Momentive
TogetherShaping a better future through social impact

2021 SOCIAL IMPACT REPORT

2021 Social Impact Report1Contents
03
04
05
08

CEO letter

Chief Diversity andSocial Impact Officer letter
About Momentive

13
17

Momentive Together
09

Our approach to social impact

10

Advocacy and public policy

122021 social impact highlights and goals

27

Shaping a culture of integrity

32

Shaping the best work of our lives

14

Corporate governance

33

Talent management and engagement

15

Data privacy and security

36

Employee health and safety

Shaping an equal and inclusive world

37

Shaping a more sustainable business19

Our business and culture

38

Energy and emissions management24

Our communities

39

Facilities and waste management25

Our solutions

40

Appendix

Shaping resilient communities
29

Using technology for good30

Employee engagement

2021 Social Impact Report2How do we build a better businessto shape a better world?
Our unique social impact is rooted in our vision: to raise the bar for human experiences by amplifying individual voices
At Momentive, everything we do starts with a question.

Momentive has deep roots. We build products people love,community engagement, and inspiration for new approaches

and we offer one of the best workplaces in tech. We havein our supply chain. In 2021, we launched a new product,

Over the past 20 years, billions of questions have been asked

an award-winning culture recognized recently on lists

Workplace Equity IQ, to help companies deliver a customized

and answered on our platform to help leaders quickly andsuch as Inc.’s Best-Led Companies, Great Place to Work

confidently give people what they want. We help our customers

Best Workplaces for Parents™, Parity.org Best Companies forresearch methodology with decades of DEI expertise. And we

ask their customers, employees, and market: How can our

Women to Advance, Comparably’s Workplace Culture Awards

are establishing the baseline metrics to deepen our operational

product be better? What benefits will help you be more(Best Work-life Balance and Happiest Employees), and more.

environmental strategy.

productive at work? Where would you like us to improve

And we extend our commitment to social impact throughour service?

all of it.

®

strategy for identifying and closing gaps by combining our

For all the decisions of consequence, feedback matters.
We put people at the center of our technology and I’m proud

We are also asking our own questions. What makes us

I am proud of the steps we took last year to further advanceof the work we do to amplify voices, especially those that are too

uniquely special as a company? How do we shape a stronger

social impact at Momentive and beyond. We welcomed

often unheard. This kind of listening will help decision-makers

business—one that also contributes to a better world?

Chief Diversity and Social Impact Officer Antoine Andrews toaccelerate progress, shape what’s next, and ultimately build athe team and launched Momentive Together, our rebranded

better world for business and society.

Knowing the answers to these questions drives long-term value.

and refreshed social impact vision, mission, and strategy toIt’s how we attract and retain employees, our biggest source ofdrive real progress for equity, sustainability, and social justice.

innovation. It matters to our customers and to our shareholders.

Diversity, equity, and inclusion continue to be embedded inThat is why we consider our social impact work as important

our operations, central to our thought leadership, drivers of ouras the products we launch and the financial targets we set.

Zander Lurie
Chief Executive Officer

2021 Social Impact Report3Shaping meaningful change
One year in, Momentive Together is focused, active, and stronger than ever
At Momentive, 2021 provided an opportunity to further align our

we continued to move towards our 2024 goal to achieve gender

We are shaping resilient communities with refinedsocial impact strategy, Momentive Together, with our vision toparity for men and women in our workplace, leaving space forphilanthropic pillars that include promoting high-value,raise the bar for human experiences by amplifying individualtransgender and nonbinary employees.

equitable education, providing access to career development

voices. We asked ourselves, how can social impact shapeand opportunities for marginalized communities, and minimizing

business decisions, define our culture, and inspire growth?

We are shaping our voice and empowering others to do

our impact on the environment. We use our technology andHow do we make and measure lasting impact?

the same. In 2021, we launched our public policy and advocacy

knowledge to increase our impact with our strategic partner,

strategy, a key lever in how we support the issues we care

Pledge 1%, our newly launched hardware donation program andMomentive Together is how we put our values into action.

most about. We continued to be a thought leader providing

our SurveyMonkey Contribute program, through which we have

It is where we leverage who we are as a company and what

unbiased DEI research to millions through partnerships anddonated over $16 million to non-profit organizations.

we do best—bringing humans and technology together tothought-provoking campaigns working with progressive

power decision-makers—and applying that to drive real progressorganizations like LeanIn.Org, Tableau, AAPI Data, and more.

for equity, sustainability, and social justice. Underpinning thisAsking questions and getting answers is what we do. We arecontinuing to ask the difficult questions that provide deeper

is a business culture that not only values ethics, integrity, andWe are shaping how others approach DEI through our first DEI

insights and help us raise the bar of human experiences by

inclusion, but inspires employees to take action. Holding oursolution, Workplace Equity IQ. Launched in 2021 and led directly

amplifying individual voices.

leaders accountable through social impact targets linked toby our DEI team, it brings together our technology and DEI

performance. We continue to build on our progress, shaping

expertise to help customers navigate sensitive DEI topics with“Not everything that is faced can be changed. But nothingwhat’s next through social impact.

confidence.

can be changed until it is faced.”
James Baldwin.

We are shaping a unique culture with diversity, equity, andWe are shaping a more sustainable business. This year we

inclusion at the heart. From diverse recruiting and hiring to ourcompleted our first full greenhouse gas footprint for Scope 1, 2,

Allyship at Work training to defined strategies and goals for ourand 3 emissions that will serve as the benchmark for our future

employees who are looking to be inclusion champions, in 2021,

goals and strategy.

Antoine Andrews
Chief Diversity and Social Impact Officer

2021 Social Impact Report4About Momentive
We bring together the best parts of humanity and technology to redefine AI
and deliver powerful, purpose-built solutions

We propel the decision-makers
who are shaping the future.

Our vision:
to raise the bar for humanexperiences by amplifying
individual voices

Momentive is a leader in agile experience management with AI-backed solutions built forthe pace of modern business. We empower leaders who want to reshape their customer andemployee experiences, products, industries—and the future. We put people at the center of
our technology, and we’re here to collaborate with those who advocate for equality.

San Mateo

1,600$443.8m

Corporate headquarters

employees

annual revenue

7 offices
7 countries, worldwide1

1

20+ yrsof building intuitive technology

Includes five offices worldwide, plus flexible office spaces in Seattle and Padova.

Our mission:
to power the curious
so that they can shapewhat’s next

Our values:
stay curious, innovate forcustomers, make it happen,
trust the team, standfor equality

2021 Social Impact Report6Customer
Satisfaction

We aspire to create consistently wonderful experiences tailoredto the needs of our customers by building relationships they
can trust. For example, we continue to reinforce our cultureof listening—giving customers a seat at the table with thedecisions we make. Our Customer Experience team gathers
and shares customer feedback to not only better answer

17M+

55B

active users

questions answered

95%

45+

of the Fortune 500 use our
products and solutions

excellent Net Promoter Score(NPS®)

customer questions, but also to offer our customers solutions
before a problem arises.
By prioritizing deep understanding and combining it with
our data, we can create comprehensive solutions for a better
customer experience.
In 2021, our Net Promoter Score continued to be above 452,
which is considered “excellent,” according to Bain & Company,
the source of the Net Promoter System.

2021 NPS score is a weighted composite score for all sales-assisted customers.
Net Promoter®, NPS®, NPS Prism®, and the NPS-related emoticons are registered trademarks of
Bain & Company, Inc., Satmetrix Systems, Inc., and Fred Reichheld.
2

2021 Social Impact Report7

Momentive
Together
Our social impact mission is to amplify, unify,
and lead by example

In 2021, we formalized our approach to social
impact and launched Momentive Together,

Momentive Together

an insights-driven, values-centered, andbusiness-aligned strategy for social impact.

Creating a more equitable, inclusive, sustainable, and just world, both in and out of

At its heart is our belief that together we canthe workplace.

drive real progress for equity, sustainability,
and social justice—to help improve theSocial impact pillars

world we live in and shape a better future
for everyone.

Fostering an accountable culture

Material Issues• Providing unbiased research• Customer satisfaction• Diversity, inclusion, and belonging• Energy and emissions management

Supporting this strategy are our social
impact pillars, priorities that guide tangible
actions to meet our goals and objectives.
Through our biennial materiality analysis,
we’ve identified seven priority material
issues that serve as the focus of our social

Internally operationalizing equity, inclusion,• Social equity

and justice• Data privacy and security• Employee health and safety

Investing capital to create a more sustainable
and just world

Visit our 2020 Social Impact Report to read more about
our materiality process, and visit our Momentive Together
webpage to view our materiality matrix.

impact strategy.
Developing market-leading thought leadership

Delivering winning digital solutions for growth2021 Social Impact Report9Elevating our leadership

Advocacy and public policy

Finding our voice

In 2021, we took steps to accelerate and deepen our social impact

In 2021, we launched our advocacy and public policy program,stance on important global issues. We’ve developed

through the hiring of our first Chief Diversity and Social Impact

a key lever in our social impact strategy. Our public policy

a system driven by stakeholder feedback to prioritize

Officer (CDSIO), Antoine Andrews. With support from the social

efforts are focused on three areas: social equity and humanwhen and how to respond as issues arise.

impact team and cross-functional leads across our company, ourrights, environment and climate change, and data privacy and

CDSIO drives the social impact strategy and reports directly tosecurity. These areas align to our mission and values, businessIn 2021, we developed an external issues rubric, a

the CEO. He presents quarterly to the Board of Directors on

goals and objectives, and priority social impact issues. We makescoring tool that is deployed within 24 hours of an

our progress.

an impact through partnerships with leading organizations

issue breaking. The rubric identifies the events andand movements, legislation and policy engagement, and data-

issues most relevant to Momentive company values,

Additionally, in 2021, we transitioned our Racial Justice Task

driven thought leadership and research. To date, examples of ourcustomers, and the communities in which we operate.

