Shaping
a moresuccessful
future2019 Corporate Responsibility ReportOur Company

Our Associates

Our World

Our Clients

Letter From Our CEO
The growing importance of corporate responsibility,
including sustainable business practices, presents
us with two opportunities: To support our clients onthese topics through our research and to actively
manage our own operations. In recent years, thevolume of Gartner research publications that include
corporate social responsibility, diversity and inclusion,or sustainability has increased.

Gartner is proud to be the world’s leading research
and advisory company, serving more than 15,000
client enterprises in 100+ countries. Positioned at
the intersection of business and technology, ourinsights, advice and tools often mean the difference
between success and failure for our clients. This
unique position gives us the opportunity to havea positive and long-lasting impact on the world.
Business leaders increasingly turn to Gartner tounderstand not just what is possible, but what isright. To fulfill our duty to our associates, clients,
shareholders and the world, we have an imperative
to consistently uphold the highest levels of integrityin everything we do.

As we publish this 2019 report during the COVID-19
pandemic, corporate social responsibility presents
an even greater imperative for Gartner. We, likemost enterprises, are taking measures to mitigate
the spread of this virus. To protect the health andwell-being of our associates, clients and partners, weclosed offices globally, ceased travel and continue
to provide the majority of our services virtually. We
have also taken difficult decisions to temporarilysuspend certain programs to carefully manage our
expenses in an increasingly challenging economic
environment.
To help leaders and their teams navigate thepandemic and the ensuing economic disruption,
we launched a new resource center. Available
publicly via our website, the resource centercontains complimentary research and actionableadvice on the issues, topics and key initiatives
that matter most to leaders.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

Despite these challenging conditions, we remaincommitted to fostering an environment of
exceptional professional development. We willcontinue to embrace diversity and actively work
to remove barriers to support a culture of inclusion,
belonging, well-being and growth. And we willcontinue to minimize our environmental impact
wherever possible, including actively managing
our energy consumption.
We will remain focused on extending and adapting
our approach to corporate responsibility throughout
this period of unprecedented change to positively
impact our associates, clients, shareholders andthe world. It’s our way of getting better, stronger,
faster — year after year.

Gene Hall
Chief Executive Officer

2019 Corporate Responsibility Report2Our Company

Our Associates

Our World

Our Clients

Reporting ApproachThis publication is our first annual Corporate
Responsibility Report. It outlines our approach tocorporate responsibility, building a well-governedsustainable business and being good stewards ofthe environment. As we progress on our sustainability
journey, we will further formalize areas of impact
and goals through conducting a materiality
assessment in 2020.

The focus, content and priorities of thisreport broadly cover our:• Company• Associates• World• Clients

These areas are informed by ongoing discussions
with our internal and external stakeholders,
namely our associates, candidates for recruitment,clients, investors, community members andsuppliers. Wherever applicable, we aligned ourEnvironmental, Social and Governance (ESG) datawith the Sustainability Accounting Standards Board(SASB) guide for Sector — Services: Industry —Professional & Commercial Services.
Unless otherwise noted, this report encompasses
Gartner’s global operations, activities andpractices during fiscal year 2019 (January 1 –December 31, 2019). The Corporate Responsibility– Performance Indicators matrix can be found in
the Appendix of the report and includes a variety
of metrics, cross-referenced with SASB standards,
where applicable. This report contains figures thathave been approximated or rounded. All currency
is in U.S. dollars.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

This report contains forward-looking statements.
Forward-looking statements involve known andunknown risks, uncertainties and other factors;
consequently, actual results could differ materiallyfrom those expressed or implied by the forwardlooking statements. Risk factors that could cause
actual results to materially differ are set forth inour 2019 Annual Report on Form 10-K. These risk
factors are subject to updates by our future filings
and submissions with the U.S. Securities andExchange Commission, which can be found on the
Gartner website at investor.gartner.com.
The purpose of this report is to keep internal andexternal stakeholders informed of our corporate
responsibility initiatives. We welcome feedbackon our first report. Please email Gartner Corporate
Social Responsibility (CSR) at csr@gartner.com or
Investor Relations at investor.relations@gartner.com.

2019 Corporate Responsibility Report3Contents
05

17

Our Company

Our Associates

Our World

Our Clients

Appendix

Our purpose

Recruiting

Corporate governance

Development andcareer progression

Our commitment
to environmental
sustainability

Supply chain, waterand sustainability:
creating a platform
for change

Corporate Responsibility –Performance Indicators

Ethics and compliance
Risk management
activities

Engagement

51

LocationsOperations and interiors
Procurement

59

63

Empowering HR
efficiency to help
UNICEF help children

Travel© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report4Our Company

Our Company

Our Associates

Our World

Our Clients

Recruiting
Gartner at a glance
Attracting and hiring great talent aroundthe world

Creating a positive work environment that fosters
innovation requires people with varied skills, ideas
and backgrounds — including those that may nothave followed a linear career path. To source this

$4.2B

40

revenuein 2019consecutive
quarters of
double-digit
contract value
growth2,250+
experts

16,700+

S&P 500

associates
in 120+ offices
globally

Member since
2017

creating insights
around the world

Deep global
business andtechnology
insight
into every major
function in theenterprise

Customer Service& Support
Finance
Human Resources
Information
Technology

Legal & Compliance

Sales

Marketing &Communications

Strategy

Product
Management

Supply Chain

Research &Development

As of 31 December 2019
© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report6Our Company

Our Associates

Our World

Our Clients

Our purpose

FortuneFounded in 1979, we’re the world’s leading
research and advisory company. We’ve expanded
well beyond our flagship technology research
to provide senior leaders across the enterprisewith indispensable insights, advice and tools toconquer today’s challenges and ambitiously
pursue tomorrow’s.

World’s Most Admired Companies 2016, 2017,2018, 2019

The foundation of our business model is the ability
to create and distribute independent, proprietary
research content published digitally, interactive
tools, facilitated peer networking, briefings,
conferences, consulting and advisory services.

Human Rights Campaign Corporate
Equality Index

As a people-driven business, we achieve ourbusiness objectives by attracting, retaining andmotivating top talent. We strive to offer best-in-classfinancial and nonfinancial benefits, and to fostera culture of continuous improvement and growth.
We’re honored to receive third-party recognition
year after year, reflecting our commitment tostrong employee engagement.

WayUp named

ForbesAmerica’s Best Employers 2018, 2019Best Management Consulting Firms 2017,2018, 2019Best Places to Work for LGBTQ Equality 2017*,
2018*, 2019

Gartner Top 100 Internship Program in USA
for 2019
To see our full list of awards and recognitions,visit jobs.gartner.com

According to Gartner research
Best practice guidance from our experts
As we continuously seek to learn andevolve our own practices, we’ve included
insights from our research throughout thisreport that inform our approach to corporate
responsibility and aspirations for the future.
They appear under the heading “According
to Gartner research.”

Today’s stakeholders increasingly expect
companies to build a positive culture, actively
demonstrate their values and display a greater
ESG consciousness.

Together with our associates and clients, we fuelthe future of business so that a more successful
world takes shape.

*During CEB and Gartner Integration© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report7Our Company

Our Associates

Our World

Our Clients

GovernanceCorporate governance
Gartner is committed to maintaining strong
corporate governance practices. Our Board
Principles and Practices are reviewed annuallyand revised in light of legal, regulatory orother developments, as well as emerging bestpractices, by our Governance/Nominating
Committee and Board.

Corporate governance highlights• Independent Chairman of the Board• Majority voting for directors• Annual election of directors• Annual Board and Committee
performance evaluation• Executive sessions after each Board
and Committee meeting

According to Gartner research
Based on our 2019 Governance and Emerging
Risk Survey, we found five key topics for 2019that should help set the general counsel agenda
with the board:
1. Board as a strategic corporate asset• 9 of 10 directors are independent

2. Stakeholder focus on ESG• 3 of 10 directors are women

3. Increased expectations forcorporate disclosures• Fully independent Board committees• Annual director evaluation of CEO• Annual succession planning review

4. Gaps in risk management
5. Growing investment in crisis readiness• Stockholder right to act by written consent© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report8Our Company

Our Associates

Our World

Director independence
Our Board Guidelines require that our Board becomposed of a majority of directors who meet thecriteria for independence from management set
forth by the New York Stock Exchange (NYSE) in
its corporate governance listing standards.
Our committee charters likewise require that ourstanding Audit, Compensation and Governance/
Nominating Committees be composed onlyof independent directors. Additionally, the Audit
Committee members must be independent
under Section 10A-3 of the Securities Exchange
Act of 1934, as amended (the “Exchange Act”).

Our Clients

The Compensation Committee members must
be independent under Rule 16b-3 promulgatedunder the Exchange Act as well as applicable NYSE
corporate governance listing standards, and theymust qualify as outside directors under regulations
promulgated under Section 162(m) of the Internal
Revenue Code of 1986, as amended.
The Board annually assesses the independence
from management of non-management directors
and committee members by reviewing thecommercial, financial, familial, employment andother relationships between each director and thecompany, its auditors and other companies that© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

do business with Gartner. Because of ourworldwide reach, it is not unusual for Gartner toengage in ordinary course-of-business transactions
involving the sale of research or consulting
services with entities affiliated with one of ourdirectors, or their immediate family members.
The Board considered these transactions indetermining director independence.

2019 Corporate Responsibility Report9Our Company

Our Associates

Our World

Board leadership structure
The leadership of our Board of Directors rests
with our independent Chairman of the Board,
Mr. James C. Smith. Gartner believes that the
separation of functions between the CEO andChairman of the Board provides independent
leadership of the Board in the exercise of its
management oversight responsibilities, increases
the accountability of the CEO, and createstransparency into the relationship among
executive management, the Board of Directors
and stockholders. Additionally, in view of
Mr. Smith’s extensive experience as a chief
executive officer of a major corporation, he isable to provide an independent point of view
to our CEO on important management andoperational issues.

Risk oversight
The Board of Directors, together with management,
oversees risk (including cybersecurity risk) at
Gartner. The company’s strategic objectives andactivities are presented by executive management
to the Board and approved annually and more
frequently as necessary. The Board regularly
receives updates on cybersecurity matters fromour chief information officer and discusses
identified issues at its meetings.

Our Clients

The Risk (Internal Audit) function reports directly to
the Audit Committee, and provides quarterly reports
to the Committee. The Committee reviews theresults of the internal audit annual risk assessment
and the proposed internal audit plan. Subsequent
quarterly meetings include an update on ongoinginternal audit activities, including results of audits
and any changes to the audit plan. Risk also meetswith the Audit Committee in executive session ona quarterly basis.
The General Counsel, who serves as chiefcompliance officer, also reports directly to the
Audit Committee on a quarterly basis concerning
the effectiveness and status of the company’s
legal and ethical compliance program andinitiatives, hotline activities and litigation matters.

