Globant
Annual Report 2022

Plain-text annual report

Integrated Report 1 Index Letter from the CEO About the Report Sustainability Framework by Capitals Globant at a Glance Governance • Corporate Governance Practices • Risks & Opportunities Sustainable Performance • Financial performance • Data Privacy & Security Reinvention Approach • Studio Model • Sports Global Talent • Benefits • Great working experience • Learning & Talent • People Indicators Kindness Based Culture • Be kind to Yourself • Be kind to your Peers • Be kind to Humanity • Be kind to the Planet Additional Information Report Profile 03 04 05 06 07 08 10 13 14 18 19 21 22 26 30 31 32 34 35 37 39 46 50 61 94 22 Letter from the CEO Globant just had its best year ever. It’s my honor to present our annual integrated report AI, it has become clear that we have a massive new opportunity for us and for our to give you our perspective on how far we’ve come and our vision for the future of clients. Although AI is finally going mainstream, this is not new for Globant. We’ve providing profound transformations for our clients. been investing in developing our AI capabilities and expertise for a decade. There has In 2022, total revenue reached 1.8 billion dollars: the highest ever. Our 37.3% year-over- Augoor and MagnifAI to help organizations in process optimization and faster go-to- never been a better time in the applicability of our AI powered tools including GeneXus, year growth makes it the second fastest in our history as a company. We are truly a market strategies. global team of more than 27,000 Globers in more than 25 countries on 5 continents, and we have recently established presence in Australia, Canada, Denmark, Hong Kong, As we move forward, we will continue to have an impact in line with our Be Kind vision: Italy, Poland, among others. We also had our greatest exposure of our brand. Partnering with FIFA in developing on their climate roadmaps for sustainability. We are also publishing the Task their FIFA plus streaming platform led to our sponsorship of the Qatar 2022 World Cup, with our brand seen on the field at every match and on screens worldwide. Force on Climate-related Financial Disclosures (TCFD) Report as a first step to connect risk and opportunities in the business to the climate emergency we We have been carbon neutral since 2021 and we are working with our clients These accomplishments were all obtained by sticking to our core value at Globant: are living in. teamwork. By working together and staying true to our entrepreneurial and game- We have been recognized as a Great Place to Work in several countries while changer ideals, our team was able to find new ways to grow, and meet the right people we continue pushing to break-down barriers to the access of vulnerable to make these dreams happen. communities (such as veterans, migrants or refugees) to the industry, and to close the gender gap. Looking forward: we see many challenges, but also great opportunities for our business. In today’s complex market, uncertainty becomes the new normal. We are following the best governance practices in terms of ethics and Environmental, financial, technological, and political shifts occurred during the past years have impacted our lives and businesses as well. Organizations are pressed to compliance, human rights, data privacy and security, increasing the diversity of the Board of Directors (BoD) and the transparency of our internal procedures. Martín Migoya Co-Founder, Chairman and CEO evolve and accelerate their digital transformations. They need to be more efficient and cost sensitive, requiring smart Artificial Intelligence (AI) to optimize processes. 2023 will mark our 20th anniversary. The need to evolve rapidly has never been more critical, and I’m confident Globant has the perfect combination between talent and @migoya We see the AI revolution accelerating and shaping organizations as they adapt to passion, to continue helping the most beloved brands and respected organizations new landscapes. With the recent expansion of foundation models and generative hack the challenges of their businesses while changing the world one step at a time. 33 About the Report This Integrated Report, presents advances in our Environmental, Social, and The Be Kind initiative is based on four pillars: Be Kind to yourself, Be Kind to your Governance (ESG) performance from January 1 to December 31, 2022. It has peers, Be kind to the planet, and Be Kind to humanity. Double Materiality been developed in accordance with the Integrated Reporting Framework (IR Globant includes in 2022 the analysis of ESG materiality from two perspectives: Framework); the Global Reporting Initiative (GRI) Standards 2021; and the Inspired by our Be Kind to the Planet purpose, we incorporated climate risk, the extent necessary for an understanding of the company’s development, Sustainability Accounting Standards regarding the Software and IT Services industry, from the Sustainability Accounting Standards Board (SASB). opportunity identification, and management into our governance strategy and performance and position and of affecting the value of the company; and the disclosure efforts. Our Task Force on Climate-related Financial Disclosures environmental and social impact of the company’s activities on a broad range of This report is aligned with the UN Global Compact Principles, incorporating a culture of integrity in our strategies, policies, and procedures to fulfill the responsibility to human rights, paid work, the fight against corruption, and the environment. (TCFD) disclosures present information on our efforts toward implementing stakeholders, assessing the interconnectivity of the two. For more information the recommendations of the TCFD. The implementation of that framework about the materiality analysis process, materiality matrix, and list of material is an important first step upon which we will continue to build to expand our topics, please refer to the Materiality Analysis section of this report. understanding of climate risks and opportunities taking into account different climate-related scenarios. *For more information about Globant‘s nature of ownership and legal entity, please With the United Nations Sustainable Development Goals as a guiding framework Regarding climate performance, we have launched for the second year our full refer to Form 20-F. and the ambition to expand our ESG commitments to positively impacting version of the CDP (formerly known as Carbon Disclosure Project), reaching the communities, Globant launched in 2020 its Be Kind initiative that unites positive Awareness level. impact programs for all of its main stakeholders and consolidates initiatives to tackle critical issues, such as diversity, equity and inclusion, climate change, wellness in the workplace, education, misuses of technology and ethics in AI, Scope and external assurance We believe external assurance strengthens our reporting process and enhances among others. the credibility of our non-financial information. Although it is not required by regulation, we engaged an external professional services firm to review the non-financial key performance indicators, as detailed in the “Additional Information” section. This report generically refers to Globant and its operations in the countries where it and its subsidiaries detailed in Exhibit 8.1 of the Form 20-F operates. The parent company is Globant S.A.* (the “Company”) Most data in this report covers wholly and majority-owned operations for January 1, 2022, through December 31, 2022. Occasionally, we have included data for multiyear periods to compare year-over- year. Data in this report are global, unless otherwise stated. “Globers’’ refers to the employees that work for Globant. All financial values are expressed in US dollars. We are proud to have been recognized by S&P Global and Corporate Sustainability Assessment (CSA) in the Sustainability Yearbook 2023 for our ESG efforts during 2022. 