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ImpactReport

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Contents
About PagerDuty and PagerDuty.org. . . . . . . . . . . . . . 5

Appendix. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  57

About This Report. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  9

Methodology. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 58

2021 Highlights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

Governance Policies and Documents . . . . . . 58

Our Impact . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14

Greenhouse Gas Inventories. . . . . . . . . . . . . . . 59

Our Approach. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  17

Sustainability Accounting Standards Board(SASB). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 60

Full-Spectrum Support. . . . . . . . . . . . . . . . . . . . . 18
Our Product. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
Our People . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
Environmental, Social & Governance. . . . . . . . . . .  34
Our ESG Approach. . . . . . . . . . . . . . . . . . . . . . . . . 37
Our Operating Principles. . . . . . . . . . . . . . . . . . . 40
Our Culture & Talent. . . . . . . . . . . . . . . . . . . . . . . . 45
Our Environmental Impact. . . . . . . . . . . . . . . . . . 52
2022 PagerDuty® // All Rights Reserved.

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About This Report
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Our Impact
Environmental, Social& GovernanceAppendix

A Letter from
Jennifer Tejada
Chairperson & CEO, PagerDuty

Our vision is an equitable world where wetransform critical work so all teams candelight their customers and build trust.
PagerDuty anticipates the unexpected in an unpredictableworld, helping organizations of all types optimize their digital
operations and prevent critical systems from going down.
In a world where digital infrastructure is a necessity to deliver any
service, purpose-driven organizations need to meet time-criticalchallenges to deliver on their own missions.
In our second annual PagerDuty Impact Report, we highlight theways in which our platform, our employees, our investments, andour inclusive leadership enable these organizations to build ahealthier, more just, and more resilient future. Our vision for a more
equitable world begins with the work we do, how we dedicate ourtime as members of larger communities, and how we leverage ourplatform to truly improve the lives of people in the communities
and systems we impact.

It’s what drives us everyday.
This report is both a celebration of what PagerDuty,
PagerDuty.org, and Dutonians around the world accomplishedin the last year, and an acknowledgement of how much work
remains. The pandemic continues to lay bare global inequality
in access to life-saving medication, therapies, and general care.
Communities around the world suffer through increasing wildfires,
droughts, floods, and other traumatic events driven by the effects
of climate change. Systematic racism and discrimination prevent
far too many from acessing basic rights.
2022 PagerDuty® // All Rights Reserved.

It is in this environment that we recommit to PagerDuty’s
purpose: Empowering teams with the time and efficiency tobuild the future means providing the capability to make surevaccines are delivered at the proper temperature to even themost difficult-to-access rural areas. It means ensuring thatemergency responders can reach underserved communities.
And it means making sure when the latest drone technology isleveraged to deliver medical supplies to hard-to-reach areas,
they can benefit from the expertise of Dutonains.
I’m extraordinarily proud of what we accomplished in 2021. Led bya diverse and balanced board and leadership team, we continued
to build one of the most inclusive deep technology SaaS
companies in the market. During the year, we maintained our highstandards in pay equity, achieving gender equity within $.01 andracial equality within $.02. The passion, commitment, and actionof our employees continues to make a huge impact in our local
communities. Utilizing volunteer hours included as a PagerDuty
benefit, 92% of Dutonians volunteered or made a charitable
contribution in the last year. We launched a Technical Pro Bono
Program that enables Dutonians to harness their expertise inservice of nonprofit customers and partners.

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Environmental, Social& GovernanceAppendix

A Letter From Jennifer Tejada (continued)
We maintained our long-term strategic commitments to TimeCritical Health, deepening our financial commitments andfurther integrating our product and employee expertise into our
grantmaking programs, and launched a go-to-market program tobetter serve nonprofits and social enterprises. Our full-spectrum
support, which mobilizes company assets across our product,
people, and philanthropic funding, has helped more than 950
mission-driven organizations reach more people, provide services
faster and more effectively, and save more lives in 2021.
In the past year, we built the foundation for an integrated
Environmental, Social, and Governance (ESG) program thatwill help us identify metrics to track our progress in theseareas, and provide accountability to drive greater action. We
undertook our first materiality assessment, third-party audit, andgreenhouse gas inventories. We established levels of governanceto integrate ESG further into our business strategy. We are notcontent to simply improve how we do business. We integrate oursocial impact directly into the way we run the business, so that as
we scale, our positive impact scales. We are committed tobuilding the equitable future all teams, organizations, andindividuals deserve.
In 2022, we will build on these efforts while also launching Impact
Labs. which centers nonprofit support around product fit, then fuels
investments with philanthropic funding and pro bono employee
support to help partners more effectively deliver on their missions.
PagerDuty’s technology is the single most impactful asset we canbring to our nonprofit customers. We will continue to apply ourcore expertise to drive positive change in the world around us.
Adopting the ambitious vision above means accepting there will
always be more work to do. Coupled with our company Purpose
and Mission, it provides a goal around which to rally our efforts
across Social Impact, Inclusion, Diversity and Equity, and ESG. It
will be part of our legacy as a company, and the work and plansoutlined in this report are important steps in that journey.

—Jennifer Tejada (she/her), Chairperson & CEO
2022 PagerDuty® // All Rights Reserved.

PagerDuty.org

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About PagerDuty
and PagerDuty.org

About This Report
2021 Highlights
Our Impact
Environmental, Social& GovernanceAppendix

PagerDuty at Atlanta Community Food Bank
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PagerDuty is for People
MissionVisionTo revolutionize operations

An equitable world where we

We empower teams with theand build customer trust bytransform critical work sotime and efficiency to build

anticipating the unexpected in

all teams can delight their

the future.

an unpredictable world.

customers and build trust.

About PagerDuty
PagerDuty is a digital operations management platform thatempowers the right action, when seconds matter. Our platform
helps organizations of all sizes proactively manage their digital
operations so teams can spend less time reacting to incidents

account for the majority of our revenue today. We grow throughnew users, new use cases, add-on products, and higher valueplans. PagerDuty customers are seeing value in our products,
increasing overall reliance and usage, thus driving higher

and more time building for the future.

customer lifetime value. A testament to the viability of our

We collect data and digital signals from virtually any software-

our industry-leading retention rate of 124%.

enabled system or device. By leveraging powerful machinelearning, we correlate and process data to predict opportunities
and issues. Combining incident response, event management,
and automation, we empower the right people with the rightinformation so they can resolve issues and act on opportunities inminutes or seconds, from wherever they are.
We generate revenue primarily from cloud-hosted subscription
fees. We have a land-and-expand business model that leads toviral adoption of our products and subsequent expansion. Our
online self-service model is the primary mechanism for landing
new customers and enabling teams to get started without
assistance. Our mid-market and enterprise customers

2022 PagerDuty® // All Rights Reserved.

Purposeplatform and our dedication to driving value for our customers is

Our business has experienced rapid growth since inception. For
the fiscal years ended January 31, 2022 and 2021, our revenue
was $281.4 million and $213.6 million, respectively. We continue
to invest in our business and had a net loss of $107.5 million and$68.9 million, for the fiscal years ended January 31, 2022 and
2021, respectively.
Please see our latest Annual Report & Proxy Statement for
more details. For the most recent information on our financial
performance, visit our Investor Relations site, which shares annual
financial reports, quarterly results, SEC filings, and financial
performance metrics.

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Our Values

Champion thecustomer

Run

Ack &

Take theBring yourWe put users first,

together

own

lead

self

We create belonging,

We see opportunities,

We disrupt more,

We earn trust, aredeepen bonds, andmake it ours, andimprove everywhere,

present, andteam up.

do right.

and learn forever.

have heart.

make it easy, and build
great products.

About This Report
2021 Highlights
Our Impact
Environmental, Social& GovernanceAppendix

Customers

Nearly 15,000 97 65%

124%

customers

dollar-based net retention rate

countriesof the Fortune 100 use
PagerDuty

Locations

Employees

Atlanta, US

950 Dutonians

7

PagerDuty employees

offices

Lisbon, PT
London, GB
San Francisco, US
Sydney, AU
Toronto, CA

2021 Awards and Achievements

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2021 Highlights
Our Impact
Environmental, Social& GovernanceAppendix

Gavi | 2018 | Simon Davis

About PagerDuty.org
PagerDuty.org is the social impact arm of PagerDuty, Inc. Created in 2018, our mission is to meet urgent needs faster to advance justiceand health around the world. Our vision is a responsive world where everyone has the freedom to thrive. To that end, we give back 1%
each of PagerDuty’s equity, product, and employee volunteer time to drive positive social change.
To learn more about our work, see pagerduty.org

2022 PagerDuty® // All Rights Reserved.

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About This Report
2021 Highlights
Our Impact
Environmental, Social& GovernanceAppendix

Mobile Pathways
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About This Report
2021 Highlights
Our Impact
Environmental, Social& GovernanceAppendix

PagerDuty

About This Report
This is the second year that we have reported on our impact
programs, progress, and performance. This year, we have added
a comprehensive new section detailing our environmental
performance and corporate governance for the first time, andhave expanded the description of our social performance as well.
For more information, please see our other reports:
Impact Report 2020
Inclusion, Diversity & Equity at PagerDuty, Annual Report 2021
Inclusion, Diversity & Equity at PagerDuty, Annual Report 2020

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Reporting Period
For most of this Report, figures are reported for the 2021 calendar
year. However, references to performance metrics throughout
the ESG section of the Report cover our fiscal year 2022 (FY22),
reflecting data for the period from February 1, 2021 throughJanuary 31, 2022, unless otherwise noted. Narrative disclosures
on ESG progress, programs, and aspirations may referencematerial from February 1, 2020 through January 31, 2021,
extending beyond the prior fiscal year. All references to dollars
are to US dollars unless otherwise noted. Information in thisreport represents the best information available as of the
publication date.

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Sustainable Development Goals
PagerDuty supports the United Nations Sustainable Development Goals (SDGs). We have existing programs that
contribute to progress against 11 of the 17 goals. You’ll see the SDGs referenced throughout the report.

No poverty

Affordable &Climate action

clean energy

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2021 Highlights
Our Impact
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Zero hunger

Decent work &Life below water

economic growth

Good healthIndustry, innovation& well-being& infrastructure

Quality

ReducedPeace, justice,education

inequalities& strong institutions

Gender equality

Sustainable cities

Partnerships for& communities

the goals

Clean water

Clean water& sanitation& sanitation

Life on land

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ImpactReport2021 Highlights

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About This Report
2021 Highlights
Our Impact
Environmental, Social& GovernanceAppendix

Christopher Lee | Doctors Without Borders
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2021 Highlights
Our Impact
Environmental, Social& Governance

At PagerDuty.org, our mission is to meet urgent needs faster toadvance justice and health. We envision a responsive world
where everyone has the freedom to thrive.