According to Gartner research
A volatile business landscape and repeatedpublic risk management failures have increased
corporate focus on appropriate risk taking. As
a result, heads of enterprise risk management(ERM) now spend more time in front of boards
and senior management reporting on enterpriserisks; they must produce risk reports that enableeffective board oversight and drive effective
senior management action (whether accepting
more risk or mitigating existing risk).

The company maintains internal controls andprocedures over financial reporting, as well asenterprisewide internal controls, which are updated
and tested annually by management and our
independent registered public accounting firm.
Any internal control deficiencies and the statusof remediation efforts, as well as any findings ofthe Disclosure Controls Committee, are reported
to the Audit Committee on a quarterly basis.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report10Our Company

Our Associates

Our World

According to Gartner research
Diversity and inclusion is a growing concern forboard members, with a 17% increase in D&I
mentions during earning calls since 2010. D&I istherefore no longer just an “HR” issue but alsoa board-level strategic imperative.

Our ClientsManagement succession planning

Committees generally and charters

Succession planning is one of the Board’s mostcritical functions — to develop leaders who will
successfully build the company’s business. The
Board and its Committees regularly review anddiscuss management development and succession
plans for the Chief Executive Officer and his direct
reports. This review includes an assessment ofsenior executives and their potential as successors
to the Chief Executive Officer.

Our Board has three standing committees: Audit,
Compensation and Governance/Nominating, and
all Committee members have been determinedby our Board to be independent under applicablestandards. Our Board of Directors has approved awritten charter for each standing committee, whichis reviewed annually and revised as appropriate.

As part of the annual senior leadership succession
planning exercise, Gartner collects informationon the retention risk and loss impact for leadersin the two organizational reporting layers below
the CEO’s direct reports. Our succession planning
exercise enables us to ensure that we have asuitable pipeline of leaders to mitigate risk while
also creating development and retention strategies
for key individuals.
During our annual talent review and succession
planning discussions for the top three levels of
the organization, development opportunities are
identified for successors to ensure they’re preparedfor future roles within the organization.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

Although the Governance/Nominating Committee
has not specified minimum qualifications forcandidates it recommends, it will consider thequalifications, skills, expertise, qualities, diversity,age, gender, availability and experience of all
candidates who are presented for consideration.
At the present time, three of our 10 directors are
women. The Board’s concept of diversity extends
beyond race, gender and national origin toencompass the viewpoints, professional experience,and other individual qualities and attributes ofcandidates to select candidates that will enable
the Board to carry out its responsibilities andcomplement the mix of talent and experience
represented on the Board. In connection with
its annual evaluation, the Board considers theappropriateness of the qualifications of existing
directors given current needs.

2019 Corporate Responsibility Report11Our Company

Our Associates

Our World

Our Clients

Audit
Committee
Serves as an independent body toassist in Board oversight of:• The integrity of the company’s
financial statements• The company’s compliance with legal
and regulatory requirements• The independent registered public
accounting firm’s retention, qualifications
and independence• The company’s risk, compliance andinternal audit functions

Compensation
Committee

Governance/Nominating
Committee

Responsible for:Responsible for:• Administering and approving all elements ofcompensation for the Chief Executive Officer
and other executive officers• The size, composition and organization of
our Board• Approving, by direct action or throughdelegation, equity awards, grants and related
actions under the provisions of our equity
plan, and administering the plan
• Participating in the evaluation of CEO andother executive officer performance (withthe input and oversight of the Governance/
Nominating Committee and the Chairmanof the Board)• The independence of directors andcommittee members under applicablestandards• Our corporate governance policies, including
our Board Principles and Practices• The criteria for directors and the selectionof nominees for election to the Board• Committee assignments• Approving the peer group used for executive
compensation benchmarking purposes• Assisting the Compensation Committee
in determining the form and amount of
director compensation• Evaluating the independence of compensationcommittee advisers• The performance evaluation of our CEO
and management succession planning• Providing oversight in connection withcompanywide compensation programs• The annual Board and Committee
performance evaluations• Approving the form and amount of director
compensation in consultation with theGovernance/Nominating Committee© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report12Our Company

Our Associates

Our World

Ethics and complianceIntegrity is at the core of all that we do at Gartner; it
is a commitment to the highest ethical standards,
and it is also about how we do the right things —accurately, authentically, lawfully and truthfully.
This commitment is made manifest in the Gartner
Code of Conduct, which documents the way
we expect associates to conduct themselves indealings with the communities we serve — bothoutside and inside the company. Our associates,
the leaders across the Gartner organization and
our Board of Directors embrace the Code of
Conduct because it protects and advances ourgreatest assets: Our people and our brand. The
Code is available in 12 languages to people both
inside and outside of Gartner.
In addition to the Code of Conduct, which isreviewed annually, Gartner maintains policies
that address specific issues such as anti-bribery,
conflicts of interest and insider trading, as well as
policies related to data protection, anti-harassment,

Our Clients

information security and a host of business-unitspecific programs that focus on acting ethicallyat all times. Gartner also makes publicly available
a Supplier Code of Conduct that it requires
its suppliers to accept. Furthermore, Gartner
maintains an Export and Trade Sanctions Programand a Third-Party Due Diligence Program.
Gartner retains a staff of dedicated legal andcompliance professionals who are stewards of the
Gartner Compliance Program. The General Counsel,
who also serves as the Chief Compliance Officer, isthe ultimate supervisor of the legal and compliancefunction. As noted above, the Audit Committee of
the Board of Directors provides oversight over the
Gartner Compliance Program. Legal and complianceprofessionals work to create and maintain thepolicies and procedures that ensure that associates
conduct Gartner’s business both ethically and in
the letter and spirit of the law. The team also is
responsible for creating and maintaining a robust
set of compliance training programs. Where
issues are brought to the attention of the legal andcompliance team, they are investigated thoroughly© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

and escalated appropriately. Sitting within
this team, Gartner’s Office of the Ombudsman,a key component of the Gartner complianceinfrastructure, is in place to ensure that associates
operate with the utmost independence, objectivity,
ethics and integrity. The Ombudsman team follows
a rigorous process to evaluate all aspects ofconcerns that are brought forward to do the rightthing, all with an eye toward maintaining the deep
trust our clients have in us.
Gartner maintains the Gartner Hotline, a mechanism
for anyone inside or outside the company to voice
concerns, anonymously if requested. Managed byan independent third party, the service is available
24/7, via international toll-free numbers and locallanguage web submission forms. Each issue ishandled via a documented, standard intake process.
Retaliation is not tolerated for any issue brought
forward in good faith. A report is made each quarterto the Audit Committee of Gartner’s Board of
Directors on hotline matters.

2019 Corporate Responsibility Report13Our Company

Our Associates

Our World

Our Clients

Compliance training
Each year we evaluate our approach to required Code of Conduct training
to ensure the content remains fresh for associates. To that end, in 2019
we developed a new, 75-minute Code of Conduct training module, withcustomized deep dives into confidentiality, insider trading, conflictsof interest, improper payments (including bribery), and the importanceof speaking up and reporting concerns. We required completion of thatcourse, available in 12 languages, and an attestation to abide by all Codepolicies, for all associates, including senior leadership, in 2019. Completion
rate this year was 99.1%.
In addition, we require a number of mandatory training modules for specificassociates. For example, many associates are required to take anti-bribery
training; where required by law, many associates take region-specificanti-harassment training. At times, we require certain training for all
associates (e.g., in 2019 all Gartner associates were required to complete
anti-harassment training).
Finally, upon hire, new associates are required to take a Code of Conduct
training module and attest to abide by the Code; select other groups are
required to complete business-unit-specific ethical and compliance training.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report14Our Company

Our Associates

Our World

Risk management activities
Data protection program
Gartner recognizes the importance of having
effective and meaningful privacy protections togovern the collection, use, analysis, processing
and disclosure of confidential information, including(but not limited to) personal information. Gartner
entities are required to comply with our dataprotection policies, procedures and applicablelaws. More information about Gartner’s privacy
policies can be found at gartner.com/privacy.
We have a dedicated team of data protection
professionals, led by our Global Data ProtectionCounsel, who reports to our General Counsel.
The team oversees Gartner’s enterprisewide
data protection compliance program to ensurethat Gartner appropriately handles and protects
personal and other confidential information andcomplies with relevant data protection laws
and regulations, such as the EU’s General Data
Protection Regulation and the California Consumer
Privacy Act.

Our Clients

Data protection training
Gartner associates are required to complete annual
data protection and security training, and new
associates are required to complete the training
as part of the onboarding process. In 2019, 99.73%
of all Gartner associates completed these training
sessions. The annual training covers topics like dataclassification, proper handling of different typesof data, how to report privacy or security incidents,
and acceptable use of Gartner systems. During
training, associates attest that they have read andunderstand our Acceptable Use and Information
Classification Policies. In addition to annual dataprotection training, additional business-unit-specificdata protection training is provided to associates
who regularly handle personal information of clientsand associates.

According to Gartner research
Customer expectations for how theirinformation is managed include:• Transparency into how the information
is managed• Control over how their personal information
is used• Contextually relevant data use• Responsible data storage and protection

On a routine basis, Gartner associates are provided
comprehensive training on emerging security
threats, new security processes and policies, or
tailored security expectations required of theirrole. Additionally, we conduct monthly tests toimprove our associates’ ability to identify andreport phishing threats.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report15

Our Company

Our Associates

Our World

Data security
Ensuring the confidentiality of data provided to
us by our clients, associates and suppliers is of
the utmost importance. Gartner has a dedicatedteam of cybersecurity practitioners led by a Chief
Information Security Officer, who reports to theChief Information Officer. The team employs acomprehensive cybersecurity program to prevent
unauthorized access to client information and

Our Clientsto detect and prevent security incidents. Gartner
leverages a defense-in-depth cyberdefense
strategy, which means that multiple layers of
security protect our data assets. Informed by thebest practice security insights of our forwardleaning research, Gartner’s advanced technicalcontrols, security policies and human processes
provide protections that keep pace with evolving
security threats as well as legal and regulatorycompliance requirements.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

Our infrastructure and systems are routinely audited
by external parties for data privacy and security.
We leverage independent third-party organizations
to review and validate our security practices,
processes and controls to protect associate andclient data; policies and technical configurations
in place to secure our technology devices andsystems; and compliance with client, industry
and regulatory security/privacy requirements.