44 Sustainability Framework by Capitals INPUTS OUTCOMES $1.8B Revenue $5.08 Adjusted Diluted EPS Sustainable performance Studio Model Globant X Global Autonomous Culture 27,122 Globers in 25+ countries Glober Centric Model Delta Formula Great Working Experience Be kind to your Peers Be kind to Humanity Be kind to the Planet Be kind to Yourself Reinvention Approach Global Talent Kindness Based Culture 37.3% Revenue Growth YoY 76 NPS TCFD Sustainability Yearbook 2023 +10 new Studios StarMeUp and Kenari Agile Pods* Model 15.3% Headcount Growth YoY GX leader & Career Mentor 954,625 Training Hours Great Place to Work recognitions 1,500+ participants in The Inspire Garage Code your Future scholarships Near-term Science Based Targets Wellness plan: 100% Globers impacted worldwide *A POD is a team with diverse capabilities, self-organized, collaborative, and autonomous, working in collaboration to achieve a specific goal. 55 Globant at a Glance 27,122 Globers 25+ Countries 70+ Locations In color new openings 2022 Canada United States Mexico United Kingdom Denmark Belarus Ukraine Luxembourg Poland Germany Romania Italy France Spain Costa Rica Colombia Ecuador Peru Brazil Chile Uruguay Argentina China India Australia 66 Governance BOARD OF DIRECTORS SENIOR MANAGEMENT Martín Migoya Chairman of the Board, CEO and Co-Founder Martín Gonzalo Umaran Director, Chief Corporate Development Officer, EMEA President and Co-Founder Guibert Andrés Englebienne Director, Globant X & Globant Ventures President, Latam President and Co-Founder Linda Rottenberg Linda Rottenberg Non-executive independent Director (3) Francisco Álvarez-Demalde Non-executive independent Director (2)(3) Martín Migoya Chief Executive Officer Martín Gonzalo Umaran Guibert Andrés Englebienne Patricia Pomies Chief Operating Officer Juan Urthiague Chief Financial Officer Chief Corporate Development Globant X & Globant Ventures Officer - EMEA President President, Latam President Philip A. Odeen Non-executive independent Director (1)(2) Maria Pinelli Non-executive independent Director (1) Andrea Mayumi Petroni Merhy Non-executive independent Director (3) Richard Haythornthwaite Non-executive independent Director (1)(2) (1)Audit Committee, (2) Compensation Committee, (3) Corporate Governance and Nominating Committee Yanina Maria Conti Chief Accounting Officer Diego Tártara Chief Technology Officer Patricio Pablo Rojo Wanda Weigert General Counsel Chief Brand Officer Board of Directors by Age Board of Directors by Gender Senior Management by Age Senior Management by Gender Younger than 45 Between 45 & 55 Older than 55 11% 44.5% 44.5% 33% Male Female Younger than 45 Between 45 & 55 Older than 55 33% 56% 11% 33% Male Female 67% 67% 77 Corporate Governance Practices Board Committees Our governance framework is overseen by our board of directors (“BOD”). Each director brings expertise in diverse areas, including digital technology, information, and data security, financial, sales & marketing, and M&A, enabling them to serve as responsible stewards of the Company while identifying and developing opportunities for long-term value creation. Globant adherence to best practices in governance includes the following: Diverse board composition: 33% female, over 67% independent directors, over 60% reported as ethnic minorities; with a diverse geographic coverage including Latam, EMEA, and North America; 100% independent committee chair leadership and regular board refreshment with average board tenure of 9 years; Shareholders holding at least 10% of the Company’s issued share capital may request the convening of general meetings of shareholders; The Board of Directors conducts an annual self-evaluation of its performance to determine whether it and its committees are functioning effectively; During 2022, the Corporate Governance and Nominating Committee updated the Procedures for Identifying and Evaluating Director Candidates. Recognitions Martín Migoya: Gold in the Globee CEO World Awards for CEO of the Year – Information Technology Products or Services Martín Migoya & Guibert Englebienne, The 500 Most Influential People of Latin America by Bloomberg Línea Patricia Pomies, Chief Operating Officer: OnCon Icon Awards Global Top 50 COO Award Comparably Award – Best CEOs for Women 2022 Comparably Award – Best CEOs for Diversity 2022 Corporate Governance and Nominating Committee Audit Committee Globant’s BOD’s corporate governance and nominating committee oversees the Globant´s audit committee oversees our corporate accounting and financial Company’s ESG matters of the Company. Among other important tasks: i) it reporting process. Among other matters, our audit committee: i) is responsible reviews the adequacy of the articles of association of the Company to the matter for the appointment, compensation and retention of our independent auditors and recommends to the BOD, as conditions dictate, that it proposes amendments and reviews and evaluates the auditors’ qualifications, independence and to the articles of association for consideration by the shareholders; ii) it develops performance; ii) oversees our auditors’ audit work and reviews and pre-approves and recommends to the BOD a set of corporate governance principles and keep all audit and non-audit services that they may perform; iii) reviews and approves abreast of developments with regard to corporate governance to enable the the planned scope of our annual audit; iv) monitors the rotation of partners of Corporate governance and nominating Committee to make recommendations the independent auditors on our engagement team as required by law; v) reviews to the BOD in light of such developments as may be appropriate; iii) it reviews our financial statements and discusses with management and our independent policies relating to meetings of the BOD; iv) it oversees the Company’s workforce auditors the results of the annual audit and the review of our quarterly financial equity matters and receive reports at least annually from the People Department statements; vi) reviews our critical accounting policies and estimates; vii) related to such matters; v) it oversees the Company’s environmental and oversees the adequacy of our accounting and financial controls; viii) annually sustainability policies and initiatives (including risks and impacts of climate reviews the audit committee charter and the committee’s performance; ix) change), and significant risks related to the Company’s operations in coordination reviews and approves related-party transactions; and x) establishes and oversees with other committees and management, as appropriate; vi) it oversees the procedures for the receipt, retention and treatment of complaints regarding Company’s policies and initiatives relating to corporate responsibility, including accounting, internal controls or auditing matters and oversees enforcement, human rights and ethical business practices, and risks related to the Company’s compliance and remedial measures under our code of conduct. operations and engagement with customers, suppliers and communities; and vii) it periodically reviews and oversees compliance by the directors with the Company’s Code of Ethics in accordance with the provisions of such Code. The corporate governance and nominating committee reports regularly to the BOD: (i) following meetings of the corporate governance and nominating committee; (ii) with respect to such other matters as are relevant to the corporate governance and nominating committee’s discharge of its responsibilities; and (iii) with respect to such recommendations as the corporate governance and nominating committee may deem appropriate. The report to the BOD may take the form of an oral report by the Chairman or any other member of the corporate governance and nominating committee designated by the corporate governance and nominating committee to make such report. Corporate Governance and Nominating Committee, Audit Committee, Compensation Committee charters and the Procedures for Identifying and Evaluating Director Candidates are available on our website. Compensation Committee Globant´s compensation committee reviews, recommends, and approves policy relating to the compensation and benefits of our officers and directors, administers our common shares option and benefit plans, and reviews general policy relating to compensation and benefits. Duties of our compensation committee include: i) reviewing and approving corporate goals and objectives relevant to the compensation of our directors, chief executive officer, and other members of senior management; ii) evaluating the performance of the chief executive officer and other members of senior management in light of those goals and objectives; iii) based on this evaluation, determining and approving the compensation of the chief executive officer and other members of senior management; iv) administering the issuance of common shares options and other awards to members of senior management and directors under our compensation plans; and v)reviewing and evaluating, at least annually, the performance of the compensation committee and its members, including compliance of the compensation committee with its charter. 