92%$1.87M75%

in funding deployedof 2021 grantee organizations are led
by women and/or leaders of color

288$804,000

nonprofit and
B Corp customers

in product discounts
and donations

5,232 hours
volunteered by Dutonians, an
83% increase compared to 2020

Appendixof Dutonians say that the company’ssocial impact work makes themproud to work at PagerDuty

1st

donated by Dutonians andmatching grantsmateriality assessment complete

EcoVadis rating achieved

Greenhouse Gas Inventories

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90%$102,000
Silverfor FY20 & 21 completeof Dutonians volunteeredor donated to a cause

Pay Equity

Achieved gender pay equity within $0.01 and race/ethnicity
pay equity within $0.02

Expanded representation ofleaders from underrepresented
minorities across our Senior
Leadership Team to

Expanded

One of the most diverse

SOC 2 Type 2 security certification

Board of Directors in the industry with 50% women and 75%
underrepresented minorities

31%

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About PagerDuty andPagerDuty.org
About This Report
2021 Highlights
Our Impact
Environmental, Social& GovernanceAppendix

WeRobotics
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Our Impact
Environmental, Social& GovernanceAppendix

A Letter from
Olivia Khalili

VP, Global Social Impact, PagerDuty
When I was actively investigating how I wanted to do
impact work, I spent a year working in the Marshall Islands
in Micronesia. One of the things I saw repeatedly in mytime there was how international governments and global
companies would make investments, ostensibly to give back,but without taking time to listen and engage local leaders or
invite community members into the process. I saw a beautiful
new community center built—the result of lots of invested money
and resources—and then remain unused, because it was locatedaway from organic community activity and lacked the open-air
architecture that worked for the climate.
I knew then that there was a better way. I didn’t know what the roadforward looked like yet, but I imagined a way that created real,
not ostensible, value. A way that stemmed from deep listening
to activate the most vibrant versions of our communities and ourselves, and that honored, built on, and connected ourdiverse assets.
This experience set me on the path to work at the intersection ofbusiness and social impact. Because I believe in the power andvalue that is created when companies act with their communityand stakeholders in mind. I believe in the social good that can begenerated when business integrates and honors the perspectives,
power, history, and needs of the community and environment. And
equally, I see social impact as a potent business strategy. When abusiness widens its aperture and looks at all of its stakeholders, notjust stockholders, and thinks deeply about how to create impact fordifferent communities, it can generate greater value and resilience
for the business and the diverse groups it affects.

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This year we are increasingly integrating social impact into
PagerDuty’s business. To this end we launched our nonprofit,
go-to-market program, which will make it easier for the social
sector to access critical technology to deliver on its mission. There
are so many use cases for PagerDuty’s digital response platform—
from helping to cure delay in healthcare delivery, which builds on
our early work in Time-Critical Health—to helping to improve water
stewardship and civic participation.
Businesses are helping to define the future livability of our planet,and societal and system equity, whether intentionally or not. Overthe past year, we have further woven an environmental, social andgovernance (ESG) lens with PagerDuty’s business strategy, andinvested in new core areas. Getting this right not only creates theresilience to thrive as a business in years to come but, more so,
speeds progress against urgent planetary and social justice crises.

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A Letter From Olivia Khalili (continued)
In addition, we have opportunities in the year ahead to explore
the organic points of alignment between our foundational ESG
strategy and our social impact programs. One such opportunity isthinking through how PagerDuty’s technology can help customers
reduce their global emissions and other environmental impacts.
Another is aligning our long-term social justice investments to do
more to combat systemic discrimination and advance inclusion,
equity, and diversity.
These last few years have been a continuous beat of unknowns, oftrauma, of some of the deepest grief our world has ever known. But
at PagerDuty, we are optimists and we are believers in good. We
hold to the notion, however wild, that our best days lie ahead of us
and we will work toward bringing more justice, freedom, and healthfor all. We send you hope and we thank you for all that you do.
Hearts up!

Environmental, Social& GovernanceAppendix—Olivia Khalili (she/her), Vice President, Global Social Impact

International Medical Corps
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Our Approach
Cultivating an Impact Mindset

Guiding Principles

In 2017 we took the 1% Pledge to give back to our community.
This includes investing 1% each of company equity, product, andemployee working time to accelerate change in our local andglobal communities. It was a pivotal moment for PagerDuty.

At PagerDuty.org, we have seen firsthand that how one makes
an impact is as important as the impact itself. And so weapproach our work and our partnerships with the following
principles in mind:

Taking the Pledge set an expectation that every one of us would
cultivate an impact mindset to examine how our actions, individually and collectively, affect the world around us. It empowers
each PagerDuty employee, or “Dutonian,” to create this impact as
a part of their core role.
PagerDuty’s purpose is to empower teams with the time andefficiency to build the future, towards our vision of an equitableworld. Our impact mindset drives us to use the capabilities of ourplatform and channel our respective expertise to address seemingly insurmountable social and environmental challenges, suchas disparities in healthcare or the devastation of climate change.
Our impact work springs directly from these company ideals.
While systems change is complex and takes time, we know thatwhen Dutonians join forces to empower and amplify organizations and community leaders working relentlessly to make adifference in the world, and when we apply our digital operations
management platform to their work, we can help them move withincreased speed and effectiveness. Together, we are building
toward a more equitable future where all people live better,
healthier lives, and where everyone has the freedom to thrive.

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We provide full-spectrum support that magnifies theimpact our partners make in the community. Because
complex challenges require multidimensional solutions, we
provide what we call “full-spectrum support.” This meansthat we mobilize company assets across our product,
people, and philanthropic funding to help organizations
meet urgent needs faster. We tailor this support in the waythat best serves our partners’ goals.
We practice trust-based and equitable grantmaking.
We acknowledge the inherent power imbalances and seek
to shift power to the organizations we support. We trust local
leaders to apply resources where, and when, they are mostneeded, because they have the genuine insights into theissues, climate, and culture that’s required. Our goal is toadvance equity and build relationships with our partners thatare founded in trust and mutual accountability.
We seek mutual learnings and open-source what
we learn to benefit others. When we set out to tackle
systemic challenges, the path isn’t linear or predictable. We
embrace risk with the knowledge that failure will inform andstrengthen the final solution. When something works (andwhen it doesn’t), we share what we learn so that we may
accelerate change together.

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Full-Spectrum Support
We help organizations save lives by reachingpeople faster and advancing social justice.

2021 Progress at a Glance

It’s important that our support transcends the transactional. We entrust our partners
to ask for and apply the resources they need—whether funding, technology, or
expertise. It’s our role to knit these together through a “full-spectrum” approach that’s$1.87 million

in service to their needs.

in funding deployed2021 Highlights
Our Impact

75%

Environmental, Social& Governanceof 2021 partner organizations led
by women and/or leaders of color

Appendix

12
strategic grant partners

Trek Medics International
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Our product is a digital operations platform that helps
organizations manage urgent, mission-critical work—and keep
digital services always on. PagerDuty empowers the right action,
when seconds matter. This unique product capability leads us
to focus on issues where we can cure the delays that put lives atrisk. In 2019, we created the PagerDuty.org Fund and committed
to making long-term investments in two specific areas:
Time-Critical Health investments support tech-forward
organizations working to reduce delays and inequities inhealthcare and improve outcomes for underserved populations.
By partnering with these organizations, we can help them
respond rapidly, reach people faster, and save lives.

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Just & Equitable Community investments support
community-led organizations that combat systemic
discrimination and increase access to opportunity for underresourced communities and leaders of color. We continuously
work to build an organization where everybody belongs. We
are on an ongoing journey to recognize our differences as ourstrengths and strategically invest in advancing equity in theworkplace. Our partnerships in this area allow us to effect change
beyond our own walls to create a more equitable, inclusive world.
Our efforts contribute to the following
Sustainable Development Goals:

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Time-Critical Health
When underserved groups receive vital COVID-19 information from a text message,
when emergency responders can coordinate and respond immediately to an alert
even without an internet connection, when rural healthcare professionals can act
quickly to keep life-saving medical equipment running in a power outage—that’s thepower that PagerDuty’s platform has to help more people live healthier lives.
In 2021 we deepened our investments in organizations that seek to reduce delays
and inequities in healthcare and improve outcomes for underserved populations.
This goal has been at the heart of our social impact work since we launched thePagerDuty.org Fund in 2019. Here’s where we applied our efforts this year:

Grants for Equitable COVID-19 Vaccine Access and Distribution
Vaccine distribution can be an incredible challenge. The variables are complex,
ranging from temperature-controlled supply chain management and geographic
allocations, to appointment scheduling and patient data collection. PagerDuty’s
digital operations management platform is built to handle urgent and unpredictablechallenges like these.
We recognize our platform’s immense potential to support the multifaceted needsaround vaccine distribution. So, at a time when underserved communities were
struggling to get access to the COVID-19 vaccine, we launched an initial open callfor $1 million in funding and product credits to help nonprofits and community-ledorganizations scale their time-sensitive work in COVID-19 vaccine information,
distribution, and access. We then built on our previous investments and early insights
in Time-Critical Health, deploying an additional $600,000 for a total of $1.6 million
in support in 2021. With a focus on equitable vaccine allocation and distribution, we
centered our funding on two pathways to a solution:
1. Vaccine Access and Distribution: Through this funding pathway, we invested
in tech-forward nonprofit partners able to use the PagerDuty platform to expand
COVID-19 vaccine distribution and access expediently and inclusively for
individuals and communities globally.

2021 Progress at a Glance$1.35 million
to equitable vaccine access anddistribution partners

Technical Pro
Bono Program
launched$80,000
in pro bono expertise donated

23,300 people
received COVID-19 vaccine doses
through our participationin the Go Give One campaign

2. Vaccine Equity: Through this funding pathway we invested in nonprofit partners
who apply community-based, peer-to-peer approaches to address vaccine
hesitancy in their regions. These groups ensure equitable, safe access tovaccines and build trust, inclusion, and participation among
marginalized communities.
We detail our full-spectrum support of our vaccine access and distribution partners inthis section. For details on our vaccine equity partners, please see theJust & Equitable Communities section of this report.
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2021 Highlights

Vaccine Access and Distribution Partners
As a part of our $1.6 million commitment to help close the
COVID-19 vaccine equity gap, we were proud to award $1.35
million in unrestricted funding and product credits to six
organizations. Each provides critical health care infrastructure andservices to underserved communities in the United States and in
low-and middle-income countries. Some of these grants were
provided as multi-year funding to support a partner’s long-term,
strategic investments.
To help our partners capitalize on the funding and productcredits, we provided pro bono technical support to implement
PagerDuty or improve their use of the platform, and to help scale
their time-sensitive work in vaccine information, distribution,
and access.

Our Impact
Environmental, Social& GovernanceAppendix

Trek Medics is a global nonprofit dedicated to improving

emergency medical systems for at-risk and vulnerable
populations through innovative mobile phone technologies.
Every year, their communication software helps local responders
attend to tens of thousands of people experiencing lifethreatening and traumatic emergencies.

SIRUM saves medicine to save lives. As the largest distributor ofrecycled medications in the United States, they enable healthfacilities and pharmacies to donate their unused medicine andget it into the hands of people who need it.

CareMessage has proven text messaging is the most effective

way to engage and help fulfill the critical healthcare needs of
low-income, underserved communities. They use their patientengagement platform—the largest for underserved populationsin the United States—to reach millions of underserved patients
every month.

Turn.io helps organizations use chat for impact. They work withmore than 150 social impact organizations who have built chatservices to improve health, employment, education, climate,agriculture, humanitarian response, financial inclusion, andcivic engagement.

Nexleaf Analytics works across 26 countries and partners withgovernments, health leaders, NGOs, philanthropists, foundations,and multilateral stakeholders to tackle some of the most complex
challenges in public health using sensor technologies anddata analytics.

