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Gartner Norge AS
The Board’s Annual Report
Principal activities
Gartner Norge AS is part of the multinational group Gartner Inc. (NYSE: IT), which delivers actionable,
objective insight that drives smarter decisions and stronger performance on an organization’s mission-criticalpriorities.
We are a trusted advisor and an objective resource for more than 15,000 enterprises in approximately 90
countries and territories— across all major functions, in every industry and enterprise size.
Gartner delivers its products and services globally through three business segments — Research, Conferencesand Consulting.
• Research enables executives and their teams from every function and across all industries with actionable,objective insight, guidance, and tools. Our experienced experts deliver all this value informed by a combinationof practitioner-sourced and data-driven research to help our clients address their mission-critical priorities.
• Consulting serves senior executives who lead technology-driven strategic initiatives by leveraging the power ofGartner’s actionable, objective insight. Through custom analysis and on-the-ground support, we enableoptimized technology investments and stronger performance on our clients’ mission-critical priorities.
• Conferences provides executives and teams across an organization the opportunity to learn, share and network.
From our Gartner Symposium / Xpo series to industry leading conferences focused on specific business roles
and topics, to peer-driven sessions, our offerings enable attendees to experience the best of Gartner insight andguidance.
Business is run from office located in Oslo.
Fair overview of development and earnings
2023
395,922,665
9,113,124
6,933,964

Operating income
Operating profit
Net profit

It is the opinion of the board that the provided balance and profit & loss ledger shows a true and fair
representation of the company’s equity and debt, financial situation and result. The company has an equity ratioof 8.6 %. Cash flow statement shows significant changes due to intercompany activities during the year.
Future development
The Directors have carried out a prospective assessment of the company's ability to realize its assets and settle
its liabilities in the foreseeable period of twelve months from the date of approval of these financial statements.
Based on the directors’ going concern assessment, the company will be able to realize its assets and settle its
liabilities in the ordinary course of business for at least 12 months from the date that these financial wereauthorized for issue. Accordingly, these financial statements were prepared on the basis applicable to a goingconcern. The company is confident that the qualitative level of its analyzes and research, the long-standing
established brand in the sector, its organizational and business model will be able to consolidate its market
shares and its revenues.
Financial market risk
The company mainly uses NOK (Norwegian Krone) as the operating currency. Exchange risk is thereby
minimal. There has been negligible bad debt write-offs the last five years and the board considers the credit risk
as minimal also for 2023. The company’s financial strength and liquidity is considered good and the ability toself-finance investments is also good. Of the other short term debts large portion is advances from customers forsubscription services.
Continued operation
Conditions for continued operations are present and the annual report for 2023 is made under thispresupposition.
In the opinion of the board, the presented balance and profit & loss ledger with annotations and cash flow
statement shows complete and satisfactory information about operations at year-end.
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Gartner Norge AS
The Board’s Annual Report

Working environment and personnel
In accordance with laws and regulations the company keeps records of the total number of days absent throughillness among company employees. In the financial year, in addition to short term illnesses, there has been 5long term absences due to parental leaves and 5 long term sick leaves. The company will continue work that willkeep absence from illness low.
The board of directors is in the opinion that the company's working environment and job satisfaction aresatisfactory, thus no particular actions have been implemented in this area over the past year. There was notrecorded any accidents or injuries of any kind.
Gartner Norge AS has 63 employees, 39 men and 24 women. The board of directors consists of one man andtwo women.
Sustainability and Corporate responsibility report is prepared by Gartner Inc. for the group companies.
Our corporate responsibility goal is to contribute to a more sustainable world so that all stakeholders, including
associates, clients, shareholders, and communities, thrive today and in the future.
Our focus areas are:
Associates: Build a culture that attracts top talent and enables all associates to thrive.
Community Impact: Empower community organizations to accelerate positive change through giving andvolunteering.
Environmental Sustainability: Promote environmental stewardship through our net-zero strategy and thought
leadership.
Clients: Enable our clients to succeed in their mission-critical priorities and make a positive impact on the world.
Governance: Maintain strong corporate governance and consistently upholdthe highest levels of integrity in our business practices.
This report is accessible to public here : https://www.gartner.com/en/about/corporate-responsibility
Transparency Act and account on social responsibility pursuant to Section 3-3 (c) of the Accounting Act,
A report will be published at https://www.gartner.com/en/about/corporate-responsibility by the end of June 2024
according to the requirements.
Environment report
At Gartner, we believe we have an obligation to operate our company sustainably and address the challenges andrisks that climate change presents. To address these risks, our commitment to continuous improvement in ourapproach to sustainability remains steadfast. We enable continuous improvement through strong governance, as
well as through a robust net-zero strategy in alignment with our corporate and financial objectives.
https://www.gartner.com/en/about/corporate-responsibility
Directors’ liability insurance
The members of the Board of Directors are covered by a Directors & Officers liability insurance from AIG with
USD 10 million.
Annual result
The board recommends that this year's income, NOK 6,933,964 is allocated this this way:Dividends
Transferred to other equity
Total allocated