Force into a Social Impact Advisory Council. With eightadvocacy and public policy efforts include:3

We are proud to be a company that takes a vocal

cross-functional members representing human resources,
communications, product, legal and research, the Social Impact• Sent a joint letter to President Biden and Congressional

Advisory Council will champion our long-term social impact

leaders through the Coalition for the American Dream tostrategy by focusing on a broad range of critical topics andsupport immigration rights for DACA participants

driving sustainable change throughout the organization.

• Advocated for voting rights, including fair and transparent
elections, through the Civic Alliance• Supported an annual diversity study presented to legislators

We recognize the important rolecompanies can play in highlighting

and sponsored a racial justice legislative tracker through theinjustice and pushing for policy changes

Internet Associationand improvements. By evaluating
emerging issues with our rubric, we canbetter identify the opportunities for us toweigh in and drive even greater change
as we execute our social impact strategy.
Lora Blum
Chief Legal Officer & Secretary3
The cross-functional Racial Justice Task Force was created in 2020 after the incidents of racial injustice in the United States. Composed ofMomentive leaders, the task force developed a long-term strategy for furthering racial justice at Momentive and in our broader business community.

2021 Social Impact Report10Our strategy to shape what's next through advocacy and public policy
Proactive, anticipating
business and social issues

Aligned to mission
and values

Reflect materiality,
stakeholder analyses, priorities

Strategic focus areas

Social equity and human rights

Environment and climate change

Data security and privacy

Living wage, gender and caregiver protections, LGTQ+ rights,
immigration, education, and civic engagement

Disaster mitigation and response, COVID-19 recovery,
energy emissions, and waste

Data transparency, the free movement of data
across borders, and protection of consumer data

issue/event assessment and response protocol guided by our external issues rubric

How we make an impact:
partnerships + influence legislation and policy + data driven thought leadership and research2021 Social Impact Report112021 Social impact highlights
44%

50%

1,111

of global workforce
identify as womenof our board of directors
identify as womenvolunteer hours,
14% annual increase4

$16M

90%

16M+

raised via SurveyMonkey
Contribute since 2011

annual increase in diverse supplierspend ($7.4M total diverse spend)social media impressions
for social impact content

100%

Workplace Equity IQof data processing and storage
migrated to the cloud with potential
to reduce data center emissions by 88%

launched, marking our firstenterprise-grade diversity, equity,and inclusion solution for customers

95/100
Corporate Equality Index 2022

Goals and targets
Goals and targets across our core focus areas drive
accountability and help us track where we areexcelling or lagging. These include:
By 2024, achieve gender parity for womenand men in our workplace, while also including
space for representation from the gender
non-conforming and non-binary community.

By the end of 2022, achieve our diversity
representation goals of 45% women, 21%
employees in the United States that identify
as Black, Latinx, Indigenous, Native Hawaiian
or Pacific Islander, or Two or More Races5, 30%
women in technical roles, 1.5% Trans/nonbinary,and 15% employees in the United States Director+
that identify as Black, Latinx, Indigenous, Native
Hawaiian or Pacific Islander, or Two or More Races.

Triple volunteer participation over a 2021 baselineby the end of 2022.

Increase spend to diverse suppliers between
20-40% in 2022.
Additionally, the completion of our full greenhousegas emissions (GHG) emissions footprint this year
will inform development of our environmental
responsibility goals and targets moving forward.

2019 comparison due to COVID pandemic limiting volunteer opportunities in 2020
5
In response to feedback from our employee resource groups, we have revised “Racially and Ethnically Diverse” to be more specific in our terms
beginning in Q4 2021. Our goal includes increasing representation of employees who identify as Black, Latinx, Indigenous, and/or Two or More Races.
42021 Social Impact Report

12Shaping a cultureof integrity
We lead by example to create an authentic brand you value and trustCorporate governance
Momentive is a values-driven organization. Our culture and

Board of directors

values are aligned with our mission, guide how we operate

Our business is managed under the direction of our board

as individuals and as an organization, and drive expectationsof directors, which is currently composed of 10 members,

externally for our partners.

nine of whom are independent. While there were changes toour board composition in early 2022, we maintained equal

Ethics and compliance

representation of women and men on our board and increased

Our commitment to conducting business with honesty andour board diversity.

integrity is captured in our Code of Business Conduct and Ethics.
The Code serves as a source of guiding principles and applies•

Please visit our 2022 Proxy for information on our Corporate

to all our employees, officers, and directors, including our chief

Governance Guidelines and the role of our board in risk

executive officer, chief financial officer, and other executive andoversight. Please visit the DEI section of this report forsenior financial officers. We require annual certification that our

information on board diversity.

employees and board of directors have received and will comply
with the Code.

•

Please visit the Governance section of our Investor Relations
website for all Corporate Governance documents andCommittee Charters.

2021 Social Impact Report14

Data privacy and security
As a data company, privacy and security are among our most

In 2021, we continued to prioritize investments in this space both

important priorities. In 2021, we increased our investments inin human capital and tools:

people, training, and tools to support data governance andprivacy integration across our teams and products. We are• We made several new hires to support data governance andTransatlantic data transfers
The transfer of data from region to region isan ongoing challenge for all data companies
today. Our global product, engineering, andgo-to-market teams have been working
diligently and developed a comprehensive

committed to taking continual proactive measures to remain

privacy integration across products and our organization. Thesetransparent with users, protect and secure all data, and keep

include a Data Governance Lead to formalize data privacy

up with an evolving regulatory landscape.

governance across our global operations, a Senior Privacy

data residency, privacy, and governance

Product Manager to integrate privacy compliance across thearound the world, especially in our European

Governance practices• For more information on our approach to data privacy
and security, including governance, please visit our2020 Social Impact Report.
• To learn more about the policies governing data
privacy and security at Momentive, such as our Security
Statement and Privacy Basics page and Privacy Notice,please visit our online Legal Center.

product, and a lead engineer focused on developing a moreprivacy-friendly infrastructure.
• We invested in data storage and privacy solutions toenhance our compliance with evolving privacy regulations. 		
Improvements to data mapping and classification solutions

plan to respond to customer demands formarkets. Our EU Data Transfer Statement wasdeveloped in 2021 to assist our customers indetermining that there is an adequate levelare helping us understand sensitive data across our solutions,of protection for personal data transferredstreamline the fulfillment of data rights for our customers, andto Momentive. Additionally, we have aprovide customers greater control over their personal data.

long term comprehensive plan to develop• We launched a Data Stewards Program. We now have 13
new data stewards who act as advocates within their teams toand provide native EU data residency for

Data Privacy

improve privacy awareness and streamline privacy program

the full GetFeedback solution (direct andWe recognize that privacy goes well beyond compliance

processes across the organization.

digital), with planned enhancements to theand it takes an experienced, cross-functional team of experts toeffectively protect our data and our customers.

• We integrated new privacy management tools. Implemented
across all our sites in 2021, the privacy management tool

traceability and control of our data.

OneTrust provides site users greater control over cookie
preferences.
• We are deploying responsible machine learning (ML) andartificial intelligence (AI) with privacy integrated by design.

2021 Social Impact Report15

Data Security
Our comprehensive information security program is driven bya risk-based approach—constantly reviewing and assessing
threats and ensuring we have adequate protection for ourpeople, data, and systems. We invest in resources and tightcross-functional alignment across the organization to ensuremajor threats, such as ransomware, have a minimal impact on
our business and our customers.
This year we achieved our SOC 2 Type 2 certification tofurther reassure customers of our commitment to protecting
their data. This is in addition to holding the ISO/IEC 27001:2013
certification for implementing one of the most comprehensive
security frameworks in the world, achieved in 2019. There were
no complaints filed in 2021 regarding loss of customer data
(unauthorized access, disclosure, or use) and no loss ofcustomer data.

2021 Social Impact Report

16

Shaping an equal
and inclusive world
We champion diversity, take a vocal stance on social equity,and aim to be tech’s most inclusive workplace

At Momentive, we believe in doing everythingin our power to create a more diverse, inclusive,and equitable world. However, we don’t justwant to change the numbers or meet the statusquo. We want to create deep-rooted impactthat shifts mindsets, actions, and culture.
From our uniquely inclusive workplace, to ourpartnerships and strategic giving, to advocacy
and public policy, to our own DEI product,
DEI is embedded in everything we do.

2021 Social Impact Report18

Our business and culture78%

By 2024, we aim to achieve gender parity in our workplace,while also creating space for representation from the non-binary community.

of employees say it’s important towork for an organization that prioritizes
diversity and inclusion.6

We believe reaching our DEI goals is just as importantas the products we sell and the financial targets we set.