2019 Corporate Responsibility Report16

Our Associates

Our Company

Our Associates

Our World

Our Clients

Our people are our most valuable asset, enabling our long track record ofglobal growth. From attracting diverse talent though our recruitment process
to cultivating that talent with learning and development opportunities andrewards for strong performers to supporting overall wellness with meaningful
benefits and engagement, we put our people first.

Our formula:

Attract
the best
talent

The results?

Empower
associates
to reachtheir fullpotential

Foster a
positive,
inclusive
environment
where they
can thrive

Exceptional
associateexperiencesand growthfor ourorganization

View our employer recognition awards© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report18

Our Company

Our Associates

Our World

Our Clients

Gartner is committed to providing equal
employment opportunities to all applicants andassociates without regard to any legally protected
status. This commitment is formalized in our globaland U.S. equal employment opportunity policies.
We continually renew this commitment by optimizing
our recruitment and professional development
processes, creating networking and educational
opportunities, celebrating heritage and history,
encouraging community service and outreach, andcreating safe spaces for all associates.

“The people in our office embody Gartner’s cultureof collaboration and create a sense of belonging.
Whether conversing over breaks or sipping coffee
at cafes in the city, Gartner gives me a job and a‘way of life.’”

Our cultural elements describe the essence ofwhat makes us special as an organization

Impact clients’mission-critical priorities

Prioritize, relentlessly

Do the right thing and great
results will follow

Get better, faster,stronger every year

Embody a no-limits mindset

Win as a team

Make fact-based decisions

Embrace diversity andbe inclusive

Think and act objectively

Be humble, be hungry

Lopamudra B., Gurgaon, India

Our Diversity & Inclusion Executive Council,
composed of members of our executive operating
committee and other cross-functional leaders,provides strategic support, advocacy and visibility
for these activities.
Together, we aim to mitigate bias, identify issues
and solve problems so all associates can thrive.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report19Our Company

Our Associates

Our World

Our Clients

0.3%

8.8%

Not Disclosed/Blank

55.3%

Asian

6.5%

Hispanic or Latinx

4.0%Black or African American

44.4%

Male

3.1%

FemaleUndisclosed

2.0%

Two or More Races

Ethnicity
breakdown(U.S.)*

Genderbreakdown(Global)*

0.4%

American Indianor Alaska Native

0.1%

Native Hawaiian or
Other Pacific Islander

75.1%
White
*As of Dec 31, 2019
Does not include interns, full-time contractors, casual workers, etc.

“At Gartner, our purpose is tocultivate a work environmentthat welcomes and respects
people of all backgrounds andensures there are no obstacles
for reaching one’s full potential.”
Rajiv Desai, Vice President, Diversity,
Inclusion, Engagement & CSR*As of Dec 31, 2019
Does not include interns, full-time contractors, casual workers, etc.

Diversity and inclusion at Gartner
We foster an environment of exceptional professional
development to ensure that each of us can reachour full potential. This includes embracing diversity
and actively removing barriers to support inclusion,
engagement and growth at Gartner.
Our teams are composed of individuals fromdifferent geographies, cultures, religions, ethnicities,
races, genders, sexual orientations, abilities andgenerations working together to solve problems.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

We emphasize the importance of inclusion toleaders and managers and how to foster a senseof belonging within their teams. We focus on therole of unconscious bias. We build tools to help
make various business processes more inclusive
and accommodate a more diverse perspective. We
continuously share best practices and lessons
learned with one another to help us all move forward.
In doing so, we operate at the highest ethicalstandards, with respect for all, across ourassociates, clients and communities.

2019 Corporate Responsibility Report20

Our Company

Our Associates

Our World

Our Clients

Recruiting
Attracting and hiring great talent aroundthe world

Creating a positive work environment that fosters
innovation requires people with varied skills, ideas
and backgrounds — including those that may nothave followed a linear career path. To source this© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

talent, we invest in diversity partnerships, returnto-work programs and early-career programs thatcultivate a strong future workforce.

2019 Corporate Responsibility Report21Our Company

Our Associates

Our World

Building a diverse
talent pipeline
We have implemented diversity andinclusion initiatives as part of our recruitment
processes, including:• Training recruiters on how to identify unconscious
bias in the applicant and interview process,and how to collaborate with hiring teams tofoster inclusive environments. This is an annual
mandatory training series offered quarterly forrecruiters globally.
• Continuously evaluating our recruiting process
to ensure we mitigate bias at every step, whether
human or technological.

Our Clients“Diversity and inclusion has
never been more of a priority
in the workplace than it istoday, but the most successful
D&I initiatives are sustainable,
meaning the strategy is
supported by the entire
organization, is measurable
over time and is embedded
into existing processes.”
Lauren Romansky, Managing Vice President,
Research and Advisory• Establishing a dedicated recruitment teamfocused on immersion programs and external
partnerships, such as building relationships
with historically black colleges and universities(HBCUs) in the U.S.

We are proud to partner with leadingorganizations around the world that
help us to extend opportunities tostrong pools of diverse talent.
• Service Academy Career Conference (SACC)• Military MOJO• Hiring Our Heroes• RecruitMilitary• FairyGodBoss• Careers & the disABLED• Out in Tech
• Women Who Code• Women in Technology• TOIGO Foundation (sponsor women’sconference)• Hire Heroes USA• GitHub Jobs
• eQuest• Bender Virtual Career Fairs for People
with Disabilities• ITDiversityCareers• DiversityJobs.com• BlackJobs.com• Hispanic Today© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report22

Our Company

Our Associates

Our World

Our Clients

Return-to-work program
Professionals who have taken career breaks forreasons such as raising a family, dealing with longterm illness, caring for aging relatives or having
a spouse in the military can find re-entering theworkforce a challenge.
In 2019, we piloted a program in the U.S. geared
toward helping these candidates return to rewarding
careers at Gartner. From the first cohort, we hired
50% of invited participants into full-time roles.

“The return-to-work program enabled us to engage
with individuals with strong skills that correlated
to our needs in client services, and who also bringa diversity of background and experience. The
result has been fantastic. Our talent that camefrom the program is thriving and contributing to
the environment we continue to build.”
Eve Koopmann, VP, Product Services, Worldwide Business Service Delivery© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report23Our Company

Our Associates

Our World

Our Clients

Veteran discovery program
As part of creating a rich talent pool, we continue
to expand recruitment of global military veterans.
These candidates bring leadership skills and an
aptitude for teamwork that make them a great fit
for our culture. To increase outreach, we launcheda veteran discovery program in the U.S. in 2018,
offered across our sales and client services channels.

“With Gartner’s help, the transition from military
to civilian life has been immeasurably easier, andI am so thankful to be part of such a thoughtful
and supportive organization. One thing that soldme on Gartner as a veteran was seeing the teams
interact and relating that to a squad-sized element.
Very small, very personal, very exciting.”
Jess M., former U.S. Army Captain, Virginia, USA

This 5-day program supports transitioning military
members and offers training classes, leadershipcoaching and visibility into what it’s like to workat Gartner. At the conclusion of the program,participants have the opportunity to interview for
open roles at Gartner. Throughout 2019, we hosted
13 programs with 77 participants, 57% of whomwere hired.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report24Associates in the community

Recruiting
Building partnerships to
support veterans
Attracting and hiring great talent aroundthe world

Detroit, Michigan, USA

Creating a positive work environment that fosters
innovation requires people with varied skills, ideas
and backgrounds — including those that may nothave followed a linear career path. To source thisAssociates in Michigan organized an office community service day, helping
deliver Detroit’s first West Michigan Veteran’s Assistance homelessnesstransition engagement, in partnership with Humble Design. This nonprofit
furnishes homes for those emerging from homelessness in Detroit, Chicago,
San Diego and Seattle.
Working with Humble Design, the team helped provide a clean andcomfortable home for Gerome, a previously homeless Marine veteran. They
raised $3,000 for the project via associate donations and matching Gartner
funds, and coordinated additional donations including new blinds, a working
vacuum and books. To ensure ongoing support, they also established apipeline for future donations.
Gerome’s newly furnished apartment included a comfortable living roomand bedroom.

“Now I have a place where I can confidently support others from the VA by
bringing them here to begin their journey, too.”
Gerome© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report25

Our Company

Our Associates

Our World

University diversity partnerships
Our diversity recruiting efforts extend to campuses,
where we have established diversity-focusednational partnerships:• Reaching Out MBA• National Black MBA Association• Out for Undergrad• MBA Veterans• Enactus• National Sales Network• Veterans virtual career fair
• Diversity and Inclusion Virtual Career Fair
• WiCHacks• Big 10 Women’s Career Conference

Our Clients

Historically Black Colleges andUniversities (HBCU) Faculty Day
In 2019, we hosted our first HBCU Faculty Day.
Eleven key faculty influencers from our core
HBCU partner schools joined us for a 2-day eventin our Fort Myers, Florida, office to learn more
about Gartner, our culture, our diversity efforts
and career opportunities for their students.
The event was supported by members of the
Gartner executive operating committee, with
50+ Gartner leaders and associates in attendance,
reinforcing the importance of inclusion andengagement at Gartner and our commitment tosupporting students.

According to Gartner research
Organizations with sustainable D&I strategies
report up to 20% more organizational inclusioncompared to their peers without sustainable
D&I strategies. Moreover, this 20% difference
corresponds to significant differences in talentoutcomes, such as employee performance, onthe-job effort and intent to stay.

Building on these relationships with HBCUs enables
us to continuously develop programs that best
meet students’ needs as they begin their careers.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report26

Our Company

Our Associates

Our World

Our Clients

Building a workforce for the future
Fostering a diverse workforce for the future requires nurturing talent early andgiving candidates every opportunity to succeed. From our industry-leadinginternship program to specialized events where we act as talent advisors, ouruniversity recruiting team is committed to developing students’ skill sets andsupporting their future endeavors.

Internships
Our internships are immersive programs through which interns gain knowledge
about Gartner in their field of study, get firsthand experience in driving businessoutcomes, receive ongoing support and coaching from team leaders, and findnetworking opportunities. Internship programs exist globally in the U.S., U.K.,
India, Spain and Canada. Interns are compensated at market-competitive rates,
and non-local interns are provided housing assistance.
Due to the impact of COVID-19, our intern program was temporarilysuspended in 2020.

