2021 GRI and SASBGRI Content Index
GRI 101: FOUNDATION 2016

GENERAL DISCLOSURESGRI 102: GENERAL DISCLOSURES 2016
DISCLOSURE
NUMBERDISCLOSURE TITLERESPONSE

102-1

Name of the organization

HARMAN International

102-2

Activities, brands, products,
and services

HARMAN International designs and engineers connected products and solutions for automakers,
consumers, and enterprises worldwide, including connected car systems, audio and visual
products, enterprise automation solutions, and services supporting the Internet of Things. Brands
including AKG®, Harman Kardon®, Infinity®, JBL®, Lexicon®, Mark Levinson,® and Revel®.

102-3

Location of
headquarters

Stamford, Connecticut, USA

102-4

Location ofoperations

Our products are sold worldwide, with the largest markets located in the United States andGermany. In the United States, our North American automotive headquarters sits in Novi,
Michigan. Outside of the United States, we have offices and manufacturing facilities across theglobe. Manufacturing primarily occurs in Brazil, Hungary, Germany, China, India, and Mexico.
The complete list of manufacturing locations is as follows: Pune, India; Manaus, Brazil; Nova Santa
Rita, Brazil; Queretaro, Mexico; Tijuana, Mexico; Juarez, Mexico; Pecs, Hungary; Szekesfehervar I,
Hungary; Szekesfehervar II, Hungary; Suzhou, China; Dandong, China; El Paso, TX

102-5

Ownership and legal form

HARMAN International is a wholly-owned subsidiary of Samsung Electronics Co., Ltd.

102-6

Markets served

HARMAN International serves global markets and is a leader in connected car technology,
lifestyle audio innovations, professional audio and lighting solutions, and digital transformation.

102-7

Scale of theorganization

HARMAN International employs around 30,000 people across the Americas, Europe, and Asia,and has operations globally. HARMAN operates with a healthy balance of debt to equity.

102-8

Information on employees
and other workers% Permanent% Temporary

99

1

Female

37

26

Male

63

72

Not declared<1

2

Americas295Asia-Pacific4739

Europe, Middle East, Africa

24

56

All Employees
GenderRegion*All data is based on FY21 closing headcount. Total Permanent employees = 30,774; Total
Temporary employees = 310.

102-9

Supply chain

HARMAN engages with suppliers globally. All suppliers and sub-suppliers to HARMAN are
required to conduct business in accordance with HARMAN’s Supplier Code of Conduct to ensure
integrity in operations and alignment with HARMAN values and principles.

102-10Significant changes to theorganization and its supply
chain

In the 2021 reporting year, there have been no significant changes to HARMAN’s size, structure,
ownership, or supply chain.

102-11

Precautionary Principle orapproachElements of the precautionary approach have been integrated into the organization’s approach
to risk management. New products and capital investments are reviewed for potential impacts
to the environment and potential risks are identified and addressed accordingly.
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2021 GRI and SASBDISCLOSURE
NUMBERDISCLOSURE TITLERESPONSE

102-12External initiatives

Key external initiatives and memberships include: Chief Executives for Corporate Purpose;
Consumer Technology Association; National Association of Manufacturers; RE100; The
Climate Pledge; Alliance for Automotive Innovation’s Energy and Environment Committee; Drive
Sustainability; Sustainable Packaging Coalition; Sustainable Purchasing Leadership Council;
Responsible Business Alliance; U.S. Chamber of Commerce

102-13

Membership of associations

Key external initiatives and memberships include: Chief Executives for Corporate Purpose;
Consumer Technology Association; National Association of Manufacturers; RE100; The
Climate Pledge; Alliance for Automotive Innovation’s Energy and Environment Committee; Drive
Sustainability; Sustainable Packaging Coalition; Sustainable Purchasing Leadership Council;
Responsible Business Alliance; U.S. Chamber of Commerce

102-14

Statement from seniordecision-maker

CEO Letter102-16

Values, principles,standards, and norms of
behavior

The organization’s values, principles, standards, and norms of behavior are outlined in thecompany’s policies including the International Code of Conduct, Supplier Code of Conduct, and
our Conflict Minerals Policy statement.

102-17

Mechanisms for advice andconcerns about ethics

Within our Code of Conduct, HARMAN details our whistleblower policy, zero-tolerance retaliation,and grievance mechanism. All employees, workers, and business associates that interact with
HARMAN are encouraged to speak up and seek help with several options to report, including a
Whistleblower Hotline, open-door policy, and HARMAN Legal or HR Professional connection.