88 Director Compensation Integrity Only those directors who are deemed independent under the corporate On 2022, our board of directors, update, approved and adopted the 2022 Code of Globant’s commitment includes compliance with all laws, and prohibiting governance rules of the NYSE are eligible, subject to our shareholders’ Ethics (CoE) and an Anti-Bribery and Anti-Corruption Policy which set out the improper payments, gifts, or inducements of any kind to any person, including approval, to receive compensation for their service on our BOD. In this respect, guidelines and principles necessary for promoting and assuring good behavior officials in the private or public sector, customers, and suppliers. Our Anti- independent members of our BOD are eligible to receive cash and/or share-based within the organization and important topics such as anti-money laundering Bribery and Anti-Corruption Policy aims to ensure full compliance by the compensation for their services as directors. provisions, protection of Globant’s image and proper use of social media, third Company, its officers, directors, employees, and agents with anti-corruption laws During 2022, we paid an aggregate cash compensation of 600,000 and we diversity. Corporate Policies apply to all governance body members and are granted a total of 2,886 Restricted Stock Units (RSUs) to the independent communicated to all employees worldwide. A copy of that code is available on local anti-bribery or anti-corruption laws. All third parties (clients, vendors, or new employees) must complete a due diligence process before their engagement. members of our BOD, all of which had been previously approved by our our website at investors.globant.com/code-of-ethics. Any amendments to such The Compliance Team will determine whether the third party is approved or shareholders at our 2022 annual general meeting. code will be disclosed on our website. not, taking into consideration integrity, ethics, data privacy, human rights, and party’s audits and government investigations and matters of integration and such as the U.S. Foreign Corrupt Practices Act, the U.K. Bribery Act 2010 and any environmental matters in their review. Members of our senior management who are members of our board of directors At Globant, we encourage our employees to act proactively by asking questions, (Messrs. Migoya, Umaran, and Englebienne) will not receive compensation seeking guidance and reporting suspected violations of the Code of Ethics, the for their service on our BOD, but have received and will continue receiving cash compensation and share-based compensation for their services as executive officers. Glober’s compensation We offer our Globers a compensation package consisting of base salary, annual bonus, long-term incentives (for certain eligible positions), and fringe benefits. The variable component of our compensation package is intended to strengthen our values and culture, foster employee improvement and development, and align with our business strategy to pay for performance and development. Based on the Glober’s position, bonus payments under the short-term incentive plan are contingent on the accomplishment of individual and company´s key performance metrics such as individual and company performance results, manager feedback, and feedback for leaders. We have included a Gender Diversity Accelerator which fosters our commitment to be more equal. For key employees, we offer a long-term incentive program in the form of share-based or share-equivalent compensation. Anti-Bribery and Anti-Corruption Policy, other internal policies, and any violation or suspected violation of any applicable law, rule or regulation. Such concerns may be reported using any of both, direct or anonymous channels. The contact information for our Ethics Line is publicly available on Globant’s website. In addition, our UK Modern Slavery Statement is also available on our website. of Ethics training,” to explain the contents and how they apply to individual This Statement has been issued pursuant to the UK Modern Slavery Act from the Glober’s work with practical cases that relate to their everyday tasks. All primary subsidiaries of Globant for the United Kingdom, to account for our efforts governance body members worldwide have received the Training on the to mitigate all types of modern slavery in our business or supply chain. Code of Ethics, and most employees worldwide have received training on Globant is particularly careful about entering into transactions with its directors, anti-corruption. By the date of the publication of this report, almost 90% of With the new version of our CoE we launched a mandatory training, “Code executive officers, and significant shareholders to avoid the risk of real or perceived conflicts of interest. Similarly, the Related Party Transaction Policy ensures the proper approval and reporting of related party transactions. The Insider Trading Policy provides the standards of Globant on the trading of securities of Globant or other publicly-traded companies while in possession of material non-public information. Globers have completed it. 99 Risk & opportunities We establish the Enterprise Risk Management (ERM) framework and principles for the organization, establishing a methodology for identifying, assessing, and monitoring the risks detected in conjunction with the different areas and business units, defining unified criteria and guidelines. Identified risks are assessed for their business impact, which considers consequences that may have financial and strategic impacts on our business, including impacts to customers, reputation, legal/compliance, employees, and execution of our strategy. Emerging risks, including climate-related and low-carbon economy transition risks, are also assessed during this process. Each identified risk is assigned an overall risk rating which carefully considers: the magnitude of financial and strategic implications related to all relevant risks, the likelihood of a risk occurring, the speed at which the risk could impact our business, and any mitigating factors that are in place. Related to environmental issues, by creating the Be Kind to the Planet strategy and our Sustainable Business Studio, we provide ourselves, organizations, and stakeholders with the tools and knowledge necessary to build a climate path for orderly transitions, comply with new regulations and meet the stakeholders expectations regarding climate change. For further information on the description of the risks and the Risk Management and Control System, please see the section “Risk factors” of the Form 20-F. Human Rights In alignment with the UN Global Compact Principle 1: “Businesses should support and respect the protection of internationally proclaimed human rights” and Principle 2: “make sure that they are not complicit in human rights abuses,’’ and the principles set out by the International Labor Organization; in Globant we have our Code of Ethics contains strict guidelines regarding how we have to act and interact with third parties, always in a framework of ethics, integrity, and transparency in order to safeguard and respect human rights, addressing possible negative impacts related to our business operations, playing a crucial role in fostering an environment that supports diversity and inclusion, monitoring and upholding human rights across our value chain, and promoting positive change within society at large. We uphold human rights in all of our global operations, Globers are entitled to fair wages and hours consistent with local laws and to work in an environment free from discrimination. All Globers must sign the Code of Ethics as part of their onboarding process to confirm they have read and ensure their compliance with it. Globant does not make use of child labor (i.e., a person under the minimum age provisions of applicable laws and regulations) or forced labor (i.e., prison labor, indentured labor, bonded labor, military labor, slave labor), does not condone any form of human trafficking and will not work with third parties who do so. We also support a precautionary approach to environmental challenges, undertake initiatives to promote greater environmental responsibility, and encourage the development and diffusion of environmentally friendly technologies. Through the Ethics Line any individual can report any concerns or violations of our Code of Ethics, employee or external, if they suspect actions against the Code, as well as any actions against or suspected action against the applicable law, rule, or regulation, using either direct or anonymous channels. The contact information for our Ethics Line is publicly available on Globant’s website. In 2022, we had no issues related to Human Rights either internally and externally. 