Working together
to create a healthier world,
one life at a time

Corporate
Responsibility
Report 2022

Table of contents
Overview...............................................................................................................3
A Letter from our Chairman, CEO, and President.........................................3
The Quest Way.................................................................................................4
Who we are.......................................................................................................52022 highlights................................................................................................6
Our environmental, social, and governance goals........................................7
Governance and ethics.......................................................................................8
Governance.......................................................................................................9
ESG governance.............................................................................................10
Ethics and compliance..................................................................................11Enterprise risk management........................................................................11
Data privacy and cybersecurity....................................................................11
Supply chain management...........................................................................12
Equity and health access.................................................................................13
Patient- and consumer-centered care.........................................................14
Access and affordability................................................................................15
Employee and community engagement........................................................18
Inclusion and diversity...................................................................................20
Developing and retaining talent....................................................................21
Community engagement................................................................................24
Environmental sustainability..........................................................................25
Appendix.............................................................................................................28
About this report..............................................................................................28
Workforce demographics................................................................................29
SASB.................................................................................................................32

Quest, Quest Diagnostics, any associated logos, and all associated Quest Diagnostics registered or unregistered trademarks are the property of Quest Diagnostics. All third-party marks—® and ™—are the property of their respective owners.
® 2023 Quest Diagnostics Incorporated. All rights reserved. MI11950 8/2023

A letter from our Chairman, CEO, and President
I’m pleased to share our 2022 Quest Diagnostics Corporate Responsibility Report.
Quest’s Purpose—Working together to create a healthier world, one life at a time—is our North Star, underpinned by ourStrategy (how we grow) and our Culture (how we work). Together, these 3 elements make up The Quest Way, informing ourbusiness decisions and priorities, how we operate as responsible corporate citizens, and the ways we create and maintain agrowth-driven and inclusive workplace.
In 2022, we made progress on our Environmental, Social, and Governance (ESG) strategy. We set goals under our 4 ESG pillars
and enhanced our ESG governance structure. We also built on the important work we are doing to address healthcare gaps
in underserved communities through our Quest for Health Equity (Q4HE) initiative. To date, Quest and the Quest Diagnostics
Foundation have committed approximately $30 million to 65 programs across the US and Puerto Rico.
Throughout 2022, we continued to deliver industry-leading diagnostic services and grow our base business while maintaining
critical national capacity for ongoing COVID-19 testing services. We processed 208 million test requisitions and expanded ourofferings by introducing 74 new tests. Our robust performance would not have been possible without the commitment andcompassion of our approximately 49,000 colleagues, and I’m incredibly proud of how our team has worked together.
Jim Davis
Chairman, CEO, and President

A key focus for us in 2022 was listening to and supporting our colleagues. We instituted the Stay Interview program to provide
a new way for managers to engage proactively with their employees to build trust and more meaningful connections. We also
launched our healthyMINDS approach to emotional well-being, partnering with Spring Health to provide high-quality andaffordable mental health support to our employees and their dependents.
I'm excited about what lies ahead for us. Quest is well-positioned to play a significant role in the evolving healthcare ecosystem,and our investments in the areas of molecular genomics/oncology and consumer health are taking us into new and energizing
territory. I look forward to sharing our achievements as we deliver on our commitment to helping to make this a healthier world.
In good health,Jim Davis

2022 CORPORATE RESPONSIBILITY REPORT

I3

The Quest Way
PURPOSE } WHY WE EXISTCULTURE } HOW WE WORK

Working together
to create a healthier world,
one life at a time

The 5Cs
Customer first

Every decision we make starts with a patient or customer in mind.
The quality of our work is vital because the answers we deliver
are a matter of life.

Care
STRATEGY } HOW WE GROW

We help people make the best decisions to improve healthby providing high-quality and affordable diagnostic testing
insights and services using our scale and extensive reach.
We will grow by:• Collaborating to leverage our broad access• Offering the most extensive test and services menu
• Leveraging our data assets and services to improve population health• Continuously improving our quality and efficiency by embracing
artificial intelligence and automation

We are in the healthcare business, with care at the core of everything
we do. We do the right thing with empathy, integrity, and respect to showeach patient, customer, and colleague they matter.

Collaboration

Creating a healthier world is a monumental task. We work as a team,internally across departments and externally throughout the healthcare
ecosystem and in the communities where we live and work.

Continuous improvement

Delivering superior quality requires intention and innovation. We commit
to being better today than yesterday and even better tomorrow.

Curiosity

We are constant learners. To do our jobs, we must be relentlessly
curious, because that is what it takes to move healthcare forward.

Who we serve:		Consumers, Communities

				

Patients, Hospitals, Physicians, Public health agencies,
Life sciences companies

		

Employers, Insurers, Retailers

2022 CORPORATE RESPONSIBILITY REPORT

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Who we are
Company overview
Quest is the world’s leading provider of diagnostic information services.
Our products and services are used by customers in over 130 countries,
and we serve approximately 1 in 3 adults and half the physicians andhospitals in the US annually. Quest conducts business throughout the
US in our patient service centers, offices, laboratories, and other facilities,
as well as in Brazil, Canada, Finland, India, Ireland, and Mexico.
Our portfolio is comprised of 3 areas:
General Diagnostics
Routine and non-routine testing and consultation services
essential to healthcare delivery
Advanced Diagnostics
Genetic and advanced molecular testing and consultation
services built on rich clinical, scientific, and medical expertiseand innovation
Diagnostic Services
A wide range of capabilities that efficiently provides
healthcare insights to individuals, employers, and institutions
and supports population healthAwards and honors• World’s Most Admired Companies by Fortune® magazine• Best Place to Work for LGBTQ Equality, based on the Human Rights Campaign Foundation Corporate Equality Index 2022
• Forbes® World’s Best Employers• Gold status in the American Heart Association’s Workplace Health Achievement Index• Fast Company’s 2022 list of 144 Brands that Matter• Best Place to Work for Disability Inclusion by the Disability Equality Index
2022 CORPORATE RESPONSIBILITY REPORT

I5

2022 highlights
TestingServices

208 million test
requisitions processed

15 million COVID-19

molecular test requisitions

900,000+

consumer-initiatedtest requisitions

74 new tests added

ConsumerReach~7,300 patient
access points~2,100 Quest Patient
Service Centers~200 testing service

centers at select Walmart®
and Safeway® locations
nationwide

Community
Impact~$15 million
in corporate giving
and Quest for Health
Equity grants~750,000

donated or discounted
test requisitions

90 peer-reviewed
134 abstracts and
1,100

first ISO14001
certification at our~600 MDs and PhDs

San Juan Capistrano
laboratory~23,000

phlebotomists, paramedics,
nurses, and health andwellness professionals

50% of US employees

identify as people of color

75,000+

daily courier stops

20+ aircraft
serving the US*Less than 1% of our employees are represented by a union.

ClinicalInnovation
Introduced Solid Tumor

Expanded Panel:
supports oncology
therapy selection

20,000+

Launched QUEST ADDetect™ Aß 42/40:
helps assess potential
risk of developing
Alzheimer’s disease

MatchedDebuted Quest Advanced®

~$300,000

presentations

Holdpatents
and over 450 pending
patents worldwide

colleagues globally

employee volunteer hours

publications

Environmental
Sustainability
Received Quest’s*

72%

6,000+

field providers, enabling
us to deliver services topeople at home or at work

~49,000of employees
globally identify as female

27.5 million+

MyQuest® users (6 million
more users than in 2021)

Thought
Leadership

Employees

in employee donations

700+

Awardedgrantstotaling $288,000
through the Employee
Relief Fund

6,000+ employees
promoted

10 Employee

Business Networks with
6,500+ members

Specialized TransplantServices: improvespre- and post-transplant
experience for recipientsand living donors
Initiated Mpox

rapid response

2022 CORPORATE RESPONSIBILITY REPORT

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Our environmental, social, and governance goals
In 2022, Quest took an important and exciting step in our ESG strategy. Through a collaborative and cross-functional process, we established a set of
ESG goals based on the 4 pillars of our ESG strategy and the 6 priority topics as identified in our 2021 materiality assessment. Our executive leadershipteam engaged with senior leaders and key operational staff across the company to design each of our goals and we are implementing initiatives thatwill drive their progress and achievement.
4 PILLARS OF ESG STRATEGY

Governance and ethics

Equity and health access

We are committed to strong and ethicalgovernance, responsible businesspractices, and strict adherence toapplicable laws, regulations, andstandards. We actively engage with
our stakeholders to gain feedback.