“Starting as an intern let me build impactful
relationships with C-level executives,enhance my business acumen, and develop
my confidence and communication skills.”
Samantha H., Fort Myers, Florida, USA

In 2019

57 full-time offers% of those who received an
73 offer accepted it% of interns globally received© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report27Associates in the community

Partnering to support
learning and develop
job skills
Cape Town, South Africa
To support socioeconomic development in South Africa, we’ve partneredwith Iziko Lobomi Centre of Life in Cape Town. Over the past two years, we’ve
provided resources to assist with operations and job-creation projects, andsupported a learning center that provides school children with homework
support, computers and technology training. In addition, through practicalinternships, several individuals have found permanent employment after
completing the programs.
“The Centre is a central point for the whole community, where they
help each other and support each other. It is fantastic to see how Tebo
Computers is helping the people in the township build basic IT skills toensure a better future for both children and adults. The Centre offersa haven for learning, growing skills and helping those less fortunate tosurvive in this tough environment. I feel proud knowing that throughGartner’s generous support over the years, we have been able to be partof this life-changing initiative.”
Jess J., Johannesburg, South Africa© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report28

Our Company

Our Associates

Our World

Our Clients

Rotational programs

Intern Connect Program (India)

In 2019, a select group of high-potential individuals
entered the Gartner Rotational Development
programs. This series of multiyear programs in the
Product, Services, IT and Finance organizations isdesigned to develop professional skills and open
the door for various leadership opportunities in thelonger term.

Thirty internship candidates had the opportunity
to interact with leaders from Gartner’s Product &Services and Software Engineering teams to gain anunderstanding of potential career opportunities andgrowth paths, and learn about the company and our
vision for the India Center of Excellence.

Participants gain invaluable exposure acrossfunctions and help us innovate through highly
visible, high-impact projects. The intent is toplace successful rotational associates into
regular roles by the program’s end.

Sophomore Leadership Summit (U.S.)
This 3-day experience gave 51 rising college juniors
the opportunity to hear from senior leaders at
Gartner, get career guidance, attend professional
development workshops and shadow business
units within their areas of interest.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241“Participants are the future
leaders of this company. The
rotational program helps themgrow and develop a broad
understanding of our business,
as well as functional expertise.”Ernie Bourassa, Group Vice President,
Product Management & Growth Programs

2019 Corporate Responsibility Report29Our Company

Our Associates

Our World

Our Clients

Career Services Day (U.S.)
According to Gartner research
97% of recent M.B.A. graduates say they arewilling to forgo financial benefits to work for acompany with a reputation for ethics and ESG.

Gartner hosted a Career Services Day for 22
undergraduate and M.B.A. university career services
professionals. Attendees learned about our culture
and career opportunities so they could bettersupport their students’ career paths post-graduation.
The event included 50+ Gartner leaders andassociates who participated in networking events,
roundtable discussions and associate panels.

Hackathon (India)
Since 2018, Gartner has participated in HackElite,
an immersive challenge for students at India’s
most prestigious universities. It enables participants
to demonstrate their analytical skills, businessacumen and creative problem solving in what’s
known as the toughest data science competitionin India. The program had a 128% increase inregistrations and a 207% increase in final submissions
from 2018 to 2019.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241“The event was a great opportunity
to connect face to face with our
M.B.A. and Business Rotational
Development program career
services partners and showcase
the Gartner brand and culture. I
look forward to strengthening our
relationship with them back oneach respective campus this fall!”Danielle G, Illinois, USA

2019 Corporate Responsibility Report30

Associates in the community

Mentoring students andfostering career skills
Chicago, Illinois, USA
Spark Chicago is a 10-13 week mentoring program that allows students fromthe Deneen School of Excellence in southside Chicago to immerse themselvesin mentors’ workplaces to experience what’s possible for them in the future.
Spark connects 7th-grade students with Gartner volunteers in a 13-week
partnership where they work together to complete a project related to theircareer aspirations. In 2019, Gartner sponsored 16 Spark mentees.
Gartner mentors guide structured, two-hour sessions filled with social-emotional
learning activities with the end goal of creating a Spark project. Mentorships
culminate in Share Your Spark, an event where students and mentors present
their projects to colleagues, friends, families and the community.
We’ve been involved with Spark for the past two years, hosting 7th-gradestudents from the Deneen School each Wednesday afternoon for 2 hours
from February through May. Volunteers are focused on cultivating deep,
formative relationships with their mentees that result in many tangible
outcomes for the students. Spark research demonstrates that 92% of
students demonstrated growth in at least one social-emotional skill suchas networking, problem solving or teamwork. Additionally, 92% of students
improved school performance, and 83% of students found they were able
to talk with their mentors about what matters to them, improving theirsocial networking abilities.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report31

Our Company

Our Associates

Our World

Our Clients

Development andcareer progression“The Gartner culture inspires meevery day. I’m constantly growing
and learning new things.”
Mauro H., Sao Paulo, Brazil

Fostering a culture ofcontinuous improvement
Gartner has a culture of apprenticeship, lifelong
learning, getting feedback and evolving. Our people
have the innate curiosity and discipline to get things
done and the humility to continuously learn fromthe world around them. By never being “done,” weimprove in everything we do over time.
We have two formal opportunities in our
performance management processes to foster
career development: Goal setting and year-end
performance appraisals. Associates and managers
set goals early in the year, identify development
opportunities and modify over time as priorities
change. This enables associates to get off to afast start and be more successful throughout theyear because they understand the right things
to focus on and are active participants in setting
their priorities.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

For the year-end appraisal, associates are given
an overall performance rating and a qualitative
written review on how well they achieved theirgoals, also noting their strengths and development
opportunities. Managers are expected to pull
insights into associate performance from different
sources and not rely on their observations alone.
After the year-end discussion, these development
opportunities turn into actual development
activities to work on throughout the year.
Formal mechanisms are in place to ensure thatassociates are giving and receiving feedback
throughout the year to further their development
journeys. We reinforce best practices for ongoing
feedback in companywide communications,encourage managers to discuss feedback andperformance with direct reports one on one
on an ongoing basis, and provide guides on
how to use our self-service feedback tools.

2019 Corporate Responsibility Report32

Our Company

Our Associates

Our World

Leadership programsand training
In addition to helping associates unlock their fullpotential through mechanisms like continuous
feedback and performance appraisals, we havededicated programs designed to develop effective
leaders. As a large organization, we rely on our
5,000+ people leaders to deliver meaningful
associate experiences. Therefore, it’s critical that
we embed leadership effectiveness into theassociate journey life cycle.
Development experiences are focused on formal
programming, continuous learning and in-role
development activities. Our goal is to prepare
leaders for bigger roles, greater responsibilities
and better performance.
In 2019, our leadership programs included, butwere not limited to:

Our Clients

In addition to live programs and training, associates
can access additional resources through GartnerYou,
our online learning experience platform offeringa centralized location for associate learning anddevelopment. In 2019, GartnerYou offered 22,846
learning resources, with more than 377,000
completions globally.
GartnerYou includes an awareness training module
on Embracing Diversity and Being Inclusive at
Gartner, rolled out to associates worldwide. Thisvirtual training helps associates understand what
diversity and inclusion means at Gartner, learn
how biases influence our decisions and behaviors,
and apply strategies to be more inclusive anddecrease bias in the workplace.
We will continue to focus on leadershipprograms to provide an even more robust
development framework.

30%of our open positions werefilled with internal candidates
in 2019.

“I chose Gartner because of
the people-focused company
culture and the tremendous
opportunity for career andprofessional growth.”
Emily E., Arlington, Virginia, USA

Gartner Manager Program: Provides managers
with critical leadership skills such as emotional
intelligence, communication, decision making,coaching and building capability at scale.
Tenured Manager Program: Helps leaders growtheir capabilities and strengthen their leadershipeffectiveness through a focus on building highperforming teams, increasing influence at alllevels and driving sustainable change.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report33

Our Company

Our Associates

Our World

Our Sales and Research & Advisory teams makeup almost 50% of total associates worldwide. We
have formal, dedicated programs to help train andonboard new hires as well as more experienced
managers and leaders within Sales and Research& Advisory. Through these programs, our teams
develop knowledge and skills, increase productivity
and improve performance.

“I love the collaborative andsupportive environment!
People really do want you
to succeed here. I feel like I
am in the right place at theright time in my career.”
Christine T., Sydney, Australia

Our Clients

Sales Learning &Development 2019

Research and Advisory
Learning & Development 2019

New Hires:

New Hires:• Six dedicated programs for new hires
across inside sales, field sales, conference
sales, sales operations and non-technology
sales teams• More than 300 associates went throughdedicated programs for onboarding newhires in Research & Advisory• Programs ranged from 2-8 weeks, including
virtual components and live events taking
place in the U.S. and worldwide• 1,900 associates went through these
programs in 2019

Tenured Sales & Leadership
Development Programs:• Seven dedicated programs aimed at helping
tenured sales associates, managers andleaders (VP+) succeed in their roles throughcoaching techniques, productivity, bestpractices sharing and hearing from seniorleaders• Programs ranged from a few hours to acouple of days, including virtual components
and live events taking place worldwide

Skill-Based Offerings:• O ffered training on areas such as graphics,
presentation skills, coaching, digital
writing, effective communication, project
management and survey creation• More than 800 associates participated inskill-based training

Leadership Programs:• Organized a 3-day Research & Advisory
Leadership Offsite in Miami, Florida, USA,
bringing together senior leaders to focus
on business goals, strategy, peer consulting,coaching and skill-building• About 500 Research & Advisory leadersparticipated in this offsite• More than 2,500 tenured sales associates andmore than 200 sales managers and leaders
went through one or more programs© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report34

Our Company

Our Associates

Our World

Our Clients

Introducing the Global Talent Lab

Focus areas:

2019 marked the inaugural year for our Global
Talent Lab, aimed at building a strong pipeline forresearch talent within Gartner. We had four labs
across three locations (USA: Fort Myers, Florida
and Arlington, Virginia; Gurgaon, India).

• Competency mastery

Mission: Develop, enable and equip the best
research and advisory experts in the world.

• Excellent teaching and coaching• On-the-job learning• Client fulfillment
Participants by the numbers
 0 associates representing advisors,• 9
researchers and analysts• 20 interns• 13 managers“The growth opportunities at
Gartner are truly unparalleled.
I met with my management
team and HR to speak aboutcareer progression and growth.
After three years of being an
individual contributor, I wanted to
manage and coach a team toward
success. As of the beginning of
2019, I achieved my next careermilestone of managing a teamof fantastic associates.”
Elmira D., Amsterdam, Netherlands© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report35

Associates in the community

Empowering women to
overcome barriers
Spain and Portugal
In October, 30 associates from our Spain and Portugal offices participatedin the Yo No Renuncio race in Madrid, Spain. This race raises awareness ofthe struggles women face balancing their careers and expectations of themas parents.
During the race, participants encountered obstacles symbolizing the barriers
that women encounter in their professional careers and that prevent themfrom reconciling their work, family and personal life.