102-18Governance structure

HARMAN’s ESG Committee operates across divisions. Ultimately, the goal is to uphold our
global purpose by holding all teams accountable for their sustainability initiatives and achieving
related goals. The ESG Committee consists of senior leaders from across the company whosebusiness operations and responsibilities impact climate and the environment, including supply
chain, procurement, operations, manufacturing, health and safety, employee wellness, legal,communications, and government affairs. The Senior Leadership Committee (SLC) also has
responsibility for decision-making on ESG topics and is tasked with the responsibility to keep the
Board apprised of relevant concerns.

102-40

List of stakeholder groups

Employees, customers, and peers.

102-41

Collective bargaining
agreements

As per HARMAN’s Supplier Code of Conduct, suppliers shall respect the right for, and not interfere
with, workers in forming, joining, organizing, representing, and administering trade unions of theirchoice and bargaining collectively with the supplier, to the extent of the law. Management of
suppliers must ensure workers and representatives are not subject to discrimination, harassment,
intimidation, or retaliation for participating in unions. Additionally, there are a number of collective
agreements active at HARMAN manufacturing sites (e.g., Hungary).

102-42

Identifying and selecting
stakeholders

The assessment focused on stakeholders that represent an interest in or influence on current or
future HARMAN objectives, including employees, customers, and peers.

102-43

Approach to stakeholder
engagement

Stakeholder engagement occurs frequently, including through customer surveys, employee
activation events, and supplier sustainability questionnaires.

102-44

Key topics and concerns
raisedFor strategic action and tactical action: Energy Management & GHG Emissions; Product
Lifecycle, Packaging, Circular Economy; Diversity & Inclusion; Employee Retention & Recruitment;
Supplier Monitoring & Engagement; and Customer User Experience, Relevance; Raw Material
Sourcing & Risks; Non-Hazardous Waste Management; Hazardous Waste & Chemicals
Management; Workforce Management; Human Rights & Fair Labor Practices; Employee Health& Safety; ESG Leadership; Transparency/Traceability; Strategy/Commitment to Sustainability;
Information Security/Data Management; and Business Ethics & Transparency

102-45

Entities included in the
consolidated financial
statements

In this Report, “HARMAN” refers to the entire global business operations for the 2021 calendar
year of HARMAN International, a wholly owned subsidiary of Samsung Electronics Co., Ltd.

102-46

Defining report content andtopic Boundaries

The results of the materiality assessment identified 17 material topics for HARMAN toapproach with strategic and/or tactical action. Reporting on the material topics was also
supplemented by guidance from the Global Reporting Initiative (GRI) and the Sustainability
Accounting Standards Board (SASB).

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2021 GRI and SASBDISCLOSURE
NUMBERDISCLOSURE TITLERESPONSE

102-47

List of material topics

Environmental: Energy Management & GHG Emissions; Product Lifecycle, Packaging, Circular
Economy; Raw Material Sourcing & Risks; Non-Hazardous Waste Management; Hazardous
Waste & Chemicals Management
Social: Diversity & Inclusion; Employee Retention & Recruitment; Workforce Management;
Human Rights & Fair Labor Practices; Employee Health & Safety
Governance: Supplier Monitoring & Engagement; Customer User Experience; ESG Leadership;
Transparency/Traceability; Strategy/Commitment to Sustainability; Information Security/Data
Management; Business Ethics & Transparency

102-48

Restatements of
information

Historical data may be modified and/or restated to reflect changes in business structure, as wellas improvements in data collection methods and accuracy. Data presented in this report reflects
the most up-to-date information as per the time of report publication.

102-49Changes in reporting

There are no significant changes from previous reporting periods in the list of material topics
and topic boundaries.

102-50

Reporting period

This report discloses information for the reporting period CY2021. Any mention of initiatives
commencing after CY2021 is solely intended to provide current context; reporting on specificoutcomes or data from these initiatives is excluded.

102-51

Date of most recent report2020 Corporate Citizenship Report102-52

Reporting cycle

Bi-annual102-53

Contact point for questions
regarding the report

For questions or comments on this report, please contact OneHarmanESG@harman.com

102-54Claims of reporting inaccordance with the GRI
Standards

HARMAN’s sustainability reporting has been prepared in accordance with the GRI Standards(2016).