101010 Task Force on Climate-related Financial Disclosures (TCFD) We accelerated our TCFD implementation in 2022. A significant advancement was defining a method for climate risks and opportunities analysis. Also, embedding these into our enterprise risk management (ERM) agenda was a positive achievement. We also took further steps to improve our governance and our strategic approach to the climate emergency. The analysis led to a detailed assessment of physical and transition risks. It also involved identification of potential financial impacts according to different climate scenarios. The risk analysis found no significant risks to our business. Projects aimed at improving sustainability performance, also help to mitigate risks. Related projects cover internal measures and commercial developments that enrich our value proposition. Yet, a non-meaningful level of risk does not mean we are complacent. We remain vigilant and attentive to the fast-evolving landscape. In this way, we seek effective ways to reduce our emissions and increase our sustainability performance. We also recognize the opportunities that arise from transitioning to a low-carbon economy. It requires exploring ways to take advantage of these transformational opportunities. Our commitment is to play a leading role in the biggest challenges of this era: climate change. For more information regarding our TCFD please see the Additional information section. 1111 Future Outlook & Business Perspectives Technology continues to be a key part of every company’s strategy, as they seek to By 2026, enterprises that successfully generate digital innovation will derive adapt to the pace of change that the current economic, social, and industry specific over 25% of their revenue from digital products, services, and/or experiences, context introduces. We believe that the increased use of technology, and the ever according to IDC. evolving use of digital technologies, will continue to mark a cornerstone of C-level strategies. For example, COVD-19 has caused radical changes throughout the world, By 2026, 85% of enterprises will combine human expertise with artificial many of which we believe are here to stay. These changes are pushing organizations intelligence (“AI”), machine learning (“ML”), natural language processing and to evolve and accelerate their digital transformations. In light of economic uncertainty, pattern recognition to augment foresight across the organization, making customer engagement will remain one of the top strategic business objectives for workers 25% more productive and effective, according to IDC. organizations worldwide, and the need to evolve rapidly has never been more critical. Adopting technology is essential for companies to remain competitive in today’s However, a major barrier to achieving optimal business outcomes is the lack of tech digital landscape. It enables companies to streamline processes, enhance customer talent. A recent report by Everest Group,found that 86% of organizations cited a lack of experience, and gain valuable insights to drive growth. Failure to adopt technology puts tech capability as a key barrier. Within the IT Services market, tech talent constraints companies at risk of being left behind by more agile competitors. represent a primary gating factor to growth. This is particularly true in digital The market for digital transformation services is growing exponentially and analysts specialized tech occupations is not new news, but it’s persisting. During the past 15+ predict the trend will continue in the coming years. The following are six of the main opportunities for the long-term demand for digital transformation services: years, the US unemployment rate for computer and mathematical professions (3.0%) has been consistently lower than the overall unemployment rate (5.0%). engineering services, a high-growth subcomponent. Supply/demand imbalance for Demand for IT will remain strong as companies pursue digital transformation unemployment remains well below national averages. The unemployment rate for tech initiatives in response to economic turmoil, with a renewed focus in accelerating time to value on digital investments. According to IDC, digital transformation spending will reach $3.4 trillion in 2026, with the United States accounting for workers in the US, for instance, is significantly lower than the national unemployment rate. Despite recent events in large tech, companies still struggle to fill their tech positions. nearly 35% of the worldwide total and surpassing the $1 trillion mark in 2025. As the demand for digital transformation services continues to grow, organizations After the end of 2022, several layoffs in the industry were public knowledge, but tech As organizations push for operational efficiencies and cost reductions, industry with robust business models, an agile and innovative culture, thrilling experiences, analysts also expect a growth in more traditional back-office operational needs. the right technology stack, cross-industry expertise, and a deep understanding of how Gartner predicts that Global IT spend will total $4.6 trillion in 2023, growing at a technology and artificial intelligence can significantly augment the way they operate rate of 5.1% up from 0.8% growth in 2022. and engage with their customers. need a partner who can help them reinvent and build a sustainable future business By 2024, digital-first enterprises will enable empathetic customer experiences and resilient operating models by shifting 70% of all tech and services spending to as- a- service and outcomes centric models, according to IDC. 1212 13 Financial Performance Financial Highlights Salaries and Others 2022 2021 $ (1,263M) $ (941.5M) Taxes* 2022 2021 $ (61.0M) $ (41.8M) Depreciations and interests $ (121.5M) 2022 2021 $ (96.3M) Revenue ($M) Adjusted Net Income Margin Adjusted Diluted EPS $1,780 $1,297 12.2% 12.2% 12.2% 11.1% $2.14 $5.08 $3.76 $2.28 $814 $659 2019 2020 2021 2022 2019 2020 2021 2022 2019 2020 2021 2022 Revenue by Industry Vertical 2022 Clients by Revenue Contribution 2022 Economic value generated in 2022 $1,780.2M Compared to $1,297.1M in 2021 Other costs of operations $ (185.2M) 2022 2021 Banks, Financial Services and Insurance 20.2% $ (121.2M) Consumer, Retail & Manufacturing 14.3% Technology & Telecommunications 14.1% Media and Entertainment 21.1% Reinvest amount $149.5M 2022 2021 $96.3M Professional Services 13.2% Travel & Hospitality 7.8% Healthcare 7.2% Other Verticals 2.1% 35.6% 25.6% 10.7% Revenue by Geography 2022 03 10.5% Europe, Middle East & Africa 04 2.8% Asia & Oceania Revenue by Currency 2022 $2,199M Assets 17% YoY $643M Liabilities 12% YoY $1,556M Net Worth 19% YoY *Effective Tax Rate 2022: 22.5% 01 63.8% North America 02 22.9% Latin America 6.5% EUR 79.5% USD 14.0% Others 14 14 CONSOLIDATED STATEMENT OF COMPREHENSIVE INCOME For the year ended December 31st 2022 2021 Reconciliation of Non-IFRS Financial Data For the year ended December 31st 1,780,243 100.0% 1,297,078 100.0% CALCULATION OF ADJUSTED Revenues Cost of revenues Gross profit Selling, general and administrative expenses Net impairment losses on financial assets Profit from operations Finance income Finance expense Other financial results, net Financial results, net Share of results of investments in associates Other income & expense in net Profit before income tax Income tax Net income for the year Net income attributable to: Owners of the Company Non-controlling interest Net income for the period -62.4% 37.6% -25.6% -0.4% 11.6% 0.2% -0.9% 0.0% -0.8% 0.0% 0.0% 10.8% -2.4% 8.4% (1,110,848) 669,395 (456,324) (6,364) 206,707 2,832 (16,552) 173 (13,547) 119 (395) 192,884 (43,405) 149,479 148,891 588 149,479 (802,090) 494,988 (343,004) (7,551) 144,433 652 (12,708) (3,923) (15,979) (233) (3,369) 124,852 (28,497) 96,355 96,065 290 96,355 -61.8% 38.2% -26.4% -0.6% 11.1% 0.1% -1.0% -0.3% -1.2% 0.0% -0.3% 9.6% -2.2% 7.4% Earnings Per Share Basic Diluted Weighted average of outstanding shares (in thousands) Basic Diluted 2022 3.55 3.47 41,929 42,855 2021 2.35 2.28 40,940 42,076 DILUTED EPS Adjusted net income Diluted shares Adjusted diluted EPS OTHER DATA Adjusted