2022 ESG Report

Leading With Integrity

Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Contents
INTRODUCTIONOUR COMMUNITIES, CLIENTS AND PARTNERS

3
4
5
6

23
25
26
28

From Our CEO
2022 Highlights
About Robert Half
Our Approach to ESG

Emerging Technology and Innovation
Spotlight on Protiviti ESG Solutions and Thought Leadership
Community Investment
Supplier Inclusion

OUR GOVERNANCEENVIRONMENT

9 Ethics and Integrity
10 Board Structure
12 Maintaining Trust Through IT Security and Data Protection

31 Our Sustainable Ecosystem Impact

OUR PEOPLE

ESG DATA TABLES

14 Creating a Diverse Workforce and Inclusive Workplace
16 Spotlight on Employee Network Groups:
Driving Positive Change
17 Attracting, Retaining and Developing Our Talent
19 Spotlight on Developing the Future Workforce:Partnerships and Internships
20 Engaging Our People and Promoting Their Well-Being

33
37
39
44
46

About Us
Our Governance
Our People
Our Communities, Clients and Partners
Environment

Robert Half employees during The Ride for Roswell, a charity cycling event in Buffalo, N.Y.
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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

From Our CEO

M. KEITH WADDELL

Robert Half’s enterprise values — integrity, inclusion, innovation andcommitment to success — serve as the cornerstones for everything
we do. Our commitment to these values drives our environmental,social and governance (ESG) priorities throughout our businessand in the communities where we live and work. Through our
ESG efforts, we strive to win the trust of our shareholders, clients,
candidates, suppliers and our valued employees around the globe.

People are also at the center of our external ESG efforts, fromsharing inclusive workplace principles with our suppliers to meeting
top-of-mind client needs with ESG services we provide through ourbusiness consulting subsidiary, Protiviti. We invest philanthropically inthe communities where we operate to drive positive impact, and we
encourage our employees to volunteer with and give to organizations
important to them.

In 2022, we found new ways to deliver on our ESG priorities,
starting with our long-standing commitment to our people. To
continue to support our employees’ well-being, we establisheda flexible work philosophy that provides our teams with greater
location and schedule flexibility. Our intent is to be a company
where everyone is empowered to achieve professional success,and where differences in cultural backgrounds, perspectives andworking styles are embraced and valued.

We are proud to support the UN Global Compact and its 10 principles,
which span human rights, fair labor practices, the environment andanti-corruption. In 2022, we submitted targets to the Science Based
Targets initiative to reduce our greenhouse gas emissions.

Our people-first approach positively impacts our teams’ morale,
engagement and productivity, as evidenced by consistently highsatisfaction levels in our employee surveys. As in years past, we
act on our employees’ ideas to better our workplace, expanding
programs and practices including recognition and belonging,well-being and mental health, and competitive pay and benefits.

Our time-tested corporate purpose — to connect people tomeaningful work and provide clients with the talent and subject
matter expertise they need to confidently compete and grow —will continue to provide the foundation of our ESG priorities.
I am proud of the way our 2022 ESG initiatives are helping us
foster a people-first approach in our workplace and support both
our communities and the environment. I invite you to learn more
about our focus areas in the following pages.

President and Chief Executive Officer

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Robert Half

Introduction

Our Governance

Our People

2022 Highlights

Environment

ESG Data Tables

Robert Half focuses on key ESG priorities that address the challenges we face as a business and as part of
the global community. Our results for 2022 underscore our commitment to our people and our values.

54%

34%

In our global internal workforce

Individuals from historicallyunderrepresented groups in
our U.S. internal workforce

WOMEN

Our Communities

RACIAL AND ETHNIC DIVERSITY$7M
COMMUNITY INVESTMENT

94%
EMPLOYEE ENGAGEMENT

Employees who said we area great place to work

Total corporate contributions
to nonprofit partners, enterprisematching gifts and the valueof employees’ volunteer time

GHG
REDUCTION TARGETS

Submitted for validation to the Science
Based Targets initiative for greenhouse gas
emissions reduction

37%
SUPPLIER INCLUSION

Total U.S. supplier spend supporting
small and diverse businesses

INDUSTRY RECOGNITION

Barron’s and Forbes award logos are reprinted with permission of Barron’s and Forbes. From Fortune, ©2023 Fortune Media IP Limited. All rights reserved. Used under license. Fortune and Fortune Media IP Limited are not affiliated with, and do not endorse the products or services of, Robert Half.

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

About Robert Half
Robert Half is the world’s first andlargest specialized talent solutions
and business consulting firm.

Our time-tested corporate purpose is to connect people to meaningful
work and provide clients with the talent and subject matter expertisethey need to confidently compete and grow.

Our talent solutions include contract and permanent
placement, and the specialized fields we serve
include finance and accounting, technology,
administrative and customer support, legal, andmarketing and creative.
Protiviti, our business consulting subsidiary, helps
companies solve complex business challenges in awide range of areas. Protiviti also provides services
to clients through a managed solutions delivery
model, working closely with our talent solutions
business to deploy custom-built teams of highly
skilled professionals.

16,300400+

FULL-TIME INTERNAL STAFF

LOCATIONS GLOBALLYROBERT HALF:

317
Office locations

19
Countries
PROTIVITI:

89
Office locations*29
Countries*
Robert Half and Protiviti**Includes Member Firms, which are independent legal entities operating under the Protiviti name.

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Our Approach to ESG
ABOUT THIS REPORTOur Values

Accountability

In 2022, we updated our enterprise values to align with our organization’s mission,
vision for our future, and efforts to create a work culture where everyone feels valued
and empowered to contribute.

Robert Half develops and executes ESG strategies
and initiatives with oversight from our board of
directors and senior leadership. The board regularly
receives reports on various ESG activities, including
policy and program updates related to humancapital management; diversity, equity and inclusion(DEI); cybersecurity and privacy; environmental
considerations; and compliance topics.

These values — integrity, inclusion, innovation and commitment to success — arechampioned across the organization and embedded in our corporate culture. They help
guide us in our journey to promote socially responsible and sustainable business practices
and to focus on the ESG issues most important to our company and stakeholders.

INTEGRIT Y

I N C LUS I O N

I N N OVAT I O N

C OM M I TM E N T
TO S U C C E S S

We put ethics first anddo the right thing in all
situations.

We foster a culture ofbelonging where everyone
can connect, thrive andgrow.

We adapt, evolve andinvest to deliver new
ideas and solutions.

We empower our people
to drive the success of ourclients, colleagues andcandidates, and to betterour communities.

With visibility and accountability at the highest levelsof the organization, our chief ESG and DEI officer
leads our ESG team and reports directly to our CEO.
The ESG team is responsible for strategy, program
execution and provides formal structure across theenterprise for maximizing our impact through crossfunctional collaboration with business functions todrive management accountability across ESG topics
and programs.

LEARN MORE
• Robert Half: Our Approach to ESG

This report showcases how we live ourenterprise values by focusing on the
ESG opportunities of primary interest
to our stakeholders and the actions wetake to address those issues as part ofour commitment to social responsibility
and sustainability.
Throughout this report, “Robert Half”
refers to our entire global enterprise,
including our talent solutions businessand Protiviti. We refer to our talentsolutions business and Protiviti separately
only in instances where their employee
or community programs differ. When werefer to employees, we mean our internal
employees rather than contract talent
we place externally with clients or ourfull-time engagement professionals.
The content we provide in this report
represents our performance for our fiscal
year 2022, which aligns to the calendar
year. All content and data reflect ouroperations worldwide, except whereotherwise noted.

• 2022 Materiality Assessment• About Robert Half
• About Protiviti
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Robert Half

Introduction

Our Governance

Our Approach to ESG
Materiality
Understanding and responding to the needs
and issues that our internal and external
stakeholders — including our employees,
candidates, clients, shareholders and community
partners — consider most important requires
us to engage often and listen closely. We use
surveys and other communication methods togather feedback, which helps us develop andimprove our programs, services and interactions.
In 2022, we completed a formal materiality
assessment and published the results in our
2021 ESG report. The assessment expanded
our efforts to learn more about the ESG risks,
opportunities and topics most relevant to ourcompany and our stakeholders, and it resulted
in the identification of 11 priority topics for
our ESG road map. To learn more about ourassessment process and details, download our2022 Materiality Assessment summary.

Our People

Our Communities

Environment

ESG Data Tables

OUR MATERIAL AREAS AND IMPACT PRIORITIESOur Governance

Our Communities

Accountability
Ethics and integrity
Board structure
Maintaining trust through IT security and protection

Emerging technology and innovation
Community investment
Supplier inclusion

Our People

Environment

Diverse workforce and inclusive workplace
Talent attraction, retention and development
Talent engagement and well-being

Sustainable ecosystem impact

Robert Half employees at an internal leadership excellence summit

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Our GovernanceRobert Half understands that soundgovernance is critical to our ability to execute
effectively on our overall business strategy,
make meaningful progress toward our statedgoals, deliver exceptional performance andinstill confidence in our many stakeholders
around the globe.
IN THIS SECTION> Ethics and Integrity> Board Structure> Maintaining Trust Through IT Security and Data Protection

Robert Half employee at a global field leadership summit held in Dana Point, Calif.
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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Ethics and Integrity
Demonstrating Ethics andIntegrity Throughout Our
Global Operations
Ethics and integrity are central to Robert Half’s
culture, people, policies and procedures —just as they have been since Bob Halffounded the company in 1948. Half wasa leader in the fight against discriminatory
employment practices in the staffing industry.
He established founding principles to instill
the highest ethical standards.
Our employees play a frontline role indemonstrating ethics and integrity throughout
our global operations. We empower themby providing clear guidance and training,
including our Code of Business Conduct andEthics (the Code), which sets expectations for
upholding ethical standards.