WeRobotics seeks to enable locally led applications of drone

technology to tackle last-mile COVID-19 testing, vaccine
delivery, and essential medical supply challenges in hard-toreach communities.
To better understand how PagerDuty supports our partners
in Time-Critical Health, see the case study featuring WeRobotics.

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Our Impact
Environmental, Social& GovernanceAppendixTechnical Pro Bono ProgramThis year, we launched a Technical Pro Bono Program to help
our Time-Critical Health partners more effectively use PagerDuty
technology. Dutonians get involved to help streamline partner
digital systems and improve response times—to advance theirlife-saving work. Thirty-five Dutonians participated over the courseof the year, each volunteering at least 25 hours with our partners
for a total donation of $80,000 in pro bono expertise in 2021.
As well as benefiting our nonprofit partners, the Technical Pro
Bono Program also gave Dutonians the opportunity to work incross-functional teams, observe different workflows, and get
insights into new use cases for PagerDuty technology.
Technical volunteers earned $500 in credit to donate to acause of their choice.

Go Give One Campaign
Go Give One is a campaign with no borders—created by the
WHO Foundation to raise funds for COVID-19 vaccines. By
early 2022, the campaign aims to deliver two billion doses topeople in 92 low- and middle-income countries around theworld—an ambitious and complex goal. An end to the pandemic
everywhere requires a global and proactive approach to ensurethat vaccines are equitably delivered, with specific focus on thehardest-to-reach communities.

Together with other founding campaign partners Russell Reynolds
Associates, Salesforce, Workday, and Pledge 1%, we invited our
employees, customers, and partners to donate $5, the cost ofa single vaccine. We also committed to matching employee
contributions and donations by attendees of PagerDuty’s Summit.
In total, between individual donations, the company match, and acontribution from PagerDuty.org, we donated nearly $233,500—
the equivalent of 46,600 vaccine doses—ensuring that 23,300
individuals in under-resourced communities had access to
COVID-19 vaccinations.

What’s Ahead for 2022
• We will launch Impact Labs, a cross-team initiative that
inverts our current model to help Time-Critical Healthpartners more effectively deliver on their missions.
• We will refine our impact metrics in Time-Critical Healthto better capture the efficacy and impact of our work with
our partners.
Our efforts contribute to the following
Sustainable Development Goals:“The PagerDuty product has allowed us
to scale our pandemic response work
globally. Working with the PagerDuty
team has really highlighted how we as ateam can continue to do our work more
effectively and sustainably.”—Simon de Haan (he/him), CTO and Co-founder, Turn.io
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CASE STUDY

Meet WeRobotics: A 2021 TimeCritical Health Partner
As rural communities around the world struggle to cope withurgent humanitarian, agricultural, and environmental challenges
that threaten the lives and livelihoods of millions, WeRobotics
works to address these challenges equitably by leveraging
emerging technologies including drones, robotics, and AI—
with a local, decentralized approach that is powered by on-theground experts.
WeRobotics uses drone technology to tackle last-mile essential
medical supply and delivery challenges in hard-to-reachcommunities. The PagerDuty team partnered with WeRobotics
to leverage the PagerDuty platform to up-level their incident
response around drone field and operations support for an
upcoming COVID-19 vaccine delivery project in Tawi-Tawi—aremote island province in the Philippines.

and Data Systems at WeRobotics. “Our engineers will be able tomore efficiently provide a timely response to critical events, andeliminate the guesswork of who is on call at a particular time.”
Our collaboration helps set a strong foundation for a matureincident response program at WeRobotics. It will also help them
expand services in other countries including the Dominican
Republic, Ghana, Madagascar, Nepal, Peru, Papua New Guinea,
and Uganda.

Our team worked with WeRobotics engineers to implement thePagerDuty platform and apply incident-response best practices,to improve workflows. “The team at PagerDuty went above andbeyond in assisting us,” said Joseph Muhlhausen, Head of Drone

WeRobotics“Working with WeRobotics made me
feel like PagerDuty was more thana software company, but rather afacilitator for change and good.”—Jon Honari (he/him), Strategic Customer
Success Manager and pro bono volunteer
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About This Report

Just & Equitable Communities
Systemic discrimination is pervasive and often invisible. It affects who gets accessto health care and mental health support, who suffers the greatest in the droughts,
hurricanes, and forest fires associated with climate change, and in whose voice getsheard or who gets to vote.
In June of 2020 we launched our Just & Equitable Communities portfolio with an
initial $500,000 in rapid response grants to organizations fighting against systemic
discrimination. We followed up with voter engagement initiatives designed to ensurethat every eligible American citizen—regardless of geography, race, age or mobility—
has access to vote. This year, we continued to explore how we could combat
systemic discrimination and increase access to opportunity for under-resourced
communities and leaders from underrepresented communities.

2021 Progress at a Glance$250,000in grants for vaccine equity partners$50,000+
in grants for local community partners

2021 Highlights

12

Our Impact
Environmental, Social& Governancelocal grant partners

Launched

Appendix

the ERG Grantmaking Program

Deployed$250,000
in Environmental Justice funding

Code The Dream
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Our Impact

Vaccine Equity Partners
In the midst of the COVID-19 pandemic, even as high- andupper-middle income countries rolled out vaccines, the majorityof the world still lacked access to this basic, life-saving, intervention. This inequity was especially evident in underserved populations and hard-to-reach communities.
As a part of our $1.6 million commitment to help close
the COVID-19 vaccine equity gap, we provided $250,000
in unrestricted funding to five nonprofit partners. These
organizations use community-based, peer-to-peer approaches
to address vaccine hesitancy in Canada, Puerto Rico, and theUnited States and ensure equitable, safe access to vaccines inmarginalized communities.
For more information on our $1.6 million in grants for equitable
COVID-19 vaccine access and distribution, please see theTime-Critical Health section of this report.

Code The Dream offers free intensive training in softwaredevelopment to people from diverse low-income backgrounds.
As a part of their programming, they are working to ensure thenearly three million agriculture and migrant farmworkers acrossthe United States receive culturally relevant COVID-19 informationin their preferred language and have access to the vaccine.

Mobile Pathways is a pioneer for democratizing justice via
technology. Its coalition of 26 immigration-focused grassroots
organizations work to educate under-documented and detained
immigrants and refugees about their vaccine rights, and tocombat vaccine misinformation via data-driven outreach efforts.

Environmental, Social& GovernanceAppendix

Medecins Sans Frontieres/Doctors Without Borders (MSF) is anindependent, global movement providing medical aid where it’sneeded most. MSF is working with local organizations in Puerto
Rico to expand access to and information about COVID-19
vaccines for vulnerable populations in hard-to-reach areas andmarginalized communities.

Vision y Compromiso is a California-based community healthorganization serving Latino residents, including low-wage
farmworkers, frontline essential workers, and immigrants andrefugees of all ages and residency status.

Code Tenderloin, a long time PagerDuty partner, has become theprimary COVID-19 support organization in the San Francisco Area.
It serves those hardest hit by the pandemic, including the underserved, homeless, LGBTQ+, and minority communities.

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Joining Together with our Inclusion,
Diversity & Equity Team and Employee
Resource Groups
The PagerDuty.org team actively collaborates with our
Inclusion, Diversity, and Equity (ID&E) team and our Employee
Resource Groups (ERGs) to engage employees in supporting
our community and deepening our connections to localorganizations. This collaboration is critical as we work to shift
traditional power structures, engage a spectrum of insights andperspectives, and broaden our collective impact.
Days for ChangeThis year, PagerDuty expanded its annual Day for Change initiative
into an ongoing Days for Change program. Days for Change isdesigned for Dutonians to take united and repeatable actions
that amplify, uplift, and support underrepresented communities
and identities. In May 2021, we took part in a Day for Changethat highlighted the Black community in partnership with Array,
PagerDuty’s ERG for Black and Latinx employees. And an OctoberDay for Change honored World Mental Health Day alongside
PagerDuty’s visible and invisible disabilities and allies
ERG, PageAble.
ERG Grantmaking Program
As ERGs engage with the key issues affecting their communities,
they now have the opportunity to support organizations doing
critical work to advance equity. This year, we launched a newprogram that empowers ERG leads to convene their members
and choose to fund an organization meaningful to them. In
addition, ERGs build relationships with these organizations
through volunteering and campaign support, with the intention ofcreating long-term partnerships.
In 2021, Array selected The New Georgia Project, a non-partisangroup that works to register and civically engage citizens in the
US state of Georgia (see the case study). PageAble selected
the Trevor Project, the world’s largest suicide prevention andcrisis intervention organization for LGBTQ young people and a
PagerDuty nonprofit customer.

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Environmental and Climate Justice Grants
Given the urgent nature of our global climate crisis, the increased
threat it poses to low-income communities and communities
of color, and strong Dutonian interest in environmental issues,
we identified environmental justice as an issue that aligns withour commitment to build a more equitable and sustainable
world through our ESG work. At the end of 2021, we announced
a pilot initiative deploying $250,000 in unrestricted funding toenvironmental and climate justice organizations working tobuild power in frontline and BIPOC communities. With sucha complex global issue and an interest in driving systems
change, our approach was to support both intermediary funds
and community-based organizations, all with a bias towardcollaborative action and learning. In turn, these partners will help
further inform our long-term strategy development for our Just &Equitable Communities investment area.

What’s Ahead for 2022
• We will design a long-term, multi-dimensional strategy
to guide our work and investments in Just & Equitable
Communities, and begin executing against the strategy bybuilding new partnerships and community engagement.
• We will expand our ERG Grantmaking Program to further
empower ERG leads to recommend grants that align to theircause, and develop a new Equity Philanthropy
training for Community Responders and ERGs.
• We will develop our partnerships with the recipients ofEnvironmental and Climate Justice Grants and explore fullspectrum support.
Our efforts contribute to the following
Sustainable Development Goals:

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CASE STUDY

Meet the New Georgia Project:
A 2021 ERG Grant Partner
The New Georgia Project is a voter support and legal action
nonprofit organization that works to defend voting rights andregister eligible, unregistered citizens of color to vote in the US
state of Georgia since 2013.
When Array, PagerDuty’s ERG focused on empowering Blackand Latinx employees, met to discuss potential 2021 grantrecipients, the New Georgia Project rose to the top of the list. The
New Georgia Project’s mission to fight for equality, equal voting
access, and unheard Georgia voices fell in line with the group’s
goals. They first met the organization in 2020 as one of several
voter engagement initiatives championed by PagerDuty.org
through the #BeVoteReady campaign.

to support these efforts with recent changes in voting laws will be
important for empowering Georgians.”
Array’s support for the New Georgia Project and voting rights isjust beginning. They’ve continued building a relationship with the
New Georgia Project by supporting several virtual and in-person
campaign events.