6,933,964
6,933,964

Equity 31st December 2022
Net income allocatedEquity 31st December 2023

19,423,477
6,933,964
26,357,441

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Gartner Norge AS
The Board’s Annual Report

Oslo,of June 2024

19-Jun-2024

In the board of GARTNER NORGE AS

Paola Farina

Elin Ronesen

Craig W. SafianChairman

Member of the board

Member of the board

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Appendix 1
Equality Statement
1. Gender Equality 2023
The company is committed to working towards increased workplace equality and providing aworkplace free of harassment and discrimination.
The data below is based on a snapshot date of 31 December 2023 and total pay received andrelevant leave taken by Gartner Norge AS employees during the 2023 calendar year.
Total gender balance at Gartner Norge ASTotal employees

WomenMenTotal

203757

Temporary employees:
Women share %Men share %All temps share of total %000

Women share %Men share %All part-time employees share of total %000

Temporary employees
Part-time employees:

Part-time
employees
Parental leave

Avg. Number of Weeks

WomenMenTotal

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During the year of 2023, we had 4 employees in total take parental leave (2 men, 2 women).
Salary differences by gender, by job levels, and in total for Gartner Norge ASGroupFemale %Male %

Female share of Male
Income as %Non Manager

47%

53%

93%

Manager

17%

83%

111%

Overall

35%

65%

91%

Groups compared:-Non Manager: all employees below manager level
Manager: employees at manager level or above including Director and VP level andabove

The main reasons behind the total, headline pay differences are the company’s relatively low
headcount and (although there is a pay gap in favour of female employees at the Manager Level)a higher proportion of male employees at the Manager Level, especially in specific business units.
Equal pay is grounded in our values. Reflecting the company’s pay-for-performance strategy, menand women in equivalent roles with similar performance and experience are paid equally. Thecompany’s total, headline pay gap arises due to a representation gap. As women’s representation
at the higher levels increases, we hope to see a higher reduction in the total, headline pay gap,
as is demonstrated by the negative gap at the Manager Level in 2023.
2.

Our Diversity Equity and Inclusion Mission for Gartner Norway

A key element of Gartner´s culture is that we embrace diversity, are inclusive and respectful. We
are committed to operating with the highest ethical standards, and fostering an environment thatencourages open discussions and ensures our associates and clients are treated fairly and withrespect.
2.1 How gender equality and non-discrimination are integrated into our principles,
procedures and standards
Gartner’s global Harassment-Free Workplace Policy and global Code of Conduct outlines a strictzero tolerance approach to any form of workplace discrimination or harassment. Gartner strives
to maintain a workplace based on decency, dignity and mutual respect. We prohibit discrimination,1DocuSign Envelope ID: D7C039E8-8BC0-48D8-AFA6-DD0CEB9BF861

harassment and behavior that creates a hostile, offensive or threatening work environment, basedon race, color, creed, religion, sex, sexual orientation, gender identity, marital status, citizenshipstatus, age, national origin, ancestry, disability, veteran status, pregnancy or any other legally
protected status. This prohibition applies to all associates across all business units located aroundthe world.