gross profit 2022 2021 $ 217,723 $ 158,409 42,855 $ 5.08 42,076 $ 3.76 2022 2021 697,624 512,678 Adjusted gross profit margin percentage 39.2% 39.5% Adjusted selling, general and administrative expenses (329,594) (245,517) Adjusted selling, general and administrative expenses margin percentage (18.5%) (18.9%) Adjusted profit from operations 289,376 214,331 Adjusted profit from operations margin percentage 16.3% 16.5% Adjusted net income $ 217,723 158,409 Adjusted net income margin percentage 12.2% 12.2% Please note that we follow IFRS accounting rules in our financial statements. You will find a reconciliation of IF RS and Non-IF RS (or adjusted) measures in the section “Reconciliation of Non-IF RS Financial Data” included in our Form 20F. 1515 CONSOLIDATED STATEMENTS OF FINANCIAL POSITION As of December 31st Cash and cash equivalents Investments (current & non-current) Trade receivables Other receivables (current & non-current) Other assets (current & non-current) Other financial assets (current & non-current) Deferred tax assets Investment in associates Property and equipment Intangible assets Right-of-use asset Goodwill Total assets 2022 292,457 49,921 425,422 86,528 25,854 41,507 46,574 1,337 161,733 181,612 147,311 739,204 2021 427,804 33,608 300,109 73,457 16,438 27,290 58,404 - 133,373 102,016 144,581 567,451 2,199,460 1,884,531 Trade payables (current & non-current) Payroll and social security taxes payable (current & non-current) Borrowing (current & non-current) Other financial liabilities (current & non-current) Lease Liabilities (current & non-current) Tax liabilities Income Tax Payable (current & non-current) Deferred tax liabilities Contingent Liabilities and Other Liabilities Total liabilities Total equity and non-controlling interest Total equity, non-controlling interest & liabilities 94,093 208,135 3,699 141,538 135,138 23,454 11,276 11,291 14,423 643,047 1,556,413 2,199,460 69,597 184,464 12,240 124,285 134,485 18,071 21,195 1,289 10,592 576,218 1,308,313 1,884,531 CASH FLOWS For the year ended December 31st Net cash provided by operating activities 2022 197,524 2021 178,974 Net cash used in investing activities (269,304) (272,880) Net cash (used in) provided by financing activities (65,680) Cash and cash equivalents at beginning of the year 427,804 Cash and cash equivalents at end of the year 290,344 243,986 278,939 429,019 Net (decrease) increase in Cash and cash equivalent at end of year (137,460) 150,080 CAPITAL RESOURCES For the year ended December 31st Capital Expenditures STOCK PRICE PERFORMANCE (USD end of the year) 2022 99,848 2021 89,625 2022 2021 2020 2019 2018 2017 Value $168.16 $314.09 $217.6 $106.05 $56.32 $46.46 1616 Customer survey ANNUAL AVERAGE 2022 NET PROMOTER SCORE (NPS) 76 Overall result -100 0 +30 +70 +100 Recognitions: In 2022, we expanded our operations to more than 25 countries, and in each of them, we have the same goal: to reinvent the technology industry. We thrive by reinventing businesses and transforming organizations for a digital future. These awards strengthen our innovative spirit, demonstrating our commitment to achieving our goals and highlighting our leaders’ ability to deliver innovative solutions to set new precedents in the technology industry. We have achieved this by building a diverse team that holds the core belief that when technology and passion meet, the unthinkable is possible. We are especially pleased that these collective achievements recognize consistent and solid efforts toward a world of increased diversity, inclusion, equity, and sustainability. NEEDS IMPROVEMENT GOOD GREAT EXCELLENT Top 10 Strongest IT Services Brand Brand Finance Diversity and Inclusion Employer of the Year WomenTech Network Most Innovative Company in the Technology sector ESE Business School Company of the Year for Digital Transformation Services Frost & Sullivan +100 +100 +50 0 Certifications 61 68 64 76 4th in Top 10 Best Employers Apertura Magazine Change the World List mention Fortune CEO of the year in Information Technology Products or Services Globee Awards 500 Most Influential People Bloomberg Linea - Latin America List 2019 2020 2021 2022 HITEC 100 List for 2023 HITEC Outstanding Entrepreneur of the year EY Great Place to Work Latin America 100 Best Workplaces for Innovators Fast Company #22 Top Inspiring Workplaces North America Top 50 Women Leaders of Illinois Women We Admire Top 50 COO ONCON ICON Awards Bronze Stevie Award Stevie Awards, Inc 9001:2015: ARG & US Miami CMMI Development V2.0 (CMMI-DEV) without SAM (All Globant - BUILD PODs) Type 2 Type 2 globally Pune, Buenos Aires, Great Place to Work Minsk and Medellin ARG-COL- IND-UY-USA LEED Gold USGBC Bogota, Medellin and Seattle U.S EPA San Francisco & Raleigh Partner of the Year MuleSoft LATAM Best Employers for Youth (EFY) Chile - Brazil - Peru - Costa Rica Best CEO | Best Global Culture | Best Company for Women | Comparably Awards S&P Global and Corporate Sustainability Assessment (CSA) in the Sustainability Yearbook 2023 17 Data Privacy & Security Globant complies with all applicable data privacy regulations, ensuring any Performing an internal risk assessment and a service provider risk processing of personal data is conducted on a lawful basis. Personal data is processed confidentially in compliance with applicable privacy regulations. assessment process annually, and deciding on the approach for each risk (mitigate, accept, or transfer) once identified. Before gathering personal data, Globant discloses all the purposes for gathering such data, and obtains appropriate consent when applicable. We have an Providing security support to all company operations. Managing tickets and Awareness security training is the key to facing different threats. At its Internal Personal Data Processing Policy, a Personal Data Retention Policy, and exceptions to the company’s and its customers’ security policies. core, it helps to understand the mechanisms of spam, phishing, spear an Incident Management Procedure, which along with internal training, aim to phishing, malware, ransomware, and social engineering, and we can apply outline and raise awareness regarding the main standards and principles that Researching, developing, and integrating security tools to create reports and this knowledge in our day-to-day jobs. As part of the Security Strategy at should be followed regarding personal data and how it is handled. dashboards. Globant and its continuous improvement, every employee upon hire must complete a Security Awareness Training that describes our security policies During this past year, we did not have any financial losses due to legal proceedings associated with user privacy or legal proceedings related to anti- competitive behavior regulations. The number of law enforcement requests Developing and implementing physical security standards in all company offices. and procedures. Training must be repeated once a year. For specific positions such as QA, QC, and developers, they must take an OWASP (Open Web Application Security Project) Security training. We also activate for user information is zero. At this point, our core products or services are Permanently monitoring and managing video surveillance systems and internal phishing campaigns to help us understand how prepared we are not subject to government-required monitoring, blocking, content filtering, or access control. censoring in any country. to face and mitigate this kind of threat. In 2022 we worked intensively on updates on all these topics to continue strengthening every process in every area. Globant Information Security Management System (ISMS) framework is based three) security events worldwide that were identified as non-compliant with on ISO 27001:2013, and that framework is applied company-wide. Since 2020, Globant and customer security policies and procedures. 