“As a Women at Gartner local leader, it was a really exciting experience.
Having so many colleagues (women and men) willing to participate inthis obstacle race was amazing. Each obstacle showed real data on the
obstacles that women face in our careers balancing work and expectationsof us as parents. We are stronger together and we all can make the world
a better place.”
Rocio T., Madrid, Spain© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report36Our Company

Our Associates

Our World

Our Clients

Engagement
Weaving a rich global community
Gartner is committed to developing an environmentthat fosters a deep level of employee engagement.
In the past, we administered census-type associatesurveys — with results comparing very favorably
to our industry peer benchmarks. We have now
adopted a decentralized approach to measuring
engagement that focuses on an associate’s
immediate role and team context.
We believe that the greatest factor in driving
greater engagement comes from our leadership —particularly their efforts to set direction,
allocate resources, and build individual andorganizational capability.

We frequently measure associate attitudes on
the extent to which they:• Feel their work environment is welcoming
and inclusive• Understand the company and business-unit
direction• Feel involved in the decisions that impact
their work
• Are provided with the resources and support
required to meet our expectations of them“We come from different cultures,with different languages anddifferent experiences. Thatreally nurtures and enriches ourinteractions. Having a voice andbeing well-represented is really
important for associates.”
Irma V., Mexico City, Mexico• Have opportunities to learn and growwith Gartner© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report37

Our Company

Our Associates

Our World

Our ClientsBusiness-unit-specific survey results are used fora number of leader-specific interventions, fromindividualized coaching to team-based skill-building
to business-unit-wide initiatives targeting key
areas of engagement. Measured topics include:
Career progression, collaboration, communication,
inclusion/diversity, manager quality, meaningful
work, performance feedback, rewards and recognition,and training and development. Our surveys are
based on widely adopted, best-in-class models of
engagement that leverage empirical research andmethods, and are delivered using technology that
ensures accuracy and anonymity. Senior leaders
review results and report back to associates,
including on plans to address the feedback andways associates can get involved in new initiatives.

“Associates who are more engaged and satisfied
improve office life, stimulate new ideas and get
better results for the company, for clients andfor themselves.”
Manuela P., Rome, Italy
As we continue to evolve as a company, we’re
actively seeking meaningful ways to ensure thatassociates feel connected to their communities
both within and outside Gartner. Our employee
resource groups (ERGs) and Global Community
Engagement program give associates a varietyof opportunities to champion causes that areimportant to them.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report38Our Company

Our Associates

Our World

Our Clients

Employee resource groups(ERGs)At Gartner, we believe that as individuals, as
communities and as an organization, a variety
of experiences makes us stronger. Our voluntary,
associate-driven ERGs bring associates together
and foster a safe, inclusive and supportive
workplace.
We currently have four formal ERGs. All fourgroups have several chapters in our global offices
and foster leadership development, host events,
influence benefits, raise awareness and help create
workplace resources. They are open to all associates
and play a key role in driving employee engagement
at Gartner.
In 2019, approximately 3,000 associates
participated in at least one ERG.

Mosaic at Gartner
represents underrepresented racial, ethnic
and multicultural backgrounds

Pride at Gartner
represents LGBTQ+ associates and allies

Women at Gartner
advocates on issues that affect women in
the workplace

Veterans at Gartner
represents those who served in the military
and their families© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

According to Gartner research
80% of organizations have at least one ERG
and, on average, ERGs receive 20% of the D&I
budget, making them the single greatest line
item. Given this investment, leaders should
consider leveraging ERGs to communicate
the organization’s commitment to inclusion.

In 2019, we focused onincreasing ERG participation,leveraging technology todrive efficiency and provide
inclusive and collaborative
channels for both remote andoffice-level associates.

2019 Corporate Responsibility Report39Our Company

Our Associates

Our World

Our Clients2019 highlights:

Mosaic at Gartner
Mission: Recruit, develop and manage
exceptional talent by fostering a workplacethat respects and includes individuals fromall races and cultural identities so that all
staff can thrive and build rewarding careers.

Honored global heritage: Held events globallyin conjunction with Hispanic Heritage Month,Black History Month and more to celebrate themany cultural identities represented at Gartner,
raise awareness and foster community.
Worked closely with the Black Analyst Caucus
group: Focused on increasing black representationin research and advisory.

Started important conversations: Led companywide
Diversity Awareness Month activities in August withcoordinated and month-long programming acrossall offices with a Mosaic chapter.
Built programming into office culture: Expandedgroup presence in major offices and hosted nearly
50 events worldwide.

“I became involved for a senseof community and camaraderiewith people who can identify
with my experiences or who
can teach me about theirs. I
appreciate being able to havecandid conversations in a safe
place and learning about theadvances that our company ismaking to support associates.”
Mike P., Arlington, Virginia, USA© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report40

Our Company

Our Associates

Our World

Our Clients2019 highlights:

Pride at Gartner
Mission: Promote a positive and inclusive
work environment for all associates
worldwide, regardless of sexual orientationor gender identity.

Fostered LGBTQ+ inclusion: Conducted a seriesof Lunch-and-Learn sessions on LGBTQ+ topics,
including “Trans 101” led by Emma Cusdin, Director
at Global Butterflies and a Fellow of the Chartered
Institute of Personnel & Development, aimed atincreasing understanding of gender identity andexpression, common terminology and inclusion in
the workplace.
Impacted the business: Worked in partnership withthe benefits team and others across the company
to develop policies and practices that resulted in
Gartner being recognized as a Best Place to Work
for LGBTQ Equality once again, with a top score of
100% in 2019.

“From achieving milestones likescoring 100% on the Corporate
Equality Index to seeing
Gartner’s small thumbnail image
on LinkedIn turn rainbow, weare demonstrating and creating
an environment that allows ourassociates to feel increasingly
secure in their ability to identify
as out-and-proud individuals.”Hunter S., London, U.K.

Celebrated Pride globally: Supported members of
the LGBTQ+ community through the year, including
participating in Sydney Mardi Gras in Australia in
March and Pride month celebrations around theworld in June.

Human Rights Campaign Corporate
Equality Index
Best Places to Work for LGBTQ Equality
2017*, 2018*, 2019

*During CEB and Gartner Integration© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report41

Our Company

Our Associates

Our World

Our Clients2019 highlights:

Women at Gartner
Mission: Drive the recruitment, professional
development, engagement and visibility ofwomen at Gartner by providing an inclusive
network to exchange ideas, elevate professional
skills and provide access to senior leadership,
ultimately enabling the advancement of womenacross all levels of leadership.

Implemented mentor programs: Created internal“matchmaking” experiences to align mentors tosenior associates to foster career advancement.
Enlisted male allies: Leveraged “50 Ways toFight Bias” program through Lean In and hosted
a webinar series globally.
Built community: Held over 100 live events across
20+ offices globally, engaging 2,600+ members.

“This role has allowed me
to develop personally andprofessionally. I’ve beenable to keep up with mycommunications background,work with different parts ofthe business, meet incredible
women and allies, andcontribute to something I’mtruly passionate about.”
Shannon G., Women at Gartner
Communications Advisor, Arlington,
Virginia, USA© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report42Our Company

Our Associates

Our World

Our Clients2019 highlights:
Expanded reach: Grew participation in offices acrossthe U.S., Europe, Australia and India

Veterans at Gartner
Mission: Make Gartner a great place to workfor top military talent and their families. We areunited in our appreciation for public service
and our passion for creating an inclusive
community to drive Gartner’s growth now andin the future.

Implemented mentor programs: Piloted successful
associate mentor program with 30 participants, tobe expanded in 2020
Supported mental health: Led the 22 Challenge toraise awareness of mental health issues and otherchallenges facing veterans. In the United Statesalone, past statistics have reported that nearly 22
veteran/military suicides occur per day. Over 200
associates participated to show support, sharing
photos, videos and stories of them engaging in avariety of 22-related activities, from completing 22
pushups to donating $22 to a charity.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241“Having a community to connect
with and learn from as wenavigate corporate life is themost valuable thing to me.
It provides an opportunity
to foster mentorship, raiseawareness, and further develop
resources and programs for our
associates who have served or
who are still serving.”
Lisa H., U.S. Air Force, Irving, Texas, USA

2019 Corporate Responsibility Report43Our Company

Our Associates

Our World$4.6 million
donated by Gartner and its
associates through the matchinggift program to nonprofit
organizations around the worldin 2019.

13.2 %of all eligible associates donatedthrough the matching gift program.

Our Clients

Global community engagement

Why I Give:

We believe in uplifting local communities and wecelebrate when our associates support the causes
for which they have the most passion. Through our“open choice” approach, we encourage associates
to choose how, when and where to devote their time,
talents and resources. We’re proud of our associates’
long history of volunteering and contributing to thecommunities around them. The Global Community
Engagement program bolsters service efforts byproviding support, scalability and visibility.

“I have been giving 1% of my disposable income
since I started working. We work roughly 260 daysa year, and I believe it is fair to give slightly morethan 2 days of my work for others in need of help.”

Matching gift program
The Gartner gift-matching program provides
matching funds to qualified charitable organizations
that associates personally support, up to $5,000
per calendar year. Regular associates globally who
work more than 20 hours per week are eligible.

Yifan W., Tokyo, Japan“My first time travelling in a developing country
was eye-opening. I encountered children inneed of clothes, food and basic care. Since then,my wife and I have been compelled to sharewhat we can with those living in a completely
different reality.”
Jason W., Ottawa, Canada“I believe that children are
the future for the world.
For 25 years I’ve donatedto organizations that provide
a safe and caring upbringing
to children.”Toni D., Solna, Sweden© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report44Our Company

Our Associates

Our World

Our Clients

Volunteerism

Board service

At Gartner, we encourage associates to follow
their personal passions and give back to theircommunities in any form they choose. We also
facilitate and support on- and off-site volunteer
projects for teams, and encourage nonprofit
board service, skills-based volunteerism andin-house drives.

As a part of our corporate social responsibility
strategy and commitment to support our community,
Gartner encourages associates to serve on theboards of nonprofit organizations and for-profit
enterprises. We have revamped our policy toimprove the associate experience, provide
transparency into the approval process, andprotect Gartner’s independence and objectivity.

Throughout 2019, Gartner associates in 38 countries
across the globe gave back and volunteered intheir local communities. We have highlighted
some of these stories throughout this report andwill continue our programs in 2020.