“The New Georgia Project’s grassroots style and hands-on
approach has been pivotal in getting voter registration andparticipation in the past years’ elections,” said Mya King, amember of the Array ERG. “Personally, I have friends and family
members that registered and decided to vote because of thisprogram’s encouragement, education, and support. Continuing

Edmond Dantès | Pexels“I have always volunteered and supported mycommunity. However, not until working at PagerDuty
did my personal social impact goals match mycompany’s. Being in alignment is important forme because I have more opportunities to amplify
organizations I hold dear to my heart.”—Mya King (she/her), Senior Product Manager and memberof the Array ERG at PagerDuty
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Our ProductWe deploy our platform to support nonprofit
organizations and B Corps in delivering on their
mission-critical work.
A community waiting for first responders to arrive with medical supplies and water
after living through an earthquake or hurricane. A teenager in distress who’s dialinga suicide hotline. Law enforcement officers who rely on observant community
members to help them identify victims of human trafficking. None of these people
can wait. Every single one of them has an urgent issue that needs to beaddressed quickly.
Seconds matter for nonprofits delivering mission-critical services, and this iseven more acute for those working with vulnerable, at-risk populations. These
organizations can be hindered by tight resource constraints. Their teams need an
intuitive solution that can be set up in minutes—a platform to orchestrate real-time
response and empower the right action across all their digital systems.
Helping organizations direct their most urgent work so that they can achieve
maximum impact in the communities they serve is exactly what PagerDuty’s digital
operations platform is built for. When applied to help nonprofits and B Corps reachthe communities they serve, fewer people experience delays in critical services andmore people thrive.

2021 Progress at a Glance288
total nonprofit and B Corp customers$804,000in product discounts
and donations

Launched
our nonprofit go-to-market program

In 2021, PagerDuty.org provided a total of $804,000 in platform discounts anddonations to qualifying nonprofit organizations and B Corps through Impact Pricing.
This provides nonprofits and B Corps with 10 free professional licenses as well as
access to discounted training through PagerDuty University. Additionally, in Fall 2021
we expanded our reach to nonprofits through a formalized go-to-market program.
The goal of this program is to use our technology to do more good in the world andenable the social sector to more easily access critical technology to achieve
its mission.

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Tafel Deutschland, a GlobalGiving Partner

Our Impact
Environmental, Social& GovernanceAppendix

Learning from our Customers and Other
Tech Companies
Because we are a learning organization at heart, we are always
looking for opportunities to understand how we can better help
nonprofits accomplish their mission-critical work.
We regularly collaborate with other technology companies andindustry groups to share best practices, explore new service
models, and find ways to make it easier for nonprofits to use
our technology. We are an active contributor to Impact Cloudand support CTOs for Good, two groups we consider to besources of innovative ideas and collective action. In 2022, wewill launch an advisory council of nonprofit customers to provide
critical feedback and insights to help us make it easier for thesocial sector to access critical technology that magnifies andaccelerates its mission-critical work.

What’s Ahead for 2022
• We will launch new Impact Pricing to reduce cost barriersand enable nonprofits to expand their use of the PagerDuty
platform to manage more mission-critical work.
• We will create a customer advisory council to provide
insights to improve how we onboard, train, and support
nonprofits and mission-driven customers, as well as informproduct applications.

Our efforts contribute to the following
Sustainable Development Goals:

Featured Nonprofit Customers

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CASE STUDY

Meet SIRUM:
A 2021 Nonprofit Customer
Millions of Americans don’t take their prescribed medication
because they can’t afford it. Even with insurance, soaring copays
and deductibles force many people to make an impossible
choice between paying for medications, or basics like food,housing, or gas to get to work. At the same time, there is a huge
untapped source of medications: an estimated $5-11 billion insurplus medications each year is discarded or ends up
in incinerators.
SIRUM is the largest distributor of recycled medications in the
United States. They decrease the amount of medicine goingto waste in the United States by collecting and redistributing
unused, unexpired drugs from places like nursing homes andpharmacies, and provide them to patients in need.

key stakeholders, multiple escalation methods, and integrations
with other key systems at partners to support medicine donation
matching, inventory management, and shipping logistics. As aresult, SIRUM will be able to provide many more prescriptions
to patients each day. “We already use technology to redistribute
unused medicine to get it where it’s needed most,” said Kiah J.
Williams, one of SIRUMs founders. “This partnership will enable
us to leverage technology for good in new ways to create a more
equitable health system.”We’re working with SIRUM to help their engineering team keepincreasingly complex warehouse automation systems at theirpartner facilities up and running via PagerDuty’s platform. In the
future, SIRUM will use PagerDuty to support real-time updates
on sensor data and temperature tracking with notifications to

Towfiqu barbhuiya | Unsplash“We’re excited about how the PagerDuty platform
can help SIRUM manage the operational
complexity of their warehouse systems as theyscale and deliver even more medications to ruraland low-income communities.”—Jesse Maddex (he/him), Director, Nonprofit Market
Development at PagerDuty.org
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Our People
We’re building a more equitable world bycultivating Dutonians as agents of change,in service to our nonprofit customers
and communities.
Dutonians are at the heart of our social impact. Their talents, passions, and businessexpertise extend well beyond the workplace. PagerDuty.org works to empower every
Dutonian to effectively contribute their skills and resources through programs thatbuild agency, empathy, connection, and leadership. Ninety percent of Dutonians say
the company’s social impact makes them proud to work at PagerDuty.
Our programs encourage Dutonians to support causes meaningful to them. This
includes matching contributions for donations to nonprofits and volunteer service,and 20 hours of volunteer time-off annually, which includes time off to vote andengage in nonpartisan voter activation. Dutonians can also take part in our new
Technical Pro Bono program and volunteer their time to help PagerDuty nonprofit
customers and partners optimize their digital operations. Others give back to theirlocal communities in a variety of ways, including mentorship, board service, youth
sports, or food security programs.
Adopting a social impact mindset is a practice that’s embedded in our culture anda throughline for Dutonians from their first days with the company and throughout
their careers. To start new hires on their journey as change agents, they receive a$25 credit to donate to a charity of their choosing in their first week at PagerDuty. We
embed volunteering as a part of company and customer-facing events throughout
the year. Through these, we seek to make engaging with our customers, partners,
and communities a regular—and meaningful—part of the work day.
In 2021, 92% of Dutonians volunteered or gave money to a nonprofit cause. In
addition to our Days for Change volunteer events, we provided the following
opportunities for employees to engage with the community and give back.

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2021 Progress at a Glance

92%
of Dutonians volunteered or
donated to a cause

5,232 hours
volunteered by Dutonians, an 83%
increase compared to 2020

145
organizations supported throughDutonian volunteerism$102,000
donated by Dutonians andmatching grants

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Lisbon, PT
London, GB
San Francisco, US

About PagerDuty andPagerDuty.org

Sydney, AU
Toronto, CA

About This Report
2021 Highlights

In 2021, our Community Responder Council partnered with 10 local nonprofits across three continents, deployed more than
$50,000 in grants, drove volunteer activations, and launched fundraising campaigns to further the mission of theseorganizations and meet local needs.

Our Impact
Environmental, Social& GovernanceAppendix

Monthly Volunteer Response
In 2021, we introduced a new program to offer monthly virtual
drop-in volunteer activations for Dutonians, providing them afrequent opportunity to make an impact with nonprofit customers
and community partners. We held 11 events throughout the year,
including a virtual volunteering datathon to benefit ShelterTech, anorganization that supports people experiencing homelessness
in San Francisco. Other events directed support to our partnerorganizations including the American Red Cross, CareerVillage.
org, Code Tenderloin, International Medical Corps, Missing Maps,
the San Francisco AIDS Foundation, and the San Francisco
Education Fund.

Community Responder Council
Our Community Responder Council is an elected, global networkof Dutonians who inspire their colleagues to take action at the
local level and drive partnerships with community organizations.
They embody PagerDuty values and seek to embed social
impact in their roles, their teams, and local communities.
Community Responders represent our diverse workforce anddrive impact from a variety of levels, teams, roles, and regions.
Throughout the year, Community Responders organize
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to their immediate community. At our London office, Dutonians
partnered with a local nonprofit, The Conservation Volunteers,
on a community green-space project. And in Sydney, Australia,
Dutonians collectively chose to focus on youth and humanrights, as they were inspired from a volunteer activation during
PagerDuty’s annual Company Kick-Off. They joined together toraise $26,000 AUD for Humanity Matters, an organization thatworks in support of at-risk youth (see the case study).

What’s Ahead for 2022
• We will encourage a social impact mindset and activate
Dutonians to contribute to their communities and identify
new ways to create positive impact through their core roles.
• We will grow our Technical Pro Bono Program and introduce
Customer Health Checks to further deploy our expertise tosupport nonprofit organizations with their digital operations.
Our efforts contribute to the following
Sustainable Development Goals:

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CASE STUDY

Meet Humanity Matters:
A 2021 Local Grant Partner
Humanity Matters addresses the invisibility and alienation ofhighly marginalized young people in a western district of Sydney,
Australia. The organization helps them reconnect with family,
school, employment, and the community.
In 2021, the COVID-19 pandemic exacerbated the challenges
these underserved youth were already facing. For the young
people that Humanity Matters is dedicated to supporting, stayat-home orders furthered their isolation. For Humanity Matters,
the pandemic made it more difficult to raise funds at a time when
their community really needed them. When our Asian PacificJapan team met them, it was clear that immediate fundraising
was a critical need to keep them afloat and help them continue
their outreach.
Inspired by the opportunity to help build a community where
vulnerable young people can experience acceptance andappreciation, the team joined together to create STEP-tember
for Humanity Matters. It was an activation that brought together
teams and individuals across the company. Throughout

September 2021, 32 teams across the globe—nearly 250
Dutonians—assembled to compete in a month-longstep challenge.
In total, STEP-tember raised $26,000 AUD for Humanity Matters.
The organization will use the funds to convert a food truck into acommercially operating business that will provide young people
with real-world work experience and legally earned wages. “Morethan 100 young people over the next 12 months will be given theskills, confidence, self-belief, and support to secure long-term
stable employment, dramatically changing the trajectory of theirlives,” said Mary Malak, CEO at Humanity Matters.

PagerDuty in support of Humanity Matters“It really goes to show the impact
Dutonians can have when they run(or step) together for good.”—A.J. Dullard (she/her), Enterprise Corporate Sales
Representative and Community Responder at PagerDuty

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Social &Governance

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Our Impact
Environmental,
Social & GovernanceAppendix

Information Technology Disaster Resource Center (ITDRC)
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A Letter fromHoward Wilson

CFO & Executive Sponsor, ESG, PagerDuty
Since its formation, PagerDuty has consistently and systematicallyinvested in measurable advances in social impact, equity anddiversity. We report on our progress to our employees, our board,in earnings calls, and in annual reports. We are now expanding
those efforts with a robust Environmental, Social, and Governance(ESG) strategy and plan. As we build our industry-leading digital
operations platform into the Operations Cloud for Modern
enterprise, we will enable organizations of all types to proactively
manage the urgent, unpredictable, unstructured work that affects
end user experience. We are committed to ensuring missiondriven organizations can tackle mission-critical, time-sensitive
work at machine speed.
Our company purpose is to empower teams with the timeand efficiency to build the future. Formalizing and integrating
ESG into our daily operations is fundamental to our successas our company, critical to our growth, and aligned with boththat purpose, and our vision to contribute to an equitable andsustainable world. From our hiring practices to our products
themselves to how we act in our communities, we are committed
to realizing this vision. With our ESG framework and strategic plan,we will advance those investments through how we hire andretain Dutonians, how we use our voice, and how we leverage ourresources to advance a more equitable society.
Last year, just our third as a public company, we made a significant
investment in assessing, aligning, and advancing ESG within
PagerDuty. In the past year we:• Undertook an inaugural materiality assessment, including
detailed interviews with board members, the executive
leadership team, investors, analysts, customers, employees
and partners, and an employee survey• Conducted a detailed third-party assessment against
industry standards• Carried out an inventory of two years of greenhousegas emissions
In addition, this past year we made new investments across our
ESG program priority areas:
Security, Privacy and Acceptable Use
As a digital operations management company, data privacy,
security, and ethics are paramount. This year, we achieved
expanded security certification and enhanced our Acceptable Use
Policy to prevent our software from being misused.