Women in technical positions

Gender in 2021

28%

That is why we approach them in the same way, with precision
and accountability. Our DEI strategy is rooted in our multi-year
commitment and short-term targets to change representation

31%
44%

55%

0.5%

30%

at Momentive.

34%

We have more work to do here. We are also proud that we
continue to either meet or exceed our peers and industry

Black, Latinx, Indigenous, Native Hawaiian orPacific Islander, 2+ races

Gender in 2024

average. In the last year, we have maintained our representationof women (44%) and women in technical roles (28%) while

20%

experiencing over 16% organic business growth. At 20%, ourrepresentation of employees in the United States that identify asBlack, Latinx, Indigenous, Native Hawaiian or Pacific Islander, or

48%

48%

4%

Two or More Races7 increased and exceeded our annual goal of
19%. In 2022, we will begin measuring Trans/non-binary gender
identity each quarter as we track to our 2024 goal. Additionally,

19%
21%

2021 Actual
2021 Goal
2022 Goal*

22%

2024 Goal

to better support our data collection and practices, an employeefacing data collection campaign will be launched in 2022.
CNBC/SurveyMonkey Workforce Survey; This Momentive study was conducted Apr 8-18, 2021 among a national sample of 8,233 adults. Data were weighted for age,
race, sex, education, and geography using the Census Bureau’s American Community Survey to reflect the demographic composition of the United States.
7
In response to feedback from our employee resource groups, we have revised “Racially and Ethnically Diverse” to be more specific in our terms beginning in Q4 2021.
Our goal includes increasing representation of employees who identify as Black, Latinx, Indigenous, Native Hawaiian or Pacific Islander, and/or Two or More Races.
*Every year we evaluate our annual diversity goals based on representation trends to date. We may readjust our YoY goals accordingly to more accurately reflect what
we project for the coming year. In 2022, we readjusted our YoY goal for women and technical women.
62021 Social Impact Report19

DEI in recruiting and hiring

Increasing inclusive recruiting
and hiring practices

Our commitment to diversity, equity, and inclusion begins

Diversity-first rulefor executive hireswith our recruiting and hiring practices. Through best practices
and internal reflection, we have implemented new measuresover the past few years that continue to elevate our approachand impact.
Our Talent Acquisition team is a key partner in reaching our

1 woman +1 person of color
interviewed forevery role

Screening tool
to analyze job
postings for bias

diversity goals. For example, in 2021 we solidified a partnershipwith Path Forward, an organization that supports people who

Sourcing teamspecializing indiverse hires

have spent time on caregiving as they reenter the workforce,and made a small investment with Gradient Spaces, a group thatcreates empowerment opportunities for the LGBTQ+ community.

Candidatesurvey to gauge
experience during
interviews/hiring

Further referralincentive fordiverse candidates

Our board achieved gender balance in 2018 andcontinues to consist of five women, including two
Black women, and five men. Among our board
members, 30% identify as Black, Latinx, Indigenous,
Native Hawaiian or Pacific Islander, or Two or More
Races. We are charter pledge partners of The Board
Challenge, a movement that aims to close thegap on board diversity and draw visibility to theimportance and value of increasing diversity at theboardroom level.

survey feedback and awareness of diverse recruiting/hiring best practice informs
continual improvements in recruiting and hiring* Diversity-first rule: we focus only on sourcing diverse candidates for the first 30 days of the hiring process.
* All job candidates receive a survey regarding their experience with Momentive. Survey questions range from friendliness to how we articulate the Company’s
focused effort on diversity, equity, and inclusion. The results are used to further tailor our recruiting and hiring process, as well as train our managers.

2021 Social Impact Report20

Our research shows:

Half of Americans don’t know there’s a pay gap between Black women and white women8.
Leadership accountability
Many decisions that frame our business and culture are in
the hands of our leaders. As part of our strategy to increase
representation and inclusion within all stages of the employee
experience, we focus on our leaders. Our executive team is
accountable against an annual DEI game plan with specific DEI
and social impact actions and targets. Performance is tracked
and tied to leaders’ compensation. Additionally, this year we
worked with The Justice Collective to deliver a two-part Inclusive
Management Skills and DEI Leadership training, which
over 50% of our people managers attended.

Pay equity
At Momentive, we strive for our policies, practices, and programs
to create an environment where everyone, regardless ofbackground, is equitably rewarded for their efforts and skills.
Since 2018, we have conducted a biennial pay equity study
that reviews pay for all ethnicities and genders represented at
Momentive. Our 2020 study showed that all employees werecompensated equitably, regardless of gender or ethnicity.

Creating an inclusive experience at Momentive

Additionally, for seven years we have participated in McKinsey &While our representation goals show one side of DEI at

Company and LeanIn.Org’s Women in the Workplace Study, theMomentive, it is the lived experiences of our employees that arelargest study on the state of women in corporate America. The

the true marker of our success. To measure lived experience instudy examines the experience of women in the workplace and2021, we combined our Belonging and Inclusion study with ourprovides insights and tools to advance organizational genderannual Engage survey , which evaluates employee experience

diversity. This year the study was informed by 423 participating

overall. Within the survey, DEI and social impact areas scoredorganizations employing 12 million people.

9among the highest.
In 2021, 30 employees took part in a pilot of LeanIn.Org’s Allyship

Momentive engagement score88

I am committed to improving issues of DEI

84

The senior leadership team is committed

82

I am proud of the work Momentive does toat Work Training to understand power and privilege in theworkplace and the unique opportunity they each have to beallies. Additionally, we rolled out an ERG buddy program whereinterns receive a 1:1 mentor aligned to their background, location,or interests.

to improving issues of DEI

support the communities where we live andwork (i.e. Social Impact Report, Contribute,
Week of Service, Power the Community)

8
9SurveyMonkey and LeanIn.org study on black female pay gap, 2019
Scores are out of 100.

2021 Social Impact Report21

Employee-led groups

Employee Resource Groups (ERGs)
affinity-based

Our voluntary and employee-led Diversity, Inclusion, and Impact
Groups (DIIGs) and Employee Resource Groups (ERGs) bring together
allies across our offices to champion DEI.

BUILDBlacks United in
Leadership Development

8 chapters

CARE

Caregivers

Each year, we host a three-day summit headlined by our CEO and CDSIO
to focus on annual planning as well as professional development forleaders of these groups. In 2021, we finalized a new strategy and road-MosaicUnidosAsian Pacific Islanders

Latino/Latinx

The Queerious
LGBTQ+

Womxn inEngineeringWIN

Neurotopia

map for our ERGs and DIIGs. Highlights of their impacts in 2021 include:• Shaping Momentive: advocating for benefits, supporting recruiting,and hosting professional development workshops• Amplifying voices: events featuring trans and nonbinary speakers,
our Stop AAPI Hate data partnership, and an immersive Juneteenth
museum experience

Women in Momentive

Neurodiversity*• Engaging communities: environmental action campaigns, local
partnerships, and volunteer opportunities

Diversity, Inclusion, and Impact Groups (DIIGs)

Score: 95
We have participated in the Human Rights
Campaign Corporate Equality Index since2021, a leading national benchmark for
LGBTQ+ workplace inclusion10.

location-based

DIIG Bay Area

DIIG AmsterdamLondon

DIIG Portland

DIIG Dublin
5 chapters

Score has increased from 2020 to 2021
*Neurotopia launched in 2021 based on employee requests for the group..

10

DIIG Ottawa
2021 Social Impact Report22What’s included in a Momentive Workplace Diversity Report?
Supplier diversity
Overall

As part of our commitment to make progress on DEI both internallyand externally, in 2020 we launched our supplier diversity initiative.
Our strategy is two-pronged: to help our suppliers understand andimprove their diversity practices and to direct supplier investments
toward businesses led by members of underrepresented groups11 and77%

Diverse Representation

71%

Equitable Business Practices

86%

Inclusive Workplace

90%

Philanthropy/Advocacy

50%

Engaged Leadership

100%organizations that share our commitment to DEI.
For example, in partnership with DEI experts, we created a proprietary
survey, the Workplace Diversity Survey, on our SurveyMonkey platform
to understand the diversity practices and metrics12 of current andpotential suppliers13. In 2021 we began to expand on the survey

Here’s where your company and the survey respondents in your industry land. Overall, you scoredwithin the 90th percentile of the Technology & IT industry survey respondents.

initiative. We created a survey scoring methodology and in January

100%2022 created our new Workplace Diversity Report. In 2022, survey

90%

86%

100%

responses will be scored and a Workplace Diversity Score Report will80%

be provided to help suppliers understand their current score, how they

77%

71%

improvement. In 2022, we will publish a supplier diversity policy andresources for diverse sourcing.
Additionally, in 2020 we founded our Supplier Diversity Coalition that% Supplier Score

compare to others in their industry, and how to develop a roadmap to
50%

60%

40%

brings together 23 leading companies every other month to share bestpractices, learnings, and failures to advance supplier diversity in uniqueand new ways. Members include 23andMe, Box, Intuit, Slack, StitchFix,
Zendesk, Zoom, and more.

20%

0%
DiverseRepresentation

Inclusive
WorkplaceEngagedLeadership

Equitable Business
Practices

Philanthropy/
Advocacy

Overall*Sample report, these results do not represent Momentive or any of our suppliers.