The policy applies to Gartner associates who want
to serve as officers, directors, advisors, partners,
associates, owners or other affiliates of any forprofit outside organization or nonprofit industry
organization. Rules are explained by Gartner role,
including what activities are and are not permitted,
and why. The policy also spells out the activities
that don’t require General Counsel approval.

“Serving on a nonprofit board
is important to me, as it allows
me to contribute back to thecommunity. It is quite exciting
to work with a diverse group ofpeople who are dedicated to acommon cause. I’ve also grown
as a leader by participating in
the group’s strategy discussions
and guiding its execution toward
their mission objectives.”
Atul V., Georgia, USA

Independence and objectivity are cornerstones ofGartner’s business, and any decision to affiliate withan outside entity must take this into account.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report45

Associates in the community

Providing holiday gifts
for children in need
Fort Myers, Florida, USA
For 20 years, The Giving Tree at Gartner has collected donations to provide
underprivileged children with holiday presents. The Giving Tree is run in
conjunction with the Children’s Home Society (CHS), a nonprofit organizationthat advocates for children, working to keep more kids safe at home andbuilding parents’ ability to provide healthy, nurturing homes.
Through the 2019 partnership, 370 children received presents, associates
contributed over 650 individual donations and 55 associates volunteered
to help run the event. Since 2011, over 3,000 children have received gifts
through the program.

“I have no words to appreciate what you have done for our family. This past
year has been really tough. Thanks to your generosity with gifts and giftcards, we will have a beautiful celebration dinner with a tree full of precious
gifts. I want to thank you for the amazing gift of love and CHS for giving us
so much in this wonderful journey of parenting.”2019 Giving Tree Recipient© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report46

Our Company

Our Associates

Our World

Associate well-being
We want associates to be their best selves. That’s
why we invest in meaningful, innovative and inclusive
benefit programs that support physical, financial andemotional well-being. Our comprehensive approachcenters on balance so associates can live well — inall aspects of their lives.
In the U.S., our comprehensive benefits package
is available to all regular associates working 20
or more hours per week and their dependents,
including domestic partners. In 2019, the benefit
program included:• Comprehensive health coverage, including fertility
treatment, treatment for autism, transgenderinclusive benefits (including transgender healthcare
coverage) and same-sex marriage/domestic partnercoverage, as well as dental and vision• Tax savings programs, such as health anddependent care flexible spending accounts, healthsavings account and pretax commuter benefits

Our Clients• Company-paid basic life and short- and long- term
disability insurance, business travel accident
insurance, expert medical advice and an employee
assistance program• Annual wellness events and reimbursement forwellness-related purchases• Caregiver resources, such as subsidized backup
care for adults and children, and MilkStork, aservice that allows nursing mothers to ship breast
milk back home during travel• Generous paid time off, including up to one yearof paid military leave• Generous charity matching and volunteer
opportunities• Financial assistance for associates in needthrough tax-free grants• 401(k) plan with company match and Employee
Stock Purchase Program• Tuition reimbursement“I want you to know how much
my family and I appreciate thebackup care benefit. My wifeand I both work, and our two
young boys are with a nanny
every day. This week she
came down with the flu andcouldn’t be with our boys —terrible timing for someone insales! Thanks to Gartner, in 30
seconds I had a reservation at
our local daycare facility for theboys for this week, allowing me
to keep working. I know there’s
incentive for Gartner to havethis benefit, but the true benefit
is the peace of mind in myfamily knowing that we always
have an option.”
Mike P., Seattle, Washington, USA© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report47

Our Company

Our Associates

Our World

Our Clients

U.S. parental leave

Annual wellness fairs (U.S. and U.K.)

The birth or adoption of a child is one of thosespecial times in an associate’s life that requires
extended time and attention away from work. To
support this unique life event, Gartner provides
a paid parental leave benefit to associates following
the birth or adoption of a child. The parental leave
benefit provides primary caregivers with eightweeks and secondary caregivers with two weeks
of paid leave within the first 12 months. In addition
to parental leave, birth mothers also receive shortterm disability immediately following birth.

Our annual wellness fairs provide associates withthe opportunity to step away from their desks
and think about their personal health status
while enabling them to make informed decisions
regarding their benefit plans for the next calendar
year. Associates enjoy activities including
complimentary flu shots and biometric screenings,
chair massages, healthy snack options and healthrelated raffle prizes. They also have the chance tomeet with representatives from benefit providers
and learn about new programs starting in the
coming year.

To support new mothers returning to work, Gartner
provides private rooms in the workplace thatcan be reserved by nursing mothers and freebreast milk delivery through MilkStork for new
mothers separated from their child while travelingon business.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

According to Gartner research
Holistic well-being programs (composedof core well-being pillars such as physical,
emotional and financial) are key to driving
impact and improving employee engagement.

2019 Corporate Responsibility Report48

Our Company

Our Associates

Our World“When my daughter wasdiagnosed with cancer lastyear, it felt like the world camecrashing down. Bills started
piling up, including one large
bill for a helicopter transport.
The Associate Assistance Fundoffered by Gartner helped pay
down these medical expenses.
It’s one less bill weighing on
us while she’s in chemotherapy
for a year. I’m grateful to be
employed by an organizationthat cares so greatly about
their people to offer such
an amazing grant. I’moverwhelmed with gratitude.”

Our Clients

Associate Assistance Fund

Outside U.S.

The Associate Assistance Fund provides grants
to associates who are experiencing financial
difficulties due to catastrophic events such as
flooding, wildfires, illness and more. The fund relies
primarily on employee donations that are matched
by Gartner dollar for dollar, providing a secure,tax-compliant platform for associates to help
colleagues across the globe in their time of need.

Outside the U.S., benefits vary by country andtypically include paid time off, paid parental
leave, healthcare, life and disability insurance,and retirement benefits. Gartner also provides
business travel accident insurance, tuition
reimbursement, charity matching, financial
assistance and an employee assistance program
to benefit eligible associates worldwide.

Associates of Gartner or its international affiliates on
the date of application who are otherwise benefitseligible are able to apply for a hardship grant.

Sara F., Fort Myers, Florida, USA© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report49

Associates in the community

Getting muddy tosupport cancer research
Egham, U.K.
In July, associates participated in a muddy obstacle course to support Racefor Life, Cancer Research U.K.’s biggest series of fundraising events. They
ran and crawled through mud and climbed over and under obstacles on thehottest day of the year, raising over $5,000 for cancer research in the process.
It was a fun day full of smiles and inspiration, and also reminders of why
everyone came together — to support people facing cancer, survivors andthose who lost their battles.
“My teammates all had their own personal reasons for being there andraising money, but a big part of it was to support me after I lost my mum
to cancer earlier this year. They did the most phenomenal job. I could
not be more grateful for and proud of this awesome group.”
Katie W., Egham, U.K.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report50

Our World

Our company

Our Associates

Our World

Our Clients

Our commitment toenvironmental sustainability
At Gartner, we strive to minimize our environmental
impact wherever possible, and we position
sustainability as a key factor in decision making.
Because Gartner is a service company, the mostsignificant opportunities to manage our impact
lie in making strategic decisions around where
we locate our offices, how we design and build
out interiors, how we operate day to day and how
we select vendors.
As we progress on our sustainability journey,
we will further formalize areas of impact, goals
and initiatives through conducting a materiality
assessment in 2020. Additionally, we understandthe complex nature of sustainability reporting
and will be implementing more rigorous reporting
across our offices in years to come.
Learn how we empower our clients to makean impact

Locations
Gartner has two main types of offices:• General offices (61%): We lease as a wholeor partial but we have full responsibility forleased areas• Serviced areas (39%): We lease space within
a building but we do not have responsibility
for the area
Because we lease 100% of our office space, thebuildings we choose to occupy have a big impact
on our overall energy footprint. Therefore, we
prioritize leasing buildings that meet some or allof these criteria:• Green building certifications such as LEED
(Leadership in Energy and Environmental
Design), EnergyStar and BREEAM (Building
Research Establishment Environmental
Assessment Method) in the U.K.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241• Close to public transport. 84% of our general
offices are within walking distance of public
transportation or a free shuttle service isprovided for our larger sites.
• Bicycle racks or charging stations for electricvehicles. 75% of our general offices havebicycle racks and 28% have charging stations
for electric vehicles.
In addition, we actively promote the use of masstransit through programs such as WageWorks in
the U.S., as well as Gartner-initiated programs incountries such as India, where such programs are
not publicly available. These programs are pretax
transportation and parking benefits that reducethe cost of public transportation for associates.

2019 Corporate Responsibility Report52

Our company

Our Associates

Our World

Our Clients

Operations and interiors
According to Gartner research
The Corporate Real Estate function plays amajor role in the fulfillment of a corporate
sustainability agenda because real estate is amore tangible reflection of an organization’scommitment to the green cause than mostother initiatives.

In our general offices, we are able to implement
far more initiatives, actively work with building
management to influence initiatives andselect vendors that align with our approachto sustainability.
In our general offices in 2019, we:• Removed single-use cups, plates and cutlery
from 46% of our general offices, with programmaticefforts in place to eradicate these from ourother offices• Moved to paper/reusable straws in all of our offices,
resulting in removing plastic straws from the waste
stream, including 77,400 in the U.S. alone• Eliminated 4,355 lbs. of styrofoam annuallyfrom the waste stream by moving to compostable
food containers© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

We also engage in the following sustainability
activities in our offices:• Multichannel recycling in jurisdictions that
support this around the globe• E-waste collection events to recycle electronics
and medical and IT equipment• Facility operations alignment with occupancy,
weather and other utilization factors to reduceenergy consumption• Active management of water use throughsensor-based, high-efficiency fixtures
Additionally, we are working toward obtaining
the WELL certification for our London andGurgaon, India offices in 2020. This is based on
low-VOC emissions, material health certifications
and ergonomics. WELL promotes human-centric
design focused around these concepts: Air, water,
nourishment, light, movement, thermal comfort,sound, materials, mind, community and innovation.

2019 Corporate Responsibility Report53Our company

Our Associates

Our World

Our Clients

Office spotlight London, Salisbury SquareThis year we were proud to open our first office following the WELL
accreditation guidelines and aim to achieve full certification in 2020.
The WELL building standard measures features that support and advancehuman health and wellness. It’s based on a holistic view of health as not
only being free of disease, but also of enjoying productive lives fromwhich we derive happiness and satisfaction.