2022 HIGHLIGHTS

Promoting a culture of ethics and integrity• Global Conflicts of Interest course: We added a conflicts of interest
course to our Code compliance education program, which requires
annual training and testing for all employees. New hires are provided
with ethics and compliance resources during onboarding and are
required to complete training within 30 days of starting the program.
• Internal metrics dashboard: We improved our internal metrics
dashboard to enable daily tracking of Code compliance training
by employees.
• Employee ethics events: Through interactive events such as Global
Ethics Day and Corporate Compliance Week, we invited employees
to reflect and collaborate on how we might further embed integrity inall we do.

Our Commitment Going Forward
We aim for all of our employees to complete
training across compliance, information security,
ethics, anti-discrimination and anti-harassment.
In 2022, we had 92.4% completion across all
required compliance trainings within the requested
time frame.
Robert Half employee Daniel Gibson embracing the company’s
flexible work model

Confidential Communications
We encourage Robert Half employees to report any unethicalbehavior they observe — in person, via telephone or online — inconfidence and without fear of retaliation. Our anonymous thirdparty hotline is available 24/7 via phone at 1.800.251.4621 or
online at roberthalfethicsline.com.

LEARN MORE
• Robert Half Corporate Governance• Robert Half and Protiviti: Ethics andCompliance Online Reporting Tool
• 2022 Ethics and Integrity Data Disclosures

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Board StructureContinually Optimizing Our
Board Structure to Increase
EffectivenessRobert Half looks to our board of directors
to provide critical oversight of our company’sbusiness strategy and risk management
activities, including objectives related to
ESG issues. Our directors are dedicated to
upholding our corporate governance efforts
that are informed by Robert Half’s enterprisevalues: integrity, inclusion, innovation andcommitment to success.

LEARN MORE
• Robert Half Corporate Governance• 2023 Proxy Statement• 2022 Board Structure Data Disclosures

2022 HIGHLIGHTS

Board strength and independence

Board diversity and inclusion

Robert Half’s board structure is well-suited to guide the enterprise as we navigatechange, risk and opportunity, and focus on achieving our business goals. Our board’s
structure includes an executive chairman of the board, an independent lead director,
our CEO (who is also a director) and a 75% majority of independent directors.

Robert Half remains focused on promoting
diversity and inclusion throughout ourenterprise, including at the board level.
Our Corporate Governance Guidelines
reflect this commitment, including best efforts
through a third-party search firm and theNominating and Governance Committee
to present qualified female and racially andethnically diverse candidates in the pool of
director candidates and nominees.

The significant responsibilities of the lead director’s role and the completely
independent Audit, Compensation, and Nominating and Governance committees
contribute to creating a strong, independent and active board for Robert Half.
In August 2022, Robert Half’s board
appointed Marnie H. Wilking as a directorof the board. Wilking is a Fortune 500 chief
information security officer. Her appointment
to the board fulfilled a commitment ourcompany made in a May 18, 2022,
supplemental proxy filing outlining theboard’s “goal to appoint a new qualified
female board member no later than the2023 Annual Meeting of Stockholders.”(Board director and Audit Committee chair
Barbara J. Novogradac passed away inMarch 2022, triggering our company’s
search for a new board member.)

Our Commitment Going Forward
Our aim is for diverse representation on
our board of directors based on gender,race and ethnicity.

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Board Structure
AT A GLANCE

Our Board’s Independence, Expertise and Background75%
OF OUR BOARD MEMBERS
ARE INDEPENDENT

Six of eight members, including the lead director,
are independent as defined by Section 303Aof the Listed Company Manual of the
New York Stock Exchange.

100%

37.5%

50%

OF AUDIT, COMPENSATION,
AND NOMINATING AND
GOVERNANCE COMMITTEEMEMBERS ARE INDEPENDENTSELF-IDENTIFY AS FEMALE
OR UNDERREPRESENTED

OF INDEPENDENTDIRECTORSWith 25% based on gender and12.5% based on race and ethnicity

Have joined in the past 5 years

INDEPENDENT DIRECTORS REGULARLY MEET IN AN EXECUTIVE SESSION WITHOUT MANAGEMENT.

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

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Maintaining Trust Through IT Security and Data Protection
Robert Half understands the importance of maintaining thesecurity, confidentiality and integrity of data we collectfrom our stakeholders, including our clients, candidates andemployees. We are committed to responsible and ethicalbusiness practices, including implementation of robust data
privacy and security measures.

Governance of our data privacy and security programs
Robert Half’s privacy and security teams are managed by our senior
vice president and global privacy officer. Our chief information
security officer, who reports to our global privacy officer, oversees ourEnterprise Information Security program. This structure positions us wellto collaborate on information security programs across the enterprisein conjunction with our executive vice president and chief technology
officer, who leads our applications, technology and innovation teams.

Employee education
Being proactive and preemptive with IT security and data protection
makes our enterprise more resilient against today’s increasingly
sophisticated and persistent cyber threats. Our people are key tokeeping our organization secure. To help our workforce be effectivein that role, we require annual information security and data privacy
training that explains policies and principles for using and securing data.

2022 HIGHLIGHTS

Cybersecurity Training• Emergency simulation exercises: We conduct emergency cybersecurity
simulations at least annually to test and prepare our employees’
readiness for actual security incidents if they arise.
• Annual Cybersecurity Awareness Month: Robert Half observed
Cybersecurity Awareness Month in October by adding over 25 new
interactive learning courses and videos to our Data Defenders intranet
site. We also hosted a cybersecurity awareness webinar, which wasattended by more than 600 employees in North America.
• Data Defenders intranet site: We encourage our people to embrace
the role of Data Defender and learn how to recognize threats to ourdata security, what we need to protect, what steps they can take tosecure our information and how to report a potential security incident.
From April 1 to Nov. 1, 2022, we had 8,300 page views of our
Data Defender site, which is available in multiple languages. On acontinuous basis, we also simulate phishing emails to our employees
to remind them of the risk of cyberattacks.

Our Commitment Going Forward
We commit to transparent privacy policies
and practices and a continued evolutionof our security posture. We aim for all of
our employees to complete training acrosscompliance, information security, ethics,
anti-discrimination and anti-harassment. In
2022, we had 92.4% completion acrossall required compliance trainings within therequested time frame.

LEARN MORE
• Robert Half Security and Data Privacy• Robert Half Cybersecurity GovernanceStatement• Robert Half Privacy Policy• Protiviti Privacy Policy• 2022 IT Security and Data Protection
Data Disclosures

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Our People
Our commitment to putting our people
first means that talent attraction, retention,
development, engagement and well-being
are inextricably intertwined. They help tostrengthen the diversity of our workforce,create an inclusive workplace and position
Robert Half as an employer of choice fortoday’s professionals.

IN THIS SECTION> Creating a Diverse Workforce and Inclusive Workplace> Attracting, Retaining and Developing Our Talent> Engaging Our People and Promoting Their Well-Being

Robert Half employees at an internal summit held at the Robert Half headquarters in San Ramon, Calif.
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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Creating a Diverse Workforce and Inclusive Workplace
Robert Half’s commitment to diversity, equity
and inclusion seeks to empower our people
to foster a culture where everyone canconnect, thrive and grow.
We recognize we are on an ever-evolving
journey with more work to be done. By
strengthening diversity, nurturing equity andinclusion, and expanding our engagementwith our clients and communities, Robert Half
is invested in making long-term, sustained
progress to drive positive change.

2022 HIGHLIGHTS

Delivering employee-focused DEI education

Applying a DEI lens to talent management• Expanding on DEI concepts for shared language
and understanding: We launched a workshop
series, completed by nearly 1,000 individuals, toamplify the voices of underrepresented communities
and to continue to create psychologically safe
spaces for all employees.

Critical to the quest of representing diverse backgrounds, insights, perspectives
and experiences throughout our organization is our dedication to providing equal
opportunity and prospects for advancement during an employee’s entire career.
• Inclusive recruiting and hiring practices: For our managers and recruiting
professionals, we conduct developmental sessions focused on creating inclusive
policies and processes to strengthen our pipelines for diverse talent.
• Global onboarding: Our onboarding programs foster belonging throughmultiple connection and growth opportunities during a new hire’s first year;
facilitate a shared understanding of company values, career development andemployee resources; and provide an introduction to our Employee Network
Groups (ENGs). (To learn more about our ENGs, see page 16.)
• Global sponsorship experience: In 2021, Protiviti launched the Amplify
sponsorship program to further the career development of high-potential
employees. Amplify is open to all Protiviti leaders and focuses on womenand underrepresented leaders.