11
In 2021, we removed “small business” from our diverse business criteria to focus our efforts on driving spend towards historically disadvantaged and underrepresented groups. Currently, diverse business is defined as a for-profit
business that is 51% or greater owned and operated by individual(s) that identify as racial or ethnic minority, woman, veteran, LGBTQ, disabled. 2020 numbers have been updated to reflect our new approach.
12
Areas assessed include diverse representation, inclusive workplace, engaged leadership, equitable business practices, philanthropy/ advocacy, and whether the organization is a Diverse Business or not.
13
Momentive surveys our top spend suppliers, new suppliers during our assessment process, and existing suppliers during the contract renewal process.

23

Our communities
60%

of employees want to hear businessleaders speak up about social andpolitical issues.14

As part of our commitment to DEI, we take a stand on issues
that impact our communities and support nonprofits that alignwith our values.
Visit the advocacy and public policy and community
engagement sections of this report for examples of our
DEI efforts in these areas.

Taking a stand on social media
In 2021, we invested time and resources to amplify voices onsocial media and support our social impact and DEI goals.
Over 700 posts resulted in 16 million impressions and nearly
1 million engagements.
For example, our AAPI Heritage Month campaign “Our Voices”
called for an end to AAPI hate crimes, “Black History Month”
marked a year-round celebration of Black history and culture,
during PRIDE month we polled and highlighted the voices of
LGBTQIA+ community members, and our Women’s History

Over 700 posts on social impact and DEI topics resulted in 16 million
impressions and nearly 1 million engagements.

Month campaign “Women Who Rise” examined barriers likepay equity and gender bias in the workplace.

CNBC/SurveyMonkey Workforce Survey; This Momentive study was conducted Apr 8-18, 2021 among a national sample of 8,233 adults. Data were weighted forage, race, sex, education, and geography using the Census Bureau’s American Community Survey to reflect the demographic composition of the United States.

14

2021 Social Impact Report24Our solutions
48%of C-level executives worry
about meeting the DEI promises
they’ve made.15

The journey to creating an inclusive business is in no way

The importance of unbiased researchstraightforward, and leaders need agile insights to both create a

We have doubled-down on our efforts to provide relevant and

DEI strategy and evaluate progress. Momentive has the uniqueactionable public opinion data that contributes to the broader

opportunity to be a changemaker in the industry by encouraging

conversation around DEI.

customers to leverage our products for good.
This year, we expanded our approach to rooting out research bias

Workplace Equity IQ

by proactively involving our ERGs/DIIGs in our research agenda,

In 2021, the social impact team partnered with our product,

including them as thought leaders when we have a relevant

engineering, and professional services teams to launchresearch project. We also fostered a close partnership between

Workplace Equity IQ. The solution leverages our AI-powered

our Research and our Social Impact/DEI Teams via bi-weekly

employee engagement platform and decades of specialized DEI

meetings that encourage thought partnerships around the key

expertise to help customers navigate sensitive DEI topics with

topic areas that impact the daily operations of our customers andconfidence and ascertain a deeper, more realistic understanding

companies around the globe. We shared timely best practices

of inclusion, safety, trust, and individual experiences of bias.

with a wide public audience through our weekly research

Through Workplace Equity IQ, customers are provided a deep

newsletter as well as our SurveyMonkey and Momentive blogs.

and nuanced view of the entire employee experience to identify

In addition to these efforts, we created a DEI and Social Impact

which actions will make the most impact so that they can better

Slide Library that gives our cross functional partners access to

inform their DEI roadmap and build a thoughtful talent strategy

important DEI research findings in a self-serve format.

for the future.

15

Cited in Workplace Equity IQ press release2021 Social Impact Report25Research in action

Our unique access to rich public opinion data allows us to report on trends that impact
key events around the world, bringing awareness to important issues and allowing
formerly underrepresented groups to have a stronger voice in affecting change.
In 2021, we formed a new partnership with analytics

Following a string of hate crimes against Asian Americans in early 2021, Momentive

platform Tableau to combine our access to robust

partnered with AAPI Data, a team of leading Asian American scholars, to run a

research data with their powerful visualization tools

timely, comprehensive, and large-scale survey on race and discrimination in theto uncover critical information and key insights that

United States.

might otherwise have been missed. As part of thispartnership, we’ve published dashboards that tell theThe 2021 American Experiences with Discrimination Survey was conducted among

story of the “DEI disconnect” at work, the demand

over 16,000 respondents age 18 and older, including those of Asian American,

among the workforce for more sustainability practices

Pacific Islander, white, Black, Hispanic/Latino, Native American, and multiracialat their companies, and the impetus behind the Great

backgrounds. The data received immediate, widespread press attention from major

Resignation to see how people of different backgrounds

media outlets, including NBC News’ “Meet the Press,” MSNBC’s “The ReidOut,”are approaching work.

Axios, Newsweek, and The Los Angeles Times. We plan to continue this partnershipin 2022.

2021 Social Impact Report

26

Shaping resilient
communities
We are committed to making a better future happen by leveraging
our employees, products, and capital to support our communities

At the heart of Momentive Together is a belief that
we can drive real progress for equity, social justice,

Momentive Together community impact at a glanceand environmental sustainability—to help improve theworld we currently live in and shape a better future
for everyone.
In 2021, we introduced a refined philanthropic
strategy with three strategic pillars that we believe
are imperative for a better world: educational equity,
reshaping the workforce, and environmental
responsibility. We are making an impact across theseareas by using technology for good and applying
our unique expertise and passionate employees to

Educational equity

Reshaping the workforce

Environmental responsibility

Expand opportunities for low-income
and underserved early education andsecondary students

Provide meaningful access toemployment pipelines, mentorship,
and career development opportunities

Minimize our organizational and individual
impact on the environment.

empower our local communities.

Over $2.6M
in total giving in
2021$16M raised via
SurveyMonkey
Contribute since2011$5.2M in software
donations anddiscounts since
2018$350K in
employee giving
and matching
gifts in 2021

1,111 volunteer
hours in 2021,
14% annual
increase4

2021 Social Impact Report28

Using technology for goodWe passionately believe that the innovative ways we can use
technology—our own and others’—can help transform ourworld. For example, since 2016, Listen4Good, a Fund for Shared
Insight initiative, has been using our products to help nonprofits
create high-quality feedback loops with clients, for better

The SurveyMonkey Contribute program is our largest

strategic decision-making. Additionally, our surveys connect

mechanism to support our communities and the causes

Pledge 1% companies with resources that will help them donate
time, equity, product, and profit. As a Pledge 1% Builder, we

we care about most. Introduced in 2011, Contribute enables

are committed to giving back to communities through oursurvey respondents to complete market research surveys for

SurveyMonkey Contribute program.

Momentive customers in exchange for Momentive-sponsoredIn 2021, inspired by the shift to remote and hybrid work, we

nonprofit donations. Momentive donates 50¢ per completed

launched a hardware donation program to put extra laptops

survey and has reached $16 million dollars in donations to date.

into the hands of those who need them instead of in landfills.
Our first donation recipients are Code Tenderloin, a non-profit
empowering underserved communities in San Francisco, andthe Samaritan House, which leads the fight against poverty in
San Mateo, the home of our corporate headquarters.

$16M
2021 Social Impact Report29Employee
engagement
At Momentive, our employees are passionately committed tosupporting the communities where we live and work througha variety of volunteering and strategic giving initiatives.

Volunteering
Momentive encourages our team members to volunteer with

2021 Week of Service impact
Global in-person
volunteer initatives

Volunteeropportunities

Participating
volunteers

Volunteer
hours

16

39

324

885

the organizations and issues that matter most to them—ones
that have a direct impact on our local communities.
• Week of Service: During our annual company-wide global
Week of Service, employees in each office honor thelegacy of our late CEO Dave Goldberg by volunteering intheir communities, engaging in team-based give-backactivities, and making an impact in a way that is individually
meaningful. In 2021, our team volunteered 885 hours, at avalue of over $17,000.

Our activities arealigned with 14 of
the UN Sustainable
Development Goals

2021 Social Impact Report30

Dollars for Doers launch: Launched in January 2022, this

Givingequity-inspired program provides full- and part-time employees

Our strategic giving initiatives empower team members tomade by our employees on Giving Tuesday, raising over

who may not have the funds to donate through a matching

contribute where they can. We also make giving back part

$80,000 for nonprofits globally. Through Contribute, we

gift program with the ability to support causes they careof our new hire onboarding, where groups of new hires learn

doubled donations to $1 for all surveys taken that day, raising

about through volunteer time. Momentive donates $20 per

about our products and create market research that links$4,366. Through the program, we saw increased engagement

hour volunteered with an eligible charity, up to $3,000 a year

to our Contribute program. Other elements of our givingwith more than double our daily average of account sign ups

per employee.

program include:and surveys started.

• Giving Tuesday: In 2021, we offered a 2:1 match for all donations• Matching gifts: Through Team Gives Back, our matching• Social Impact Fund: Momentive has a donor advised fund,gift program, Momentive employees gave $190,000 anddesigned to support charities and causes that align with ourMomentive matched nearly $160,000, for a total of $350,000

mission and values.

donated to causes we care about in 2021.
• Employee relief fund: To respond compassionately to crisesin the lives of our colleagues, we launched an Employee Relief
Fund to provide monetary grants up to $5,000 per person
per year during times of disaster or hardship.