102-55

GRI content index

The GRI Content Index is included as a downloadable asset on HARMAN’s Sustainability Reportwebsite.

102-56External assurance

HARMAN has not pursued external assurance of the 2021 Sustainability Report.

MATERIAL TOPICSECONOMICGRI 103: MANAGEMENT APPROACH 2016
103-1/2/3

Management approach

HARMAN’s ESG Governance document provides an overview of business operations related toeconomic performance, along with reference to governance mechanisms and business priorities.
This document represents the management approach for material topics identified in the 2021
Materiality Assessment and GRI 200 level indicators.

GRI 205: ANTI-CORRUPTION 2016
205-2

Communication and training
about anti-corruption
policies and procedures

Full details can be found in both HARMAN’s Anti-Corruption Policy and Foreign Corrupt Practices
Act Compliance Policy which outline types of activities strictly prohibited based on location.
Globally, 20,430 employees were trained on anti-corruption practices and policies through the
HARMAN University platform.

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2021 GRI and SASBENVIRONMENTGRI 103: MANAGEMENT APPROACH 2016
DISCLOSURE
NUMBERDISCLOSURE TITLERESPONSE

103-1/2/3

Management approach

Resource consumption and management within HARMAN is an important way for us to reduce
our organizational carbon footprint and reach our target of achieving carbon neutrality by 2040.
To support these efforts, our focus in the near-term is on renewable energy, responsibly sourced
and recycled materials, zero waste to landfill, and value chain partnerships. In alignment with ourrenewable electricity goals, in 2021, our first on-site solar installation came online in Pune, India.
We monitor and track our emissions annually, using 2019 data as a baseline.

GRI 302: ENERGY 2016
302-1

Energy consumption within
the organization

191,407 MWh (total); 13.5 MWh of renewable energy, purchased through on-site solar
installation owned by a third party

302-3

Energy intensity

0.000022 MWh / total revenue (USD)
Total energy: 191,407 MWh
Total revenue, 2021 (USD): 8,700,000,000

302-5Reductions in energy
requirements of products
and services

Reduced energy requirements in HARMAN Luxury Audio division products: In normal use
Class G power amplifiers require approximately 50% less input energy than equivalent ClassAB amplifiers. This technology is used in about half of the Arcam and JBL amplifiers and AV
receivers sold by Harman’s Luxury Audio division.

GRI 303: WATER AND EFFLUENTS 2018
303-5

Water consumption

244,793 m3

GRI 305: EMISSIONS 2016
305-1

Direct (Scope 1) GHG
emissions

9,952 metric tons CO2e

305-2

Energy indirect (Scope 2)
GHG emissions

59,407 metric tons CO2e (market-based); 55,343 metric tons CO2e (location-based)

305-4

GHG emissions intensity

0.00000797 metric tons CO2e / total revenue (USD)
Total Scope 1 + 2 (market-based): 69,359 metric tons CO2e
Total revenue, 2021 (USD): 8,700,000,000

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2021 GRI and SASB

GRI 306: EFFLUENTS AND WASTE 2016
DISCLOSURE
NUMBER

306-2

DISCLOSURE TITLE

Waste by type and disposal
methodRESPONSE

CY 2021
Total Non-Hazardous Manufacturing Waste [t]11,644

Reuse [t]738

Recycling [t]8,352Composting [t]224

Recovery [t]10,059Incineration [t]508Landfill [t]1,013

Other [t]62

Total Hazardous Manufacturing Waste [t]535Reuse [t]20

Recycling [t]102

Recovery [t]122Incineration [t]173Landfill [t]140Other [t]99

Total Manufacturing Waste [t]12,179% Total Waste, Hazardous

4.4%% Total Waste, Recycled

70%% Total Waste Diversion Rate from Manufacturing

91%

Measured in t = tonne

GRI 307: ENVIRONMENTAL COMPLIANCE 2016
307-1

Non-compliance withenvironmental laws andregulations

In the reporting year, there were no known significant fines or non-monetary sanctions for
non-compliance.

SOCIALGRI 103: MANAGEMENT APPROACH 2016
103-1/2/3

Management approach

HARMAN prioritizes diverse hiring practices, safe workplaces, professional development,
and upward internal mobility. To support these efforts, HARMAN utilizes platforms such as
HARMAN University and HARMAN Flex (both found in the “Our Employees” section of the2021 Sustainability Report), along with ISO safety certifications and human rights policies
found in the Supplier Code of Conduct and Statement on Human Trafficking.