• Inclusive language audits: The web content of
our talent solutions business is assessed quarterly
to verify that the language we use is welcoming
and inclusive, and we collaborate to embed thislanguage across our teams.
• Inclusion Champions: An extension of ourglobal DEI teams, Inclusion Champions plan andcoordinate local events and activities to promote ouroverall DEI strategy. Protiviti’s DEI team partneredwith ENG leaders and 87 Inclusion Champions tofacilitate 27 employee-focused events.

LEARN MORE
• Robert Half’s Commitment to Diversity• Diversity, Equity and Inclusion at Protiviti• Robert Half: An Equal Opportunity Employer

ALLIANCES• 2022 Diverse Workforce and Inclusive
Workplace Data Disclosures

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Creating a Diverse Workforce and Inclusive Workplace
Boosting our impact through external strategic alliances
Robert Half supports the needs and interests of diverse groups
through strategic alliances, which help us advance DEI in theworkplace and make positive contributions to the communities where
we live and work. In the United States in 2022, those relationships
provided opportunities for us to participate in, sponsor or host:13

85+ 11NATIONAL DEI
CONFERENCESLOCALACTIVITIESProtiviti employees (from left) Madison Madison Urech, Samantha Sung, Chi Smith, Dorothy
Lam and Tina He at an event through Ascend’s North Texas Chapter event“Embracing diversity, equity and inclusion means creating a work
environment where everyone can thrive. We believe that we
succeed through teamwork, recognition and respect for each other.
We offer our people a wide variety of programs and experiences
to ensure that each person has a voice that is heard, feels a senseof belonging and has the chance to make a real difference.”— SUSAN HASELEY, Robert Half Chief ESG and DEI Officer

SUPPLIER INCLUSIONCONFERENCES

Our Commitment Going Forward• Integrate DEI into the Robert Half DNA, focusing
on increasing representation and creating aculture of belonging. We will seek to hire froma slate of qualified candidates, tapping into
diverse recruiting channels. These hires will besupported by a culture of inclusion driven by
active leadership and sponsorship.
• Maintain 50% or higher global representationof women in our internal workforce andcontinue to increase the percentage of our
U.S. underrepresented employees.
• Implement strategies designed to increase
global female and U.S. racial and ethnic
representation in management and higher roles,
which include senior officers, senior managers
and managers who supervise teams.
From left: Jorge Ventura (RHTS), Damian Rivera (ALPFA) , Juan Solis-Robles (PRO)and Amelia Bernal-Valencia (RH) pictured at an event with the Association of
Latino Professionals for America
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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

SPOTLIGHT

Employee Network Groups: Driving Positive Change

Created and led by employees globally, Employee Network Groups (ENGs)
across our talent solutions business and Protiviti unite professionals with common
interests and backgrounds. Seventeen ENGs across our enterprise — with
commonalities around gender, race/ethnicity (Black/African American, Pan-Asian,
Latinx/Hispanic), mental wellness, LGBTQIA+ and more — strengthen our company
culture by opening avenues to encourage inclusion and belonging.

Our ENGs are essential to our success indriving our DEI efforts. These groups not
only provide communities of connection but
also integrate into our talent attraction anddevelopment efforts and create avenues toenhance the communities in which we live
and work.
We have invested heavily in creating andempowering our various Employee Network
Groups to champion the issues most relevant
to diverse groups across our organization.
These groups help foster dialogue about

what we can be doing to support ourcolleagues and advocate for programs andinitiatives. Our ENGs not only help drive our
DEI efforts but are also key to contributing toour company’s overall success.
In addition, our ENGs have a powerful senseof community among themselves and havea keen sense of intersectionality with themultiple identities among their groups. As partof their annual planning process, they use theprinciple of intersectionality to plan activities
and events that create greater impact.

BELONG and proPRIDE
Robert Half and Protiviti’s LGBTQIA+ networks,
BELONG and proPRIDE, respectively, invite collective
engagement and participation in furthering theadvancement of LGBTQIA+ equality and creating aculture of belonging within our enterprise. Together,
the two networks have over 750 members across
13 countries.
In 2022, BELONG was selected as one of three
finalists for Out & Equal's 2022 Outie Awards for
New Employee Resource Group of the Year. The
award recognizes organizations that are leadersin advancing equality for LGBTQIA+ people inworkplaces globally. BELONG and proPRIDE
lead the enterprisewide celebration of Pride monthby hosting a panel event with It Gets Better, an
LGBTQIA+ nonprofit, sponsoring Lesbians Who
Tech and Out & Equal. We celebrate our score of
100 on the Human Rights Campaign Corporate
Equality Index.

Robert Half BELONG and Protiviti proPRIDE employees (fromleft) Remi Gay, Sam Gingham, Jessica Gajadharsingh andEllie Waite at Pride in London

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Attracting, Retaining and Developing Our Talent
Robert Half strives to deliver an inclusive,
rewarding experience for all employees.
We want each individual to love what they
do and to feel engaged and challenged atwork while moving forward in their careers.
Our initiatives focus on recruiting andonboarding, benefits and compensation,
career development, performance programtransparency, and more — all designed toenhance the employee experience.

Robert Half employees (from left) Melyna Wyand, Mackenzie Mohr,
Annie Hall, and Kiandra Mitchum at a team event in Richmond, Va.

2022 HIGHLIGHTSBY THE NUMBERS

Prioritizing employee learning and development

2022 Global Employee Highlights

We are deeply invested in supporting our employees, of all tenures andin all positions and locations, to help them achieve their full potential.
Robert Half offers an array of learning and development opportunities,
many of which begin on day one.

417,744
TRAINING AND DEVELOPMENTHOURS COMPLETED

A reimagined onboarding program
Each new hire for our talent solutions businessengages in a six-week training program
designed to equip them with vital operational
knowledge, including how to leverage ourtechnology and best practices for their specificpractice group. In August, this program earned
the Brandon Hall Excellence Silver Medal
Award for Best New Hire Onboarding Program.

Protiviti’s immersive global onboarding session, Passport to Protiviti,
helps set up all employees for success. The onboarding continues with
Passport+, a yearlong learning series designed to help new hires feel
confident that they’ve joined an organization where they feel welcome.

4,300+EMPLOYEE PROMOTIONS$4.8M
IN REFERRAL BONUSESPaid to internal employees
in the U.S. and Canada$2.3M+IN JOB ORDER REFERRAL BONUSESPaid to our full-timeengagement professionals

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Attracting, Retaining and Developing Our Talent
Preparing for the future of work: upskilling and reskilling

Attracting diverse talent

Embracing the new world of work

One reason Robert Half can retain so many talented employees foryears — and even decades — is that our professionals have accessto the skills and training they need to be successful while building
fulfilling career pathways.

Robert Half recruits talent from a range of identities: race, gender,
age, ethnicity, apparent and nonapparent disabilities, sexual
orientation, and more. Our company sponsors and partners withdiverse associations, affiliations, alliances, colleges, communities,
job boards and referrals to expand our reach when recruiting
and attracting talent. For example, our partnership with Direct
Employers sends our job postings to over 80 diversity job boards.
And Protiviti uses a tool that provides our organization withaccess to graduates from U.S. universities who we likely would
not encounter through standard in-person graduate recruitment
opportunities.

At the start of the COVID-19 pandemic, Robert Half designed a new
flexible work model for internal employees. Learn more on page 20.

• Skill development: We invest in our people so they’refuture-ready and equipped with relevant skills. Our programs
include tuition assistance, financial support and recognition
for professional certifications, annual budgets for training
and development, and access to various internal and vendor
learning platforms.
• United Mentoring Program: In 2022, 422 participants with
our talent solutions business invested over 1,400 hours in thismentoring program, which includes a Leadership Exchange
initiative to support managers through critical professionaltransitions. The program earned the Brandon Hall Excellence
Silver Medal Award for Advanced Coaching and Mentoring.
• Advisor program: All Protiviti employees have at least one
advisor who supports them in their career. Advisors receive
training and use their own experiences and expertise to coachothers to pursue and reach their goals.

Working toward equitable compensation
Robert Half is committed to the principle of equal pay for equalwork. We believe this is essential to fostering a diverse andinclusive workplace that supports all employees across ourglobal enterprise.
• One example of how we’re making progress in pay
parity: Every year, Protiviti conducts formal equity reviewsin the United States. Reviews include pay equity by genderand race/ethnicity and the results are shared with seniorleadership, including executives overseeing DEI and humanresources organizations. The results are used to adjust
compensation fairly.

Our Commitment Going Forward
Our goal is to provide access to professional development
and training opportunities to all employees and candidates
so they can be successful while building fulfilling careers.
Robert Half’s Corporate Communications team embraced a hybrid approach for theirin-person and virtual summit

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

SPOTLIGHT

Developing the Future Workforce: Partnerships and Internships

Dress for Success
Since 2005, talent solutions
employees have provided support
to tens of thousands of low-income
women through our partnership with
Dress for Success Worldwide.