“Dollars for Doers is incredible! I do a LOT of hours giving out gear to unhoused Portlanders every week
and getting money from Momentive will mean that we’re set up for our annual Winter Gear Drive early
this year. This is a big deal!”
Hannah Jennings-Voykovich
UX Content Strategist

2021 Social Impact Report

31

Shaping thebest work of
our lives
We work as one team—collaborative, inclusive, and driven—supporting each other in doing the best work of our lives

Talent management
and employee engagement
Our vision to raise the bar for human experiences starts with our

Building a world-class employee experience starts with listening

employees. We believe in staying curious and fostering a cultureof learning by providing development opportunities at every stepof our employees’ career journey.

Provide quarterly GIG (growth,
impact, and goals) check-ins to
discuss growth opportunities

Shaping the employee experience
We realize that the most effective way to attract, empower,
and retain talent is to build a world-class employee experiencein which we deeply engage and listen at every stage of theemployee lifecycle.

Extend onboarding to theﬁrst three months to help
new hires succeed andconnect with our culture

Development

For example, this year's Engage employee survey showed that

Choice Award, Digital.com’s Best Online Survey Software
Companies 2021, Builtin’s 100 Best Large Companies to Work forin the U.S., and National Capital Region’s Top Employers of 2021.

g
in
rd
a
o
nb

Re
te
nt
io
n
Gather feedback whenemployees transition out
of our business to further
drive positive change

ng
ardi
fbo
Of

recognized by Glassdoor’s Best Places to Work U.S.: Employee

Gather feedback on the
recruiting and hiring
process through surveys
to recruits and new hires

Recru
itin
g

they are proud to work for Momentive. In addition, we have beenO

our employees feel valued and respected by their managers andteammates, they have a say in how their work gets done, andLeverage our Engage employee survey
twice yearly to track many factors ofengagement such as belonging andinclusion, team dynamics, job
satisfaction, and purpose alignment

Embed survey touchpoints at every point in the employee lifecycle

2021 Social Impact Report33

Employee learning and development

coaching programs increased. A full 91% of our Directors andWe support our employees’ path to growth through training

Senior Directors attended our annual Director's Cut training,and development programs that focus on meeting the needs

which focused on leading through change and included

program provides students with an opportunity to translateof our customers and building skills to keep pace with a rapidly

inspirational speakers and panel discussions.

their education into 11-to-14-weeks of hands-on professional

who shares similar drivers of fulfillment at work.
• University internship program: Momentive’s internshipexperiences. The program has proven to be an incredibly

changing world. Examples include:• Curiosity Week: Curiosity continues to be our superpower, so

valuable pipeline for new employee hiring (46% of our 2021

• Learning Hub: Upon launching our Learning Hub, which

we launched our first-ever Curiosity Week in 2021. Focusing onsummer interns converted to full-time employees) and wasgives employees access to over 2,000 career growth andthree areas—Curious to Learn, Curious to Grow, and Curious torecognized by WayUp’s Top 100 Internship Programs 2020,

professional development courses, employees took part in overConnect—we hosted 30 virtual learning sessions across three

RippleMatch’s 50 Companies That Put on Awesome Remote2,990 learning engagements and 450 courses, and engaged

time zones, including podcasts, panels, live virtual experiences

Internships, and 2021 Campus Forward Award Honorees.

in mentoring opportunities with our senior leaders throughand online courses. Over 1,000 employees participated inmentorship and small group learning sessions.

events throughout the week and these events delivered anaverage NPS of 62. Additionally, we launched our Curiosity• Leadership development: As the challenges facing leaders
have intensified since the COVID pandemic, in 2021 we

Chats and Leader Chats offering mentoring opportunities with
our senior leaders.

doubled down on our focus on leadership development.
We offered DEI leadership and management trainings andattendance in our Leadership Consortiums and BetterManager• Mentoring: In 2022, we are excited to partner with Imperative
to roll out a peer-to-peer mentoring experience that will match
peers across function, geography, and identity with someone

Thank you so much for making today’s Director’s Cut so wonderful and inspiring! From the slide shows at the beginningthat showed everyone’s photo, to panel discussions, can say this is the best Director's Cut I’ve ever attended.
Participant
Director’s Cut

2021 Social Impact Report34

Talent management andemployee engagement
Culture is a key differentiator at Momentive, and our commitment
to DEI is at its heart. Together we strive to create an equitableworkplace where each person can truly belong and make apositive impact that extends far beyond our office doors.
To learn more about our commitment to diversity, equity, andinclusion, please visit the DEI section of this report.

2021 Social Impact Report35Employee health and safety
We aspire to build a company that empowers our employees
to bring their best selves to work. We offer world-class benefits,learning opportunities, and the time and space to allow ouremployees to thrive professionally and personally.

Reimagining work and office life
during COVID

Employee benefits

During the COVID pandemic, we used

In addition to a comprehensive and employee-led benefits

employee feedback to stay agile, support

package, our employees enjoy industry-leading perks. We offer

our global team, and reimagine work

four weeks of paid time off after four years of employment,
known as our “Take 4” sabbatical. Employees have accessto numerous mental health and wellness resources as wellwith a hybrid model. Early results of our
COVID leadership check-ins were telling:

as flexible work options. A variety of learning opportunities

81% of employees said that post-COVID,

are available, such as our Goldie Speaker Series which

they wanted to work from home at least

features leaders and thinkers from around the world. And

two or three days per week, and 84% felt

our new workstyle benefits can be applied to home office ortransportation costs.

that having a choice in where they worked
positively impacted their work experience.
This data became the foundation for how
we began to reimagine work with a “Choice”
model that gives each employee theflexibility to choose where they do their best
work: at the office, remote, or a hybrid of
the two.

2021 Social Impact Report

36

Shaping a moresustainable businessWe are on a mission to build an environmentally-responsible business and support
those advocating for a sustainable future

Energy and emissions
management

Environmental responsibility
Environmental responsibility is a top concern
for our stakeholders. This year we took steps todeepen our sustainability strategy and added afourth pillar, environmental responsibility, to ourcommunity engagement work.

In 2021, we began collecting and analyzing our environmental

Sustainable transportation and the hybrid working model

impact data, including Scope 1, 2, and 3 greenhouse gas

As part of our emissions reduction strategy, we promoteemissions, to develop our environmental sustainability strategy

sustainable transportation options globally and, wherever possible,

and establish baseline metrics. In 2021, Scope 1 and 2 emissions

subsidize the use of public transportation by our employees.

decreased, most likely due to a larger share of employees

Additionally, in response to the workplace impacts of the COVID

working from home. By the end of 2022, our full GHG emissions

pandemic, Momentive is shifting its daily operations to offer

footprint will inform our environmental responsibility goals anda hybrid working model (home or office) for our employees.

targets moving forward.

With over half of employees electing to work from home and an
additional 40% choosing to commute to the office only 2-3 times

In addition to our offices, data centers have historically

per week, we project a significant reduction in transportation

contributed to our energy use and GHG emissions. This year

impacts in the coming years.

marked a milestone as we transitioned our two largest data
centers to Amazon Web Service’s (AWS) cloud infrastructure,completing the migration of 100% of our data processing andstorage globally to the cloud. AWS has a long-term commitment
to use 100% renewable energy. By moving away from an onpremise data center infrastructure, we can reduce data center
associated emissions by up to 88% due to environmental
economies of scale16.

16“The Carbon Reduction Opportunity of Moving to Amazon Web Services”, 451 Research, October 20192021 Social Impact Report38Facilities and waste management
Green building

Waste management

We are engaged and invested in creating a sustainable andOur waste management strategy is focused around two

healthy workplace for all to enjoy as we move forward in theelements: waste reduction and recycling. Overall office waste

years to come.

decreased five times between 2019 and 2021, likely due to alarger share of employees working from home. Additionally,

We are proud that three of our office locations have achieved

through the installation of Bevi refill machines for tap and

LEED certification, demonstrating globally recognizedsparkling water, the Portland office saved 64,781 bottles andbest practices in sustainable facilities management whilecans from landfills in 2021, and the Amsterdam office did not

helping reduce emissions and improve energy efficiency anduse a single plastic bottle. As employees return to the office towaste management across our operations. These include:

work, we will focus on a global effort to reduce food packaging

Portland (Platinum LEED Certification), San Mateo (Gold LEED

waste across all of our locations.

Certification), and Ottawa (Silver LEED Certification).
Moving forward, whenever we pursue new office locations, wewill look specifically for LEED or otherwise sustainably certified
properties for our new space.

2021 Social Impact Report39

Appendix

Momentive 2021 GRI Content Index Update
GRI 102: General Disclosures 2016*
Disclosure

Description

Cross-Reference, Omissions, and Explanations

Organizational Profile
102-1

Name of the organization

Momentive Global Inc. (formerly SVMK, Inc.)