We are addressing healthcare inequities
across the nation through donatedtesting, access to resources, and grants
for nonprofit programs and community
organizations.

Employee and community
engagement
We aspire to maintain an inclusive
environment where employees feel safe,
valued, and challenged to grow, and tosupport diverse groups and communities
through strategic philanthropy andvolunteerism.

Environmental sustainability
We are focused on enhancing theenvironmental sustainability of ouroperations and protecting thecommunities where we live and operate.

PRIORITY TOPICS AND GOALSSupply chain management

Patient- and consumer-centered care

Inclusion and diversity

Environmental sustainability• Expand ESG risk assessments of key
suppliers that comprise the majorityof our total spend• Improve the experience for patients
throughout all touchpoints, particularly
in our Patient Service Centers (PSCs),
including for non–English-speaking
patients• Increase representation of underrepresented groups at the director level
and above by seeking diverse slatesof candidates• Expand our electric vehicle pilot project
to include 3 additional lab locations
by 2025• Grow our spend with small and diverse*
suppliers in the United States• Introduce innovations to better meet theneeds of specific patient populations

Access and affordability*Small and diverse suppliers include small businesses
as defined by the Small Business Administration including
categories such as disadvantaged, HUBzone, woman-owned,
veteran- or service-disabled veteran–owned, LGBT-owned,
and minority-owned.

• Build our culture of inclusion, diversity,
equity, and belonging through increased
participation in programs, initiatives, andour Employee Business Networks• Increase access to diagnostic tests
for people who have household incomesof less than 200% of the federal
poverty level

Attracting and retaining talent• Support organizations addressing 		
disparities in healthcare through our
Quest for Health Equity initiative• Improve employee health and well-being
through preventive healthcare andother support programs• Strengthen the employee experiencethrough engagement, career growth,and development• Implement a waste-to-energy strategy todivert from landfills' waste from severalof our laboratory locations by 2025
• Reduce or eliminate shipped medical
waste from at least 4 of our laboratory
locations by installing on-site treatment
technology by 2025
• Secure ISO 14001 certification for3 additional lab locations by 2026
• Transition 50% of our vehicle fleet toelectric or hybrid engines by 2026

We value ongoing engagement with our stakeholders as we implement our ESG strategy. To evaluate our progress toward these goals, we regularly
receive feedback from patients and consumers, employees, B2B customers, investors and shareholders, suppliers, communities, government agencies,
and policymakers. For further details on our stakeholder engagement process, see pages 8-10 in our 2021 Corporate Responsibility Report.

2022 CORPORATE RESPONSIBILITY REPORT

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Governance and ethics
At Quest, we believe that strong corporate governance is essential forour success. Oversight of corporate responsibility and our ESG priorities
starts at the top with our Board of Directors and executive leadership.
We are committed to implementing policies and practices to achieve
the highest standards of business ethics and integrity in our operations,
including our supply chain.
This section outlines how we govern ESG and our approach to managing
business fundamentals. These include ethics, compliance, data
privacy, cybersecurity, enterprise risk management, and supply chain
management, a priority material topic for Quest.
2025 GOALSSupply chain management• Expand ESG risk assessments of key suppliers that comprise the majorityof our total spend• Grow our spend with small and diverse suppliers in the United States

2022 CORPORATE RESPONSIBILITY REPORT

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Governance and ethics

Governance
We are committed to operating with integrity. This is true for our test
results, financial statements, public disclosures, internal controls, andthe people who represent Quest.
Our executive leadership team—overseen by our Board—adopts and executes
policies and procedures that promote ethical, transparent, and purposefuloperating practices to enhance value for all stakeholders. Our leadership teamprovides regular updates to our Board on progress towards identified priorities
and objectives.
The Board regularly reviews information regarding our business andindustry through 5 committees:• Audit and Finance• Compensation and Leadership Development• Cybersecurity• Governance• Quality and ComplianceJames E. Davis

Luis A. Diaz, Jr, MD

Chairman, CEO,and President

Director

Tracey C. Doi

Vicky B. Gregg

Director

Director

Wright L. Lassiter, III

Timothy L. Main

Denise M. Morrison

Director

Director

Director

Gary M. Pfeiffer

Timothy M. Ring

Gail R. Wilensky, PhD

Director

Lead Independent
Director

Director

For specific details about each committee’s responsibilities, please see our
Corporate Governance documents.
Maintaining a diverse and highly skilled board• Quest’s Board has 10 members, 6 men and 4 women• 30% represent a diverse race or ethnicity• 9 members are independent and bring a wide range of complementary skills,
qualifications, and experience
Learn more about our Board of Directors and their breadth of experience.

2022 CORPORATE RESPONSIBILITY REPORT

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Governance and ethics

ESG governanceFounded in 2020 and expanded upon in 2022, Quest’s ESG Leadership Council guides our ESG strategy and corporate responsibility initiatives. The Council
collaborates with leaders from across the organization to inform and execute our strategy, drive alignment with business priorities, set goals and track targets,and embed ESG principles throughout our operations. The Council also keeps our Board informed about evolving ESG trends and stakeholder expectations.

+

Full Executive Leadership Team

Chief Human
Resources
Officer

GeneralCounselSVP, Regional
Businesses

Executive
Cosponsor

Executive
Cosponsor

Executive
Cosponsor

RiskManagement

Human
Resources

Finance

Legal/
Goverance

Communications

MarketingOperations

Data
Management

Project
Management

Strategy

ESG Leadership Council

Chief Executice Offier

Chief
Financial
Officer
Executive
SponsorDirector,
Corporate
Responsibility
& ESG

					

“I am excited and proud to lead
Quest’s ESG efforts, partnering withcolleagues to further integrate smart
and sustainable business practices
and drive progress on our goals.”
SAM A. SAMAD
EVP & Chief Financial Officer

2022 CORPORATE RESPONSIBILITY REPORTI 10

Governance and ethics

Ethics and compliance

Data privacy and cybersecurity

Our Code of Ethics (the Code) is an important part of our commitment tointegrity. It sets out the principles and policies that apply to our employees,
directors, executives, vendors, contractors, and business partners. The Codeincludes standards for responsible marketing, conflicts of interest, bribery
and anticorruption, and political contributions and activity. We provide
several pathways for reporting potential violations of the Code or othercompany policies, including an anonymous employee tip line which isoperated by an independent third party.

Safeguarding our patients’ privacy and maintaining the security of their healthinformation is Quest’s highest priority.

					“Core to Quest is our unwavering commitment to operatingwith strong ethics and integrity, being transparent, andputting our patients first. ”
KRISTIN L. WALLACE, SVP, Chief Compliance Officer

Enterprise risk management
Quest’s Enterprise Risk Management (ERM) program, overseen by the
Audit and Finance Committee of our Board of Directors and driven by our
Executive Leadership, is integrated into the company’s governance,
performance management, and internal control frameworks. The programis designed to promote risk awareness throughout the company. Our formal
and continuous risk assessment process enables us to identify, evaluate,
mitigate, and manage both identified and emerging risks. These risks are
influenced by both internal and external conditions that impact our businessstrategy and performance. We strive to continuously strengthen our programand have aligned it to our ESG strategy so that we may also effectively
address ESG-related risks.

We have a mature and effective privacy program which includes detailed
privacy policies and procedures, training, auditing, and ongoing privacy
awareness reminders. Our privacy policies and procedures address subjects
including protected health information (PHI) disclosures, key privacy
safeguards, and minimum necessary access to PHI. These policies areavailable to employees on our intranet site.
All employees are assigned a series of online training modules at new hirethat include HIPAA and security awareness. Annual compliance training isrequired for all employees, includes privacy, and is monitored and tracked toensure completion. For both new and existing employees, more specialized
privacy training may be provided based on an employee’s job function.
Throughout the year, the Privacy team also partners with the ComplianceTraining team to provide ongoing education in the form of alerts, flyers, andquizzes, and collaborates with Legal to stay informed of the privacy landscape.
Our Cybersecurity team also maintains robust monitoring and training
programs to protect data created and collected through our operations(including at third parties using our data). They engage with external partners
to understand existing and emerging requirements and threats, and regularly
evaluate innovations that may enhance the protection of patient and otherconfidential data.
The Cybersecurity Committee and the Quality and Compliance Committee of
the Board of Directors provide oversight, in accordance with their charters. The
Audit and Finance Committee also oversees risks related to these subjects.
For additional details, see our Data Privacy site and our 2021 Corporate
Responsibility Report, pages 69-70.