• Established an ESG Steering Committee of leaders fromacross the company

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A Letter From Howard Wilson (continued)
Talent, Equity & Diversity
We continued our commitment and programmatic efforts to attract anddevelop inclusive leaders. We developed additional partnerships to
support our equitable recruiting standards and processes, customized
learning experiences, introduced a mentor program for under-represented
employees and increased wellness benefits that support all of our Dutonians.
We expanded our Inclusion, Diversity and Equity (ID&E) investments andprograms both within our company and our community, reporting on thesegoals in our second annual ID&E report. Notably, we continue to achieve
gender pay equity, and in the last year we improved the overall diversity ofour people managers. We are committed to continuing to achieve and reportmeasurable progress, championed by our Chairperson and CEO Jennifer,
our new Chief Diversity Officer Roshan Kindred, and myself, with the supportof our leadership team and board of directors.
GovernanceWe continuously strive to enhance our corporate governance, including
through increasing the diversity of our board to further reflect thecommunities we serve, and formalizing ESG oversight by our Nominating
and Corporate Governance Committee (Nominating and GovernanceCommittee). We appointed two new board members, maintaining our 50%
gender balance and leading our industry with 75% non-white representation.
Climate Change
We also took steps to begin to understand our environmental footprint. In
this report we publish our first greenhouse gas inventory, reflecting two fiscal
years. COVID-19 has greatly changed how PagerDuty operates; this coming
year we’ll be investigating how our footprint may evolve in the future andexploring options to minimize our risk and impact.
We’ll embrace sustainability and ESG the way we embrace all matters ofbusiness and societal importance—with our values, our whole selves, andour platform, to contribute to industry and software change. We welcome
your thoughts along the way.

—Howard Wilson, (he/him), CFO & Executive Sponsor, ESG

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PagerDuty with The Conservation
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About This Report

Our ESG program helps us bettersupport our customers, attract andretain talent and investors, andamplify our contributions to society
and the environment.

2021 Highlights

Last year we made significant investments to align and advance
ESG within PagerDuty.

About PagerDuty andPagerDuty.org

Our Impact
Environmental,
Social & GovernanceAppendix

We assessed our performance against leading frameworks andindustry benchmarks, identified material priorities, developed an
ESG roadmap, assigned accountability, and targeted
initial investments.
We established executive sponsorship and management ofESG, created a cross-functional ESG Steering Committee,
and amended the charter of the Nominating and GovernanceCommittee to ensure board oversight. Our Steering Committee
will continue to identify and lead our ESG priorities. In 2022,
functional leads will execute on ESG priorities, and we will set
new goals and targets.
While we have reported on our Social Impact and Inclusion,
Diversity & Equity (ID&E) initiatives and outcomes in past years,
this is the first time we’ve publicly reported on our ESG approachin a comprehensive way. This document contains disclosures of
ESG metrics relevant to PagerDuty, as well as those included in
the Sustainability Accounting Standards Board (SASB) standards
for the Software & IT Services sector. The disclosures illustrate
how PagerDuty activities align with the United Nations Sustainable
Development Goals (UN SDGs), which comprise the key
objectives of the United Nations 2030 Agenda for
Sustainable Development.

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We will continue to accelerate ESG across our company, and toengage and report for our stakeholders.

Kiva.org

Reporting Period: References to performance metrics throughout
the ESG section of the Report cover our fiscal year 2022 (FY22),
reflecting data for the period from February 1, 2021 throughJanuary 31, 2022, unless otherwise noted. Narrative disclosures on
ESG progress, programs, and aspirations may reference material
from February 1, 2020 through January 31, 2021, extending beyond
the prior fiscal year.

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About This Report

Materiality Assessment & Priorities

Priorities

In 2021, we completed our first materiality assessment. This
enables us to understand the priorities of our internal and external
stakeholders, and to evaluate how impactful these topics could
be on our business. The resulting materiality matrix (pictured)guides us to prioritize the most important ESG areas for ourbusiness and stakeholders, and our roadmap.

•

Prevent and minimize data breaches impacting thepersonally identifiable information (PII) of customers
or employees•

Attract and retain diverse talent•Continue to build an equitable workforce•

Build and advance a culture of belonging and inclusion•

Understand and minimize our environmental impacts•

Apply our platform to societal and environmental challenges

In 2022, we will develop a comprehensive strategy and key
performance indicators (KPIs) to focus on where we can enhance
our existing programs, and develop new ones.

2021 Highlights
Our Impact

Security
Management

Board/Mgmt
Oversight &Accountability

Risk Identification
and Oversight

Data Privacy

Environmental,
Social & Governance

Employee
Retention & Turnover

Ethical Behavior

Appendix

Board Independence& Diversity

Shareholder Rights

Professional
Growth & Well
Being

Security
Certifications
Regulatory &Legal Compliance

Inclusion,
Diversity & Equity

Diversity
Hiring & Pipeline

Environmental/
Climate Impact

Materiality Matrix. This is a map ofPagerDuty’s material ESG topics basedon the intersection of internal and external
priorities. Those rated most critical are in the
top right corner.

Acceptable Use
Product Addresses Societal
and Environmental Challenges

Chair/CEO Independence
Executive Compensation
Procurement Standards

GIving Back to Communities
High

Very High

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SocialEnvironment

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ImpactReportAbout PagerDuty andPagerDuty.org
About This Report
2021 Highlights
Our Impact
Environmental,
Social & GovernanceAppendixThird-party Assessment

ESG Oversight

In 2021, we undertook our first third-party sustainability
assessment, receiving the EcoVadis Silver rating, placing
PagerDuty in the top 25% of all submissions. EcoVadis
evaluates company Ethics, Labor and Human Rights,
Environment, and Sustainable Procurement.
PagerDuty was recognized for:• Low risk: No records of risk or non compliance inthird-party databases• Ethics: Demonstrating an advanced management system on
ethics issues
Our primary improvement areas are:• Environment: While we have implemented some measures
regarding environmental issues, we are early in our journey
to formalize policies and programs in this area. As a firststep we’ve conducted two years’ worth of greenhousegas and water inventories, included in this report, to inform
focus areas and initiatives. The content in this report was
not available at the time of our EcoVadis review, and weanticipate these new disclosures will impact ouroverall results going forward.
• Sustainable Procurement: We have a Supplier Diversity policy
in place, and we will develop procurement standards.

ESG Steering Committee & Management. The key elements of
our ESG program have long been in place with established seniorleaders and executive team member oversight, including ourPeople, Legal, Customer Success, Security, and Finance teams.
The integration of our ESG programming is led by our VP, Social
Impact, reporting into our Chief People Officer, including our newwork to address our own climate footprint and to support climate
justice and our ESG reporting. We are hiring a Director of ESG
this year.
We first convened our ESG Steering Committee in 2020. The
committee is chaired by our Vice President of Social Impact; itis composed of diverse business leaders across functions andoperations, including customer success, legal, people, finance,
investor relations, workplace, and procurement. The Steering
Committee provides input on, reviews, and guides our ESG
priorities. Functional leads and their executives are accountable
for achieving goals in our ESG priority areas.
Executive Sponsorship. ESG is led and championed by ourCEO. Our CFO has served as executive sponsor providing
oversight of ESG since inception of our Steering Committee.
Board Governance. The Board’s Nominating and GovernanceCommittee has primary responsibility for oversight of ESG issues
at PagerDuty. Annual reports are made to the full Board. The Board
receives updates on core ESG priorities including ID&E andSocial Impact throughout the year.

“PagerDuty is on a mission to help our customers anticipate
the unexpected in an unpredictable world. ESG reinforces thatby enabling our teams and our partners to anticipate risk andopportunity. It’s critical to our vision of an equitable world.”—Rathi Murthy (she/her), Chair, Nominating andGovernance Committee of the PagerDuty Board
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ImpactReportOur Operating Principles

About PagerDuty andPagerDuty.org

Doing what we say and saying what
we do, with integrity and high ethicalstandards.

About This Report

Ethics & Compliance

2021 Highlights
Our Impact
Environmental,
Social & GovernanceAppendix

Our Business Code of Conduct and Ethics (Code of Conduct)
is a public document that outlines our ethics and human rights
approach, including promoting diversity, respect and fair dealing,
preventing conflicts of interest, and maintaining compliance,
including with anti-corruption, insider trading, and antitrust
laws and practices. The directors, executives, employees, andindependent contractors of PagerDuty and its subsidiaries, allcommit to comply with the Code of Conduct and must complete
training in its aspects.
Employee Handbook and Training. All employees are
expected to certify they have read, understood, and agree tocomply with our Employee Handbook, which contains our
expectations and procedures for Compliance. Additionally, allemployees complete ethics and compliance training annually,
including Ethical Business Conduct, Anti-Corruption, and AntiDiscrimination and Anti-Harassment modules.
Policies. In addition to their inclusion in our Code of Conduct,
we have specific policies, procedures and training on AntiCorruption, Insider Trading, Whistleblowing, and other criticalbusiness ethics topics.
Reporting and Non-Retaliation. PagerDuty has a non-retaliation
policy and whistleblower reporting system. Employees are
responsible for reporting violations and concerns. Additionally,anyone may report violations or concerns anonymously via
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available 24/7. Our Compliance Officer, our Audit Committee, orothers, as appropriate, review all concerns submitted through the
hotlines.
Anti-Discrimination. We do not tolerate discrimination against
any individual on the basis of any non-performance-relatedcharacteristics, including race, religion, gender, age, marital
status, national origin, sexual orientation, citizenship status,
disability, and other protected characteristics. We do not consider
these factors when making decisions regarding recruiting, hiring,compensation, benefits, training, termination, promotions, or
any other condition of employment or career development. This
policy of non-discrimination extends to how we treat our partners,
investors, customers, and other constituencies.
Antiracism. Our policies and practices go beyond antidiscrimination to our Antiracism Policy. We actively develop aculture of Inclusion, Diversity and Equity (ID&E), detailed in the
Our Culture & Talent section of this report, and in our annual report
dedicated to ID&E at PagerDuty.
Human Rights. We signed onto the UK Modern Slavery Act
expanding on our human rights approach with regards to privacy,
labor practices, anti-discrimination, and diversity in the workplace.
Safe Workplace. ​​Our Workplace team has developed healthand safety policies, and regular assessments and committees tomanage risks in our office environment.
Lobbying and Political Contributions. PagerDuty does notlobby or make political contributions.