102-2

Activities, brands, products, and services

2021 Annual Report, pp. 4-11

102-3

Location of headquarters

San Mateo, California, USA

102-4

Location of operations

2021 Annual Report, pp. 15, 51
Momentive has offices in 7 countries.

102-5

Ownership and legal form

2021 Annual Report, pp. 40

102-6Markets served

2021 Annual Report, pp. 8, 42

102-7

Scale of the organization

2021 Annual Report, pp. 16
Economic performance, p. 49
Workforce performance, p. 54

102-8

Information on employees and other workers

Workforce performance, p. 54

102-9

Supply chain

2021 Annual Report, pp 9-10

102-10Significant changes to the organization and its
supply chain

Momentive has closed offices in San Francisco, Seattle, New York, London, and Sydney. We have also begun implementing a supplier diversity
program, including our leadership role with our supplier diversity coalition. We created a supplier workplace diversity survey in partnership withThe Justice Collective and Global Philanthropy Group. The survey provides insight into suppliers’ diverse business status and commitment to
DEI. The survey was deployed to existing top spend suppliers, new suppliers, and to suppliers with a contract up for renewal. In 2020, 3.3% of ouroverall spend was to diverse suppliers.

102-11

Precautionary Principle or approach

Shaping a more sustainable business, p. 37
Momentive has applied the precautionary principle in its approach to environmental challenges by adopting sustainable practices in its facilities.
These efforts include the reduction of resource consumption, effective management of our waste stream, and outsourcing data processing andstorage to a provider with industry-leading environmental performance.

102-12External initiatives

Pledge 1%
Leadership Now Project
Human Rights Campaign Business Statement on Anti-LGBTQ State Legislation

102-13

Membership of associations

Product Marketing Alliance
Watermark
WIRe (Women in Research)

Statement from senior decision-maker

CEO letter, p. 3

Values, principles, standards, and norms of
behavior

About Momentive, p. 5

Strategy102-14
Ethics and Integrity
102-162021 Social Impact Report

41

GRI 102: General Disclosures 2016*
Disclosure

Description

Cross-Reference, Omissions, and Explanations

Governance102-18Governance structure

Governance102-40

List of stakeholder groups

Board of Directors
Customers
Employees
Investors
Nonprofits102-41

Collective bargaining agreements

None of our U.S. employees is represented by a labor union or is the subject of a collective bargaining agreement.

102-42

Identifying and selecting stakeholders

Board of Directors: The Nominating and Corporate Governance Committee of our Board is responsible for board composition,
evaluation, and nominations of new members.

Stakeholder Engagement

Customers: Users of Momentive products, including both sales-assisted and self-service users.
Employees: All Momentive employees globally.
Investors: Momentive shareholders and potential investors.
Nonprofits: Nonprofit partners identified through an application review and identification review process.
102-43

Approach to stakeholder engagement

All stakeholder groups were engaged as part of our 2020 Materiality Analysis. Regular channels and frequency for engagement witheach stakeholder group include, but are not limited to:
Board of Directors: Quarterly Board meetings and conference calls.
Customers: Monthly CX Roundtable, NPS scoring survey, real-time feedback on customer experience.
Employees: Quarterly engagement surveys; annual Engage survey; quarterly growth, impact, and goal (GIGs) conversations with managers;
Curiosity Chats with executive leadership team.
Investors: Quarterly earnings materials and conference calls, investor conferences and presentations, investor meetings, annual meetingof shareholders, SEC filings, investor outreach.
Nonprofits: Ad hoc engagement with current partners, inclusion in materiality process for all current partners.

102-44

Key topics and concerns raised

Board of Directors: General oversight of the business, including: strategy, operations, crisis and risk management;social impact and ESG efforts and performance; governance policies.
Customers: Feedback on products, support and help content, and likeliness to recommend Momentive products and services.
Employees: Employee experience, development opportunities, racial equity, COVID support
Investors: Company performance.
Nonprofits: Community support through nonprofit partnerships, opportunities with SurveyMonkey Contribute,leveraging other Momentive resources to support communities, and impact of contributions.

2021 Social Impact Report

42

GRI 102: General Disclosures 2016*
Disclosure

Description

Cross-Reference, Omissions, and Explanations

Reporting Practice102-45

Entities included in the consolidated financial
statements

2021 Annual Report, pp. 17

102-46

Defining report content and topic Boundaries

Identifying our strategic focus, p. 5 (SurveyMonkey 2020 Social Impact Report)

102-47

List of material topics

Identifying our strategic focus, p. 5 (SurveyMonkey 2020 Social Impact Report)

102-48

Restatements of information

Momentive 2021 Performance Data, Environmental Performance, p. 50
2019 calculations of environmental data are restated after collecting missing data from our offices and including several new scope 3 categories,
e.g. employee commute, purchased goods and services, capital goods and others.

102-49Changes in reportingNone

102-50

Reporting period

This report provides information for the period beginning January 1, 2021 through December 31, 2021, unless otherwise noted.

102-51

Date of most recent report

September 2021

102-52

Reporting cycle

Biennial

102-53

Contact point for questions regarding the report

Momentive Social Impact Team
Email: momentivetogether@momentive.ai
Mailing: One Curiosity Way, San Mateo, CA 94403

102-54Claims of reporting in accordance with the GRI
Standards

This report has been prepared in accordance with the GRI Standards: Core option.

102-55

GRI content index

GRI Index, p. 41

102-56External assurance

We have not received external assurance for this report.

*With the exception of GRI 403 that applies the 2018 version of the GRI Standards, Momentive’s 2021 Social Impact Report applies the 2016 version of the GRI Standards; “2016” refers to the Standards issue date, not the date of information presented in this report.

2021 Social Impact Report

43

Momentive 2021 GRI Content Index Update
GRI 200-400: Topic-Specific Disclosures 2016*
Material TopicManagement Approach Cross-ReferenceManagement Approach Cross-Reference

Environmental
GRI 302: Energy 2016

Shaping a more sustainable business, p. 37

Customers
Investors

GRI 305: Emissions 2016

Shaping a more sustainable business, p. 37

Customers
Investors

GRI 403: Occupational Health and Safety 2018

Shaping the best work of our lives, p. 32
Shaping the best work of our lives, p. 32

Board of Directors
Customers
Investors

GRI 405: Diversity and Equal Opportunity 2016

Shaping an equal and inclusive world, p. 17

Board of Directors
Customers
Investors
Nonprofits

GRI 413: Local Communities 2016

Shaping resilient communities, p. 27

Board of Directors
Customers
Nonprofits

GRI 418: Customer Privacy 2016

Shaping a culture of integrity, p. 13

Board of Directors
Customers
Investors

Social*With the exception of GRI 403 that applies the 2018 version of the GRI Standards, Momentive’s 2021 Social Impact Report applies the 2016 version of the GRI Standards;“2016” refers to the Standards issue date, not the date of information presented in this report.

2021 Social Impact Report44Momentive 2021 GRI Content Index Update
GRI 200-400: Topic-Specific Disclosures 2016*
Topic

Disclosure

Description

Cross-Reference, Omissions, Explanations

Economic
GRI 201: Economic Performance 2016**

201-1

Direct economic value generated and distributed

Economic performance, p. 49

302-1

Energy consumption within the organization

Environmental performance, p. 50

302-4

Reduction of energy consumption

Environmental performance, p. 50

Environmental
GRI 302: Energy 2016
GRI 305: Emissions 2016

GRI 418: Customer Privacy 2016

305-1

Direct (Scope 1) GHG emissions

Environmental performance, p. 50

305-2

Energy indirect (Scope 2) GHG emissions

Environmental performance, p. 50

305-3

Other indirect (Scope 3) GHG emissions

Environmental performance, p. 50

305-5

Reduction of GHG emissions

Environmental performance, p. 50

306-1

Waste by type and disposal method

Environmental performance, p. 50

401-1

New employee hires and employee turnover

Workforce performance, p. 54

401-2

Benefits provided to full-time employees that are not provided to temporary
or part-time employees

Trust the team, p. 6 (SurveyMonkey 2020 Social Impact Report)

401-3

Parental leave

Trust the team, p. 6 (SurveyMonkey 2020 Social Impact Report)

SocialGRI 302: Energy 2016403-6

Promotion of worker health

Trust the team, p. 6 (SurveyMonkey 2020 Social Impact Report)

404-2

Programs for upgrading employee skills and transition assistance programs

Trust the team, p. 6 (SurveyMonkey 2020 Social Impact Report)

GRI 404: Training and Education 2016**

404-3

Percentage of employees receiving regular performance and career development
reviews

Shaping the best work of our lives, p. 32

GRI 418: Customer Privacy 2016405-1

Diversity of governance bodies and employees

Diversity performance, p. 52

GRI 418: Customer Privacy 2016413-1

Operations with local community engagement, impact assessments, anddevelopment programs

Shaping an equal and inclusive world, p. 17

418-1

Substantiated complaints concerning breaches of customer

Momentive (formerly SurveyMonkey) had no material breaches of customer privacy(unauthorized access, disclosure, or use of customer data) and there were no lossesof customer data in 2021.

GRI 403: Occupational Health and Safety 2018

*With the exception of GRI 403 that applies the 2018 version of the GRI Standards, Momentive’s 2021 Social Impact Report applies the 2016 version of the GRI Standards; “2016” refers to the Standards issue date, not the date of information presented in this report.
**We have reported additional disclosures not related to material topics.