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HARMAN International

2021 GRI and SASB

GRI 401: EMPLOYMENT 2016
DISCLOSURE
NUMBER

401-1

DISCLOSURE TITLERESPONSE

New employee hires andemployee turnover
Total

Total

8,708

8,681

By Age30 and under

52

41

31-64

17

22

65+

8

29

Not declared

160

135

Female

29

28

Male

28

28

Not declared

626

400

Americas2329

Asia-Pacific34

29Europe, Middle East, Africa

24

25

Not declared

626

400

GenderRegion401-3

Parental leave% New Hire Rate

% Employee Turnover/
Attrition Rate

HARMAN offers Paid Parental Bonding Leave to birthing, adopting, and fostering parents. Eligible
employees with a new family addition receive 100% of base pay for up to 12-weeks.
Leave Type

Total Number of Employees

Entitled to parental leave (Male/Female/Not Declared)1796 M / 650 F / 1

Parental leave—Bonding (Male/Female)

66 M / 33 F

Parental leave—Short Term Disability

30

GRI 403: OCCUPATIONAL HEALTH AND SAFETY 2016
403-1

Occupational health andsafety management system

HARMAN occupational health and safety follows recognized ISO guidelines, obtaining ISO 45001
and ISO 14001 certifications for the following manufacturing sites:
Manaus, Brazil;
Suzhou, China;
Dandong, China;Pecs, Hungary;
Szekesfehervar, Hungary facilities;
Pune, India;
Cd. Juarez, Mexico;
Queretaro, Mexico403-8

Workers covered by an
occupational health andsafety management system

HARMAN drives efforts through the use of a comprehensive environment, health, safety andsustainability (EHSS) management system, ensuring all employees, no matter their function or
location, are provided a safe working environment. 100% of HARMAN operations are covered
under the EHSS system.

403-9

Work-related injuries

Lost time injury (LTI) severity rate for direct workforce based on 1,000,0000 hours worked is0.153 for 2021.

GRI 404: TRAINING AND EDUCATION 2016
404-1

Average hours of training
per year per employee.

Total learning hours across all platforms in 2021: 296,138 hours
Average training hours per employee in 2021: 9.25 hours (average headcount of 32,000 employees)

404-2

Programs for upgrading
employee skills andtransition assistanceprograms

HARMAN University is a comprehensive online and location-based hybrid learning curriculum andresource, offering customizable training sessions and professional development programs for all
employees. In 2021, 22,780 distinct workers across all locations received career- or skills-related
training representing 71.18% of the total workforce, equating to 296,138 total learning hours.
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2021 GRI and SASB

GRI 405: DIVERSITY AND EQUAL OPPORTUNITYDISCLOSURE
NUMBER

405-1

DISCLOSURE TITLERESPONSE

Diversity of governancebodies and employees

U.S.-Based Demographics CY 2021 (Race)
Demographic (Race)

US Employees (2021
Total)

White

1,077 (53.29%)

Asian

532 (26.32%)

Not Specified

102 (5.05%)

Hispanic/Latino

189 (9.35%)

Black or African
American91 (4.5%)

Two or More Races

25 (1.24%)

Native Hawaiian or
Other Pacific Islander

3 (0.15%)

American Indian or
Alaska Native

2 (0.10%)Global Demographics CY 2021 (Gender)
Demographic(Gender)

Total(Global)Management (Global)

Technical Staff(Global)Male

19,862 (64%)

5,264 (83%)

7,586 (73%)

Female11,003 (36%)

1,060 (17%)

2,792 (27%)

GRI 408: CHILD LABOR 2016
408-1

Operations and suppliers at
significant risk for incidents
of child labor

HARMAN prohibits the use of child labor throughout its supply chain. Additional details canbe found in the Supplier Code of Conduct and the Statement on Modern Slavery and Human
Trafficking.

GRI 409: FORCED OR COMPULSORY LABOR 2016409-1

Operations and suppliers at
significant risk for incidents
of forced or compulsory
labor

HARMAN prohibits all incidents of forced or compulsory labor in its supply chain under any
conditions. HARMAN requires that suppliers comply with the conditions stated in HARMAN’s
Supplier Code of Conduct. Additional details can be found in the HARMAN Supply Chain Corporate Social Responsibility and Sustainability Policy, and HARMAN’s Statement on Modern
Slavery and Human Trafficking.