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ImpactReportAbout PagerDuty andPagerDuty.org
About This Report
2021 Highlights
Our Impact
Environmental,
Social & GovernanceAppendix

GovernanceWe believe effective corporate governance and oversight of theenvironmental, social and governance (ESG) issues that mattermost to our business and to our stakeholders contribute to thelong-term success of our business and to the positive societal
impacts PagerDuty can make.
Committees. Our Board works closely with management
to oversee ESG at PagerDuty, with each of our three Board
committees dedicated to areas of the program associated with
their respective areas of responsibility. The Nominating andGovernance Committee has primary responsibility for oversight ofESG, including social and environmental impact, with additional
topics also reviewed by other committees. A range of humancapital activities, including talent management and development,
talent acquisition and retention, employee engagement aswell as ID&E, is overseen by the Compensation Committee.
PagerDuty’s risk management framework and programs,
overall risk profile, and risk exposures are overseen by the Audit
Committee, the Board as a whole, as well as through the Board’s
other standing committees.
Oversight. Our Board—as a whole and through its three standing
committees—works with executive management to oversee ESG
governance. Our General Counsel serves as our Compliance
Officer, overseeing our business ethics policies and practices.
Ultimately the Audit Committee of our Board is accountable forquestions or concerns about business conduct. Our commitment
to corporate governance is articulated in our Corporate
Governance Guidelines and Annual Report and Proxy Statement
disclosure, which provide detailed information on our board
structure and composition, stockholder rights and engagement,
executive compensation, and other key governance topics.
Independent Directors. PagerDuty is overseen by anindependent, diverse, and effective Board of Directors. We ensure
our Board is composed of directors who have highly relevant
skills, professional experiences and backgrounds, bring diverse
viewpoints and perspectives and effectively represent the longterm interests of our stockholders. Jennifer Tejada serves as CEO
and Chairperson of the Board, and Zachary Nelson as Presiding
Director. Six of our eight board members are independent.

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Corporate Governance Highlights.
As stated above, we believe that good corporate
governance promotes the long-term interests of ourstockholders, strengthens our Board and management
accountability and leads to better business performance.
For these reasons, we are committed to maintaining
strong corporate governance practices, such as:
100% Independent Committee Members
Independent Presiding Director
Annual Board and Committee Evaluation
Board Continuing Education Program
Director Change in Circumstances with
Resignation Policy
Board Risk Oversight
Periodic Review of Committee Charters andGovernance Policies
Regular Meetings of Independent Directors
Without Management Present
Director service limited to no more than four(4) additional public company boards
Annual Say-on-Pay Vote
Code of Conduct for Directors, Officers
and Employees
No multi-class common stock with unequal
voting rights

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About This Report
2021 Highlights
Our Impact
Environmental,
Social & Governance

Our Corporate Governance Guidelines stipulate that there will
always be a majority of independent directors on the Board.
Our Nominating and Governance Committee uses a variety
of methods for identifying and evaluating potential director
candidates. In its evaluation of director candidates, including
the current directors eligible for re-election, our nominating andcorporate governance committee will consider the current sizeand composition of our board of directors and the needs of ourboard of directors and the respective committees of our boardof directors. Some of the qualifications that our Nominating andGovernance Committee considers include the candidates’
experience of particular relevance to us and the board of
directors, accomplishments, credentials, independence, area ofexpertise, and ethical and moral standards. Although our boardof directors does not maintain a specific policy with respect toboard diversity, our board of directors believes that the board
should be a diverse body, and the Nominating and GovernanceCommittee considers a broad range of backgrounds andexperiences. In making determinations regarding nominations of
directors, the nominating committee may take into account thebenefits of diverse viewpoints.

Representation, Board of Directors

Gender:50% maie

50% female

Appendix

Race/ ethnicity
25% white

75% non-white

Board Diversity. Our Board represents our customers and ourwork. With the appointment of two new directors in 2021, we havemaintained gender parity, and a majority of our Board members
identify as underrepresented minorities.
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2021
ImpactReportData Privacy, Security and Ethics[SASB TC-SI-230a.1 and TC-SI-230a.2]
We are committed to protecting customer data and privacy, andwe take our obligations regarding data compliance seriously andtransparently. We continue to deepen our testing and external
certifications, regularly review our policies and approach, andconduct ongoing employee training for security best practices.

About PagerDuty andPagerDuty.org

Our ongoing commitment to data protection is evidenced in avariety of ways:

About This Report• We only use trusted public cloud providers. PagerDuty does
not own or operate data centers.

2021 Highlights• We enter into European Union-approved Standard
Contractual Clauses with customers to ensure adequate
protections for the privacy of EU data subjects andcompliance with European privacy regulations.

Our Impact• We have successfully obtained and maintained a SOC-2,
Type 2 security certification.

Environmental,
Social & Governance• We ensure that data in transit over public networks and at rest
is encrypted.

Appendix

Policies.
Privacy Policy. We updated our Privacy Policy in 2021, outlining thetype of customer data we collect, how it is used, and how it may
be disclosed, to conform with the new requirements under theEuropean Union General Data Protection Regulation, and otherglobal regulations.
Data Security Policy. This outlines our agreements with customers.

Peter F | Unsplah
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SOC 2 Security Certification. Since 2019 PagerDuty has
maintained the American Institute of Certified Public Accountants
SOC 2, Type 2 certification for Security, which specifies howorganizations should manage customer data. We expand thescope of this each year: in FY21 we included “Availability”, and in
FY22 we added “Confidentiality”. These audits include industry
standard penetration testing. This year we had zero exceptions.
An overview of our Security approach can be found here:
pagerduty.com/security/.

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ImpactReportAbout PagerDuty andPagerDuty.org
About This Report
2021 Highlights
Our Impact
Environmental,
Social & GovernanceAppendix

Self-certifications. We annually self-certify to the Cloud Security
Alliance (CSA) Security Trust Assurance and Risk (STAR) Program.
Our security program controls are also documented and madeavailable to customers in the Consensus Assessment Initiative
Questionnaire (CAIQ) format. This is an industry-accepted way
to document which security controls exist in SaaS services toprovide security control transparency.
Incident Monitoring and Reporting. We maintain multiple
monitoring systems to detect and alert on incidents; severity isclassified based on customer impact and duration of incident.
Documentation on our Incident Response and Security Incident
Response processes can be found at
response.pagerduty.com/.
Data Requests. A variety of laws allow government agencies
around the world to request user information for civil,
administrative, criminal, and national security purposes. Our
Privacy Policy details how we handle this. It may be necessary—by law, legal process, litigation, and/or requests from publicand governmental authorities within or outside your country ofresidence—for PagerDuty to disclose personally identifiable
information (PII). We may also disclose PII if we determine
disclosure is reasonably necessary to enforce our terms andconditions or protect our operations or users. We carefully review
each request to make sure it satisfies applicable laws.

Ethics: Community &Acceptable Use
We embed our values of diversity, belonging, and responsible
use in all that we do, including how our platforms are used. We
have teams within our product organization that make sure weare filtering for any bias in product design, and that our design isaccessible to all users. We have engaged our user community in
guiding and testing our approaches.
Community Policy. We are dedicated to providing a respectfulexperience for everyone, regardless of gender, gender
identity and expression, sexual orientation, disability, physicalappearance, body size, race, national origin, age, or religion. We
do not tolerate harassment in any form.
Acceptable Use Policy. We prohibit the use of our services andwebsite for any illegal, fraudulent, or abusive purpose, in violationof any laws (including without limitation data, privacy, and export
control laws, and laws that protect civil rights). In January 2021,
we updated this policy to include forbidding use to “facilitate,or encourage the transmission of content or materials that
promote, violence, dangerous activity or discriminatory, hatefulor prejudicial action against anyone based on race, ethnicity,
national origin, sexual orientation, sex, gender, disability, religion
or other legally protected category.”
In 2021, we contributed to a whitepaper published by Businessfor Social Responsibility, Responsible Product Use in the SaaS
Sector, exploring and recommending ethical practices including
acceptable use, transparency, reporting, and training for the
SaaS sector.
Our efforts contribute to the following
Sustainable Development Goals:

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ImpactReportAbout PagerDuty andPagerDuty.org
About This Report
2021 Highlights
Our Impact
Environmental,
Social & GovernanceAppendix

Our Culture & Talent
We are a people-first organization
dedicated to building an inclusive,
diverse, and equitable workplacethat is representative of thecommunities we serve in and out of
the workplace.
We’re working hard to foster a people-first culture where
employees can thrive, grow their careers, and get the support
they need. Our values guide our work, including how we hireand develop employees. As of January 31, 2022, we had 951
employees, of which approximately 71% were in the United States
and 29% were in our non-US locations. [SASB TC-SI-330a.1]
Being people-first includes building a diverse workforce thatreflects the customers we serve and the world we live in. We
believe Dutonians can do their best work when they can be theirauthentic selves in an environment that promotes belonging. Ourcommitment to ID&E has been a keystone of our cultural values
since our founding. ID&E is at the heart of our business strategy,
as we believe reflecting the global community we serve is criticalto our success as a company.

Inclusive Hiring

Interviewing:• A structured interview process with a strong emphasis on
skills and core competencies.
• Virtual interviewing and onboarding for greater flexibility
and equity.
• Training and guidelines for unbiased interviewing andinclusive hiring.
• Requirements and service level agreements to provide adiverse slate of candidates.
Systems and Tools:• Resources and systems for both candidates and interviewersthat support inclusion and help level the playing field, withbias-reducing techniques embedded into our hiring andinterviewing process and software• Tools and reporting to better measure and understandhiring trends.
Internal Mobility:
A revamped internal mobility strategy that helps employees
elevate and grow their careers at PagerDuty

In 2020, we redesigned our recruitment processes to be more
inclusive, allowing us to better attract and hire diverse talent andimprove representation. We have continued to invest in and refine
our Inclusive Hiring Program in 2021, ensuring a fair and equitablehiring process in the following ways:

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ImpactReportAbout PagerDuty andPagerDuty.org
About This Report
2021 Highlights
Our Impact
Environmental,
Social & GovernanceAppendixMarketing:• Non-biased job descriptions with encouraging language(e.g., “Not sure if you qualify? Apply anyway!”), links for
ID&E and Social Impact resources, and information on our
inclusive benefits, culture, and diverse leadership• Non-biased talent marketing visual assets and copy on
corporate blog and social media, so all candidates andemployees can see themselves thriving at PagerDuty,
including inclusive language, diverse storytelling, broad
spectrum of identities represented in photography and video,
and a PagerDuty microsite for candidate enablement.
• Partnerships, including events, articles, videos, and social
media, with Inclusive Hiring organizations that serve
underrepresented minority talent and build a
representative pipeline.
PagerDuty partners with Inclusive hiring organizations

Retaining Talent: Engagement,
Learning & People Development
To hire and retain the best talent, we prioritize connecting
Dutonians to experiences that amplify their career growth,
performance, and opportunity. We cultivate and manage themoments—onboarding, learning, performance and coaching,career moves—that help PagerDuty realize our vision.
• Onboarding. All new hires have access to onboarding tools
and resources.
• People Development Experiences. Dedicated learning
throughout the year focused on leadership skills related toour cultural values and how we work.
• People/Leadership Development. All people managers havededicated learning programs to build their leadership skills
and experience.
• Organization-wide learning initiatives that enhance ourcompany performance and build inclusive leadership skills.
• Performance experience. In addition to our annual feedback
and review process, we empower Employees and Managers
to have continuous conversations throughout the year tolead change, elevate performance, make improvements, andidentify opportunities.
• Career progression. We have been working on careerarchitecture—a framework where each role is outlined interms of scope and skills required to be successful in thatrole and to master it, helping our employees progress
and grow.