2021 Social Impact Report45

Momentive 2021 SASB Table Update
Software & IT Services Sustainability Accounting Standard 2018*
SASB Code

Accounting Metric

Answer, Cross-Reference, Omissions, and Explanations

Environmental Footprint of Hardware Infrastructure
TC-SI-130a.1(1) Total energy consumed,(2) percentage grid electricity,(3) percentage renewable

Environmental performance, p. 50

TC-SI-130a.2(1) Total water withdrawn,(2) total water consumed, percentage of each inregions with High or Extremely High Baseline
Water Stress

Environmental performance, p. 50

TC-SI-130a.3

Discussion of the integration of environmental
considerations into strategic planning for data
center needs

From 2015 to the end of 2019, Momentive (formerly SurveyMonkey) housed its servers in leased space from Switch, a data center operator that
operates on 100% renewable energy.
In June 2019, we executed a 5-year, $25M agreement with AWS to migrate Momentive’s data processing and storage to AWS’s cloudinfrastructure, which took effect in 2020. AWS has a long-term commitment to use 100% renewable energy. By moving away from on premise
infrastructure to the AWS Cloud, Momentive can reduce emissions by up to 88% due to environmental economies of scale.

Data Privacy & Freedom of Expression
Momentive, our service providers and/or other third parties that we work with place cookies when users visit our website and open emails
that we send. This is designed to provide our customers with more tailored marketing content about our services and/or other services, and toevaluate whether the content is useful or effective.

TC-SI-220a.1

Description of policies and practices relating tobehavioral advertising and user privacy

For instance, we evaluate which ads are clicked on most often, and whether those clicks lead users to make better use of our tools, features,and services. We have implemented cookie management tooling our websites which, depending on the user’s location, either allow the user toreject cookies prior to them being set (or to consent /reject use of some or all categories of cookies) or to opt out of further use of cookies on site
landing. This cookie preference tool is intended to give our users choice as regards which cookies they receive and the type of experience thewant.
Rejecting cookies or opting out does not necessarily mean users will not receive any ads on the internet; it just means that they will not receive
tailored ads based on their activities and inferred preferences on our site.
Privacy Notice - Personalized marketing

TC-SI-220a.2

Number of users whose information is used forsecondary purposes

We only use information from users for the purposes of delivering the services, improving our services and marketing, and selling our services.
We do not view any uses as secondary to these primary purposes as stated in our
Privacy Notice - How we use the information we collect

TC-SI-220a.3

Total amount of monetary losses as a result oflegal proceedings associated with user privacy

There were no legal proceedings associated with customer privacy in 2021.

TC-SI-220a.4(1) Number of law enforcement requests foruser information, (2) number of users whose
information was requested, (3) percentage
resulting in disclosureThis information is confidential and Momentive does not disclose it.

2021 Social Impact Report46Software & IT Services Sustainability Accounting Standard 2018*
SASB Code
TC-SI-220a.5

Accounting Metric

Answer, Cross-Reference, Omissions, and Explanations

List of countries where core products or services
are subject to government-required monitoring,
blocking, content filtering, or censoring

Momentive does not have material presence in any country where our core products or services are subject to these requirements. Momentive
uses industry standard automated abuse monitoring technologies for specific abusive practices on our platform but Momentive does not
actively block, filter, or censor information on our platform, unless it becomes explicitly aware of an infraction under our Acceptable Use or
Anti-Spam Policies:
Acceptable Uses Policy
Anti-Spam Policy

TC-SI-230a.1(1) Number of data breaches, (2) percentage
involving personally identifiable information (PII),(3) number of users affected

Momentive does not publicly disclose this information.

TC-SI-230a.2

Description of approach to identifying andaddressing data security risks, including use ofthird-party cybersecurity standards

Shaping a culture of integrity, p. 13

Data Security

Recruiting & Managing a Global, Diverse & Skilled Workforce
TC-SI-330a.1

Percentage of employees that are (1) foreign
nationals and (2) located offshore

Momentive does not collect nationality information from our employees so this information is unavailable.

TC-SI-330a.2

Employee engagement as a percentage

In Q1 2021, the overall Momentive engagement score was 77. In Q3 2021, the overall Momentive engagement score was 76. This score is composedof a subset of 19 questions from our 45 question survey.
In 2022, we plan to run engagement surveys in February and in Q3. This year we also plan to add additional questions to the overall engagementscore calculation to reflect a more accurate engagement score. In parallel with our 2021 and 2022 surveys, we survey the general public in order
to benchmark our scores.
We no longer utilize the Workforce Happiness Index to measure employee engagement.

TC-SI-330a.3

Percentage of gender and racial/ethnic grouprepresentation for(1) management,(2) technical staff, and(3) all other employees

Diversity performance, p. 52

Intellectual Property Protection & Competitive Behavior
TC-SI-520a.1

Total amount of monetary losses as a result oflegal proceedings associated with anticompetitive
behavior regulations

There were no legal actions for anti-competitive behavior, anti-trust, or monopoly practices in 2021.

Managing Systemic Risks from Technology Disruptions
TC-SI-550a.1

Number of (1) performance issues and (2) service
disruptions; (3) total customer downtime(1) performance issues: None(2) service disruptions: Momentive systems and services were available 99.90% of the time month-over-month as published to our customers.
(3) total customer downtime: None

TC-SI-550a.2

Description of business continuity risks related todisruptions of operations

2021 Annual Report, pp. 16-17
In 2021, Momentive successfully completed the annual ISO/IEC 27001:2013 certification review and achieved SOC 2 Type 2 certification.
One of the requirements for compliance is the disaster recovery standard and testing, which is described in our Security Statement.

2021 Social Impact Report47Software & IT Services Sustainability Accounting Standard 2018*
SASB Code

Activity Metric

Answer, Cross-Reference, Omissions, and Explanations

TC-SI-000.A(1) Number of licenses or subscriptions, and(2) percentage cloud based(1) Licenses or subscriptions: 12 product lines(2) percentage cloud based: 100%

TC-SI-000.B(1) Data processing capacity, (2) percentage
outsourced(1) Data processing capacity: ~300 terabytes(2) Percentage outsourced: 100%

TC-SI-000.C(1) Amount of data storage, (2) percentage
outsourced(1) Amount of data storage: 100+ terabytes(2) Percentage outsourced: 100%

*Momentive’s 2021 Social Impact Report applies the 2018 version of the Software & IT Services Sustainability Accounting Standards; “2018” refers to the Standards issue date, not the date of information presented in this report.

2021 Social Impact Report48

Momentive 2021 Performance Data
Economic Performance
2021

2020

2019

2018

Financial performance (in thousands, USD)
1

Revenue
Total Revenue$443,786$375,610$307,421$254,324

Unisted States

64%

65%

65%

64%

Rest of the World

36%

35%

35%

36%

$86,421$83,917$76,524$77,982

Total operating expenses$469,937$373,274$297,340$302,835

Research and development 2$139,262$112,989$90,545$106,188

Sales and marketing$224,008$172,376$123,573$95,783

Revenue by region (%)

Cost of revenue
Total cost of revenue2, 3Operating expenses

2, 3General administrative 2$106,667$87,909$83,288$97,339

Restructuring--$ (66)$3,525

Provision for (benefit from) income taxes$482$1,179$ (2,779)$148

Effective income tax rate

-

(1)%

4%

-

$ (123,249)$ (91,581)$ (73,858)$ (154,740)

Income tax

Net Income
Net income (loss)

For years ended December 31.
Includes stock-based compensation.
3
Includes amortization of acquisition intangible assets.
1

22021 Social Impact Report49

Momentive 2021 Performance Data
Environmental Performance*1
2021

2020

2019**

2018

Energy consumption (gigajoules)
Total energy consumption1

13,338.1

9,043.7

18,716.0

2,722.8

Non-renewable energy consumption

13,160.88,803.3

18,355.8

2,208.6

Electricity

10,527.3

7,734.1

16,6081,807.3

2,633.5

1,469.2

1,748.1

401.3

177.3

240.4

360.2

379.8

177.3

-

360.2

379.8

Total waste disposal

65.3

242.8

287

5288

Landfill

25.7

95.8

106

1925

Recycling/Composting

39.6

145.8

181

3363

Total water consumption (thousand m3 per year)

53.1

6.9

10.9

9.3

Total water withdrawal (thousand m per year)

-

-

7.2

7

Water intensity (thousand m3 per million dollars of revenue)

-

54.4

28.3

27.3

2

Fuel
Renewable energy consumption

3

Hydroelectric/REC
Waste disposal4 (metric tons)

Water

3

2021 Social Impact Report50

Momentive 2021 Performance Data
Environmental Performance
2021

2020

2019**

2018

Greenhouse gas emissions 2
Total Scope 1, 2 & 3 emissions (metric tons of CO2e)20,126.0426.018434.1

1060.2

Scope 1 (natural gas, diesel, propane, refrigerants, gasoline)

130.3

34.2

86

20

Scope 2 market-based (purchased electricity and heating)2

526.7

137.8

909

147

Scope 3 - Category 1 Purchased goods and services

16838.7-

13772.0-

Scope 3 - Category 2 Capital Goods

67.4

-

377.0

-

2

Scope 3 - Category 3 Fuel and energy-related activities (FERA/market-based)

316.3

-

414.5

-

Scope 3 - Category 5 (Waste in Operations)

12.07

-

64.78

-

Scope 3 - Category 6 (air travel and rental cars)4

19.11

254

174.39893.18

Scope 3 - Category 7 (employee commute)2,215.48-

2,635.94-

19,469.09

254

17,438.60

893.18

Scope 3 Total Emissions

5*Dashes indicate where data was not available.
** 2019 calculations are restated after collecting missing data from our offices and including several new scope 3 categories, e.g. employee commute, purchased goods
and services, capital goods and others.
12019 & 2021 figures include data from our Amsterdam, Dublin, Ottawa, Portland and San Mateo offices. 2018-19 figures include data from our offices in Amsterdam,
Dublin, and Portland.
22019 & 2021 include figures from our Amsterdam, Dublin, Ottawa, Portland and San Mateo offices (excep for natural gas - this only includes Dublin, Ottawa, Portland, San
Mateo offices). 2019 figures include data from our Portland office only.
3
Figures include data from our Amsterdam office only.
4
The 2020 figure is much less than previous years due to a moratorium on travel due to the COVID pandemic.
5
Work from home calculations are market-based; employee commute based on 10 offices.