Our involvement expanded in 2022, offering multiple
ways for job seekers to gain confidence as theynavigate career transitions and pursue new paths.
Our 2022 partnership featured:• Suit Drive, which our talent solutions businesshas supported annually for over 20 years• Dress for Success Power walk, a fundraising eventwith the first $50,000 pledged and donated byRobert Half, and a corporate match of employee
volunteer hours and donations• Micro-coaching sessions and virtual careerbootcamp providing career readiness advice,job search coaching, tips for personal branding,resume building and more

$300 K+

DONATED TO NONPROFITS
focused on education andworkforce development

Protiviti was the winnerof the 2022 NACE
Award for Recruiting
Excellence — Large
Employer for its Liftoff
With Protiviti virtualintern onboarding
program.

• Gift card drive for retailers of professional clothing,health and wellness items, office supplies, andstore credit• Global impact with involvement of employees inNorth America, Australia, New Zealand and theUnited Kingdom

Protiviti’s 2022 internship program participants at The Intern Challenge event held in Austin, Texas

Internship program
More than 350 interns brought their talents to the enterprise in 2022. At Protiviti, interns
participated in a robust eight-week program that included the award-winning Liftoff
With Protiviti onboarding experience, a weeklong Intern Challenge with experiential
learning, networking and team-building activities, and a Week of Service to support
Protiviti’s i on Hunger initiative. Learn more about i on Hunger on page 26.

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Engaging Our People and Promoting Their Well-Being
Our people’s dedication and exemplaryefforts contribute to our success each andevery day, and we prioritize measures to help
them feel valued and supported at work.
We continually look for opportunities tointroduce and expand offerings for our people
and their families to help promote physical,
financial, social, emotional, mental andcommunity health.

2022 HIGHLIGHTS

Robert Half regularly seeks employee input
about their needs and concerns as thebusiness environment evolves. Employee
surveys are a vital tool for gathering feedback
and ideas from our people, who are aconstant source of inspiration for driving
positive change and innovation across ourenterprise and organizational culture.

HOW WE RESPONDED:

In short, we don’t just listen to our employees— we respond with action to promote andsupport their engagement and well-being.

In our employee surveys, we encourage our teams to let us know what we’re doing well as an organization and to point out areas that
could use improvement. Very frequently, this results in some great ideas that we seek to incorporate into our policies and programs,
such as our benefits and perks. In our employee surveys, here’s what we heard and how we responded:

Employees want to feel understoodand supported in a flexible work
environment.

Our talent solutions business’s flexible work model and Protiviti’s #HowWeHybrid
program formalized a work philosophy for employees worldwide that empowers
them to work when and where they are most successful, meet their professional
and personal needs while supporting our clients, candidates and colleagues,
and be treated fairly and equitably regardless of where they do their job. We
encourage in-person attendance with a purpose, such as onboarding with newtalent solutions professionals or employees who prefer or are best supported in
an office environment. We view our offices as tools rather than destinations.
This model was developed with significant input from employees so that it would
meet their needs while supporting their success. Over 90% of our talent solutions
business employees selected a hybrid or remote work option. To help teams
navigate this new model, we provide our leadership teams with skills workshops
and trainings focused on best practices for in-person versus virtual work.

Robert Half employee, Hannah Persichitte, works ”in person with a purpose“ fromthe company’s Denver office, as part of our flexible workplace philosophy

LEARN MORE ABOUT OUREMPLOYEE BENEFITS• Employee Benefits• Protiviti Well-Being• 2022 Employee Engagement
and Well-Being Data Disclosures

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Engaging Our People and Promoting Their Well-Being
Employees want aworkplace where they
feel recognized and havea sense of belonging.

Employees appreciate thecompany’s focus on theirwell-being, mental healthand work-life balance.

$

Employees value competitive
health and financial benefit
offerings.

HOW WE RESPONDED:

HOW WE RESPONDED:

HOW WE RESPONDED:• Employee appreciation bonuses: Twice in 2022, ourenterprise awarded $1,000 discretionary bonuses to all
regular and part-time global employees to recognize theircontributions toward revenue and earnings growth.

• Well-being stipend and additional time off: All regularand part-time global employees received a $500 bonus
to help meet their health and wellness goals; many of ouroffices offer discounted rates for gym memberships andonline health engagement programs; our employees in the
United States can take additional time off for well-being
by using floating holidays.

• Healthcare cost relief: Robert Half absorbed increases inmedical and dental insurance premiums in the United States,
resulting in no additional cost to U.S. employees for 2023.

• Revised vacation and paid time-off policies: We equalized
these policies for non-exempt/hourly and exempt employees
in the United States. Beginning in 2023, all employees
accrue vacation and paid time off at the same rate basedon years of service.
• New and expanded Employee Network Groups:
The company’s employee-created groups focus on
traditionally underrepresented populations and bring
together colleagues with common interests. See page 16
to learn more.

• Mental health, well-being and fitness programs:
Our employees were provided access to a digital, selfpaced program featuring resources for meditation andmindfulness, resilience, and nutrition. To help employees
enhance work-life balance, Protiviti piloted a MyExperience
tracking dashboard.
• Global well-being challenges: More than 1,800
employees participated in events and programs promoting
healthy habits with colleagues, such as committing toachieving 8,000 steps per day.

• Competitive pay: We regularly review our compensation
practices, benchmark our pay against other companies, andupdate our job descriptions and criteria in order to ensure our
employees receive competitive compensation.

Our Commitment Going Forward
Our goal is to maintain 85% or higher enterprise employee
engagement as an indicator for employee satisfaction andwell-being in company surveys. In 2022, our enterprise
employee engagement was 94%.

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Our Communities,
Clients andPartners
Robert Half is dedicated to shaping the futureof work through technology and innovation.
We support the communities where we live
and work and encourage our employees todo the same. We also work with suppliers
who conduct business in ways that align withour company’s values and ESG objectives.
IN THIS SECTION> Emerging Technology and Innovation> Community Investment> Supplier Inclusion

Robert Half employee Hasan Aksoy volunteering as part of a global field leadership summit heldin Dana Point, Calif.
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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Emerging Technology and Innovation
Robert Half was an early adopter ofdigital transformation — a journey our
global enterprise continues to this day.
Since our founding in 1948, RobertHalf has often sparked innovation in thestaffing industry, including pioneering theidea of professional-level contract roles.
Our ongoing commitment to improving
how we support our many stakeholders
fuels our desire to keep innovatingand embracing new technology so we
can develop and deliver reimagined
processes, tools and services acrossour business.

2022 HIGHLIGHTS

Robert Half’s AI-driven proprietary matching
technology
We made significant enhancements to our artificial
intelligence (AI) capabilities during the year. Leveraging
the substantial amount of proprietary candidate
placement data accumulated over decades, we use
AI to efficiently discover, assess and select talent forour clients. We have more than 30 million candidates
in our database, allowing us to generate a shortlist of
proven candidates that match client requirements in realtime. This capability enables us to successfully complete
hundreds of thousands of placements annually.
Our AI also aims to reduce hiring bias. We recognized
early on that, if not built properly, our AI matching
technology could skew hiring decisions. That’s why wetook critical steps from the outset to eliminate biases
within our algorithms, removing data that might reflect a
candidate’s gender, race, age or socioeconomic status.
Our AI technology represents a meaningful competitive
advantage for Robert Half. Coupled with the skills,
judgment and expertise of our specialized talent solutions
professionals, this unique and powerful combination sets
us apart in the marketplace.

The Robert Half mobile app
Our industry-leading Robert Half mobile app helps
to strengthen our AI-matching algorithms and global
infrastructure. Job candidates can find and apply
for jobs quickly and easily with a simple one-tap
button, receive job recommendations and track theirapplication status. In 2022, our award-winningmobile app helped job seekers in the United States
and Canada to:• Apply to nearly 1 million open positions• Receive 3 million job recommendations

The Robert Half mobile app
won the Gold Stevie Awardand was a multiple winner inthe Annual w3 Awards.

Serving our customers:
Robert Half Remote Workforce
We introduced the Robert Half Remote Workforce
as a new service in 2020 at a time when companies
were struggling to navigate a sudden shift to off-site
work during the COVID-19 pandemic. It is still a
popular offering because our recruiting professionals
can source talent for their clients from our nationwide
network of remote job candidates, and it continues
to provide us a competitive advantage. Since
implementing the Robert Half Remote Workforce, wehave distributed nearly 29,000 laptops to candidates;
we distributed roughly 4,000 of these devices in 2022.

29K
LAPTOPS SENT TOREMOTE CANDIDATES

Since implementing
Remote Workforce

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Emerging Technology and Innovation
Protiviti innovation

BY THE NUMBERS

Innovation is one of our core values and isembedded in everything we do. We value
and deliver new ideas and approaches whilechallenging our teams to innovate every day
as they determine the best solutions for ourclients and our business.

