yet validated at
the time of reporting

52% reduction per full-time employee vs. 2019baseline

GRI 305-5

SBT: 50% of our suppliers by spend, covering purchased goods and services, and capital goods,
will have SBTs by 2027

Not applicable in 2021 as target was not yet set
or validated at the time of reporting

Not applicable as target was not yet validated at
the time of reporting

24% of suppliers by spend have validated SBTs
and 12% of suppliers by spend are committed
to setting SBTs

Sustainability Policy

See 2023 response

See 2023 response

Global Environmental Policy

GRI 201-2

Financial implications and other risks and opportunities due
to climate change

Robert Half CDP Response

Robert Half CDP Response

Robert Half CDP Response

GRI 307-1

Material fines or penalties related to compliance with environmental legislation.

Robert Half did not have any material fines
or penalties related to compliance withenvironmental legislation in 2021

Robert Half did not have any material fines
or penalties related to compliance withenvironmental legislation in 2022

Robert Half did not have any material fines
or penalties related to compliance withenvironmental legislation in 2023

Environmental management system certification

Not applicable in 2021

ISO 14001 Certification for Protiviti Italy

See 2022 response

GRI 305-1

Total Scope 1 emissions (MTCO2e)

3,016

3,220

3,183

GRI 305-1— Stationary fuel

259

139

0

GRI 305-1— Mobile

2,757

3,081

3,183

GRI 305-2

Total Scope 2 emissions (MTCO2e) — location-based

5,977

10,414

13,525

GRI 305-2

Total Scope 2 emissions (MTCO2e) — market-based

5,311

9,523

12,048— Purchased electricity (location-based)

3,232

6,157

10,498— Purchased electricity (market-based)

2,565

5,266

9,021

— Purchased heating

2,091

3,575

2,483

EMISSIONS

1"Full-time employee” in this instance includes both our full-time internal staff and our full-time engagement professionals. While full-time engagement professionals are not typically included in our internal staff figures, we have voluntarily included the full-time engagement professionals in our greenhouse gas inventory and SBTs since they are full-time Robert Half employees.

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

47

ESG DATA TABLES

Our Environmental Impact
REFERENCEDISCLOSURE DESCRIPTION

2021

2022

2023

— Purchased cooling

655

682

544

GRI 305-3

Total Scope 3 emissions (MTCO2e) — location-based without radiative forcing1

62,370104,515

97,659

GRI 305-3

Total Scope 3 emissions (MTCO2e) — market-based without radiative forcing1

61,621

103,623

97,591— Category 1 — Purchased goods and services2

26,23042,31340,654— Category 2 — Capital goods2

3,462

8,540

6,716

— Category 3 — Fuel and energy-related activity (FERA) (location-based)

2,448

3,638

3,643

— Category 3 — Fuel and energy-related activity (FERA) (market-based)

1,698

2,727

3,578

— Category 6 — Business travel

1,099

9,927

13,520— Category 6 — Air travel radiative forcing effects3

361

3,704

4,718

— Category 7 — Employee commute4

14,802

19,6515

18,117— Category 7 — Work from home6

13,82919,531

13,953— Category 8 — Upstream leased assets (location-based)

5

31

12

— Category 8 — Upstream leased assets (market-based)

6

51

10

— Category 14 — Franchises (Protiviti member firms)

495

884

1,044

Limited External Assurance status of reported Scope 1, 2, and 3 emissions

AssuredAssuredAssured

GHG intensity (MTCO2e)— Scope 1, 2 and 3 (location-based) per employee7— Scope 1, 2 and 3 (market-based) per employee7

3.5
3.5

5.0
4.9

5.5
5.5

Total space worldwide (sq. ft.)