For additional details, visit our Enterprise Risk Management page.
2022 CORPORATE RESPONSIBILITY REPORTI 11

Governance and ethics

Supply chain management

We hold our suppliers to the same high standards, including:

Our global suppliers play a significant role in enabling us to deliver safe andhigh-quality services to patients.

• Providing fair and equitable opportunity, wages, benefits, and otherconditions of employment• Prohibiting child labor and human trafficking in workforce operations• Prohibiting coerced, indentured, or prison labor• Providing a safe and healthy work environment, including personal
protection equipment and the tools for a safe working environment• Maintaining a workplace intended to be free of discrimination andharassment and prohibiting threats or abuse• Maintaining an inclusive culture that values the diversity and opinionsof all employees

We expect our suppliers to uphold our commitments to ethics, safety, quality,
and more. Suppliers are required to read and adhere to our Supplier Codeof Conduct as a condition of doing business with Quest. They must train
their employees in our code of conduct, self-monitor, and demonstrate theircompliance. In keeping with best practices, we conduct facility audits atintervals determined by risk assessments. By adhering to our code, suppliers
agree to provide the highest-quality products and services and to operate
under quality management principles based on industry standards.
Managing ESG risks in our supply chain
We have defined ESG screening factors in our Supplier Business
Engagement Model (SBEM) framework and embedded our ESG program
into our strategic sourcing process. The SBEM requires that Quest weighsupplier ESG performance in our evaluation matrix for supplier selection.
Our procurement team is trained on our SBEM framework, including
the importance of our Supply Chain ESG program.
We began rolling out an ESG assessment to our suppliers in 2022. By
the end of the year, over 40% of suppliers (based on volume of spend)
successfully completed their assessments, allowing our team to improvemonitoring of ESG-related risks across our supply chain.
Additionally, our Supply Chain team communicates with and learns fromour peers about innovations and best practices that can enhance ourefforts to improve the sustainability of our testing materials, packaging,and product delivery logistics.

If a supplier fails to follow the standards established within our Code of
Conduct, their relationship with Quest may be terminated.
Growing our supplier diversity program
Quest promotes diversity, equity, and inclusion across our supply chain
through our procurement efforts, supplier engagement, and professional
memberships and networking. In the last 4 years, we purchased more than
$1.4 billion in goods and services from small and diverse US businesses,
including $375 million in 2022. We aim to grow our small business anddiverse supplier spend annually.
Review our full approach in our Supply Chain Transparency overview andSupplier Diversity overview.

Our commitment to human rights
We uphold our commitment to human rights by operating in a way thattreats all people with respect and dignity. Furthermore, we embrace diversity
across our workforce and strive for a work environment that promotes
diverse opinions and equal opportunities. We also respect our employees’rights to freedom of association, consistent with applicable federal, state,
and local laws.

2022 CORPORATE RESPONSIBILITY REPORTI 12

Equity and health access
At Quest, we are working to create a healthier world by making ourdiagnostic services affordable and accessible, including throughcollaborations and partnerships with payers, hospitals, other
healthcare providers, and leading retailers.
This section outlines our approach to 2 priority material topics—
patient- and consumer-centered care and access and affordability.
It also discusses how our philanthropic initiative, Quest for Health
Equity (Q4HE), is expanding access to and improving quality of carefor underserved communities.
2025 GOALS
Patient- and consumer-centered care
• Improve the experience for patients at all touchpoints, particularly in our 				 PSCs, including for non–English-speaking patients• Introduce innovations to better meet the needs of specific patient populations
Access and affordability• Increase access to diagnostic tests for people who have household		 incomes of less than 200% of the federal poverty level• Support organizations that are addressing disparities in healthcare 					 through our Quest for Health Equity initiative

2022 CORPORATE RESPONSIBILITY REPORTI 13

Equity and health access

Patient- and consumer-centered care
We aim to deliver empathetic, high-quality, and convenient individualized care.
Strengthening our approach to patient-centered care
Development programs to build employee skillsets
Throughout 2022, we deployed new staff training and development programs
that are customer-centric and emphasize thoughtful and patient-focusedcare delivery.
• Added content and training through our Everyday Excellence and Everyday
Equity programs to educate frontline workers in empathetic care delivery• Worked with The Arnold P. Gold Foundation to train frontline employees
in humanistic patient engagement. This included suggestions on how to build
trust in relationships through active listening during patient interactions• Regularly asked patients in PSC exit surveys to assess the care andcompassion of our staff and used that feedback as part of performance
evaluations• Adopted Franklin Covey’s Speed of Trust® Program. Five hundred employees,
including frontline supervisors, were trained on inclusive leadership witha focus on building trust with frontline employees and patients
Enhancing the patient experience using technology
Patients expect efficient and accessible digital services from healthcare
providers throughout their patient journey. This includes purchasing orscheduling tests, receiving test results, and learning about possible next steps.
We are committed to leveraging technology that is user-friendly. At thesame time, we recognize that some patients may still encounter challenges.
To ensure all patients have the support they need when they need it, we
provide a range of communication options (telephone, social media, ourwebsite, instant messaging, and email).

Our PSCs have check-in kiosks that are wheelchair accessible, provide help
in 30 languages, and feature audio guidance for visually impaired patients. In
2022, we added LanguageLine to our PSCs and customer service lines. Thisaudio and video translation service enables our staff to better communicate
with patients.
Identifying new approaches to care delivery
We strive to deliver a high level of holistic care to all our patients. Thisrequires exploring and understanding the needs of different populationgroups throughout the patient or consumer experience. In 2022, we began
to adopt reference ranges in the development of some of our tests to reflect
differential health outcomes across ethnicities.

2022 CORPORATE RESPONSIBILITY REPORTI 14

Equity and health access

Access and affordability
Quest continued to grow access to and affordability of our industry-leading
diagnostic services in 2022 by expanding our reach across the US andbuilding on our financial assistance programs. Quest for Health Equity (Q4HE),
our philanthropic initiative with the Quest Diagnostics Foundation, has also
made strides in expanding the availability of services in under-resourced
communities.
Scaling access to our services
To reach more consumers, Quest introduced new relationships with retailers
and hospital systems in 2022.
Early in the year, we announced a new offering with Walmart. Directly fromwalmartquestdirect.questdiagnostics.com, consumers can seamlessly shop
24 hours a day for more than 50 lab tests and schedule their appointments at
one of our approximately 2,100 PSCs across the US.

Empowering consumers with direct health insights

In October, we launched questhealth.com to better deliver actionablediagnostic insights directly to health-minded consumers without firstrequiring a doctor’s visit. More than 70 diagnostic tests are available—from general health profiles to tests for specific conditions, including
heart health and sexually transmitted infections. Consumers can shop,
schedule appointments for tests at our PSCs, and access results
securely from their phone or computer.
Beyond ease of use, questhealth.com reaches:• Patients interested in reducing perceived barriers when accessing lab
testing (lack of time, inconvenience, cost due to lack of health plan
coverage, gaps in knowledge of tests and test selection, privacy concerns)• Patients with chronic conditions who need regular testing• Patients with higher risk who are focused on prevention

We acquired the outreach lab services business of Summa Health in Ohioand Northern Light Health in Maine. This strengthened our ability to giveaccess to our innovative test offerings to more providers and patients. We
also continued to provide professional lab management services to healthsystems and hospitals, helping them to reduce their costs and make theirservices more affordable.
Expanding accessibility through financial assistance
We aim to find solutions to serve patients who cannot easily afford diagnostic
services. If a patient has a past-due bill, we offer clear communication
regarding assistance options available to them. In addition, our Patient
Financial Assistance (PFA) program provides a capped price on testing topatients whose income is near or below federally identified poverty levels.
Effective January 1, 2023, we revised the PFA program to include morepatients by extending the duration of eligibility following initial qualificationfrom 6 to 12 months.