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2021
ImpactReportAbout PagerDuty andPagerDuty.org“I am extremely grateful for PagerDuty’s ESG investments.
The work the company is doing around ID&E andin supporting non-profits absolutely influenced mydecision to apply here.”—Dutonian, 2021 survey comment

About This Report
2021 Highlights
Our Impact
Environmental,
Social & GovernanceAppendix

Employee Engagement[SASB: TC-SI-330a.2]
We regularly survey our employees to hear their views and assess
employee satisfaction. We use the views expressed in the surveys
to influence our strategy and policies, and to gain insights into
how and where we work.
Nearly 80% of Dutonians provided feedback on their engagementin our August 2021 Inclusion Survey. Eighty-one (81%) feel
PagerDuty is a great place to work. With a focus on building
psychologically safe environments, 88% feel they can provide
upward feedback to their manager, 84% are comfortable
sharing their personal background and experiences, and 77%
feel they can voice contrary opinions without fear of negative
consequences. The majority—94%—feel encouraged to balance
their work lives and personal lives.
Representation. None of our employees are represented by alabor union with respect to their employment, and we have notexperienced any work stoppages.
Recognition. PagerDuty is a Parity.org 2021 Best Workplacefor Women to Advance winner, a Certified™ Great Place toWork©, BuiltIn 2022 Best Remote-First Places to Work, 2021 Inc’s
Best-Led Companies, and a Women in Tech DEI Initiative of theYear nominee.

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Creating a Culture of Inclusion,
Diversity, Equity & Belonging
A multi-year commitment is required to build inclusive, diverse,
and equitable workplaces. We began our ID&E journey four
years ago, before filing for our initial public offering. Along theway we’ve learned this kind of change requires ongoing effort
that is filled with continuous learning moments, uncomfortable
conversations, and challenging work to ensure the feelingof belonging exists for every Dutonian. ​​Last year we madecommitments to stand up for critical ID&E issues facing ourcommunities and took measurable, systematic action to leadby example.
ID&E Report. We publish an annual Diversity, Equity & Inclusion
Report on our approach and progress. This includes KPIs on
gender and race/ethnicity diversity. We’ve made progress on
our goals, identified opportunities for growth, and invested inprograms and initiatives that build on our efforts to retain andattract diverse talent. We created equitable policies that guide
us in cultivating inclusivity and belonging, and identified newopportunities to evolve our programs.

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2021
ImpactReportAbout PagerDuty andPagerDuty.org“I didn’t know some of these topics mattered to me until I
worked for a company that actively asked and cared. I’m
proud to work with a global and diverse team. It makes
me a better employee and a better person.”—Dutonian, 2021 survey comment

About This Report
2021 Highlights
Our Impact
Environmental,
Social & GovernanceAppendix

Developing Inclusive Leaders. Every Dutonian plays a role increating and maintaining a welcoming and respectful working
environment where everyone, no matter their background or
individual characteristics, can truly thrive. We offer company-wide
ID&E training and experiences, as well as customized training
by level and role. Our learning incorporates common language,
expectation setting, awareness, actions and behaviors, andculture. This will elevate our performance, our culture, andour brand.

Supplier Diversity Policy. We require vendors to invest in ID&E inorder to do business with PagerDuty. In 2020, we joined with theJustice Collaborative and with other companies in an initiative,
and outlined our programmatic commitments in an open letter.
Oversight. We appointed our first Chief Diversity Officer in 2021
to provide the vision and leadership to apply our commitments
within our company, and externally. Accountability rests with ourChief People Officer and the Compensation Committee of our
Board. We publish an annual public ID&E report on our progress.

Mentorship. In February 2021, we launched our first reverse
Mentorship Program. It is designed for Senior Leadership
Team (SLT) members to mentor Black and Brown Dutonians
in developing their career and provide guidance, while also
learning best practices of allyship for supporting Black and Brown
communities inside and outside the workplace.
Employee Resource Groups. Our Employee Resource Groups(ERGs) specifically support underrepresented communities
through strategically delivering programming and content,
including career development and professional networking,community building and support, allyship education, andpartnerships with Recruiting and Social Impact.

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PagerDuty has six Employee Resource Groups.

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2021 Highlights
Our Impact
Environmental,
Social & GovernanceAppendix

Pay Equity. We are dedicated to the critical work of ensuring ourpay programs and practices are fair and equitable. We invest asignificant amount of time and resources in the pursuit of beinga changemaker not only for Dutonians but for all. We conduct
a semi-annual pay analysis using a recognized third-party
methodology and pay equity platform. This ensures that we
provide equal pay for equal work, regardless of gender orrace/ethnicity.
For all Dutonians in similar roles and circumstances we’ve
achieved male and female pay equity within $0.01. Our
US-based race/ethnicity pay equity is within $0.02. Learningfrom external experts in the field of pay equity, we are focusing
this year’s study on equitable pay for underrepresented minority
employees in lieu of minority to non-minority, and going forward,
will report on this metric instead.
Pay Transparency. Our goal is to increase transparency around
pay and compensation, allowing Dutonians to have a greater
understanding of how they are paid and feel more connectedto the success of the business. In February 2021, prior to ourYear-End Merit Program, we educated all people managers
on our compensation philosophy and programs, pay range
development, and how to have intentional conversations about
pay with their employee(s).

PagerDuty Array ERG members in Atlanta

Our efforts contribute to the following
Sustainable Development Goals:“PagerDuty has a clear commitment to our customers,
employees, and stakeholders towards building anequitable future. To achieve this big bold goal, pay
equity must be part of the conversation.”—Roshan Kindred (she/her/ella), Chief Diversity Officer
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2021
ImpactReportExpanded representation of leaders fromunderrepresented minorities across ourSenior Leadership Team to

About PagerDuty andPagerDuty.org

Race/Ethnicity

Diversity & Equity at PagerDuty

31%

About This Report
2021 Highlights
Our Impact
Environmental,
Social & Governance

Entire company

People managers

Senior leadership(VP+)

Global Gender

Pay Equity

Entire company

Global gender

People managers

US race/ethnicity

Appendix

Senior leadership (VP+)
Note: Binary gender identities come from EEOC data. At PagerDuty, we encourage
Dutonians to bring their full self and celebrate their identities, including all Dutonians
who identify as women, men, non-binary, genderqueer/gender-non-conforming, or
are unsure/questioning in their gender identity.
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Benefits
To hire and retain the best talent, we prioritize connecting. We
take care of our employees by providing support and resources
to ensure the wellbeing of all Dutonians and their families.
• Competitive pay and equity• Generous paid time off and parental leave• Retirement programs and match• 20 hours paid volunteer time off annually

About This Report
2021 Highlights
Our Impact
Environmental,
Social & GovernanceAppendix2022// AllRightsReserved.
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• Hands-on career and leadership development programs• Medical coverage on day one, health and welfare insurance• Emotional well-being service through our Employee
Assistance Program and a variety of interactive applications• Flexible work: work from anywhere in our intentionally
distributed hybrid structure• Generous work from home (WFH) allowance
Dutonian Wellness Days. In response to COVID-19, we
added monthly company-wide Wellness Days off. Since theintroduction of the Wellness Days, we’ve seen our resilience
scores (measured through frequent pulse checks) rise
25 points in favorability. Based on these results and theoverwhelmingly positive feedback from employees, we invested
further to embed these changes into our culture, announcing
an additional company-wide week off for 2022. PagerDuty now
offers a company-wide week off twice a year, where employees
concurrently take time off, without work piling up.
Family Support. Almost 30% of our employees identify as
parents or caregivers. We provide generous paid leave, and inmany cases go above and beyond minimum requirements: 22
weeks paid leave for pregnant parents, and 12 for non-pregnant
parents, including adoptive parents. Families are provided
memberships to networks that help them access healthspecialists and childcare providers. We introduced a phased
return-to-work policy in 2022, and are working to expand pay
beyond base salary during parental leave.

Employee Ownership. All Dutonians are owners in PagerDuty
and we are proud to offer competitive RSU (restricted stock unit)
grants to every new hire. Additionally, all Dutonians can buy
PagerDuty stock at a 15% discount through our Employee Stock
Purchase Program.
Retirement Match. To assist with relieving additional pressurethat may be associated with financial planning for the future, in
2022 we increased our retirement match for our US and Canada
plans, while continuing to offer retirement focused
benefits elsewhere.
COVID-19 Response. The majority of our employees continue
to work remotely in order to minimize the spread of COVID-19
among our employee base and comply with local regulations
within the United States and internationally. We extended our
paid time off and sick leave benefits for employees directly
impacted by COVID-19, or caring for children or a member of theirhousehold impacted by COVID-19. We have provided allowances
to our employees to cover expenses related to transitioning
to a work from home environment. We continue to offer local
employee assistance programs to employees as needed.

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About This Report
2021 Highlights
Our Impact
Environmental,
Social & GovernanceAppendix

Our Environmental Impact
We are committed to understanding,assessing, and setting goals to
reduce our environmental andclimate impact, and applying ourplatform and resources to address
society’s environmental and climate
justice challenges.

This past year we undertook our first greenhouse gas inventories.
We’re committing to annual emissions tracking, in alignment with
globally accepted science and frameworks.
In 2022 we’ll work to understand strategies and options we canpursue to reduce and mitigate them.

[SASB TC-SI-130a.1-3]

Workplace

We’re early in our journey to understand how we can take action
to support a healthier environment and climate. We’re urged onby the state of our world, our passionate employees, and ourcustomers and suppliers making commitments to reachclimate targets.

Focus Areas. We have begun to inventory our impacts inanticipation of setting climate goals. Based on these results, wehave identified three initial areas to explore how we can influence
our impacts, and will develop policies and procedures for each.

• We are seeking energy efficient/sustainability-certified
spaces for our new office in Lisbon.
• We will evaluate options to reduce our energy use in theoffices we operate.
• Our use of real estate has changed dramatically since the
COVID-19 pandemic began, and we are reviewing ourphysical space needs and uses.

“It’s more and more clear that there’s only so much impact
an individual can have. The onus is on corporations with
their farther-reaching influence to help slow down andreverse climate change, spearhead ID&E efforts, and more.”—Dutonian, 2021 survey comment
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About This Report
2021 Highlights
Our Impact
Environmental,
Social & GovernanceAppendix• In our San Francisco headquarters we installed a space
utilization system to help us design and build spaces that
better fit our needs and do not produce excess or waste.
• Similarly, as we better understand where and how Dutonians
will be working, we will evaluate how we can best support
sustainable remote work practices.
• In the past we offered reusable and compostable products
in our San Francisco office. Depending on how we utilize ouroffice space going forward, we will explore revitalizingthese practices.
Third-Party Cloud Services Providers[SASB: TC-SI-130a.3]• We do not own or operate data centers but use third-party
cloud providers. Early data shows this is a more efficient andless emissions intensive approach at this time.
• Our primary third-party cloud service provider has madeclimate and renewable energy commitments and progress,
including to set a science-based target, and factors
environmental and climate criteria into their siting
and operations.
• We will evaluate the services we employ to explore lower
emissions opportunities.
Travel• Little travel is taking place at this time. As travel resumes, wewill evaluate and develop related policies and procedures.
We will continue to track and report our impact, identify
opportunities to reduce our footprint, and develop policies tomanage these core areas.