2022 Innovation Progress at Protiviti

We provide our employees access to abroad range of technology, and we offer
training that includes design thinking andagile principles:• The iNN program, a residency where
employees learn to develop and use
leading-edge tools and techniques while
engaging in real-life problem solving• A new Rapid Prototyping Team, adedicated team of technical experts
tasked with the rapid development offunctional prototypes• A new patent program that provides
the resources, expertise, recognition andrewards for ideas and creations as they
move through the formal patent process

142
SUBMISSIONS

To IdeaSwell, our open
ideation platform

59,000HOURS DEDICATEDTo global innovation activities

11
POTENTIAL PATENTSIDENTIFIED

2 patents applied for

3

COMPLETED PROTOTYPES

80%

Our Commitment Going Forward
Robert Half reaffirms our commitment todeveloping and deploying technology andinnovation for our client and employee use that
upholds human rights. In 2023, we plan to conduct
our first enterprise human rights impact assessmentwith the goal of determining future areas of focus
for the business based upon assessment results.

For internal and client use
Robert Half employee Ryan McGrail working from the Denver branch office

OF EMPLOYEES TRAINEDIN DESIGN THINKING

70% trained in agile principles

380+
LUMA CERTIFIED DESIGNTHINKING PRACTITIONERS

And 50+ Certified Facilitators

Protiviti was named
to Fast Company’s
Best Workplaces forInnovators 2022.

LEARN MORE
• Protiviti Innovation Services• 2022 Emerging Technology andInnovation Data Disclosures

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

SPOTLIGHT

Protiviti ESG Solutions and Thought Leadership
Environmental, social and governance issues aren’t just important to Robert Half — they are
top-of-mind interests and concerns for the many organizations we work with around the world.
Leveraging experience and innovation to increaseclient engagement

Knowledge sharing, research and analysis,
and future-forward thinking

Our experience is that sustainability is a continuous journey,presenting new risks and opportunities. There are no blueprints
or out-of-the-box solutions, and each company needs anindividualized and holistic approach to ESG reporting andoperations in order to manage the high level of complexity andbe positioned for continued, long-term success.

• Protiviti teamed with the University of Oxford in
2022 to conduct a global survey of businessleaders about ESG’s future impact; theseleaders agree that ESG will be important to theirorganization’s success over the next decade.

We leveraged our reporting and regulatory expertise to develop
an innovative ESG framework to help clients define and build aseamless ESG reporting process. We have helped clients define
and align ESG metrics to strategy and regulatory expectations,
support the reporting process with innovative data and analytics
solutions, and assist with audit and assurance readiness tohelp companies face a sustainable future with confidence. We
are also engaging our clients further, assisting them with thesustainability operating initiatives on which they are reporting.

• VISION by Protiviti explores transformational
topics that will alter business over the next decadeand beyond, and 2022’s installment looked at
the Future of ESG, featuring interviews with andinsights from ESG experts worldwide.
• ESG was a topic of focus in Protiviti’s 2022
Global Finance Trends Survey, which includes
recommendations to help chief financial officers
and finance leaders elevate their ESG strategies
and reporting.
THE PROTIVITI ESG FR AMEWORK

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Robert Half

Introduction

Our GovernanceCommunity Investment
Supporting Our Communities
Around the Globe
Robert Half engages in the communities where
we operate around the world, seeking to makea positive, lasting impact. We have built a
tradition of community engagement throughglobal volunteer, mentorship and philanthropy
programs. Leading by Example, for our talentsolutions professionals, focuses on education
and workforce development. iCare, for Protiviti
employees, focuses on social impact andaddressing hunger through its global service
program, i on Hunger.
Through our programs providing matching
gifts for employee donations, scholarships
for students in need and corporate grants fornonprofits, our company and our employees
are engaged in making a difference in ourcommunities. In 2022, we expanded our U.S.
matching gifts and Dollars-for-Doers program
to include all of our non-U.S. offices. Learn
more about our community outreach.

Our People

Our Communities

2022 HIGHLIGHTS

Volunteer mentorship opportunities
Our talent solutions business launched a newvolunteer mentorship program to encourage
employees to serve as mentors at nonprofits,schools and other community organizations.
We also engage our employees to help job
seekers navigate career transitions through ourpartnership with the nonprofit Dress for Successand our Suit Drive Re-Imagined. Several of
our Protiviti offices hosted TechGirlz volunteer
opportunities and workshops to help empowergirls to be future technology leaders, and in theUK, employees mentored local university students.

Environment

ESG Data Tables

Australia Reconciliation Action Plan
Reconciliation in Australia is aboutstrengthening relationships of Aboriginal
and Torres Strait Islander peoples with nonIndigenous peoples for the benefit of all
Australians. Protiviti is helping by committing
to a Reflect Reconciliation Action Plan
(RAP) and instituting governance practices,
including a commitment to be inclusive of
these communities in procurement, supplier
diversity and employment opportunities.

Protiviti partnered with Mumbulla Creative, an Aboriginal
creative agency, to create our BeSpoke artwork. Artist
Charmaine Mumbulla — a Kaurna/Narugga woman
based in Sydney — is passionate about working on projects
that support reconciliation and social justice.

i on Hunger’s 14-million-meal milestone

Round the World Challenge
In October, our talent solutions businessemployees in 19 countries outside of North
America united for the second consecutive year
to raise funds for Make-A-Wish International,
an organization that grants wishes to criticallyill children.

$237K
DONATED IN 2022

To Make-A-Wish through employee fundraising,corporate grants and matching gifts

With 235 participating partners across
21 countries, Protiviti’s global service
program i on Hunger hosted morethan 100 events, including food drives,
meal-packing events, meal preparationand serving, and financial donations
to food-related charities. Since 2014,
more than 14 million meals have beendelivered to those in need.
Protiviti employees volunteering at an i on Hunger meal-packing
event in Blue Ash, Ohio.

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Robert Half

Introduction

Our Governance

Our Communities

Our People

Environment

ESG Data Tables

Community Investment
Measurable Results Helping to Make a Difference

3,300

$7M

EMPLOYEESIN TOTAL COMMUNITYINVESTMENTS

Our Commitment Going Forward

Participated in our matching gifts and volunteering platform

2,300

30K+

NONPROFITS BENEFITEDHOURS VOLUNTEEREDFrom employee contributions
through our Matching Gifts program

To support charitable organizations

$1.3M

$930K

DONATEDDONATEDTo match employee contributions
through the Robert Half Matching
Gifts program

To nonprofits in the U.S.
and Canada through ourHoliday Giving program

Our goal is to increase the total percentage of
employees volunteering or donating in 2023
to causes important to them, either throughcompany-sponsored activities or personal
philanthropic interests and activities.
Vinicius Feitosa (left) and Rafaella Barreto and Larissa Ferreria (above)volunteering as part of the 15th anniversary in Sao Paulo, Brazil

LEARN MORE
• Robert Half: Community Outreach• Robert Half: Nonprofit Grants• Protiviti: i on Hunger Program• 2022 Community Investment Data Disclosures

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Supplier Inclusion
Maintaining Our Commitment
to Supplier Inclusion
Now in its 19th year, our U.S. Supplier
Inclusion program supports the promotion,
growth and development of small anddiverse-, women-, veteran-, service-disabled
veteran- and LGBTQIA+-owned businesses
as well as business owners with apparent
and non-apparent disabilities.

2022 HIGHLIGHTS

Diverse Supplier Grant Initiative
Robert Half, along with dozens of other corporations,is proud to partner with JPMorgan Chase in the launchof a Diverse Supplier Grant Initiative. The programaims to provide diverse-owned businesses — with
an emphasis on Black-, Hispanic- and Latino-owned
firms — access to the growth capital they need to more
effectively compete and secure corporate contracts
with companies like ours.

Robert Half is dedicated to working with
suppliers who respect ethics, human rights,
diversity and inclusion, and the environment.
Our Supplier Code of Conduct outlines
clear expectations for suppliers while doing
business with or on behalf of our company.
Our ESG expectations for suppliers arereiterated in our contracts with them.

Robert Half employees attending an Oakland Athletics baseball game in Oakland, Calif.

Procure Access Initiative From Disability:IN
As a signatory of Procure Access, a business-to-business initiative facilitated by
Disability:IN, the global disability inclusion nonprofit, we demonstrate our commitment
to purchasing and selling technology that is accessible to people with apparent andnon-apparent disabilities. We are proud to partner with Disability:IN on this initiativeby signing their CEO Letter on Disability Inclusion asking Fortune 1000 CEOs to help
advance disability inclusion and equality.

LOU ROSAS , Director, Supplier Inclusion

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Supplier Inclusion
Ongoing collaboration with diverse-owned suppliers

Recognition for our Supplier Inclusion program

Our supplier inclusion team conducts outreach activities andparticipates in conferences and trade shows in support of the many
diverse supplier organizations we partner with. In addition, we’vedelivered content tailored for diverse-owned business leadersregarding effective communication and strategies for advancing
within their respective industries.

Over the years, many organizations that our company
supports have recognized our Supplier Inclusion program.
These include the Women’s Business Enterprise National
Council (WBENC) and the National LGBT Chamber ofCommerce (NGLCC), which spearheads the National
Business Inclusion Consortium (NBIC).

We deepened our supplier inclusion relationships through oursponsorship of the Veterans In Business Network’s Veteran 2
Veteran Business Cohort Program and the Western Regional
Minority Business Council’s Business Growth Acceleration Program.