• Proactive patients who are in good health and want more data on
how to stay healthy• Patients who want to understand an acute issue they are experiencing
Patients are given the option to speak with an independent physician
regardless of results. We plan to continue to expand the types of tests
offered through this site.
2022 CORPORATE RESPONSIBILITY REPORTI 15

Equity and health accessContinued action on COVID-19

Quest has played a significant role in mitigating the impacts of the
COVID-19 pandemic since 2020 and continues to do so. We have
performed approximately 77 million COVID-19 molecular and serology
tests and provided population health insights to federal, state, and local
agencies, including the CDC, to aid the public health response strategy.
In 2022, Quest expanded its COVID-19 retail pharmacy testing footprint
from CVS®, Walmart, Giant Eagle®, and Safeway to include a national
collaboration with Rite-Aid®. Rite-Aid and Bartell Drugs® worked together
to offer at-home PCR specimen kits at 2,350 stores and on-site PCR
collection at drive-through locations. Additionally, Quest participatedin the CDC’s Increasing Access to Testing program, which provides free
COVID-19 lab testing at select Quest PSCs for uninsured patients inhistorically marginalized communities.

Quest for Health Equity’s growing impact
Q4HE was launched in 2020 amid the COVID-19 pandemic. Through Q4HE,
Quest and the Quest Diagnostics Foundation are focused on addressing
inequities in under-resourced communities by collaborating with local
stakeholders to support community-driven priorities and advance equity
in healthcare. In 2022, Q4HE expanded its reach through new relationships,
providing grant funding, offering no-cost lab testing, and expanding
workforce development.
Expanding a community health program: Bread of Life
Bread of Life has empowered communities in downtown Houston for the
past 30 years by providing social support and services. Q4HE has accelerated
the development of Bread of Life’s Community Care Program by providing
training and career opportunities for phlebotomists and community healthworkers. Q4HE investment also goes toward sustaining collaborations with
Federally Qualified Health Centers (FQHCs) and Free and Charitable Clinics.
A portion of the grant issued to Bread of Life is regranted to other communitybased organizations that address issues such as food insecurity and provide
access to behavioral health services.

					“We are proud of the progress we’ve made through our
Q4HE collaborations to address the health equity gap
and look forward to deepening our impact in 2023.”
MICHAEL K. FLOYD, Sr Director, Quest for Health Equity

2022 CORPORATE RESPONSIBILITY REPORTI 16

Equity and health access

Delivering specialty care to patients who are uninsured and underinsured
Through Q4HE, the Quest Diagnostics Foundation has provided a grant toConferMED™, a national network of specialists providing telehealth services.
ConferMED brings their technology and network of specialty physicians toprovide e-consults to patients at underserved community health centers.
Patients benefit from efficient access to specialty care, fewer trips toproviders, and reduced expenses caused by additional medical visits,
including childcare, transportation, and time away from work. Patients
also avoid unnecessary or duplicative tests and procedures and other risks
inherent to exposure to the medical system. These translate directly toincreased productivity at work and reduced absenteeism. Through the
Q4HE grant, as of December 1, 2022, ConferMED has enrolled 19 FQHCs,
serving patients who are uninsured and underinsured in the Miami,
Chicago, Baltimore, Houston, and Boston areas.

Increasing outreach with Choose Healthy Life
Q4HE has continued to fund Choose Healthy Life, a program dedicated toenhancing the capacity of Black churches to promote community wellness.
Pairing community health workers (Health Navigators) with church leaders
at each of the program’s 60 churches, participants benefit from having“trusted messengers” from the community assist them in making decisions
impacting their health.
The next phase of Choose Healthy Life launched in October 2022 with afocus on providing no-cost access to Blueprint for Wellness®. Participants
are given specific insights into the state of their health, as well as guidanceon how to improve results. Participants can also be screened for eligibility
for key social services, like housing, food benefits, and connecting to ahealthcare provider.

		
Changing the face of healthcare
To make healthcare more accessible—and truly patient-centered—inequity in both access and outcomes must be addressed. Expanding
the pool of minority medical students, researchers, and administrators
is one way to build awareness and trust and give underrepresented
communities an additional voice in the medical system.
In 2022, the Quest Diagnostics Foundation continued its support of theAmerican Heart Association’s Historically Black Colleges and Universities
and Hispanic Scholars Initiative programs. These initiatives provide
undergraduate professional, workforce, and research development
opportunities for future leaders in STEM and healthcare. One hundred
percent of participants in both programs have graduated or are on track
to receive a 2-year or 4-year STEM degree. Of those who have obtained
their undergraduate degree, about half are pursuing additional degrees
in this space while the other ~50% are either working in biomedicine/
healthcare or are seeking employment in these fields.*

Visit our Quest for Health Equity website to learn more.

*2022-2023 school year.

2022 CORPORATE RESPONSIBILITY REPORT

I 17

Employee and community engagement
At Quest, we are fostering a culture of inclusion and belonging thatencourages employees to bring their whole selves to work each day.
Employees’ physical and mental well-being are top priorities andsupported by our comprehensive benefits offerings. We value employee
feedback and provide development opportunities that allow ourcolleagues to grow in their roles and in the business.
This section outlines our approach to 2 of our priority topics—
inclusion and diversity, and attracting and retaining talent—anddiscusses our approach to community engagement and the impactof our 2022 contributions. We are fortunate to have employees whoare enthusiastic about giving back to the communities where welive and operate.
2025 GOALS
Inclusion and diversity• Increase representation of underepresented groups at the director level		 and above by seeking diverse slates of candidates• Build our culture of inclusion, diversity, equity, and belonging through		 increased participation in programs, initiatives, and our Employee
		 Business Networks
Attracting and retaining talent• Strengthen the employee experience through engagement, career growth, 				 and development• Improve employee health and well-being through preventive healthcare 				 and other support programs2022 CORPORATE RESPONSIBILITY REPORT

I 18

Employee and community engagement

Creating a positive employee experiencebased on The Quest Way
Through 4 priority areas, we focus on the hire-to-retire journey of ourworkforce by:Enhancing the employee experience and the future of how
we work together
Cultivating an inclusive, diverse, and healthy workforce
Enabling development at all levels and elevating the skillsof our leaders
Retaining talent through continuous listening to understandthe unique needs of our employees and help them build trustand engagement with their leadersThis 4-pronged approach will continue to guide our focus and program
development to support our team as they deliver on The Quest Way.
					Bringing inclusion to life through training
A 4-part training—Everyday Excellence and Everyday Equity—was put inplace in 2022 to foster inclusion as a core competency. Eighty-one percent
of employees completed all 4 modules.
Employees who completed the training shared that they felt it would
create a positive work environment and help to build trust between
themselves and patients, customers, and colleagues.

“We prioritize fostering a culture that supports our
employees throughout their journey at Quest. Ourcolleagues are the engine that enables our company
purpose of working together to create a healthierworld, one life at a time.”
CECILIA K. McKENNEY, SVP, Chief HR Officer“I love this module!! It helps to make for a pleasant and positive work
environment when we’re working as a team to put our best foot forward withevery encounter.”“These modules are helpful not only for work situations but for committing to
excellence and equity in all our relationships and teams.”“The training was very enlightening as to how to increase the trust andinclusivity required to provide excellent service to our customers as well as
mutual respect for our fellow employees.”
2022 CORPORATE RESPONSIBILITY REPORT

I 19

Employee and community engagement

Inclusion and diversity

Quest’s Employee Business Networks haveplayed a significant role in enhancing ourculture of belonging. For example, EBNs
coordinate holiday celebrations and otherevents that engage employees outside of
their business network. In 2022, the teamat our Clifton laboratory celebrated theIndian festival of Diwali and welcomed
all employees to join in.

2022 highlights• 59.7% of all management identify as female• 36.4% of all management identify as people of color• 76.7% of new hires identify as female• 63.1% of new hires identify as people of color
For additional workforce demographics and our EEO-1 data, refer to pages 29-31
in the Appendix.