2.2 How we work to identify risk of discrimination and promote equality
Training and Reporting
Gartner’s Ethics & Compliance (E&C) team creates and maintains a robust set of comprehensive
training programs required for all associates to complete. These cover training on our Code ofConduct, sexual harassment prevention, Anti-harassment and discrimination and are corecompliance trainings mandatory for all Gartner Norway associates to strongly emphasize
Gartner's expectations around behavior in the workplace. Anti-harassment and discrimination
training is intended to help recognize situations that may involve harassment or discriminationand identify what to do when associates experience or witness these situations in the workplace.
The E&C team evaluates the annual Code of Conduct training curriculum each year to ensurethat content and delivery remain fresh and relevant.
Gartner associates are encouraged to speak up to ask questions and report potential misconduct
without fear of retaliation. There are multiple reporting channels to raise a concern or issue, orask a question. Associates may speak with their manager, their HR partner, Legal & Compliance,or the Office of the Ombuds. In addition, the third-party Gartner Ethics Helpline enables
anonymous reporting and 24/7 availability in local language through an online submission form
or a toll-free number. We have clear guidelines available to all our associates on how to makereports. When concerns about any issue are raised, they are investigated thoroughly andconfidentially.
Recruitment
Gartner is committed to being an Equal Opportunity Employer and recruiting top talent that reflects
the world we serve. We make sure that Gartner’s commitment to equal employment is reflectedon all job descriptions but also recognise that companies need to do more to build diverse
candidate pipelines and ensure inclusive interview processes. We have seen much success withthe launch in 2022 of our global program to ensure all recruiting teams dedicated time toproactively sourcing and engaging with candidates from diverse backgrounds that met our highbar for talent.
Employee Engagement

Gartner Voice is our company-wide associate listening strategy that includes a bi-annual
enterprise-wide survey and regular, targeted smaller surveys to pulse associate sentimentand monitor the success of key initiatives. These provide the views of our workforce on topics
related to our associates’ day-to-day experiences working at Gartner including areas such as2

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performance enablement, feedback and recognition, career development, collaboration,
leadership direction and decision making, inclusion and belonging, and wellbeing.
2.3 Possible obstacles to equality and risks of discrimination in the workplacea. PayOur Approach to Pay

At Gartner, equal pay is grounded in our values. Reflecting the company’s pay-forperformance strategy, men and women in equivalent roles with similar performance andexperience are paid equally.
In Gartner Norway, 35% of our associates are female. Our pay results show that those at the nonmanagement level have a good level or representation of both males and females. Where we can
improve is in the level of representation of women at a senior level. Women have been historicallyunderrepresented in leadership in our industry, and we are actively working to address this risk(see section 2. 4 - Actions). However, when we compare our salaries in like-for-like roles, we pay
men and women equally and therefore do not identify a risk related to our approach to equal pay.
b. Development and work life balance
When we obtained views from our engagement surveys in 2023, work-life balance scored well
above the market benchmark of top companies.

Career mobility was identified as an area of opportunity, with 65% of employees confirming they
had a good understanding of possible career paths.

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2.4. Actions
We identified the following measures:
Our ongoing strategy focuses on embedding diversity, equity and inclusion (DEI) into ourorganization through the lens of hiring, engaging and advancing underrepresented talent. We
work to integrate best-in-class inclusive approaches into all our talent processes and practices
and prioritize efforts that support our world-class talent and their unique needs.
In 2023, we approached our DEI efforts through our three strategic pillars:(i) Hire: Attracting and hiring top talent from underrepresented groups

With investment in DEI Talent Acquisition focused teams and a global DEI Centre of Excellence,
we help our candidate-facing team members diversify their talent pools and communicate
Gartner’s inclusive culture to prospective candidates. The success of the Diversity Sourcing
program will be expanding to more local programs to broaden our outreach even further for 2024.
(ii) Engage: Creating inclusive experiences for associates and clients
In 2023, we created enterprise-wide DEI Learning modules, discussion guides and manager
toolkits on three themes: Embracing Individual Identity, Empathy and Vulnerability, Recognizing
Bias. We also facilitated talent review training to mitigate bias during year-end performance
processes. This included creating a resource to prepare leaders on how to speak about theirtalent through a DEI lens.