LEARN MORE
• Robert Half’s Supplier Inclusion program• Supplier Code of Conduct

2022 SUPPLIER INCLUSION PROGRAM ACCOLADESOur Commitment Going Forward
Our goal is to maintain, at a minimum, 35% of our total
U.S. supplier spend with small and diverse businesses.
In 2022, it was 37%. We will also work to increase thediversity certification of our existing diverse suppliers.
Robert Half’s supplier inclusion program manager Brenda Arnold attending theVeterans in Business (VIB) Network conference in San Diego

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Environment
Robert Half is committed to reducing ourenvironmental impact and operating inan environmentally sustainable way.
IN THIS SECTION> Our Sustainable Ecosystem Impact

Robert Half employees participating in the Help Paws 5K in Bloomington, Minn.
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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Our Sustainable Ecosystem Impact
As a global business, Robert Half has
opportunities to make changes andimprovements throughout the organizationthat help us address the company’s impacts
on the planet.
Our board-approved Global Environmental
Policy remains a vital tool for communicating
how Robert Half manages real estateholdings, business processes, reporting
programs and partnerships. It also outlines
expectations in helping our company
conduct business in a manner that protects
the environment, conserves resources
and promotes sustainable development.
Additionally, our Supplier Code of Conduct
and Sustainable Procurement Policy extend
our sustainability expectations to our
suppliers. We also disclose energy use
and greenhouse gas emissions, inclusive of
all Robert Half operations, annually in our
ESG report and to CDP Climate Change.

2022 HIGHLIGHTS

Reducing our greenhouse gas emissions
Between 2019 and 2022, Robert Half reduced
our Scope 1 and Scope 2 operational greenhousegas (GHG) emissions by 32% as a result of
adopting flexible work arrangements and throughthe procurement of renewable electricity.

Expanding our use of renewable energy
Robert Half sourced nearly 3,300 megawatt hours
of renewable electricity in 2022 to power ouroffices in France, Germany and Belgium as wellas our U.S. data center. For years, we have also
focused on achieving greater efficiencies in ourdata center, including virtualizing and consolidating
servers and modernizing data storage.

GHG
REDUCTION TARGETS

Submitted for validation to the Science
Based Targets initiative for greenhousegas emissions reduction

Our Commitment Going Forward
We took action on GHG emissions and submitted targets to
the Science Based Targets initiative (SBTi) for validation in
2023. This demonstrates our ongoing commitment to climate
action. Our proposed near-term targets, which are subject tochange based on the SBTi validation process, are as follows:• Robert Half commits to reduce absolute Scope 1 andScope 2 GHG emissions 55% by FY 2032 from a FY
2019 base year.
• Robert Half commits to reduce Scope 3 GHG emissions
from business travel and employee commuting 62% per
full-time employee by FY 2032, using FY 2019 as abase year.
• Robert Half commits that 50% of its suppliers by spend onpurchased goods and services will have set SBTs by FY 2027.

Robert Half employees spending time together biking around Nanjing, China

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Our Sustainable Ecosystem Impact
Other Ways Robert Half Is Prioritizing Sustainability

PROCESSTR AVELWASTE AND MATERIALS• Reimagining employee sustainability
engagement through our sustainability
affinity groups• Working to reduce business travelby asking our employees to be judicious
about travel decisions• Prioritizing reuse of electronicequipment and recycling of e-waste
globally• Continuing to integrate sustainability
and ESG principles and practices into
our procurement processes• Minimizing the commuting footprint
through our flexible work program,which enables our employees to workwhere they will be most successful• Modernizing our printer fleet
and printing policies to reduce power,
paper and toner usage• Focusing on environmental attributes
during the leasing process for office space• Encouraging the use of more electricand hybrid vehicles• Offering employee benefits with moresustainable options for commuting, suchas programs for public transportation,
bicycles and carpooling• Creating a new global record
retention and destruction policy tohelp our enterprise reduce the amountof printed materials we store

LEARN MORE
• Global Environmental Policy• Robert Half CDP Climate Change Response• Protiviti Italy ISO 14001 Environmental
Management Certification• 2022 Sustainable Ecosystem Impact
Data Disclosures

Robert Half employees participating in the Cleveland Second
Harvest Food Bank of North Central Ohio
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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

ESG Data Tables
About Us
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

2022

GRI 2-1a

Legal name of organization

See 2022 response

Robert Half International Inc.

GRI 2-1b

Nature of ownership and legal form

See 2022 response

Robert Half International Inc. Form 10-K

GRI 2-1c

Location of headquarters

See 2022 response

Menlo Park, CA

GRI 2-1d

Countries of operation

See 2022 response

Locations | Robert Half
Locations | Protiviti
For a list of our subsidiaries please see ourForm 10-K (Exhibit 21.1)

GRI 2-2

Entities included in the organization’s sustainability reportingSee 2022 response

2022 ESG Report (p. 6)

GRI 2-3a

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

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

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

GRI 2-3b

Reporting period for financial reporting

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

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

GRI 2-3c

Publication date of the report

June 2022

April 2023

GRI 2-3d

Contact point for questions about the report or reported information

See 2022 response

investor.relations@roberthalf.com

GRI 2-4a

Restatements of information made from previous reporting periods

Please see 2021 greenhouse gas emissions changes
in the Emissions section of this report

Not applicable for 2022

GRI 2-5b

Sustainability reporting external assurance

Letter of Attestation — GHG Inventory 2021

Letter of Attestation — GHG Inventory 2022

GRI 2-6

Activities, value chain and other business relationships

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

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

GRI 2-7

Employees

See Our People section

See Our People section

GRI 2-10a-b

Nomination and selection of the highest governance body

Proxy Statement (pp. 19-20)
Corporate Governance Guidelines

Proxy Statement (pp. 19-20)
Corporate Governance Guidelines

GRI 2-11a

Chair of the highest governance body

Proxy Statement (pp. 12-13)

Proxy Statement (pp. 12-13)

GRI 2-12a-b

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

Proxy Statement (pp. 16-18)

Proxy Statement (pp. 16-18)

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

About Us
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

2022

GRI 2-13a

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

Proxy Statement (p. 14, Risk Oversight Role)

Proxy Statement (p. 14, Risk Oversight Role)

GRI 2-13b

Process and frequency for senior executives or other employees to reportback to the highest governance body on the management of the organization’s
impacts on the economy, the environment and people

Proxy Statement (p. 16)

Proxy Statement (pp. 14-16)

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

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

GRI 2-15a

Conflict of interest management

Proxy Statement (pp. 14-15)
Code of Business Conduct and Ethics (p. 5)

Proxy Statement (pp. 11-12, 14-15, 54)
Code of Business Conduct and Ethics (p. 5)

GRI 2-18a

Report whether the evaluations are independent or not, and the frequencyof the evaluations

Proxy Statement (p. 12)

Proxy Statement (pp. 11-12)

GRI 2-18b

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

Proxy Statement (p. 12)
Corporate Governance Guidelines

Proxy Statement (p. 12)
Corporate Governance Guidelines

GRI 2-19a

Remuneration policies

Proxy Statement (pp. 30-32, 46)

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

GRI 2-20a

Process to determine remuneration

Proxy Statement (pp. 30-32, 46)

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

GRI 2-20b

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

Robert Half International Inc. Form 8-K

GRI 2-21a

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

Proxy Statement (p. 45)

Proxy Statement (p. 46)

GRI 2-22a

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

2021 ESG Report (p. 3)2022 ESG Report (p. 3)

GRI 2-23a-c

Policy commitments for responsible business conduct and respect forhuman rights

See 2022 response

Code of Business Conduct and Ethics
Global Human Rights Policy
Supplier Code of Conduct
Robert Half International Corporate Governance Policies
Modern Slavery Act Statement — UK
Modern Slavery Act Statement — AU

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

About Us
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

2022

GRI 2-23d

Report the level at which each of the policy commitments was approved
within the organization, including whether this is the most senior levelSee 2022 response

The Code of Business Conduct and Ethics, Global Human
Rights Policy, Corporate Governance Guidelines, and thefollowing components within the Corporate Governance
Guidelines including the Director Succession Plan,
Severance Policy, Executive Compensation Clawback
Policy, Hiring Policy Regarding Outside Directors, Foreign
Corrupt Practices Act Guidelines and Global AntiCorruption Policy, Policy on Compliance with Securities
Laws and Policy on Compliance With Securities Laws are
Board approved.

GRI 2-23e

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

See 2022 response

Code of Business Conduct and Ethics (p. 1)

GRI 2-23f

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

See 2022 response

The Code of Conduct is publicly available. Compliance isrequired through a combination of contracts, agreements
and codes of conduct.