At Quest, we employ people of different abilities, experiences, beliefs, andcultures—like the customers we serve. We strive to ensure that all our teammembers feel valued, invested in, and can progress in their career. In 2022,
we took steps to demonstrate our commitment to a diverse workforce throughlearning and leadership development.
Inclusion & Diversity (I&D) is governed by our Inclusion& Diversity Council (QIDC). The QIDC is comprised of seniorleaders who are committed to and enthusiastic about
leading important discussions, identifying proactive
initiatives, and expanding employee awareness of our
Culture, Talent, Community (CTC) framework.

CultureCreate connection and foster belonging and inclusion to engage all employees,
especially the front line
We introduced training and campaigns:• Everyday Equity and Everyday Excellence: Custom trainings required for employees• I&D training: Learning modules on cultural competency and respect• Self-ID campaign: Voluntary employee disclosure on gender identity andsexual orientation to support understanding of the make-up and needs ofQuest’s workforce
We continue to support and develop our Employee Business Networks:• 10 EBNs• 6,500+ active employees• 13% of our workforce
Read more about our EBNs.

TalentSupport and grow a diverse talent pipeline through personal andprofessional development
We invested in:• Women in America and McKinsey Academy Partner programs: Development
opportunities for women and underrepresented groups• MentorQuest: A 12-month senior leader–led mentorship program designed
to strengthen diversity in the leadership pipeline

Communities
Collaborate with organizations to contribute to the communities where welive and operate
We gave back to communities across the US:• National Back-to-School campaign: Quest regional businesses and 10 EBNs
donated backpacks and boxes of supplies to children, youth centers, and
12 schools across the US• Fighting Hunger Campaigns: QuestCAN and other employees collaborated with
Harvesters and Community Food Bank NJ to help fight hunger and poverty in
Missouri, Kansas, and New Jersey; employees volunteered 200+ hours anddonated 50,000+ meals• Green Bronx Machine: Q4HE continued support of Green Bronx Machine, anonprofit building healthy, equitable, and resilient communities through inspired
education, local food systems, and workforce development. Over 10,000 students
have been impacted by our grant in Trotwood OH, Denver CO, and New York NY.

2022 CORPORATE RESPONSIBILITY REPORT

I 20

Employee and community engagement

Developing and retaining talent
2022 highlights• Quest employees completed over 1 million hours of training,
an average of over 24 hours per full-time employee• Nearly 1,000 employees received tuition reimbursement totalling$3.3 million• Over 1,100 leaders have participated in a formal leadershipdevelopment program, either offered through Quest or an external
partner• Our employee engagement survey score of 75 surpasses thehealthcare industry average

Frontline leadership
We prepare new supervisors and managers through Manager Essentials,
our 6-month curated curriculum. After completing this curriculum,
employees are eligible to participate in LQSMCore, LeadingQuest Supervisor& Manager Core, our 12-month program for supervisors and managers.
It's comprised of 3 units focused on leading self, leading others, andorganizational leadership. By the end of 2022, nearly 50% of our eligible
frontline leaders graduated from or were participating in our frontline leader
development programs.
Mid-level leadership
Our Leadership Coaching Program is a 1:1 experience that engages
high-potential managers and directors. Participants indicate that thisprogram has helped them to communicate with and support theirdirect reports more effectively.

Quest strives to create an engaging place to work, one that enables employees
to build their careers through impactful learning and growth opportunities
while promoting our core cultural values. Equipping employees with anunderstanding of the standards, practices, and policies that are critical to us
is fundamental to employee development. In 2022, we invested in learning andleadership development opportunities intended to foster career growth at alllevels of the enterprise. We also implemented new channels throughout anemployee’s tenure to gather feedback and enhance the employee experience.

Creating leaders at all levels of our organization

We approach learning and leadership development with our “Engage. Learn.
Apply.” strategy, which aims to provide employees with impactful learning
experiences tailored to their specific needs.
Enterprise-wide opportunities
We ensure that employees have learning opportunities at their fingertips
through our learning management system, EMPower Learn. It offers a robust
menu of training videos and learning playlists that allow employees to choose
the content that serves them best.
Our Education Assistance Program continues to provide our employeeswith unique opportunities to advance their knowledge. Employees may bereimbursed 100% for eligible tuition expenses, up to $5,250 annually forundergraduate and relevant graduate programs.
2022 CORPORATE RESPONSIBILITY REPORT

I 21

Employee and community engagement
Executive leadership
In 2022, we designed fit-for-purpose offerings to develop senior leaders andthe executive pipeline in a customized way.
An assessment program allowed us to create a success profile for seniorleadership roles on our Executive Leadership Team. Together with a “360”interview process, Hogan assessment, and a day-long strategic executive
simulation, we now have consistent and rigorous methods to measure thestrengths, capabilities, and personality traits required for success at this levelof leadership. Participants in the program are provided with feedback reports,
as well as coaching debriefs, that result in robust development plans tailored
to individual needs regarding the skills necessary for success. We are in theprocess of tailoring this offering to current and future VPs/GMs.
To empower and support leadership team members in their new or
expanded roles, we have invested in executive coaching. This involves
tailored onboarding, personalized assessments, 360 feedback, a full-dayalignment- and synergy-building session, individual development plans, anda designated leadership sponsor who provides ongoing advice and guidance.
Early assessment indicates increased team cohesion, enhanced strategic
focus, strengthened interdepartmental relationships, and more impactfulcommunication.
We also launched Financial Acumen for Business Leaders for current
and future general managers. The program helps expand knowledge offinance concepts as well as their application to Quest-specific reportingand practices.

					“We meet our colleagues where they are, offering fit-forpurpose learning opportunities to accelerate individual
growth and impact. ”

TOVAH STROUD, Exec Dir, Operational Excellence and HR Strategy

Stronger employee experiences through listening

Understanding the sentiments of our employees is important at both thelocal and enterprise-wide level. Throughout 2022, we continued to leverageinsights from our employees through new and established pulse surveys.
These insights drive actions that improve overall employee experience,
engagement, and retention. Life-cycle surveys are offered to new hires aswell as to employees joining Quest through acquisitions and voluntarily
exiting employees. Managers hold team-level discussions to explore
survey results and collaboratively agree on actions to take. At the enterpriselevel, results inform decisions around culture priorities and learning anddevelopment opportunities.
Employee survey results
Surveycycle

Response
rate

Healthcare benchmark
response rate

Engagement
index

Healthcare
benchmarkMarch 2022

70%

66%

75

73

July 2022

72%

66%

75

73

Stay Interview Program
We recognize the need to interact with employees as individuals to understandtheir unique needs. The Stay Interview program was introduced to establish
a new way for managers to engage proactively with employees to build trust
and more meaningful connections. The program creates a foundation for moreindividualized conversations. These discussions help leaders learn specificactions they can take to improve the employee’s experience and build intent
to stay with Quest. Managers who conduct more Stay Interviews have higher
team member retention than those who conduct few or none.
• Quest certified 20+ Stay Interview program coaches• ~1,500 people leaders were trained, with a focus on patient-facing
team leaders• ~14,000 Stay Interviews were completed and documented

2022 CORPORATE RESPONSIBILITY REPORT

I 22

Employee and community engagement

Prioritizing employee well-being
Benefits that support the whole person
Quest is committed to providing strong benefits to our employees. Mental
health is a core part of ensuring that employees can be at their best, bothat work and at home. That’s why we are collaborating with Spring Health toprovide all our employees and their dependents on the Quest medical planwith access to high-quality and affordable mental health support. Morethan 10,000 employees and their family members have already accessed
this important resource.
“I’ve battled depression and anxiety for years and have been
struggling with health and family issues. I was quickly connected toa Care Navigator who helped get me started, and even scheduled adoctor appointment for me to explore my options. I’m seeing a therapist
who has given me strategies to feel better and am using theMoments exercises.”– Technical Laboratory Senior Specialist