Josh Pigford | Unsplash
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About This Report
2021 Highlights
Our Impact
Environmental,
Social & GovernanceGreenhouse Gas Inventories[SASB TC-SI-130a.1]
In 2021, we undertook our first greenhouse gas inventories, tocalculate our carbon footprint—the amount of greenhouse gases
produced by our business activities—for the two prior fiscal years,
FY20 and FY21. Our fiscal year runs from February – January of thenext year.
We looked back at 2019 in order to understand our impact
pre-pandemic, and to build a deeper body of information to
guide future goals and strategies
In FY20 our carbon footprint was estimated to be 933 mtCO2e,
measured in units of carbon dioxide equivalents (Co2e). Theseemissions were primarily from 1) employee physical commute, 2)business travel, 3) scope 1 real estate emissions and 4) scope 3
purchased goods and services included in this initial inventory.

our new hub in Atlanta, and with this real estate and headcountincrease, scope 2 emissions increased. As Dutonians began
to work remotely and business travel and commuting paused,
our absolute emissions from scope 2 and scope 3 travel andemployee commuting categories decreased, and we saw arelated emissions increase in scope 3, category 7, teleworking.
Both inventories were conducted by a third-party consultant inaccordance with the Greenhouse Gas Accounting Protocol andinclude a market- and location-based approach. We included
scopes 1 and 2, as well as scope 3 categories for employee
commute, physical commute, remote work, waste, andbusiness travel.
We will continue to evaluate our emissions. In FY23 we will havethree years’ worth of data, and will use this to evaluate potential
goals and strategies to make a climate commitment that
supports the global need to limit warming to 1.5°C to meet thegoals of the Paris Agreement.

In FY21, when the global pandemic began, our emissions
decreased to 864 mtCO2e overall. However, we also added
Greenhouse Gas Inventory FY20-21

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Energy Consumption

Water Consumption[SASB TC-SI-130a.1]
We estimated our energy consumption for our real estate
footprint. We increased our real estate footprint and headcountfrom FY20 to FY21, and while our offices were closed starting inMarch 2021, our data still includes the estimated consumptionof this empty office space, following globally accepted
methodologies.

[SASB TC-SI-130a.2]
We estimated water consumption for our real estate footprint
for two prior fiscal years. While we increased our real estate
footprint and headcount from FY20 to FY21, our estimated water
consumption decreased significantly as a result of closing ouroffices in response to the COVID-19 pandemic.

Total energy consumed

Total water consumed

About This Report
2021 Highlights
Our Impact
Environmental,
Social & GovernanceAppendix

Cloud Services Providers[SASB TC-SI-130a.3]
We rely on third-party cloud infrastructure to run our operations
and do not own or operate any data centers. Our cloud storage
provider currently sources more than 50% renewable energy
and has publicly committed to increasing this to 100% by 2025.
As we set our energy and emissions goals and strategies going
forward, we will review and evaluate options for our strategic useof services.
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Our efforts contribute to the following
Sustainable Development Goals:

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About This Report
2021 Highlights
Our Impact
Environmental,
Social & GovernanceAppendix“In 2021 we laid the foundation for an integrated ESG
approach that will help us advance a more equitableworld. Our platform empowers our customers totransform urgent, mission-critical work, and to build
trust with their clients and users through seamlessexperience. Our ESG program codifies and reinforces
our commitment to ensure these organizations deliveron their missions. We’re not content to just improve how
we do business, nor to just create financial value—the
responsibility of modern leadership is to leverage ourexpertise to drive positive impact in the world.”—Jennifer Tejada (she/her), Chairperson & CEO, PagerDuty

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ImpactReportAppendix

About PagerDuty andPagerDuty.org
About This Report
2021 Highlights
Our Impact
Environmental, Social& Governancece
Appendix

ShelterTech
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2021 Highlights
Our Impact
Environmental, Social& Governancece

Methodology

Governance & Policy Documents

Value of Pro Bono Expertise
Based on Benevity hours logged by PagerDuty tech leads andteams, and $195 standard rate confirmed by Taproot.

PagerDuty Code of Business Conduct and Ethics

Employee Volunteering and Giving
Data around employee volunteering and giving were pulledfrom PagerDuty’s internal database in Benevity.

Data Security Policy

Nonprofit Customers
Product donations and discounts were calculated by adding
the ARR (annual recurring revenue) dollar value of productdiscounts provided to all organizations participating in
Impact Pricing.
Value of Product Donations and Discounts
Product donations and discounts were calculated by adding
the ARR (annual recurring revenue) dollar value of productdiscounts provided to all organizations participating in
Impact Pricing.

UK Modern Slavery Act statement

Privacy Policy
Security Overview
Acceptable Use Policy
Community Policy
Corporate Governance Guidelines
Nominating and Governance Committee Charter
Audit Committee Charter
Compensation Committee Charter

Appendix2022// AllRightsReserved.
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About This Report
2021 Highlights

Environmental Data
Greenhouse Gas Inventory [SASB TC-SI-130a.1]

Energy Consumption [SASB TC-SI-130a.1]

Greenhouse Gas Emissions (mtCO2e)

Energy consumption (Gigajoules (GJ))

Scope 1

Environmental, Social& Governancece
Appendix

FY2021

133

147

Scope 2
Location-based

77

290

Market-based

21

262

210

437

Market-based

154

409

Scope 3

779

455

933

864

FY2021

Scope 1

1617

1783

Scope 2

2790

3443

Total

4408

5226

Percentage grid electricity: 100%

Scopes 1+2

Total
Market-based
Notes

2022
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FY2020

Scopes 1+2
Location-based

Our Impact

FY2020

Scope 1Natural Gas + Refrigerant

Scope 2

Includes all real estate globally,
including short and long termleases. Actual energy use is used
when available, other facilities
are estimated.

Scope 3

Includes the following categories:
purchased goods and services(partial), waste, business travel
and employee committee(comprised of remote work andphysical commute)

Total

Market-based

Water Consumption [SASB TC-SI-130a.2]
Total water (thousand cubic meters), estimated across our global
real estate footprint

Water

FY2020

FY2021

4.78

1.43

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2021 Highlights
Our Impact
Environmental, Social& Governancece

Sustainability Accounting Standards Board (SASB)
PagerDuty is committed to sharing ESG information with investors and other stakeholders. Unless otherwise noted, data anddescriptions are current as of the end of our fiscal year 2022, which covers the time period February 1, 2021 – January 31, 2022.
We will continue to evolve our disclosure in future reports.
Topic

Response and References

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

consumed, percentage of each inregions with High or Extremely HighBaseline Water Stress
TC-SI-130a.3 Discussion of the integration ofenvironmental considerations into
strategic planning for data center needs

PagerDuty does not own data centers and utilizes thirdparty cloud services (page 55)

Privacy Policy

relating to behavioral advertising anduser privacy
TC-SI-220a.2 Number of users whose information isused for secondary purposes

TC-SI-220a.3 Total amount of monetary losses as aresult of legal proceedings associatedwith user privacy
TC-SI-220a.4 (1) Number of law enforcement requests

for user information, (2) number of users
whose information was requested, (3)percentage resulting in disclosure
TC-SI-220a.5 List of countries where core products

orservices are subject to governmentrequired monitoring, blocking, content
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Estimated water consumption from real estate footprintfor FY20 and FY21 (page 55) and in the Environmental
Data in the Appendix (page 59)

Data Privacy & Freedom of Expression
TC-SI-220a.1 Description of policies and practices

Appendix

Total energy consumed, percentage grid electricity andpercentage renewable included in report (page 55) andin the Environmental Data in the Appendix (page 59)

PagerDuty operates in a business to business (B2B)
environment and is not focused on secondary
utilization; therefore this information is not included.
In FY22, PagerDuty did not have any significant fines orlosses as a result of legal proceedings or user privacy.

PD operates in a B2B environment. For information onlaw enforcement requests please see our Privacy Policy.

PagerDuty complies with the Foreign Corrupt Practices
Act and Export Control Regulations.

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Topic

Response and References

Data Security
TC-SI-230a.2 Description of approach to identifying

and addressing data security risks,
including use of third-party
cybersecurity standards

Recruiting & Managing a Global, Diverse & Skilled Workforce
TC-SI-330a.1 Percentage of employees that are (1)foreign nationals and (2) located offshore

About This Report
2021 Highlights
Our Impact

Data Security Policy
Security at PagerDuty
Acceptable Use Policy
Form 10-K Filings

PagerDuty headquarters are in San Francisco, CA, and we have offices in the
United States and several other countries. As of January 31, 2022, we had 951
employees, of which approximately 71% were in the United States and 29%
were in our non-US locations, as reported in our 2021 Form 10-K. (page 45)

Recruiting & Managing a Global, Diverse & Skilled Workforce cont.
TC-SI-330a.2 Employee engagement as a percentage

Nearly 80% of Dutonians provided their feedback on their engagement in our
August 2021 Inclusion Survey:
81% shared that they feel PagerDuty is a great place to work.
88% feel like they can provide upward feedback to their manager
84% are comfortable sharing their personal background and experiences
77% feel they can voice contrary opinions without fear of negative
consequences (page 47)

TC-SI-330a.3 Percentage of gender and racial/ethnic

We track and publish this in our annual Inclusion, Diversity & Equity report,
most recently published in 2021. We report on management in two ways: a)Senior Leadership, defined as VP and above, and b) people managers (2) We
do not separate out technical staff (3) We report on the representation of all
employees (page 50)

Environmental, Social& Governancece
Appendixgroup representation for(1) management, (2) technical staff, and(3) all other employees

Intellectual Property & Competitive Behavior
TC-SI-520a.1 Total amount of monetary losses as aresult of legal proceedings associatedwith anticompetitive behavior regulations

In FY22, PagerDuty did not have any significant fines orlosses as a result of legal proceedings associated with
anti-competitive behavior.

Managing Systemic Risks from Technology Disruptions
TC-SI-550a.2 Description of business continuity risks

Please refer to our 10-K

related to disruptions of operations

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ImpactReportForward-Looking Statements:
This 2021 Impact Report contains forward-looking statements, and actual results could differ materially. Risk factors that could cause
actual results to differ are set forth in the “Risk Factors” of the FY 2022 PagerDuty Annual Report on Form 10-K, or Form 10-K. These risk
factors are subject to update by our future filings and submissions with the US Securities and Exchange Commission and earnings
releases. Forward-looking statements are based on expectations as of the date of this report, unless an earlier date is indicated.
Statements derived from our Form 10-K speak as of March 17, 2022. PagerDuty disclaims any duty to update any statement made in thisreport except to the extent required by law.

About PagerDuty andPagerDuty.org
About This Report
2021 Highlights
Our Impact
Environmental, Social& Governancece
Appendix

About PagerDuty
PagerDuty, Inc. (NYSE:PD) is transforming critical work for modern business. Our powerful and unique digital operations platform enables users to takethe right action, when seconds matter. Organizations of all sizes trust PagerDuty to handle every type of work across the enterprise including intelligent
incident response, AIOps and process automation. Notable customers include Cisco, Genentech, Electronic Arts, Cox Automotive, Shopify, Zoom,
DoorDash and more. To learn and to try PagerDuty for free, visit pagerduty.com. Follow our blog and connect with us on Twitter, LinkedIn, YouTube andFacebook. We’re also hiring, visit https://www.pagerduty.com/careers/ to learn more.

Learn more about pagerduty.com.

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