2,663,637

2,784,281

2,518,865

Total energy consumption (MWh)34,84851,91363,309

GRI 305-4

ENERGY AND ELECTRICITYGRI 302-1

 eflects footnoted adjustments across Scope 3 categories.
R2022 Scope 3 Category 1 and 2 emissions have been updated to reflect a more detailed internal categorization and classification of spend data. 2023 Category 1 and 2 emissions have been calculated using this enhanced methodology. 2021 emissions have not been updated and cannot be directly compared with emissions reported for 2022 and 2023.
As radiative forcing effects are optionally reported per the WRI GHG Protocol, they are excluded from the scope of our SBTs, as required by SBTi.
2021 and 2022, Scope 3 Category 7 employee commute emissions have been updated to add well to tank emissions in line with the requirements of SBTi. Well to tank emissions are also included in the reported 2023 employee commute emissions.
5In addition to including well to tank emissions, 2022 Scope 3 Category 7 employee commute emissions have been updated to correct the percentage value used for mode of transportation in one region where walk/bicycle was previously used for car/van. The data has been updated to reflect this correction. This update did not impact work from home emissions.
6
As work from home emissions are optionally reported per the WRI GHG Protocol, they are excluded from the scope of our SBTs, as required by SBTi.
7
"Full-time employee” in this instance includes both our full-time internal staff and our full-time engagement professionals. While full-time engagement professionals are not typically included in our internal staff figures, we have voluntarily included the full-time engagement professionals in our greenhouse gas inventory and SBTs since they are full-time Robert Half employees. 2021 and 2022 figures were updated to reflect inclusion of full-time engagement professionals.
1234INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

48

ESG DATA TABLES

Our Environmental Impact
REFERENCEDISCLOSURE DESCRIPTION

2021

2022

2023

GRI 302-1

Total electricity consumption (MWh)10,646

18,792

31,526

GRI 302-1

Total electricity consumption from renewable sources (MWh)Not previously reported

Not previously reported

6,940

GRI 302-1

Percent of total electricity consumption that is renewable electricity

3.1%

17.5%

22.2%

North America: E-waste from our North
America operations are sent to a third-party
that redeploys or recycles each item. In 2022,
the third-party processed 6,806 of our units,
totaling approximately 12.3 metric tons, with38% (by count) redeployed and 62% recycled.

North America: E-waste from our North
America operations are sent to a third-party
that redeploys or recycles each item. In 2023,
the third-party processed 14,944 of our units,
totaling approximately 16.2 metric tons. Detailon units redeployed versus recycled was not
yet available for 2023.

WASTE AND WATER

E-waste: Details and actions, including circularity measures, to manage impacts of waste(e-waste, specifically)

North America: In 2021, we collected 2,813
units of e-waste totaling 3.7 metric tons. Detailon recycling and redeployment efforts was notavailable.1

GRI 306-1

Waste generation and significant waste-related impacts

As a professional services company with all leased facilities, our waste data collection ability is limited. Through our efforts during 2023 to engage withrepresentatives regarding environmental impact data from a subset of the spaces we occupy, we were able to capture waste data for approximately
16% of our global square footage, an increase from approximately 2% in 2022. The data included facility trash, recycling and compost information
where applicable, and included actual waste weights, as well as estimations based on container size where weight was unavailable, using the U.S. EPA's
Volume-to-Weight Conversion Factors for Solid Waste (2016). In situations where data was only available for the entire building as opposed to just ourunit, we prorated the figures based on our square footage. These numbers are reflected below. We aim to continue to find ways to increase our datacollection capacity in the future.

GRI 306-3

Total waste generated (metric tons)

49.91

53.52

160.7

GRI 306-4

Total waste diverted (metric tons)

9.8

10.8

62.4

GRI 306-4— Total waste recycled (metric tons)

9.8

10.8

50.1

GRI 306-4— Total waste composted (metric tons)

Not reported

Not reported

12.3

GRI 306-5

Total waste directed to disposal (metric tons)

40.1

42.7

98.3

GRI 306-2
GRI 306-3

1
2

Europe: Our offices in Europe and the UK use athird-party nonprofit that redeploys usable units
within developing and emerging countries, andrecycles any nonusable units. In 2022, the thirdparty processed 3,020 of our units, totaling
approximately 8.2 metric tons. Detail on units
redeployed versus recycled was not available.

In 2021, we were able to capture estimated waste data for approximately 1% of our global square footage including facility trash and recycling. In 2023, we received improved data for prior periods and have updated 2021 figures respectively. Additionally, e-waste was originally included in the 2021 figures but has subsequently been isolated and is separately reported..
In 2022, we were able to capture estimated waste data for approximately 2% of our global square footage including facility trash and recycling. In 2023, we received improved data for prior periods and have updated 2022 figures respectively.