2021 Social Impact Report51

Momentive 2021 Performance Data
Diversity Performance
Racial/ethnic composition of U.S. workforce and Board of Directors1
American Indian/
Alaska Native

Black/African
AmericanAsian

Hispanic/Latino

Native Hawaiian/
Other Pacific Islander

Two or More RacesWhite

Not Declared

2021

2020

2019

2021

2020

2019

2021

2020

2019

2021

2020

2019

2021

2020

2019

2021

2020

2019

2021

2020

2019

2021

2020

2019

Total U.S. Workforce2

0.5%

0.2%

0.3%

24.2%

27%

28.6%

6.3%

4.4%

2.9%

8.7%

7.7%

7.8%

0.8%

0.6%

0.4%

4.9%

4.7%

3.9%

52.0%

53.6%

54.8%

2.6%

1.9%

1.3%

Regular

0.5%

0.2%

0.3%

24.1%

27%

28.6%

6.3%

4.4%

2.9%

8.6%

7.7%

7.8%

0.8%

0.6%

0.4%

4.9%

4.7%

3.9%

52.0%

53.6%

54.8%

2.6%

1.9%

1.3%

Fixed-term

0%

0%

0%

0.1%

0%

0%

0%

0%

0%

0.1%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

Total U.S. Workforce

0.7%

0.2%

0.3%

26.5%

28.7%

30.5%

6.1%

3.5%

2.8%

7.2%

7.7%

8.3%

1.1%

0.7%

0.6%

4.8%

4.9%

4%

51.5%

52.4%

52.4%

2.2%

1.9%

1.1%

Regular

0.7%

0.2%

0.3%

26.5%

28.7%

30.5%

6.1%

3.5%

2.8%

7.0%

7.7%

8.3%

1.1%

0.7%

0.6%

4.8%

4.9%

4%

51.5%

52.4%

52.4%

2.2%

1.9%

1.1%

Fixed-term

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

Total U.S. Workforce2

0.4%

0.2%

0.3%

22.0%

25.6%

26.8%

6.4%

5.3%

3%

10.0%

7.7%

7.3%

0.6%

0.4%

0.3%

5.0%

4.3%

3.8%

52.5%

54.8%

57.0%

3.0%

1.7%

1.5%

Regular

0.4%

0.2%

0.3%

21.8%

25.6%

26.8%

6.4%

5.3%

3%

10.0%

7.7%

7.3%

0.6%

0.4%

0.3%

5.0%

4.3%

3.8%

52.5%

54.8%

57.0%

3.0%

1.7%

1.5%

Fixed-term

0%

0%

0%

0.2%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

20%

20%

20%

0%

0%

0%

0%

0%

0%

0%

0%

0%

80%

80%

80%

0%

0%

0%

U.S. Workforce (%)

U.S. Workforce: Female (%)

U.S. Workforce: Male (%)

Board of Directors (%)
Board of Directors** Changes were made to the Board of Directors in March 2022 which are not reflected in the chart. The 2022 data is 50% male/50% female of which, 70% are White, 20%
Black/African American, and 10% Asian.
1
For years ended December 31.
2
Due to rounding, the 2020 figures do not total to exactly 100%.

2021 Social Impact Report52

Momentive 2021 Performance Data
Diversity PerformanceAge composition of workforce1
Over 50 years old

30-50 years old

Under 30 years old

Not Declared

2021

2020

2019

2021

2020

2019

2021

2020

2019

2021

2020

2019

Regular

5.9%

7.1%

6.4%

65.6%

63.1%

66.1%

26.3%

29.8%

27.5%

0.2%

0%

0%

Fixed-term

0%

0%

0%

1%

0%

0%

1.0%

0%

0%

0%

0%

0%

60%

60%

30%

40%

40%

60%

0%

0%

0%

0%

0%

10%

Employee category (%)

Board of Directors (%)
Board of Directors** Changes were made to the Board of Directors in March 2022 which are not reflected in the chart. The 2022 data is 50% Over 50 years old, 50% 30-50 years old.
1
For years ended December 31.

2021 Social Impact Report53

Momentive 2021 Performance Data
Workforce Performance
Workforce breakdown by gender1
Total

Male

FemaleNot Declared

2021

2020

2019

2021

2020

2019

2021

2020

2019

2021

2020

2019

Permanent (Employees)

1,580

1,373

1,108

880

755

616

692

611

491

8

7

1

Temporary (Contingent workers)

0

0

0

0

0

0

0

0

0

0

0

0

Full-time

1,574

1,368

1,105

876

754

615

690

607

489

8

7

1

Part-time

6

5

3

4

1

1

2

4

2

0

0

0

Regular

1,549

1,330

1,080

862

737

595

679

587

485

8

6

0

Fixed-term

31

43

28

18

18

21

13

24

6

0

1

1

Under 30 years old

431

440

318

215

218

165

215

221

153

1

1

0

30-50 years old

1,052

857

731

614

499

422

435

352

308

3

6

1

Over 50 years old

94

76

59

51

38

29

42

38

30

1

0

0

Not declared

3

0

0

0

0

0

0

0

0

3

0

0

United States2

959

892

746

499

466

395

460

424

351

0

2

0

Rest of world

621

481

362

381

289

221

232

187

140

8

5

1

Employment contract

Employment type

Employee category

Employee age group

Workforce by region

1

For years ended December 31.
There are no fixed-term workers in the U.S. Workforce, so only regular employees are included.

22021 Social Impact Report54

Momentive 2021 Performance Data
Workforce Performance
Employee turnover and rate1,2
Employee turnover
2021

Employee turnover rate

2020

2019

2021

2020

2019

Total (absolute)

414

203

247

27.3%

16%

24.1%

Voluntary (absolute)

383

156

202

24.8%

12.4%

19.7%

Involuntary (absolute)

31

47

45

2.5%

3.7%

4.4%

United States

299

151

200

72.2%

74.4%

81%

Rest of world

115

52

47

27.8%

25.6%

19%

Female

179

85

80

43.2%

41.9%

32.4%

Male

235

118

155

56.8%

58.1%

62.8%

Not declared

0

0

12

0%

0%

4.9%

Under 30 years old

134

72

79

32.4%

35.5%

32%

30-50 years old

262

118

142

63.3%

58.1%

57.5%

Over 50 years old

18

12

13

4.3%

5.9%

5.3%

Not declared

0

1

13

0%

0.5%

5.3%

2021

2020

2019

Turnover by region (%)

Turnover by gender (%)

Turnover by age group (%)

1

For years ended December 31.
Data represents Regular employees only.

2

Workforce Performance
Percentage of female employees1

1

2018

2017

Companywide

43.8%

44.5%

44.3%

43.3%

44.2%

United States

48.0%

47.5%

47.1%

44.5%

44.8%

Rest of world

37.4%

38.9%

38.7%

39.6%

41.9%

For years ended December 31.

2021 Social Impact Report55

Momentive 2021 Performance Data
Workforce Performance
New employee hires1,3
2021
Total (absolute)

2020

2019

626

338

625

United States

55.8%

60.1%

59.4%

Rest of world

44.2%

39.9%

40.6%

Female

41.8%

44.4%

42.4%

Male

57.7%

54.7%

57.5%

Not declared

0.5%

0.9%

0.2%

Under 30 years old

33.4%

49.7%

35.5%

30-50 years old

62.3%

45.6%

57.6%

Over 50 years old

4.0%

4.7%

4%

Not declared

0.3%

0%

2.9%

New employee hires by region (%)

New employee hires by gender (%)

New employee hires by age group (%)

1

For years ended December 31.
Data represents Regular and Fixed-term employees only.

3

2021 Social Impact Report56

Momentive 2021 Performance Data
Philanthropic giving
2021
Philanthropic giving

1,2

2020

2019

2018

(USD)

Total giving$ 2,676,794$2,968,428$ 2,054,728$ 2,478,336

Social Impact Fund (Momentive Together)$ 11,500$ 165,260$ 10,364$ 14,045

SurveyMonkey Contribute$ 637,764$ 785,096$ 884,286$ 1,705,250

Matching gifts$ 159,970$ 433,417$ 76,383$ 63,083

License and software donations and discounts (retail value of license or discount)3$1,867,560$1,584,655$ 1,083,695$ 695,958

Employee giving$ 190,081$ 370,982$ 76,383$ 63,083

Employee volunteer hours

1,111

624

973

569

Employee contributions

For years ended December 31.
Rounded to the nearest dollar.
32018 - 2020 data is being restated with updated figures to better represent the software donated and sold at a discount to nonprofit organizations.
122021 Social Impact Report57