GRI 2-24a

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

See 2022 response

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

GRI 2-25a

Describe its commitments to provide for or cooperate in the remediation ofnegative impacts that the organization identifies it has caused or contributed to

See 2022 response

Robert Half is fully committed to making the ethicalchoice in resolving matters. Per our Code of BusinessConduct and Ethics, “All of our directors, employees,
agents and representatives must conduct themselves
accordingly and seek to avoid even the appearanceof improper behavior.”
Code of Business Conduct and Ethics (p. 10, sec. 20)

GRI 2-26a

Describe the mechanisms for individuals to seek advice and raise concerns

See 2022 response

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Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

About Us
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

2022

GRI 2-27

Compliance with laws and regulations(Robert Half regards a significant instance of noncompliance as one that results
in a material fine or public disclosure in Robert Half’s SEC filings.)

Robert Half did not have any significant instances ofnoncompliance with laws and regulations during 2021.

Robert Half did not have any significant instances ofnoncompliance with laws and regulations during 2022.

GRI 2-28a

Report industry associations, other membership associations and national orinternational advocacy organizations in which it participates in a significant roleSee 2022 response

Strategic Alliances and Relationships

GRI 2-29a

Approach to stakeholder engagement

See 2022 response

Robert Half: Our Approach to ESG

GRI 2-30

Collective bargaining

See 2022 response

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

Total revenue

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

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

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

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

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

Net income

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

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

Percent of effective tax rate

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

Robert Half International Inc. Form 10-K (p. 42)

Acquisitions

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

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

Total final shareholder resolutions

Robert Half International Inc. Form 8-K

Robert Half International Inc. Form 8-K

Financial Performance

Materiality Assessment
GRI 3-1

Process to determine material topics

See 2022 response

2022 ESG Report (p. 7)

GRI 3-2

List of material topics

See 2022 response

2022 ESG Report (p. 7)

GRI 3-3

Commitments and management of material topics

See 2022 response

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Our Governance
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

2022

ESG governance structure and policies

See 2022 response

ESG at Robert Half | Our Approach | Accountability
2022 ESG Report (p. 6, Accountability)
ESG at Robert Half | Related Policies and Report Archive

Measuring and reporting ESG impact

See 2022 response

2022 ESG Report (pp. 6-7)
ESG at Robert Half | Our Approach to Reporting

Quality management certification

See 2022 response

ISO 9001 Certification for Protiviti Italy

Accountability

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

Ethics and Integrity
SV-PS-510a.1

Approach to ensuring professional integrity

See 2022 response

Code of Business Conduct and Ethics

GRI 205-2b & e

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

91%1

92.4% of employees completed compliance training
within the requested time frame.

GRI 205-2c

Communication of organization’s anti-corruption policy for partners

See 2022 response

Foreign Corrupt Practices Act Guidelines andGlobal Anti-Corruption Policy
Code of Business Conduct and Ethics

GRI 205-3

Confirmed incidents of corruption and action taken

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

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

GRI 206-1

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

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

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

SASB SV-PS-510a.2

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

In FY21, we did not have any material monetary losses asa result of legal proceedings associated with professional
integrity that required disclosure in our public SEC filings.
Robert Half Form 10-K (Item 3)

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

GRI 415-1

Political contributions

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

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

1 Our figures for 2021 include only percentage completion for discrimination training. This percentage does not include Robert Half Australia or Robert Half New Zealand,
given unavailability of data corresponding directly with FY21. Note, however, that as of the end of May 2022, completion rate for Robert Half Australia was 100%.

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Our Governance
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

2022

Diversity of governance bodies and employees

Board Diversity—Proxy Statement (p. 11)

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

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

Proxy Statement (p. 19)

Proxy Statement (pp. 19-21)

Board Structure
GRI 405-1

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

Maintaining Trust Through IT Security and Data Protection
SV-PS-230a.1

Approach to identifying and addressing data security risks

See 2022 response

Robert Half Cybersecurity Governance

SV-PS-230a.2

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

See 2022 response

Robert Half Privacy Policy
Protiviti Privacy Policy

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

Number of data breaches

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

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

Certifications (including ISO 27001 and SOC 2 Type 2)

See 2022 response• SOC 2 Type 2 Certifications for Protiviti client
engagements and Protiviti Legal Consulting.
• ISO 27001:2013 Certifications for Protiviti North
America, Protiviti UK, Protiviti Germany, Protiviti Italy,
Protiviti Australia and Protiviti Japan• All certifications have restricted distributions toclients/prospects under non-disclosure agreement.

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Our People
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

2022

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

16,300 full-time internal staff, placed 164,000
engagement professionals on assignment with clients
Robert Half International Inc. Form 10-K (p. 4)

By region

69.3% U.S.
30.7% International Zone

69.5% U.S.
30.5% International Zone

By gender (global)

Female: 54.7%
Male: 45.3%2

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

By ethnicity (U.S.)

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

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

By gender and ethnicity (U.S.)

EEO-1 Report

Preliminary EEO-1 Report 4

Diverse Workforce and Inclusive Workplace
SASB SV-PS-000.A

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

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

Total employees in global internal workforce1			

1 Figures include full-time staff.
2 Figures for employees categorized as ”unspecified“ were not reported in 2021.
3 Data reflects Robert Half employees who have voluntarily disclosed their gender and U.S. race and ethnicity data. As of 2022,
Robert Half updated our reporting methodology to represent the total workforce, including those who choose not to self-identify.
4 To be filed in 2023, subject to change before official filing.

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Our People
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

2022

Diverse Workforce and Inclusive Workplace
SASB SV-PS-330a.1

SASB SV-PS-330a.1

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

Female: 24.5%
Male: 73.9%2

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

By ethnicity (U.S. only)

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

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

By gender and ethnicity (U.S. only)

EEO-1 Report

Preliminary EEO-1 Report4

Total leaders and managers1(Defined as all Officer, SVP, VP, Senior Director, Director, Senior Manager and Mid-Level Manager roles across Robert Half and Protiviti, aligning to EEOC codes 1.1 and 1.2.)
By gender (global)

Female: 46.6%
Male: 52.4%2

Female: 47.1%
Male: 52.2%
Unspecified: .7%3

By ethnicity (U.S.)

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

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

By gender and ethnicity (U.S.)

EEO-1 Report

Preliminary EEO-1 Report4

1 Figures include full-time staff.
2 Figures for employees categorized as ”unspecified“ were not reported in 2021.
3 Data reflects Robert Half employees who have voluntarily disclosed their gender and U.S. race and ethnicity data. As of 2022,
Robert Half updated our reporting methodology to represent the total workforce, including those who choose not to self-identify.
4 To be filed in 2023, subject to change before official filing.

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Our People
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

2022

% of women in IT roles (global)1(For Protiviti, this includes women within our IT solution offering)

Not reported

Robert Half: 48%
Protiviti: 31%

Most recently filed EEO-1 report

EEO-1 Report

Preliminary 2022 EEO-1 Report 2
Robert Half’s official 2022 EEO-1 will be available via
our ESG Resources webpage upon filing in 2023.

Diversity, equity and inclusion policies

See 2022 response

Enterprise EEO Policy
Code of Business Conduct and Ethics — including
Policy Against Discrimination and Harrassment
Global Human Rights Policy — including
provisions on diversity and inclusion

UK Gender Pay Gap Report

See 2022 response

Robert Half UK Gender Pay Gap Report
Protiviti UK Gender Pay Gap Report

Diverse Workforce and Inclusive Workplace

1 Figures include full-time staff.
2 To be filed in 2023, subject to change before official filing.

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Our People
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

2022

Hours of completed training for full-time, internal employees

317,412

417,744

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

Not reported in 2021

42,756

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

See 2022 response

100% of contract talent and full-time engagement
professionals have access to our trainings.

Percent of employees who completed training across ESG topics

Not applicable in 2021

70% of Protiviti employees completed ESG training.

GRI 404-2

Programs for upgrading employee skills and transition assistance programs

2021 ESG Report (pp. 29-30)

2022 ESG Report (pp. 17-19)
Apprenticeship and Workforce Innovation Program

GRI 404-3

Percent of employees receiving regular performance and careerdevelopment reviews

See 2022 response

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

Education reimbursement programSee 2022 response

Education reimbursement options are available as part ofbenefit packages for Robert Half and Protiviti employees
up to $5,250 per employee per year, with a maximum
lifetime cap of $25,000. Details pertaining to specificopportunities and tuition assistance policies are publishedon our internal website.

Talent Attraction, Retention and Development
GRI 404-1

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Our People
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

2022

Talent Engagement and Well-Being
SV-PS-330a.3

Employee engagement as a percentage

85%1

94%2

GRI 201-3

Defined benefit plan obligations and other retirement plans

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

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

GRI 401-2

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

See 2022 response

Employee Benefits
Protiviti Well-Being

GRI 403-1

Occupational health and safety management systemSee 2022 response

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

GRI 403-9

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

GRI 403-9

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

GRI 403-9

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

GRI 403-9

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

Internal: 0.06
Contract/Temporary: 0.56

GRI 403-9

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

1 Percentage of employees across Robert Half and Protiviti responding favorably to the question “Would you recommend Robert Half/Protiviti as a great place to work” in an internal survey administered by oursurvey vendor. Favorability is calculated by employees responding a 4 or a 5 on a 5-point scale. The internal survey was administered in October 2021 for 2021 score and in September 2022 for 2022 score.
2 Percentage of employees across Robert Half and Protiviti responding favorably to the question “Robert Half/Protiviti is a great place to work” in surveys administered by Great Place to Work ® in 2022.
Favorability is calculated by employees responding a 4 or a 5 on a 5-point scale.