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Our seven associate-driven Employee Resource Groups (ERGs) are open to all associates in
Norway and bring them together to foster a diverse, inclusive and supportive workplace thatenables associate success. Our ERGs are:
Women at Gartner – our largest ERG, focused on driving the recruitment, development,engagement and visibility of women by creating a network to exchange ideas, elevate skills andprovide access to leadership.
BEN – Focused on attracting, retaining and advancing Black associates while providing accessto professional growth and networking opportunities.
CAN – A space to unite those with hidden and apparent disabilities, mental illness, neurodiversity,
their caregivers and allies.
Pride – Promotes a positive and inclusive work environment for associates of all gender identities
and sexual orientations.
Veterans – Dedicated to making Gartner a great place to work for top military talent and theirfamilies.
Mosaic – An inclusive community that brings together associates from multiple cultures, racialand ethnic backgrounds, generations and life stages — recognizing commonalities andcelebrating differences.
Asians & Pacific Islander – Dedicated to the community, growth and advocacy for Asian andPacific Islander (API) Gartner associates and their allies globally.
(iii) Development and Promotion: Enabling all associates to grow their careers withGartner
In partnership with our HR team, the DEI Center of Excellence (COE) facilitated talent review
training and supported integration of bias mitigation into year-end performance processes.
Gartner continues to provide extensive opportunities and development programs for ourassociates to advance and grow their careers. In 2023, we continued to provide a variety ofprograms for associates to network, learn and connect. We provided formal development
programs, including a networking and peer-to-peer learning experience and a frontline leadershipdevelopment. Specific groups within our business units, such as Women in Sales and Women inConsulting, continued to provide tailored programming to support women’s advancement anddevelopment.
In addition, the Nordic Talent Acquisition team is arranging internal recruiting events with local
leaders to drive awareness of career paths and job opportunities within the region. For employees
who may be interested in roles outside of Norway, Gartner continues to invest in the internal Grow
with Gartner site to drive greater visibility of open roles for internal applicants. Gartner filled morethan 30% of roles with internal candidates in 2023 and the goal is to increase this percentage in2024 through continued focus and investment in internal talent mobility.
2.5 Additional Measures
Work Life balance, Benefits, Leave Entitlements

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We strive to offer core benefits everywhere, such as preventive care, quality mental healthcare,wellness fund, life insurance, same-sex partner coverage, emergency financial assistance andpaid leave for important moments. Gartner Norway looks to support associates with caregiverresponsibilities through a variety of offerings.
We have recently made important enhancements to Paid Parental Leave in Norway, to include
16 weeks at 100% of base for the primary caregiver (if eligibility criteria is met). Theseenhancements have contributed to an increasing number of associates taking full parental leave
in Gartner Norway to include an even split of male and females taking Parental leave in 2023.
We operate a hybrid working environment for most of our associates, so that our associates haveflexibility on where they do their work, to support work life balance.
Gartner has also invested further in employee work-life resources and offers even more robust
mental health benefits through the evidence-based mental health care vendor Lyra at no charge
to employees. Lyra was launched 1 January 2024 and is available for all Norwegian employees
and their dependents.
Planned Measures for 2024
We have outlined a number of initiatives above which are underway at Gartner and we are proudof the investment into DEI that the organisation takes at a global and local level to help drive more
improvement. We hope to see an increase in representation of women at the more senior levelfrom our data in future years through focus from our recruitment and internal development
programs
Throughout the year we will seek feedback from our associates via our engagement surveys andcommittee meetings to hear directly how our efforts are impacting our associates, to ensure ouractions remain relevant to the needs of our employees.

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