Personal insights to improve health
Quest’s Blueprint for Wellness is a comprehensive health assessment thatis available to all employees, as well as their spouses/domestic partners.
Blueprint for Wellness provides participants with a report they can review
with their primary care doctor, or with another physician virtually, to receive
guidance and discuss next steps to address potential health risks.
“Blueprint for Wellness indicated I was at risk for heart disease.
Participating helped me create a plan for better health and I couldn’t
be more grateful. I’ve made it a mission to take better care of myself
which has also improved my energy and mental health. I can be a rolemodel to my loved ones to do better, be better, and feel better.”– Lab Support Technician

2022 CORPORATE RESPONSIBILITY REPORT

I 23

Employee and community engagement

Community engagement
2022 highlights:• Contributed ~$15 million in corporate giving and Q4HE grants• Provided ~750,000 donated or discounted test requisitions, at a costof over $13 million• Matched ~$300,000 in employee donations to hundreds of nonprofits• Employees volunteered 20,000+ hours
Quest’s Corporate Giving Program captures the passion and commitmentof our workforce to make meaningful contributions to the communities
where we live and operate. We provide a combination of financial support,
donated and discounted services, volunteer time, and thought leadershipto nonprofit organizations.
Quest also supports employees in their own philanthropic giving. Through ourMatching Gifts Program, employees are encouraged to support organizations
that provide healthcare services and education, address healthcare disparities
and social determinants of health, fight racism and foster inclusion, andconserve the environment. Quest matches contributions up to $2,500 per
employee per year.
We also expanded The Quest Employee Relief Fund to provide financial
support to colleagues impacted by personal hardship, in addition to thoseaffected by federally declared disasters. Employee donations to the
Employee Relief Fund are 100% matched by Quest. In 2022, $288,000
was awarded through 700+ grants.

Quest has extended its work with
Rutgers University to support
Ready to Run®. The programis a nonpartisan campaign
training which strives to increase
the number of women runningfor political office. Hosted by
the Center for American Womenand Politics, Ready to Run
enables us to demonstrate ourcommitment to our community.
Cecilia McKenney with Ready to Run
Director Debbie Walsh.

2022 CORPORATE RESPONSIBILITY REPORTI 24

Environmental sustainability
At Quest, we believe that protecting the environment is critical for
creating a healthier world. We support the global effort to address
climate change and are committed to conserving resources andreducing our impact. Our work extends from our PSCs and labs to ourlogistics fleet, corporate offices, and supply chain.
This section provides an update on our approach to environmental
sustainability and our climate action, waste reduction, and water
stewardship efforts.
At the time of this report’s initial publication, we are still finalizing andobtaining assurance on our 2022 environmental data. We plan to issue
a supplement including this information later in 2023.
2025/2026 GOALS• Expand our electric vehicle pilot project to include 3 additional
		 lab locations by 2025
• Implement a waste-to-energy strategy to divert from landfills’ waste 				 from several of our laboratory locations by 2025
• Reduce or eliminate shipped medical waste from at least 4 of our		 laboratory locations by installing on-site treatment technology by 2025
• Secure ISO 14001 certification for 3 additional lab locations by 2026
• Transition 50% of our vehicle fleet to electric or hybrid engines by 2026

2022 CORPORATE RESPONSIBILITY REPORTI 25

Environmental sustainability

ISO standardization
ISO 14001 is an internationally recognized management system that leverages
leadership involvement and employee engagement to:• Help organizations ensure compliance with regulatory standards• Improve their environmental performance• Provide a competitive advantage and gain the trust of stakeholders• Achieve strategic goals by incorporating environmental issues intobusiness management
In 2022, we achieved our first ISO 14001 certification for our esoteric laboratory
facility at San Juan Capistrano, CA. We plan to secure ISO certification for3 additional laboratories by 2026.

Climate action
We are actively seeking ways to transition our business to a lower carbon
footprint and improve the energy efficiency of our operations and supply basethrough new and expanded programs.

Facilities• We conducted ASHRAE Level 2 Energy Audits to identify energy
conservation measures across building envelope, mechanical, electrical,
and plumbing systems• We launched an Energy Management Program that includes desktop
audits to identify energy conservation measures and to optimize building
management strategies• We developed an enterprise-wide operational best practices tool todrive optimal site performance, including monitoring and adjustingunoccupied/occupied settings

Vehicle fleet conservation• We continued to optimize courier routes in response to changing businessdemands. In 2022, we reduced our fleet miles driven by approximately
2.7 million miles, reducing our gasoline consumption by approximately
100,000 gallons and our CO2 emissions by approximately 870 metric tons
• We installed charging stations in our Clifton, NJ lab and plan to do the sameat 3 additional labs by 2025
• After considering the results of our 2021 electric vehicle pilot project,
we plan to transition 50% of our vehicle fleet to electric or hybrid engines
by 2026

Renewable energy• Through our renewable energy procurement efforts, we purchased over
34 million kilowatt hours of renewable energy in 2022

Supply base
• We continued to engage with our suppliers about their environmental
profile and practices. We request supplier assessments and evaluate their
responses with assistance from an external expert as we seek to identity
improvement opportunities
To learn more, see our Supply chain section on page 12 of this report andour website.

2022 CORPORATE RESPONSIBILITY REPORTI 26

Environmental sustainability

Waste reduction
We have a multi-pronged approach to waste reduction. Our strategies include
reducing waste generated and waste sent to landfill.
• For several years, we have been committed to reducing our single-use
plastic waste and using specimen cups and stool containers containing
less plastic. We are proud to share this program reduced our plastic waste
in 2022 by another 105 standard tons
• We are committed to reducing the amount of paper waste in our PSCs.
During the period 2018–2022, we cut paper waste in our PSCs byapproximately 723 tons, including approximately 177 tons in 2022. As wego forward, we estimate that this initiative will enable us to avoid paper
waste by approximately 175 tons annually• Our plans also include decreasing waste to landfill. We began with anaudit of several of our California sites to gain a better understanding ofdisposal of waste streams. We identified waste-to-energy as a potential
opportunity to divert waste from landfills and are planning to implement
waste-to-energy projects at not less than 4 laboratory locations by 2025
• Another waste stream opportunity is medical waste. We plan to installon-site treatment technology for medical waste at 4 laboratories 		within the next 3 years

Water stewardship
We rely on water for our operations and test processing and are focusedon continuously improving water use efficiency and management ofwater discharges.
• Our environmental management system includes consideration of water
use and its impact on the environment as a limited natural resource• We conducted water audits at several of our major laboratories togather insight into potential water-savings opportunities

Small changes can have a big impact
Annually, Quest ships over 1.5 million collection supplies orders to over
100,000 clients—totaling over 2.5 million boxes. These collection
supplies are needed to properly collect a quality sample for testing in
our laboratories. In 2022, we began a box optimization program to bring
down the number of boxes we send out. Our innovative software
solution, launching in 2023, will trim the number of boxes shipped byan estimated 10% annually. This program is expected to reduce
downstream cardboard used by 85 tons. There will also be a reduction
in transportation carbon emissions as fewer trips will be needed todeliver the same quantity of supplies.

2022 CORPORATE RESPONSIBILITY REPORTI 27

Appendix
About this Report
Our annual Corporate Responsibility Report focuses on environmental, social,and governance (ESG) topics. Unless indicated otherwise, data in this Report
are as of December 31, 2022 or cover the period from January 1, 2022 to
December 31, 2022. In some instances, we provide information relating toa date in 2023 to provide more up-to-date information to our stakeholders.
When we use the terms “Quest,” “Quest Diagnostics,” “company,” “we,” “us,” or“our” in this Report, we are referring to Quest Diagnostics Incorporated and its
subsidiaries, on a consolidated basis, unless we state, or the context implies,
otherwise. The Report does not include companies in which Quest Diagnostics
has an investment. The Quest Diagnostics Foundation is a separate, nonprofit
entity.
This Report is an important source of Quest Diagnostics annual ESG
disclosures. For additional and complementary ESG information about Quest
Diagnostics, please refer to the disclosures on the Quest Diagnostics Corporate
Responsibility website and in our periodic reports and proxy statements
filed with the US Securities and Exchange Commission (SEC), which also areavailable on our investor relations webpages.
Our Report includes reporting aligned with the Sustainability AccountingStandards Board (SASB) standards (sometimes referred to as the SASB
Index). As we navigate the evolving space of ESG frameworks, standards, andguidelines, we have prioritized disclosures that allow us to communicate with
our stakeholders most effectively. We will continue to evaluate the available
frameworks, standards, and guidelines and, in the future, our ESG disclosures
may evolve. The material topics discussed in this Report and in our Materiality
Assessment process are different than the definition of materiality applicableto our reports and other filings with the SEC as set forth under the securities orother laws of the United States or other jurisdictions or as may be applicableto our consolidated financial statements. The inclusion of information inthis Report should not be construed as a characterization by us that the
information is material under the securities laws or material as it relates to ourconsolidated financial statements.