About the office

Features contributing to WELL certification• Opened June 2019

Office community

Movement• Gartner occupies 4,979 sqm over 3 floors

Associate-led Green Team and Culture
Committee work to improve and promotesustainability, wellness and engagement

Free yoga and mindfulness classes; signage
to encourage use of stairs• Amenities: Conferencing suite, threekitchens with dishwashers, two mothers’
rooms, prayer/relaxation room, Wudu room,
two universal bathrooms per floor

Nourishment

System set to national guidelines; blankets available• Sustainability practices: Zero single-use
plastics; cutlery, plates, glasses, etc.
provided; located near public transport;
bike racks on-siteAir• Accommodates 500 associates

Free seasonal fruit and/or vegetable each day;organic milkUpgraded air filtration system, real plants

Water
Filtered drinking water within 100 ft of every
point in officeLight
Natural daylight; enclosed spaces at the coreof the building with glass walls; LED lighting
set to national standards© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

Thermal comfort
Sound
White noise; above-standard acoustic panelingin enclosed spaces

Materials
Sustainably sourced; natural, noncarcinogenic
cleaning products/equipment

Mind
Breakout areas; outside terrace and garden;
game room; real and silk plants, imagery,moss wall

2019 Corporate Responsibility Report54

Our company

Our Associates

Our World

Our Clients

Looking forward, we will continue to improve how we address sustainability
in the workplace by implementing assessments including energy (lighting,heating and cooling, plug load and server rooms), water, waste, materials,
commuting and Green Teams.
For the serviced areas, we encourage associates to follow the high Gartner
standards for recycling and reduction in single-use plastics. However,procedures and policies are set out by the vendor and we have a limited
ability to influence and implement changes.
In addition to leasing office space in environmentally certified buildings,
we strive to meet these same standards when renovating or constructing
interior fit-outs. By partnering with vendors early in the design process, we
get guidance on best practices and design options in areas of sustainability,
efficiency and health such as: Indoor air quality, acoustics, environmental
impact of materials, responsible sourcing of materials, material efficiency
and waste management.
Workplace attributes that affect productivity and wellness are at the centerof decisions when we build, including a layout that offers an optimum
environment for concentration, collaboration, conversation and confidentiality,and positively impacts associate health and work-life balance.
Interior designs seek to reduce energy consumption and provide naturallight to our staff through features like light-harvesting lighting, occupancy
sensors and zoned HVAC, among others. Space layout plays a crucial partin ensuring natural daylight. Whenever possible, enclosed spaces suchas meeting rooms and offices are built in the core of the space, enabling
deeper daylight penetration and equal access to views across the floor.

In our Americas projects:

100%
of furniture contributes to
LEED projects

87 %hold BIFMA-level certification

96%
achieved indoor air-quality
certification. These principles
are mirrored across all our
global builds.
© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report55

Our company

Our Associates

Our World

Our Clients

Global print strategy

Laptop life cycle management• Utilizing secure print/follow-me
printing eliminates printing documents
unnecessarily, thereby protecting
data, reducing waste, saving moneyand extending printer life.

• All new hire laptops are configured
and made ready locally to reduce theneed for shipping.
• Gartner associates use their laptops forfour years, after which they are disposedof, using a standard disposal process withdisposal vendors.

• Defaulting to black-and-white and duplex
printing to save toner and paper• Installing multifunction devices incentralized locations reduces energy
consumption and frees up space.

Prioritizing clean
technology
We make every effort
to embed sustainability
principles into ourtechnology practices.

Cloud• 50% of application workload has
been moved to cloud services as ofNovember 2019, reducing physicalhardware owned and maintained
by Gartner.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241• IT equipment that is subject to
WEEE (Waste Electrical and Electronic
Equipment) regulations areasset-tracked to ensure accountability.

Equipment refresh• Older devices are refreshed to follow
EnergyStar recommendations.

2019 Corporate Responsibility Report56

Our company

Our Associates

Our World

Procurement
Part of operating with integrity and holding
ourselves to the highest ethical standards is that
we also expect our suppliers to hold themselvesto the same high standards.
The Gartner Supplier Code of Conduct details
our expectations with regard to:• Fair labor practices• The protection of human rights• Privacy and data security• Anti-bribery and anti-corruption protections• Compliance and misconduct reporting

Small Business Program

Our Clients

Each year, we write a Commercial Small BusinessSubcontracting Plan whereby we set goals, andtrack and report our Small, Small Disadvantaged
Business, Women-Owned Small Business,
Veteran-Owned Small Business and several othersocioeconomic categories of vendor spend in the
United States. We work with the federal government
to set the socioeconomic targets in the plan andthen ensure a review by the U.S. GSA and SBA. The
GSA has approved and accepted Gartner’s mostrecent plan, which runs October 2019 – September
2020. Our plan is not solely a supplier diversity
program. Our focus is on small business suppliers
that may also be considered minority-owned
businesses.
Gartner’s Subcontracting Plan requires us to reportsummary results of our efforts in annual reporting to
the GSA in October.

Gartner maintains a Small Business Program tosatisfy U.S. government contracting requirements.
This program is necessary for the government
to purchase services from Gartner. Our program,at a high level, requires that Procurement identify
vendor spend opportunities and agree on plangoals each year with the U.S. General Services
Administration (GSA) and the Small Business
Administration (SBA).

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

TravelAs a global company, we often have to fly to
conduct business. However, we strive to limit
the environmental impact of these activities.
For example, for our business travel, we partneredwith hotels (and airlines) that have sustainability
and green certifications. In 2019, more than 64%
of Gartner’s preferred hotels reported having one
or more certifications, awards or programs
that show their commitment to environmental
sustainability.
Our preferred airline vendors show commitment toimprovement in fuel efficiency, introducing programs
to offset carbon dioxide emissions and report onother initiatives that decrease environmental impact.
At the same time, despite our significant growth,
we have reduced the number of miles flown by
our associates by 5% compared to 2018, from204,980,122 to 195,084,905. This was achieved
due to multiple factors, including an increased
usage of technology for collaboration as analternative to travel.

2019 Corporate Responsibility Report57

Associates in the community

Making beaches cleaner
for people and animals
Singapore
In November, Gartner associates gathered to clean up the beaches at Pasir
Ris Park in Singapore. A total of 90 people registered for the event, making it
one of the most anticipated events of the year.
It was a rainy day, but associates were not deterred. Armed with umbrellas,
tongs, gloves, pails and garbage bags, they got right to work.
After an hour of toiling, the group collected 20 bags worth of garbage froma 1km stretch of beach. They picked up straws, water bottles, food wrappers,
styrofoam, plastic cutlery and large crates.

“At the end of the day, the team was happy to be making a positive impact on
the environment. Everyone was also able to learn about the harmful effects
of pollution and how our actions can impact others.”
Eugene W., Singapore© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report58Our Clients

Our Company

Our Associates

C-suite leaders andtheir teams
across the enterprise in every
industry around the world

15,000+
distinct client enterprises
in more than 100 countries

Enterprises large
and smallin public and private sectors,
including 77% of the Global 500

Our World

Our Clients

As we strive to help our clients shape a more
successful future in an interconnected, resourceconstrained world, it’s increasingly clear that thevery definition of business success must extend
beyond growth. Fulfilling our purpose now requiresthat we develop expertise and provide guidance ina broader context that includes factors like social
justice and sustainability.

Gartner serves C-suite executives
by providing independent
insight, objective advice andpractical tools to help leadersachieve their own corporate
responsibility initiatives.

In response to the increased focus on sustainability,
our experts answered 1,300+ inquiry calls on
this topic across the business in 2019, more thandouble the prior year. In addition, research by
Gartner experts on this topic continues to increase.
The following two examples show how, throughevolving our core business, we empower clients
to take on big issues and amplify their impact.

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report60

Our Company

Our Associates

Our World

Our Clients

The Gartner vision to promote global social goodrecognizes that a single company, no matter how
large, cannot solve global problems like this alone. It
is only when we come together as industry leadersand set common goals and objectives that we canmake lasting positive change.

CLIENT IMPACT STORY

Supply chain, water, andsustainability: Creating aplatform for change
The earth’s population is projected to reach 9.8
billion people by 2050 — an increase of 31% injust 30 years. At the same time, the availabilityof key resources like water could decline by asmuch as two-thirds. When Gartner surveyed 500
supply chain professionals, they told us that water
availability for products and production is one of
the most critical natural resource issues that they
will face in the next decade. If global industry does
not take action, by 2030, 40% of the world might
not have drinkable water.

Supply chain has a 360-degree view of theorganization, so when a company decides it
wants to take sustainability seriously, it is up to
supply chain to make that happen.

The Gartner Leaders Forum is an annual gathering
where the CEOs, chief operating officers and chief
supply chain officers of the Global 500 convene
to learn from Gartner and from each other inthe community. This group tackles some of thetoughest problems our world is facing today, suchas reducing plastic waste and carbon emissions,championing diversity and inclusion, and preserving
natural resources like water.

Presentations and discussions at the 2019 Gartner
Leaders Forum focused on sustainability and water
stewardship, setting a roadmap for how collective
global industry can collaborate and contributeto mitigating this crisis for the betterment of theplanet. Many of the Leaders Forum attendees havereframed their supply chain strategies as a resultof this community discussion. Today, companiesof all sizes and lines of business are realizing thatsustainability is not just an extra you do on the side,
but rather, crucial to future growth and success.

The companies that attend the Gartner Leaders
Forum are ingrained in every aspect of our lives —from the food we eat, to the stores we shop at, tothe cars we drive, and even the way we do work.

In addition to providing must-read research,
Gartner provides a platform for global businessleaders to come together to enact collective
and positive change.

“Supply chain’s core responsibility
is to reliably deliver quality
products at an optimal cost, so
it’s perfectly positioned to strikethe right balance between people,
planet and profitability.”This is how Gartner is changing the world. We
create communities. We raise awareness. And
we drive change.

Stan Aronow, VP Distinguished Advisor, Gartner© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report61Our Company

Our Associates

Our World

Our Clients

This is why it’s so critical for an organization like
UNICEF to run efficiently. The HR expertise that
Gartner brought to UNICEF helped implement
practices that improve staff engagement, motivationand career development. Strengthening the HRteam freed up precious time for its people to bein the field.
At UNICEF, anything that doesn’t directly affectchildren rightly gets scrutinized and potentiallydeprioritized. UNICEF came to Gartner with multiple
goals, from redesigning the role of its HR business
partners and centers of expertise to redesigningperformance management and building a moreformalized approach to succession planning.

CLIENT IMPACT STORY

Empowering HR efficiency tohelp UNICEF help children
UNICEF has one priority: To reach the most at-risk,
in-need children, women and young people in theworld. UNICEF works across 190 countries andterritories. Over the past three years, it’s produced
2.5 billion vaccines for children in 100 countries,
provided educational material to almost 47 million
children and brought safe water to over 49 million
people in humanitarian situations. Its programs aredesigned to save children, defend their rights andhelp them fulfill their potential.