86 of the 153 events Globant has had a SOC 2 Type 2 report describing the internal controls we have were associated with the loss or theft of Globant mobile equipment inside and in place to safeguard customer data and how well those controls work. This outside Globant premises. All items lost or stolen were encrypted and remotely During the 2022 calendar year, GIST registered a total of 153 (one hundred fifty- report is essential since it is companywide, and we can prove to internal and wiped out. external stakeholders that we are securing data according to requirements. On March 28th, Globant was the target of a malicious attack involving The Globant Information Security Team (GIST) is in charge of Globant’s internal unauthorized access to some of our information. This was the first breach of this security. Its responsibilities include but are not limited to: nature in the 19-year history of the organization. Our team responded quickly. Verifying security-related activities on cloud environments, supporting external auditors, and we immediately reached out to our clients and partners. internal teams and external customers as required. Our findings to date indicate that the information that was accessed was limited to certain source code and project-related documentation to just over 1% of our Providing technical support during incident management activities and being clients. Most of the affected data was outdated or deprecated. We have not in charge of the vulnerability management process of Globant infrastructure seen any major impact to our business, and we will continue to take measures to both on-premises and in the cloud environment. ensure the safety of the IP and data we manage. We launched an investigation in cooperation with government authorities and Being in charge of regulatory topics, project requests, customer inquiries, Following this incident, Globant implemented different measures to strengthen pre-sales activities involving security requirements, and every activity related to Globant certifications and audits. its cybersecurity controls and capabilities. 181818 19 Focused on Reinvention Enabling Reinvention for over 19 years Globant is and has always been a company focused on reinvention. Reinvention is what we do. It’s why we exist. We believe that the success of any company is rooted in its ability to reinvent itself. That’s why we’ve been enabling reinvention for our clients since we were born, helping our clients create a way forward into a sustainable future. Throughout our 19-year history, we’ve been focused on reinventing ourselves and the companies we work with. Reinventing Technology Services Reinventing Experiences 2003 Powering Digital Transformation at Scale 2009 Building Transformational Digital Experiences Reinventing AI 2015 Leading the AI Revolution Reinventing Business Reinventing Markets/Industries 2019 Building non-traditional ways of creating business value. Future Leading Market & Industries reinvention Metropolitan Police FIFA SmileDirectClub Google Evolution Future 202020 Studios Model Powerful Studios. Endless expertise. Globant’s business transformation is deployed through Studios: our deeply specialized, highly flexible approach to meet and surpass your unique business challenges. Our Industry Reinvention Studios were designed to focus on specific industries in order to assist our customers to reconfigure their businesses, operations, and technology to respond to demands from customers and employees. Airlines Travel & Hospitality Automotive Ed Tech Finance Gaming Sports Media & Entertainment Retail Smart Payments Healthcare & Life Sciences Our Digital Studios focus on developing business models and technical capabilities in the latest technologies and trends to help our customers with their digital transformation, digitizing processes, experiences, and their relationships with their stakeholders, among others. Agile Organizations Blockchain Business Hacking Cloud Ops Conversational Interfaces Cultural Hacking Cybersecurity Data & AI Digital Sales Fast Code Scalable Platforms Sustainable Business Design Internet of Things UI Engineering Digital Experience Platforms Digital Marketing Digital Performance Metaverse Product Quality Engineering Our Enterprise Platform Studios combine Globant’s knowledge and expertise in enterprise platforms such as Salesforce, SAP, and Oracle with its world-class technologies to drive process innovation, optimization, and customer value. SAP Oracle Process Optimization Salesforce In color new Studios launched in 2022 212121 Sports Globant has partnered with some of the biggest sports brands, leveraging data, technology, and gaming to increase, reach, and build sustainable fan engagement while increasing monetization opportunities. Smart stadiums will reinvent the business: They This is a massive step towards our vision of reinventing industries and organizations, offering exceptional experiences for end users through high-quality products and platforms. Technology can reinvent fan experiences in sports in many ways: will allow fans to access phygital events and engage with interactive scenarios, building an innovative fan experience and community where brands will increase their value by offering unique and exciting experiences. Brands will battle for fan attention: The decentralization of content is drawing sports organizations and broadcasters into a battle for fans’ attention with content creators and even athletes. Fans are now both consumers and creators of content. Artificial intelligence allows fans to receive personalized content in real time. Gamification will be the true fan experience: Gamification will be the vehicle to foster friendly competition, curiositycuriosit and sustainable inclusive messagesy, motivating fans to take action, and providing new ways for them to share their passion. Gamified sports events and interactions are here to stay. Blockchain and NFTs will let the fans own the show: Blockchain and NFT in sports will play a key role, making new ways for fans to tokenize their experiences, while creating exclusive access and engagement opportunities with their favorite players and teams. Data & AI will reinvent the sports industry: Data and AI will give all parties more tools to improve the game, increasing access and community for fans, and players’ competitiveness on the field and at the negotiation table, while creating new revenue streams. ESG-focussed data is part of the front running strategy that Globnat as a stand-aloneas stand-alone pure player is creating. 222222 We know it’s time for a new kind of player, one that breaks the In late September 2022, we announced our joint venture with patterns completely. LaLiga, Spain’s top soccer league and one of the largest in the world. Together, we will leverage Globant’s experience This year we started a multi-year partnership with FIFA to make in delivering industry transformation with LaLiga’s expertise the unthinkable happen: support its digital transformation and in global sporting events. We are creating a new, global football in all of its expressions, leverage the latest technologies, technology company that will deliver digital reinvention to and reinvent the way fans worldwide experience their favorite sports organizations (which includes products such as its sport. OTT platform, digital ecosystem, fantasy gaming, app, web design, Mediacoach, and content protection anti-piracy tools, We believe that our innovative approach to transforming as well as consultancy services for data analysis and global fan organizations, our sustainable commitment, our diverse and engagement) by leveraging web3 technologies, metaverse, and global talent, and our unique culture are the main pillars that gaming capabilities among others, while also creating a new allow us to dream bigger and to believe that this purpose is sustainability dimension for clubs and venues. feasible. Globant has built a team of diverse and talented specialists in Design, Product, iOS, Android, Web, and QA, among other capabilities, from all over the world to work on this project. We are the Global Platform Supporter of FIFA+, their signature content app. We have also become regional supporters of different tournaments throughout the next years, including men, women, esports, and youth, such as FIFA World Cup 2022, FIFA Women’s World Cup 2023, FIFAe Series, and FIFA U-20 and U-17 World Cups. We strongly believe in the power of sports in bringing people together and the key role that technology plays in doing it. We have also signed a multi-year partnership with the Los Angeles Clippers. We will provide the game-changing digital technology for their new Intuit Dome, opening in 2024. Globant will bring to reality a digital, fan-centric experience, born from the vision of Steve Ballmer’, the owner of the team. It’s an honor to be working on this transformation to create such a meaningful and seamless user experience. Our goal is to achieve maximum benefit for staff, players, and fans. 232323 Globant X Gain a Fast-Pass for your digital transformation journey Globant X is Globant’s division of products and platforms built to help platforms in different growth stages -from POC and MVP to