This Report includes forward-looking statements. Forward-looking statements
include all statements that do not relate solely to historical or current facts
and can be identified by the use of words such as “may,” “believe,” “will,”“expect,” “project,” “estimate,” “anticipate,” “plan,” or “continue.” These forwardlooking statements are based on our current plans and expectations and are
subject to a number of risks and uncertainties that could cause our plans andexpectations, including actual results, to differ materially from the forwardlooking statements. Actual results may differ from those set forth in theforward-looking statements due to a variety of reasons, including, but notlimited to: adverse results from pending or future government investigations,lawsuits, or private actions; the competitive environment; the complexity ofbilling, reimbursement, and revenue recognition for clinical laboratory testing;changes in government regulations; changing relationships with customers,
payers, suppliers, or strategic partners; changes in developing standards andcertifications; the cost and availability of renewable energy, carbon offset andcarbon removal projects, energy attribute certificates, and green buildings;
the availability and cost of alternatives to current technologies, power andtransportation sources, and waste treatment and recycling systems; andchanges in economic or business conditions and the company’s ability togrow, improve its financial performance, and execute on its strategies. A
further description of these and other risks and uncertainties can be foundin the company’s most recent Annual Report on Form 10-K and in any of
the company’s subsequently filed Quarterly Reports on Form 10-Q and
Current Reports on Form 8-K, including those discussed in the “Business,”“Risk Factors,” “Cautionary Factors that May Affect Future Results,” and“Management’s Discussion and Analysis of Financial Condition and Results ofOperations” sections of those reports. You are cautioned not to unduly rely onsuch forward-looking statements when evaluating the information presented
in this Report, which speak only as of the date on which they are made. We
undertake no obligation to update or revise any forward-looking statements.
We value your feedback
We welcome feedback and questions about this report and encourage
you to share any queries or comments with us at CorpResponsibility@questdiagnostics.com.

2022 CORPORATE RESPONSIBILITY REPORTI 28

Appendix

Workforce demographics
Equal Employment Opportunity (EEO) -1 data

JOB CATEGORIESMALE

FEMALEMALE

FEMALE

TOTAL

HISP

HISP

WHITE

BLACK

NHOPI

ASIAN

NAT AM

2+RACE

WHITE

BLACK

NHOPI

ASIAN

NAT AM

2+RACE

A-N

(A)

(B)

(C)

(D)

(E)

(F)

(G)

(H)

(I)

(J)

(K)

(L)

(M)

(N)

(O)

Exec/Senior Mgrs

(1.1)

22

14

394

17

1

64

2

9

282

28

1

42

0

14

890

First/Mid-Lvl Mgrs

(1.2)

59

74

557

45

5

92

4

21

782

82

3

104

1

17

1846

Professionals

(2)

166

281

1030

139

6

274

5

34

1713

433

8

379

8

73

4549

Technicians

(3)

678

3263

1696

600

28

922

13

94

8231

4505

52

2239

101

413

22835

Sales Workers

(4)

41

88

318

36

5

17

0

3

505

46

0

23

0

9

1091

Admin Support

(5)

200

545

479

179

12

115

3

24

1715

1021

15

242

21

83

4654

Craft Workers

(6)

1

0

24

0

0

0

0

0

0

0

0

0

0

0

25

Operatives

(7)

0

0

3

1

0

0

0

0

2

1

0

0

0

0

7

Laborers & Helpers

(8)

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

Service Workers

(9)

781

953

2278

988

38

605

15

84

3444

1830

39

727

46

148

11976

Total

(10)

1948

5218

6779

2005

95

2089

42

269

16674

7946

118

3756

177

757

47873

2022 CORPORATE RESPONSIBILITY REPORTI 29

Appendix

Workforce demographics

42+58+M 60+40+M 31+69+M 53+47+M 29+71+M
Select workforce breakdown by gender

All
Management

SeniorManagement

JuniorManagement

RevenueGenerating
Management

All STEMa
Roles

Female: 59.7%
Male: 40.3%

Female: 42.7%
Male: 57.3%

Female: 70.1%
Male: 29.9%

Female: 48.9%
Male: 51.1%

Female: 71.1%
Male: 28.9%

Key
FemaleMaleaScience, Technology, Engineering,and Mathematics (STEM).

Total workforce breakdown by race and ethnicity
Group

American Indian

AsianBlack/African American

Hispanic/Latino

Pacific Islander

Two or more*White

All Management

0.4%

12.0%

12.0%

9.4%

0.4%

2.2%

63.6%

Senior Management

0.2%

13.0%

5.2%

4.4%

0.2%

2.3%

74.7%

Junior Management

0.6%

12.8%

20.1%

13.5%

0.6%

2.6%

49.8%

Revenue-Generating Management

0.4%

3.2%

9.6%

5.6%

0.4%

1.6%

79.2%

All STEM Roles

0.4%

22.2%

15.6%

12.1%

0.5%

2.1%

47.1%

*Other people of color/2 or more races.

13+23+24143M

Total workforce breakdown by age

Total
Workforce

Age Group

Percentage• Data reflect our US employee population; 97.5% of Quest’s employee population is US-basedn 20s age group

14.7%• Data exclude employees who did not elect to disclose their race/ethnicity

n 30s age group

22.7%• Senior management includes individuals who plan, direct, and formulate policies, set strategy, andprovide the overall direction of the company

n 40s age group23.2%

n 50s age group23.1%

n 60s age group13.9%

n Above 70 age group

2.4%• Junior management refers to front-line managers and supervisors; these individuals are responsiblefor directing and executing the daily operational objectives of the company• Revenue-generating functions refer to management roles in departments such as sales, or that
contribute directly to the output of products or services• STEM functions require the knowledge of STEM concepts in their daily responsibilities

2022 CORPORATE RESPONSIBILITY REPORTI 30

Appendix

Workforce demographics
Workforce new hire (~14,000)Group

American Indian

AsianBlack/African American

Hispanic/Latino

Pacific Islander

Two or more*

All people of color

White

Female

0.6%

5.4%

26.2%

15.7%

0.4%

1.1%

49.4%

27.3%

Male

0.1%

3.0%

5.3%

4.8%

0.1%

0.4%

13.7%

9.6%

*Other people of color/2 or more races.

Female

Male

76.7%

23.3%

2022 CORPORATE RESPONSIBILITY REPORTI 31

Appendix

SASB Sustainability Accounting Standards Index
Table 1: Health Care Delivery Industry Standard Accounting Metrics
SASB Code

MetricResponse(1) Total energy consumed(2) Percentage grid electricity(3) Percentage renewable

Quest Diagnostics will provide data for the reporting period in a supplemental report.

HC-DY-150a.1

Total amount of medical waste, percentage (a)incinerated, (b) recycled or treated, and (c) landfilled

Quest Diagnostics will provide data for the reporting period in a supplemental report.

HC-DY-150a.2

Total amount of: (1) hazardous and (2) non-hazardous
pharmaceutical waste, percentage (a) incinerated, (b)recycled or treated, and (c) landfilled

In 2022, Quest did not produce pharmaceutical waste.

Energy Management
HC-DY-130a.1

Waste Management

Patient Privacy & Electronic Health Records
HC-DY-230a.1

Percentage of patient records that are Electronic
Health Records (EHR) that meet "meaningful use"requirements

All Quest Diagnostics lab results can be utilized by lab customers in a way that meets
the EHR meaningful use requirements. Quest Diagnostics EHR system is listed on theCertified Health IT Product List.

HC-DY-230a.2

Description of policies and practices to secure
customers’ protected health information (PHI) records
and other personally identifiable information (PII)

See Data privacy and cybersecurity section in the 2022 Corporate Responsibility
Report, page 11. For our Privacy Notice, please click here.