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Our Communities, Clients and Partners
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

2022

Corporate philanthropic guidelines

See 2022 response

Robert Half Community Outreach

Total employee volunteer hours

22,971

33,2598,528

11,624$5.96 million$7.06 million

Supplier Social and Environmental Policies and GovernanceSee 2022 response

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

Percent of suppliers that have been screened using social andenvironmental criteria

20% of North American suppliers

43% of North American suppliers

Supplier diversity programSee 2022 response

Supplier Relations | Robert Half

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

793

597

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

116

359

Community Investment— Total employee volunteer hours completed during the
workday and included in total community investment
Total community investment, including cash donations,value of time volunteered and in-kind giving

Supplier Diversity and Inclusion (and Procurement Practices)

GRI 414-1
GRI 308-1

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Our Communities, Clients and Partners
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

2022

Percent of total addressable spend supporting small
and diverse businesses (U.S.)1

41.9% overall small and diverse businesses

36.9% overall small and diverse businesses 2

Percent of total addressable spend supporting diverse
businesses by sub-categories (U.S.)3

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

19.5% overall exclusive diverse businesses
35.9% small businesses
16.2% minority-owned businesses
7.1% women-owned businesses
0.1% LGBTQ+-owned businesses
0.7% veteran-owned businesses

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

Protiviti Services

See 2022 response

ESG Services
Innovation Services

Robert Half mobile app

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

2022 Gold w3 Award for Mobile Features —Best Visual Design — Function
2022 Silver w3 Award for Mobile Apps and Sites —Professional Services
2022 Silver w3 Award for Mobile Apps and Sites —Recruitment
2022 Silver w3 Award for Mobile Features —Best User Experience
2022 Gold Stevie Award — Mobile Sites and Apps
2022 Stevie Awards International Business Awards® (IBA)
Robert Half Press Release — w3 Award
Robert Half Press Release — Stevie Award

Supplier Diversity and Inclusion (and Procurement Practices)
GRI 204-1

Emerging Technology and Innovation

1 Subcategories of this figure are not mutually exclusive as companies may fit into multiple categories. The overall percentage for this figure as reported in 2021 allowed companies that
fit into multiple categories to be reflected more than once in the overall total percent. This calculation method was revised in 2022 to remove any duplication within this overall figure.
2 Within the text of this report, this figure has been rounded to 37%.
3 Unless otherwise indicated, these subcategories are not mutually exclusive as companies may fit into multiple categories.

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Robert Half

Introduction

Our Governance

Our People

Our Communities

ESG Data Tables

Environment

Environment
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

2022

Greenhouse gas emissions reduction targets

Not applicable in 2021

Greenhouse gas emissions reduction targets
submitted to the Science Based Targets initiativefor validation in 2023

Sustainability Policy

See 2022 response

Global Environmental Policy

GRI 201-2

Financial implications and other risks and opportunities due
to climate change

See 2022 response

Robert Half CDP Response

GRI 307-1

Fines or penalties related to compliance with environmental legislation$0$0

Environmental management system certification

Not applicable in 2021

ISO 14001 Certification for Protiviti Italy

Total Scope 1 emissions (MTCO2e)

3,0161

3,220

Environmental Action

Emissions
GRI 305-1
GRI 305-1— Stationary fuel

259

139

GRI 305-1— Mobile

2,757

3,081

Total Scope 2 emissions (MTCO2e) — location-based

5,9771

10,414 3

Total Scope 2 emissions (MTCO2e) — market-based

5,3111, 2

9,523— Purchased electricity (location-based)

3,232

6,157

— Purchased electricity (market-based)

2,565 2

5,266

— Purchased heating

2,0912

3,575— Refrigerant

655

682

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

59,7981

81,855

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

59,0501

80,964

26,23024,991

GRI 305-2

GRI 305-3— Category 1 — Purchased goods and services
1 (Specific to 2021 emissions) Represents the emissions reviewed by the third-party assurer and noted in the limited assurance letter dated July 2022.
2 (Specific to 2021 emissions) These metrics have been updated in July 2022 and are reflected in our July 2022 limited assurance letter.
3 Year-over-year increase to Scope 2 location-based emissions was predominately driven by increased office activity.			

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Robert Half

Introduction

Our Governance

Our People

Our Communities

ESG Data Tables

Environment

Environment
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

2022

— Category 2 — Capital goods

3,462

8,530 2— Category 3 — Fuel and energy-related activity (FERA) (location-based)

2,448 1

3,638

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

1,698 1

2,727

— Category 6 — Business travel

1,099

9,927 3— Category 6 — Radiative forcing

361

3,704

— Category 7 — Employee commute

12,23014,324— Category 7 — Work from home

13,82919,531— Category 8 — Upstream leased assets (location-based)

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

651— Category 14 — Franchises (Protiviti member firms)

495

884

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

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

4.7
4.6

5.9
5.8

Emissions reductions from energy efficiency projects (MTCO2e)40

20

Total space worldwide (sq. ft.)

2,663,637

2,784,281

GRI 302-1

Total energy consumption (MWh)34,848 1

51,913

GRI 302-1

Total electricity consumption (MWh)10,646 1

18,792

GRI 302-1

Percent of total electricity consumption that is renewable electricity

3.1% 1

17.5%

Emissions

GRI 305-4

GRI 305-5

Energy and Electricity

1 (Specific to 2021 emissions) These metrics have been updated in July 2022 and are reflected in our July 2022 limited assurance letter.
2 Year-over-year increase to emissions related to Capital Goods was largely derived from expenditure to improve our office facilities and for technology purchases for our workforce.
3 In 2022, we improved the accuracy of our Business Travel methodology. This provides us with a more comprehensive view of our Business Travel-related emissions and partially contributes to the year-over-year increase from 2021 to 2022.		

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Robert Half

Introduction

Our Governance

Our People

Our Communities

Environment

ESG Data Tables

Environment
REFERENCE INDICESDISCLOSURE DESCRIPTION

2021

2022

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

In 2021, we reported e-waste figures within total waste.

North America: E-waste from our North America
operations are sent to a third-party that redeploys or
recycles each item. In 2022, the third-party processed
6,806 of our units, totaling approximately 12.3 metrictons, with 38% (by count) redeployed and 62% recycled.

Waste and Water
GRI 306-2
GRI 306-3

EMEA: Our offices in Europe and the UK use a thirdparty nonprofit, that redeploys usable units withindeveloping and emerging countries, and recycles any
non-usable units. In 2022, the third-party processed
3,020 of our units, totaling approximately 8.2 metric tons.
Detail on units redeployed versus recycled was
not available.
GRI 306-3

Waste generation and significant waste-related impacts

As a professional services company with all leased facilities, our waste data collection ability is limited.
We were able to capture estimated waste data for 1.6% of our global square footage including facility trash andrecycling. These numbers are reflected below and are likely to underestimate the amount of recycling that occurred.
We aim to continue to find ways to increase our data collection capacity in the future.

GRI 306-3

Total waste generated (metric tons)

742.7

759.0

GRI 306-3

Total waste landfilled (metric tons)

566.1

1,685.6

GRI 306-3

Total waste recycled (metric tons)

176.6

189.3

GRI 306-2

Waste diversion rate (percent of total)

23.8%

24.9%

Hazardous waste creation and disposal

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

Total water consumption in megaliters — buildings where we hold a long-termlease and data is available (data represents approximately 10% by square footageof Robert Half’s global real estate portfolio)

19.6

GRI 303-5

21.2

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roberthalf.com

In this ESG Report, Robert Half has disclosed information that may be forward-looking in nature, including certain information and opinions regarding its ESG and compliance programs and metrics, targets or aspirations for those programs. These statements may be identified by words such as “estimate,” “forecast,” “target,” “project,” “plan,” “intend,” “believe,” “expect,” “anticipate,” or variations
or negatives thereof, or by similar or comparable words or phrases. Forward-looking statements are estimates only, based on management’s current expectations, currently available information, and current strategy, plans, or forecasts, and involve certain known and unknown risks, uncertainties, and assumptions that are difficult to predict and often beyond our control and are inherently uncertain.
Such risks and uncertainties could cause actual results to differ materially from those expressed in the statements. Forward-looking statements are not guarantees or promises that goals or targets will be met. In addition, historical, current and forward-looking information about the Company’s ESG and compliance programs, including targets or goals, may not be considered material for SEC
reporting purposes and may be based on standards for measuring progress that are still developing, on internal controls, diligence, or processes that are evolving, and on assumptions that are subject to change in the future. For information regarding risks and uncertainties associated with our business and a discussion of some of the factors that may cause actual results to differ materially from thoseexpressed in the forward-looking statements, please refer to the Company’s SEC filings, including the “Management’s Discussion and Analysis of Financial Condition and Results of Operations,” and the “Risk Factors” and “Legal Proceedings” sections of its 2022 Annual Report on Form 10-K and subsequent SEC filings for a discussion of risk factors as they relate to forward-looking statements.
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