Expansion- organizations become the best version of themselves and get where and catapulting them to market success, also ignites growth potential they need to go, faster, we bring our all-star lineup of products to act as through next-gen technologies that act as a fast-pass for digital solutions to specific problems and business needs; we do so with an transformation, helping organizations future-proof themselves, so they entrepreneurial mindset understanding that real growth comes from can quickly adapt to an ever-changing business environment and thrive. turning great ideas into business opportunities. Globant X acts as an Entrepreneurial Engine that productizes our and Kenari, energy-efficiency-oriented products that support efficiency Globerpreneurs’ ideas into transformative tech, taking products and metrics relevant today to curb emissions. In 2022, Globant entered the ESG realm, through the power of StarMeUp A visual testing product that leverages The navigation tool for code. An AI- the power of AI to improve and simplify powered product that enables code quality assurance, helping businesses comprehension, documentation, and develop digital products that offer a retrieval, helping teams multiplicate the visually perfect experience. output of code they generate. Software X Code faster, better, smarter Culture X Spark & foster a digital native culture A behavioral-science-based, AI- An innovative white-label platform enhanced platform that builds purpose- that promotes wellness and brand driven cultures while driving more engagement through a configurable human performance management. rewards program. An enterprise low code platform for software development, powered by AI, that simplifies and automates the tasks of creating, evolving, and maintaining enterprise applications and IT systems. This platform can measure, calculate, track, and report every organization’s digital ecosystem for them to make improvements that reduce their digital CO2 while lowering operational costs. Sustainability X Develop a sustainable future Business X Constantly challenge and hack your business A Wallet as a Service with an API A fast, AI-driven assessment platform platform that opens the fintech game to for business processes, revealing data- new players from different industries, driven insights, finding opportunities enabling them to offer payments and of enhancements and efficiencies that collections on WhatsApp or any other are invisible to the human eye, and digital experience. providing real-time predictive insights. Walmeric is a technological innovation The accelerator platform that creates that scales business results by increasing meaningful conversational experiences. conversions and reducing costs. A powerful no-code chatbot for non- technical authors. 2424 Global Autonomous Culture Our Global Delivery Centers are successful thanks to a strong and autonomous culture that runs through every Glober. Our Agile Pods Model aims to better align business and technology teams. They’re driven by a culture of self-regulated teamwork and collaboration. Our Inverted Org Chart with the Pods at the front and center live by a customer-centric and autonomous culture. Our StarMeUp platform creates an amazing environment where people love to work because they feel immersed in a culture that puts them first and fosters their emotional connections. 252525 26 Global Talent Our Globers are a fundamental part of our company. Their commitment, dedication and hardwork mean that together we can reach every goal. In 2022, Talent Attraction Globant is committed to offering a flexible and empathetic recruiting process From the definition of the sourcing strategies to be carried out, the interviews led we experienced a talent growth of 15.3%. These results were achieved because which personalizes the experiences of our candidates, with a strong, people- by the recruiting team and the technical team, as well as the fit conversations of our strategy focused on three pillars: centered approach at the heart of our value proposition. Our main purpose is to with the different projects, each instance has a purpose and is designed with the help our clients design and scale their teams with the best talent, being able to same guiding objective: to get to know each other better. Organic growth in every Talent Development Center where we operate, meet and exceed the increasing demand for digital and IT services. including new talent hubs in other geographies. In 2022, we arrived and We have a team of technical interviewers, known internally as Gatekeepers,of started hiring Globers in new cities like Warsaw, Poland; Berlin, Germany; Our diverse and multicultural team is made up of more than 300 recruiters more than 1,800 specialists interviewing globally, committed to the role of and Guadalajara, Mexico; helping accelerate the industry’s digital and working globally, performing different tasks related to sourcing, interviews, cognitive transformation and embracing our expansion plan. analytics, and employer branding, among other range of activities to meet the challenging needs of the technology business. Our team is trained on selection by ambassadors and keepers of our talent at Globant. Together with the Hiring Manager and the Recruiter, these individuals carry out each process with the flexibility, empathy and closeness that represents us and makes up our unique culture. Regionalization and decentralizing our growth, which allowed us to attract competencies, which allows us to identify the talent aligned with our core values. and retain talent worldwide. M&A, acquiring new companies to merge and/or create synergy to achieve and conquer new goals. During 2022 we acquired a pool of Step-by step of our process We have different steps in our recruiting process that guarantee the best unique companies, including Vertic, a Danish creative agency with strong experience and transparency for all the candidates. capabilities that will reinforce Globant’s global creativity network and strengthen our digital marketing services offering; GeneXus, an Uruguayan AI-powered, low-code software solution company; Sysdata, an Italian leading business and technology consultancy with an impressive client and service portfolio; eWave, an Australian digital commerce experience consultancy with strong expertise in Adobe and Salesforce commerce solutions. 272727 Hiring impact Candidate Experience & Inclusive hiring Artificial intelligence in the recruiting process Throughout 2022, we hired 8,235 Globers who were involved in more than During 2022, we launched candidate experience surveys in each stage of As part of our digital DNA, we are convinced that technology, especially artificial 400 projects globally and reinforced our sustained commitment to building the recruiting process to help us to capture feedback from our candidates intelligence, can augment our teams and increase our capabilities. Since 2020 multicultural and diverse teams. By leveraging sourcing best practices and a regarding the experience in the selection process, achieving in this first year a we have implemented the Globant Talent Experience, an artificial intelligence great employee referral program, we were able to sustain our organic talent recommendation score above 85%. growth. Hackathons, meetups, university engagements and conferences (AI)–powered platform based on Natural Language Processing algorithms. The use of speech-to-text technologies provides us with insights into candidates’ were also steady sources of exceptional talent. Our Digital-Bekind Culture, We continue to develop strategies and initiatives to achieve the goal of having competencies, knowledge, experience, interests, and career aspirations. In 2022 the opportunity to work from anywhere in the world, and our career growth 50% of our management positions held by women and non-binary people by we continue training the algorithms with the aim of reducing possible bias in acceleration with strong initiatives such as Open Career make our brand 2025. We managed to increase hiring in this group by 3% compared to 2021. the selection process by having objective and relevant information from the very appealing to our candidates. beginning of our contact with candidates, making data-based decisions, and 320,000+ candidates applied to our career page 51,000+ interviews performed 22% of our hires were referred 180+ events launched globally Our commitment is to promote an organic growth of talent, for which we develop increasing the capabilities of our recruiters