HC-DY-230a.3(1) Number of data breaches, (2) percentage involving(a) personally identifiable information (PII) only and(b) protected health information (PHI), (3) numberof customers affected in each category, (a) PII onlyand (b) PHI

Not reported.

HC-DY-230a.4

Total amount of monetary losses because of legal
proceedings associated with data security and privacy

When public disclosure criteria are met, monetary losses as a result of legal
proceedings associated with data security and privacy are included in
Quest Diagnostics Annual Report on Form 10-K.

2022 CORPORATE RESPONSIBILITY REPORTI 32

Appendix

Table 1: Health Care Delivery Industry Standard Accounting Metrics (Continued)
SASB Code

MetricResponse

Access for Low-Income Patients
HC-DY-240a.1

Discussion of strategy to manage the mix of patient
insurance status

Quest Diagnostics is committed to providing service to all patients, including
those who have commercial or government insurance or are uninsured. Throughour Patient Assistance Program, we tailor solutions for uninsured or underinsured
patients based on individual circumstances.
See Equity and health access section in the 2022 Corporate Responsibility Report,
pages 13-17.

HC-DY-240a.2

Amount of Medicare Disproportionate Share Hospital(DSH) adjustment payments received

Not applicable – Quest Diagnostics does not operate hospitals.

Quality of Care & Patient Satisfaction
HC-DY-250a.1

Average Hospital Value-Based Purchasing Total
Performance Score and domain score, acrossall facilities

Not applicable – Quest Diagnostics does not operate hospitals.

HC-DY-250a.2

Number of Serious Reportable Events (SREs) as
defined by the National Quality Forum (NQF)

Not applicable – Quest Diagnostics does not operate hospitals.

HC-DY-250a.3

Hospital-Acquired Condition (HAC) Score per hospital

Not applicable – Quest Diagnostics does not operate hospitals.

HC-DY-250a.4

Excess readmission ratio per hospital

Not applicable – Quest Diagnostics does not operate hospitals.

HC-DY-250a.5

Magnitude of readmissions payment adjustment
as part of the Hospital Readmissions Reduction
Program (HRRP)

Not applicable – Quest Diagnostics does not operate hospitals.

Management of Controlled Substances
HC-DY-260a.1

Description of policies and practices to manage
the number of prescriptions issued for controlled
substances

Not applicable – Quest Diagnostics does not issue prescriptions forcontrolled substances.

HC-DY-260a.2

Percentage of controlled substance prescriptions
written for which a prescription drug monitoring
program (PDMP) database was queried

Not applicable – Quest Diagnostics does not issue prescriptions forcontrolled substances.

2022 CORPORATE RESPONSIBILITY REPORTI 33

Appendix

Table 1: Health Care Delivery Industry Standard Accounting Metrics (Continued)
SASB Code

MetricResponse

Pricing and Billing Transparency
HC-DY-270a.1

Description of policies or initiatives to ensure thatpatients are adequately informed about price before
undergoing a procedure

Quest Diagnostics aims to be as transparent as possible about the pricing of its
services. Pricing is publicly available online for all tests (currently approximately 70)
offered by QuestHealth™, our consumer-facing offering that enables individuals to
select and purchase laboratory and point-of-care tests from Quest Diagnostics.
Many patients who use Quest Diagnostics patient service centers for testing can takeadvantage of our Real Time Estimation initiative to understand the cost of their lab
tests before they are tested (not available for all patients).

HC-DY-270a.2

Discussion of how pricing information for services ismade publicly available

See response to HC-DY-270a.1.

HC-DY-270a.3

Number of the entity’s 25 most common services forwhich pricing is publicly available, percentage of total
services performed (by volume) that these represent

The tests (currently more than 70) offered by QuestHealth–our consumer-facing
offering that enables individuals to select and purchase laboratory testing andpoint-of-care tests from Quest Diagnostics–represents less than 5% by volume
of our total services.

Employee Health & Safety
HC-DY-320a.1(1) Total recordable incident rate (TRIR) and (2) days
away, restricted, or transferred (DART) rate(1) 2.32(2) 0.64

Employee Recruitment, Development, and Retention
HC-DY-330a.1

HC-DY-330a.2(1) Voluntary and (2) involuntary turnover rate for: (a)physicians, (b) non-physician health care practitioners,and (c) all other employees

Description of talent recruitment and retention efforts
for health care practitioners

Voluntary Turnover Rate (%)

Involuntary Turnover Rate (%)

Physicians

7.9%

Not disclosed

Non-physician healthcare practitioners

Not applicableNot applicable

All other employees

24.9%

Not disclosed

See Employee and community engagement section in the 2022 Corporate
Responsibility Report, pages 18-24.
See Working at Quest Diagnostics.

2022 CORPORATE RESPONSIBILITY REPORTI 34

Appendix

Table 1: Health Care Delivery Industry Standard Accounting Metrics (Continued)
SASB Code

MetricResponse

Climate Change Impacts on Human Health & Infrastructure
HC-DY-450a.1

Description of policies and practices to address: (1)the physical risks due to an increased frequency andintensity of extreme weather events and (2) changes
in the morbidity and mortality rates of illnesses anddiseases associated with climate change

Quest Diagnostics maintains a business continuity program to prepare for andrespond to risks to our physical infrastructure and assets presented by extreme
weather events and natural disasters, whether as a result of climate change orotherwise. The program covers our critical US facilities, including laboratory
operations and offices, and addresses the full range of issues, including
remediation of power interruptions. The company’s Board of Directors receives
annual updates on the program.
Quest Diagnostics is beginning to develop policies and practices to address therisks and opportunities presented by changes in the prevalence, geographic location,and severity of diseases that may be impacted by climate change (eg, changing
patient testing capacity needs or disease profiles that require new testing).

HC-DY-450a.2

Percentage of health care facilities that comply with
the Centers for Medicare and Medicaid Services (CMS)
Emergency Preparedness Rule

Quest Diagnostics provides diagnostic information services and does not maintainhealthcare facilities subject to the CMS Emergency Preparedness Rule.

Fraud & Unnecessary Procedures
HC-DY-510a.1

Total amount of monetary losses because of legal
proceedings associated with Medicare and Medicaid
fraud under the False Claims Act

When public disclosure criteria are met, monetary losses as a result of legal
proceedings under the False Claims Act are included in the Quest Diagnostics
Annual Report on Form 10-K.

Table 2: Activity Metrics
SASB Code

Metrics

Response

HC-DY-000.A

Number of (1) facilities and (2) beds, by typeNot applicable – Quest Diagnostics does not operate hospitals.

HC-DY-000.B

Number of (1) inpatient admissions and (2)outpatient visits

Not applicable – Quest Diagnostics does not operate hospitals.

2022 CORPORATE RESPONSIBILITY REPORTI 35

Appendix

Table 3: Additional Accounting Metrics
SASB Code

Metrics

Response

Medical Equipment & Supplies Industry Standard } Business Ethics
HC-BP-510a.2

Description of code of ethics governing interactions
with health care professionals

Quest Diagnostics maintains a Code of Ethics applicable to all employees. The Codeapplies to all employee activity, including interactions with healthcare professionals.

HC-BP-510a.1

Total amount of monetary losses as a result of legal
proceedings associated with bribery or corruption

When public disclosure criteria are met, monetary losses as a result of legal
proceedings associated with bribery and corruption are included in the Quest
Diagnostics Annual Report on Form 10-K.

Medical Equipment & Supplies Industry Standard } Ethical Marketing
HC-BP-270a.1

Total amount of monetary losses because of legal
proceedings associated with false marketing claims

When public disclosure criteria are met, monetary losses as a result of legal
proceedings associated with false marketing claims are included in the
Quest Diagnostics Annual Report on Form 10-K.

Health Care Distributors Industry Standard
HC-DI-510a.1

Description of efforts to minimize conflicts of interestand unethical business practices

Quest Diagnostics maintains a Code of Ethics applicable to all employees and all
employee activity. Quest Diagnostics also maintains a Conflict of Interest Policy
applicable to all employees. The Policy applies to all employee activity that may
cause or create the appearance of a conflict of interest.

2022 CORPORATE RESPONSIBILITY REPORTI 36