EMEA: Our offices in Europe and the UK
use a third-party nonprofit, that redeploys
usable units within developing and emerging
countries, and recycles any non-usable units.
In 2023, the third-party processed 2,254 of
our units, totaling approximately 5.5 metrictons with 24% (by count) redeployed and
76% recycled.

INTRODUCTION

GOVERNANCEPEOPLECOMMUNITIESENVIRONMENTDATA TABLES

49

ESG DATA TABLES

Our Environmental Impact
REFERENCEDISCLOSURE DESCRIPTION

2021

2022

2023

GRI 306-4

Waste diverted from disposal rate (percent of total waste diverted from landfill through recycling orcompost)

19.6%

20.2%

38.8%

GRI 306-1

Hazardous waste creation and disposal

Robert Half does not make or produce any tangible products. This metric is not deemed materially relevant to our business.

GRI 303-5

Water

Through our previously described effort in 2023 to gather more environmental impact data from our leased portfolio, we were able to capture water
consumption data for approximately 36% of our global square footage, an increase from approximately 10% in 2022. In situations where water
consumption data was only available for the entire building as opposed to just our unit, we prorated the figures based on our square footage. These
aggregated water consumption totals for approximately 36% of our global square footage are reflected below. We aim to continue to find ways toincrease our data collection capacity in the future.

GRI 303-5

Total water consumption in megaliters1

19.6

GRI 303-1

Number of offices (by count and square footage) in areas of current or projected high or extremely highwater stress (Leveraging WRI Aqueduct's Water Risk Atlas)

Not reported

21.2

Not reported

123.6
37.6% of our offices by count (128 total) are inlocations of high or extremely high baselinewater stress. This represents 36.2% of ourglobal square footage.
Source: WRI Aqueduct, accessed on 03/29/2024, aqueduct.wri.org.

1

In 2021 and 2022, the water data we reported represented approximately 10% of the square footage of Robert Half’s global real estate portfolio.

ROBERTHALF.COM

In this ESG Report, Robert Half has disclosed information that may be forward-looking in nature, including certain information and opinions regarding its ESG and compliance programs and metrics, targets or aspirations for

those programs, including greenhouse gas emissions reduction and suppliers covered by SBTs targets. These statements may be identified by words such as "may," "might," "will," "should," "could," "can," "would," "potential,"“estimate,” “forecast,” “target,” “project,” “plan,” “intend,” “believe,” “expect,” “anticipate,” or variations or negatives thereof, or by similar or comparable words or phrases. Forward-looking statements are estimates only, basedon management’s current expectations, currently available information, and current strategy, plans, or forecasts, and involve certain known and unknown risks, uncertainties, and assumptions that are difficult to predict, often
beyond our control and are inherently uncertain.

Such risks and uncertainties could cause actual results, outcomes, or the timing of these results or outcomes, to differ materially from those expressed or implied in the statements. Forward-looking statements are not guarantees
or promises that goals or targets will be met. In addition, historical, current and forward-looking information about the Company’s ESG and compliance programs, including targets, outcomes or goals, may not be consideredmaterial for SEC or other mandatory reporting purposes and may be based on standards for measuring progress that are still developing, on internal controls, diligence, or processes that are evolving, on representations reviewed
or provided by third parties, and on assumptions that are subject to change in the future. For information regarding risks and uncertainties associated with our business and a discussion of some of the factors that may cause

actual results to differ materially from those expressed in the forward-looking statements, including changes in technology, laws, cybersecurity, regulations, and economic conditions, please refer to the Company’s SEC filings,

including the “Management’s Discussion and Analysis of Financial Condition and Results of Operations,” and the “Risk Factors” and “Legal Proceedings” sections of its 2023 Annual Report on Form 10-K and subsequent SEC filings
for a discussion of risk factors as they relate to forward-looking statements. Except as required by law, the Company undertakes no obligation to update information in this ESG report, whether as a result of new information,
future events, or otherwise, and notwithstanding any historical practice of doing so.

© 2024 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans. RH-0424. All referenced trademarks are the property of their respective owners.