“Our ability to help them drive
transformation quickly with thebest insight allowed them tofree up as much capacity as
possible for their mission, whilestill allowing them to accomplish
their functional goal of building
the best talent for the future.”
Michael Hanrahan, Senior Director,
Advisory, Gartner© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

Because UNICEF is a nonprofit, it doesn’t have a
big bonus pool like many for-profit companies do
to fund the performance management system.
Gartner helped come up with different and uniqueways to design systems to help UNICEF achieve
its performance management goals.
Succession planning is also really important fororganizations like UNICEF because nonprofits
often have bigger leadership benches and are
more likely to have to hire external candidates.
Those candidates cost more, take longer toonboard and are often more likely to fail. So it’s
important to elevate succession planning beyond
just replacement planning and develop theleadership bench not just for roles that exist today,
but for the roles of the future. What’s unique about
working with UNICEF is that the business partners
within the organization become first responders
in the field doing actual work — whether it’s acrisis of malnutrition in Yemen or a flood in Africa.
Gartner helped UNICEF build efficient performance
management and succession management systems
that would enable business partners to respondquickly to crises.
When we work with a large nonprofit like UNICEF,
we contextualize our research to make it asapplicable as possible so they can do what they
do best — help children.

2019 Corporate Responsibility Report62

Appendix

Our Company

Our Associates

Corporate Responsibility —Performance Indicators

Our World

Our Clients

The purpose of the Corporate Responsibility –Performance Indicators matrix is to provide
references to the policies, information and metrics
aligned to ESG areas that are important to ourstakeholders, namely our associates (including
executive leadership), candidates for recruitment,clients, investors, community members and suppliers.
Where applicable, we refer to the guidelines fromvoluntary reporting frameworks that recommend
disclosing policies and metrics related to ESG
topics. For this 2019 report, we refer to the
Sustainability Accounting Standards Board (SASB)
guide for Sector — Services: Industry — Professional& Commercial Services (Version October 2018).

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

We include the various guidelines, whereapplicable, in our Corporate Responsibility –Performance Indicators matrix to align with issues
and focus areas, which will be further formalized
through a materiality assessment in 2020. We also
include metrics that are not explicitly mentionedby these frameworks, but align closely with our
ESG and broader CSR initiatives.
Building on our first report from 2019, in 2020 andbeyond, we plan to further formalize our strategy
and methodology, and continue to expand on our
disclosures to be better aligned with leading ESG
frameworks, which themselves continuously evolve.

2019 Corporate Responsibility Report64Our Company

Our Associates

Our World

Our Clients

Corporate Responsibility — Performance Indicators matrix (all figures in USD)SASB (see Footnote 1)
Company overview
Organization nameGartner, Inc.

Total revenue$ 4.2 billion (rounded) – Gartner Form 10-K

Geographic revenue split
U.S. & Canada$ 2.7 billion (rounded) – Gartner Form 10-K

Europe, Middle East & Africa (EMEA)$ 1.0 billion (rounded) – Gartner Form 10-K

Other International$ 0.5 billion (rounded) – Gartner Form 10-K

Primary brands, product, services

Research, conferences, consulting

Location of headquarters

Stamford, CT, USA

Countries of operations (number of global offices)

Global offices (see Footnote 2)

Markets served

Gartner Form 10-K

Key stakeholders

Customers, employees, suppliers, communities, shareholders

Reporting period

January 1 through December 31, 2019

Report cycle

AnnualReport contact

csr@gartner.com
investor.relations@gartner.com

Leadership and governance
Governance Structure
Audit Committee practices

Gartner Governance Documents

Board compensation practices

Gartner Governance Documents

Board nomination practices

Gartner Governance Documents

Total executive and non-executive Board members

Board Members

Board average tenure (years)

15

Independent Board members (%)

90%

Board gender diversity (%)

30%© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report65Our Company

Our Associates

Our World

Our Clients

Corporate Responsibility – Performance Indicators matrix (continued)
SASB (see Footnote 1)
Leadership and governance (continued)
Governance Structure
Board remuneration disclosure

Proxy Statement

Code of Conduct

Code of Conduct & Other Policies% of employees who read and acknowledged the Code of Conduct

99.1%

SV-PS-510a.1

Ethics and complianceBusiness ethics & integrity

CEO/CFO Code of Ethics

SV-PS-510a.1

Code of Conduct & Other Policies
Ombudsman

Systemic risk management

Risk management

Product governance: External certification of quality management systems

Information Security Management System ISO-27001, BusinessContinuity ISO-23001, US-EU & US-Swiss Privacy Shield Certification

Product governance: Evidence that the company offers sustainability-related products or services

Our Clients

Data privacy & security
Description of approach to identifying and addressing data security risks

Data security

SV-PS-230a.1

Description of policies and practices relating to collection, usage and retention ofcustomer information

Privacy Policy

SV-PS-230a.2

Scope of publicly available data protection policy

Privacy Policy

Rights provided to individuals regarding control of their data

Privacy Policy

Executive body responsible for privacy and data security

Global Data Protection Office & Information Security OfficeComprehensive training on data security and privacy risks to all employees

Data protection training

Commitment to notify data subjects in a timely manner in case of policy changes

Privacy Policy

Clear terms involving the use of personally identifiable information (PII)

Privacy Policy

Commitment to implement leading data security safeguards

Data security© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

SV-PS-230a.1

2019 Corporate Responsibility Report66

Our Company

Our Associates

Our World

Our Clients

Corporate Responsibility – Performance Indicators matrix (continued)
SASB (see Footnote 1)
Leadership and governance (continued)
Managerial responsibility for privacy and data security

Data protection program

Regular employee training on data privacy and security issues

Data protection program

Measures to prevent data security breach

Data security

Data subjects can access their accounts to erase, rectify, complete or amend personal info

Privacy Policy

Clear and accessible mechanism for data subjects to raise concerns about data privacy

Privacy Policy

Regular privacy risk assessments or audit

Yes

Regular security audits on the company’s technologies and practices affecting user data

Data security

Strategic focus on clean technology development

Clean technology

SV-PS-230a.1

SV-PS-230a.1

Human capital
Diversity Indicators
Global employees (number)Commitment to equality

16,655 (see Footnote 3)
Our Associates
Diversity and Inclusion at Gartner

Employees By Gender (Globally)

SV-PS-330a.1

Female

44.4%

Male

55.3%

Not disclosed/not available

0.3%

Employees by Gender (VP+) (Globally)

SV-PS-330a.1

Female

25.8%

Male

73.7%

Not disclosed/not available

0.5%© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

SV-PS-000.A

2019 Corporate Responsibility Report67

Our Company

Our Associates

Our World

Our Clients

Corporate Responsibility – Performance Indicators matrix (continued)
SASB (see Footnote 1)
Human capital (continued)
Employees by Ethnicity (U.S. Only)

SV-PS-330a.1

White

75.1%

Asian

8.8%

Hispanic or Latinx

6.5%Black or African American

4.0%

Two or more races

2.0%

Not disclosed/not available

3.1%

Native Hawaiian/Other Pacific Islander

0.1%

American Indian/Alaska Native

0.4%

Employees by Ethnicity (U.S. Only) (VP+)

SV-PS-330a.1

White

82.0%

Asian

8.7%

Hispanic or Latinx

3.5%Black or African American

1.5%

Two or more races

1.1%

Not disclosed/not available

2.9%

Native Hawaiian/Other Pacific Islander

0.1%

American Indian/Alaska Native

0.2%

Recruiting
Initiatives for talent recruitment

Recruiting

Open positions filled by internal candidates

30% of all hires in 2019 were filled by internal candidates(excluding interns and fixed-term contractors).

© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report68Our Company

Our Associates

Our World

Our Clients

Corporate Responsibility – Performance Indicators matrix (continued)
SASB (see Footnote 1)
Human capital (continued)
Development & Career Progression
Programs for upgrading employee skills

Development and career progression

Sector-leading job-specific development training programs

Leadership programs and training

Comprehensive leadership development training

Leadership programs and training

Initiatives for talent development

Development and career progression

Number of training days employees receive

Leadership programs and training

Human capital development metrics

Development and career progression

Diversity mentorship programs

Employee resource groups

Formal mechanisms to promote an open feedback culture

Development and career progression

Regular formal performance reviews for all employees aligned with career development

Fostering a culture of continuous improvement

Human capital risk assessment

Our Associates

Engagement
Employee engagement assessment

Engagement

Employee resource groups

Employee resource groups

Initiatives for talent retention

Engagement

Employee voluntary turnover data disclosure (%)

Total 19.6% (Voluntary 17%; Involuntary 2.6%)

Comprehensive benefits covering all employees

Associate well-being

Comprehensive employee stock ownership plan

Associate well-being

Corporate matches of employee giving

Employees participating in corporate match program
Volunteer participation© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

SV-PS-330a.2$4.6 million (rounded)
Global community engagement
13.2% of all associates globally
Global community engagement
Global community engagement

2019 Corporate Responsibility Report69Our Company

Our Associates

Our World

Our Clients

Corporate Responsibility – Performance Indicators matrix (continued)
SASB (see Footnote 1)
Human rights
Human rights commitment

Gartner Human Rights Policy

Commitment to responsible sourcing

Procurement

Supplier code of conduct

Gartner Supplier Code of Conduct

Environment
Environmental policy
Energy management
Water and wastewater management
Ecological impacts

At Gartner, we strive to minimize our environmental impact
wherever possible, and we position sustainability as a key factor
in decision making. Because Gartner is a service company, themost significant opportunities to manage our impact lie in making
strategic decisions around where we locate our offices, how wedesign and build out interiors, how we operate day to day andhow we select vendors. As we progress on our sustainability
journey, we will further formalize areas of impact, goals andinitiatives through conducting a materiality assessment in 2020.
Additionally, we understand the complex nature of sustainability
reporting and will be implementing more rigorous reporting
across our offices in years to come.

Footnotes to Table:(1) Sustainable Accounting Standards Board (SASB) for Gartner Inc. (IT) categorized as ‘Professional & Commercial Services’ under ‘Services’, ISIN: US3666511072
2) Includes sales agent offices
3) Total employees of 16,655 doesn’t include interns, full-time contractors, casual workers, etc.
© 2020 Gartner, Inc. and/or its affiliates. All rights reserved. Gartner is a registered trademark of Gartner, Inc. or its affiliates. HR_TM_809241

2019 Corporate Responsibility Report70