GRI 412: HUMAN RIGHTS ASSESSMENT 2016
412-2

Employee training on humanrights policies or procedures

Through HARMAN University, 21,012 employees across all locations received training on
recognizing and preventing human rights violations, equating to 65.66% of our workforce.

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2021 GRI and SASB

Sustainability AccountingStandards Board (SASB)
Disclosure Topics
Topics were chosen using the Auto Parts (TR-AP), Electrical & Electronic Equipment (RT-EE),
Household Personal Products (CG-HP), Hardware (TC-HW), and E-Commerce (CG-EE) industry-specific standards.
TOPIC

CODE (STANDARD)ACCOUNTING METRIC

PAGE/REFERENCE

EnergyManagement

TR-AP-130a.1 (Auto Parts)/ RT-EE-130a.1 (Electrical &Electronic Equipment) /CG-EC-130a.1(E-Commerce)(1) Total energy consumed,
GJ, (2) percentage gridelectricity,(3) percentage renewable(1) 689,065 GJ, (2) 71%, (3) 1.2%

Waste
Management

TR-AP-150a.1 (Auto Parts)(1) Total amount of wastefrom manufacturing, t, (2)percentage hazardous, (3)percentage recycled(1) 12,179 t, (2) 4.4%, (3) 70%

RT-EE-150a.1 (Electrical &Electronic Equipment)

Amount of hazardous waste
generated (t), percentage
recycled

535 t, 19%

Materials
Sourcing

TR-AP-440a.1 (Auto Parts)/ RT-EE-440a.1 (Electrical &Electronic Equipment) /TC-HW-440a.1 (Hardware)

Description of the
management of risks
associated with the use ofcritical material

HARMAN is committed to ethical supply chain practices.
Our products contain tantalum, tin, tungsten and gold, andwe survey our global supply chain for conflict minerals toreasonably assure that our products are conflict-free. Suppliers
are expected, at a minimum, to report to us annually, establish
consistent policy on conflict minerals issues, and complete ourconflict minerals reporting template (CMRT) survey.

Product
Environmental,
Health, andSafetyPerformance

CG-HP-410a.2 (Household& Personal Products)

Discussion of strategies toreduce the environmental
impact of packaging
throughout its lifecycle

In 2021, HARMAN launched a sustainable packaging initiative,
which introduced sustainable packaging guidelines for
all new products. Strategies to reduce the environmental
impact of packaging throughout the product lifecycle include
increasing the use of post-consumer recycled plastic and paper
packaging, a shift from conventional inks to soy ink printing, theelimination of non-essential power cords, and optimization of
packaging to the size of the product (right-sizing).

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HARMAN International

2021 GRI and SASBTOPICCODE (STANDARD)ACCOUNTING METRIC

PAGE/REFERENCE

Business
Ethics

RT-EE-510a.1 (Electrical &Electronic Equipment)

Description of policies andpractices for prevention of:(1) corruption and bribery
and(2) anti-competitive behavior

As a global company, HARMAN complies with the laws of
all countries of operation. These include laws that prohibit
unethical business practices—such as bribery, kickbacks or
payoffs. HARMAN is committed to ethical practices and has
guidance and policies in place to educate teams about potential
conflicts of interest and the appropriate response or recourse.
Full details can be found in both HARMAN’s Anti-Corruption
Policy and Foreign Corrupt Practices Act Compliance Policy
which outline types of activities strictly prohibited based on
location.

Employee
Diversity &Inclusion

TC-HW-330a.1 (Hardware)/ CG-EC-330a.3(E-Commerce)

Percentage of gender andracial/ethnic group representation for (1) management,(2) technical staff, and (3) allother employees

Racial/ethnic group representation is self-reported by all HARMAN employees in the U.S.
White: 53%
Asian: 26%
Hispanic/Latino: 9%Black or African American: 5%
Two or more races:
Native Hawaiian or Other Pacific Islander: <1%
American Indian or Alaska Native: <1%
Not specified: 5%
Global Demographics CY 2021 (Gender)
Demographic(Gender)

Total(Global)Management(Global)Technical
Staff (Global)

Male

19,862 (64%)

5,264 (83%)

7,586 (73%)

Female11,003 (36%) 1,060 (17%)

2,792 (27%)

9