by helping to assess candidates in initiatives to offer opportunities in positions with different seniority. To align with depth, detect talent and predict performance align with our Talent Manifesto. this mission, we launched boot camps in alliance with different organizations to help connect talent with job opportunities within the IT industry. Also, we One of the latest projects we are working on is “SmartSearch” an intelligent participated in a behavioral experiment to understand the interests of women search engine integrated into our recruiting database. Through keywords that and non-binary people when choosing a career opportunity. the professional enters in the search engine, linked to skills, aptitudes, and experience, the CVs that best fit those criteria will be offered. The potential of Smart Search is that it can reduce the team’s conscious and unconscious biases, as they focus on specific skills, independent of the recruiter’s preferences based on gender, ethnicity, or other protected categories. We continue training our team in inclusive hiring practices. We designed a learning map to rethink our role in selection processes from a diversity and inclusion perspective and learn to manage our unconscious biases. In relation to technology, we have worked hard to improve the accessibility of the Globant Careers page and the application form to guarantee all candidates the possibility to inform reasonable accommodations they made needed during the process, such as accessible software or a sign language interpreter. 282828 Globant Culture Glober-Centric Model Our culture is the foundation that supports and facilitates our distinctive Our Glober-Centric Model aims to provide close leaders who empower Globers At Globant, we believe that talent is not just a specific gift; it is something approach and advances our organization forward. We described it as in their role and have the autonomy to address every relevant issue quickly. In that can be developed. We have identified a set of competencies that are key entrepreneurial, flexible, sustainable, and team-oriented, and it is built on three 2022, we launched a new leadership structure to support the performance of differentiators in our Globers that are based on our Talent Manifesto. We want to main motivational pillars (Autonomy, Mastery, and Purpose) and six core values. all Globers in a better way and build a much more exciting environment for their empower them to make their own decisions and contributions to the company We empower Globers to take ownership of their client projects, professional development, and careers, aiming for excellence and exceeding expectations. We believe that only by sharing a common purpose we will build a company for the long term that breaks from the status quo, is recognized as a leader in the delivery of innovative software solutions, and create value for our stakeholders. Globant Core Values: career path and self-development. This move changed our leadership model into a new structure that introduces “Glober Experience Leader” and the “Career Mentor” roles, specially designed to support the Glober’s performance and growth. Think Big Constantly Innovate Aim for Excellence in Your Work Be a Team Player Have Fun Be kind Glober Experience Leader (GX Leader) Formerly named Other/Account Leader Career Mentor (CM) Former Career Leader Focuses on Globers in their career growth and make the most out of these five professional development dimensions: 1. Geocultural diversity: Our Globers can work on projects with people from diverse cultures and have the chance to live an international experience. We have open positions and relocation opportunities in our 70+ offices in more than 25 countries in LATAM, North America, Europe, Asia and Oceania. 2. Technology: Our more than 30 Studios consolidate experience in more than 100 emerging technologies and practices where Globers can learn, develop, specialize, and stay relevant. 3. Client diversity: Globant agency-like business model and its fast-paced atmosphere provides resume-building opportunities as well as a variety of global brand-name clients. 4. Industry expertise: Globant works with many clients within a given industry. This enables Globers to develop their career with an industry, focus within a given account or on multiple accounts of their industry of choice. 5. Multiple industries: Similarly, Globant has more than 300 clients spanning several different industries. Globers who would rather develop an industry agnostic career path or who want to switch industries have multiple options to choose. Supports Globers in their daily experience in a long-term relationship Open Career At Globant, we truly believe in autonomy and empowerment. In line with it, in 2022 we launched Open Career, a bold, autonomous and nimble career marketplace where every Glober has the power to apply to any project at any moment. With Open Career, Globers fully own their career within Globant, with exposure to new skill sets, salary, and job title. So far, 10 thousand Globers have made use of this portal and over 2 thousand have already found new opportunities at Globant in new industries or geographies that represents 7.24% of the globers that had a project change. 292929 Benefits Beyond our physical locations, we want to reinforce ourselves as the Family employer of choice for digital nomads. In this sense, we’ve designed a unique value proposition to offer unique experiences to Globers providing autonomy and flexibility through our benefits program so they can find the Family exclusive site Childcare reimbursement Fertility planning perfect match for their work-life balance. Our benefits program is based on Parental leaves, Adoption leaves 6 pillars: Well-Being & Health Premium health insurance for Glober & direct family members Employee Assistance Program (EAP) Insight Timer membership Pets health care Life insurance Stop Smoking Program Massages & more. Savings and Financial Planning Internet subsidy Employee Stock Purchase Program (ESPP) Exclusive campaigns: special discount campaigns in selected shops. Career & Growth Globant University Learning Courses Language Courses Employee Stock Purchase Program (ESPP): To allow all Globers to become Globant shareholders, and to continue to be part of the organization’s growth, the ESPP was implemented in 2021. When enrolled in the program, Globers can contribute a percentage of their gross salary to acquire Globant shares with a 10% discount on the market share price. The program is available in all organization countries where it is permitted by local regulations. Brands alliances: special prices with exclusive brands. Parenting Program Bank alliances Flexible Working & Time Off Work from Anywhere Be Kind to Yourself Day Life@Globant Special gifts for important moments of Glober’s lives: marriage, birth, moving, birthday & graduation Awardco platform When it comes to parenting, there is no one-size-fits-all approach, and Globant is truly committed to being close to Globers on their parenting journey. Through our one-of-a-kind program, we support all Globers and their families from a holistic perspective. • Fertility treatment & reproductive technology coverage • Extended parental leave - Paid time off • Flexible Schedule Options • Childcare Reimbursement • Yoga Classes • Prenatal Sessions • Breastfeeding Consultancy • Breastfeeding rooms in our offices • Postnatal individual sessions with childhood and parenting specialists “When the email arrived with the benefit of being able to access a refund for fertility treatment, I said to myself: “it’s for me!” I have done some treatments before, and the road had been long and with obstacles. When I asked Globant if I could access it, they didn’t even hesitate, they didn’t object , and on top of that, as if I had touched the magic wand, I achieved my much-desired pregnancy. It was very gratifying how everything happened in a simple and easy way, how I felt contained and supported, and that Globant has been a part of something so personal, and at the same time so important, it is truly unique! Eternally grateful” Gisela Patriarca, Glober from Argentina Work From Anywhere Our “Work from Anywhere” policy aims to provide flexibility for those who want to travel and develop their careers simultaneously. Globers can work from anywhere (up to 30 or 90 days per year, depending on the destination). This has enabled 1700+ Globers to work remotely in more than 65 destinations worldwide during 2022. 303030 Great Working Experience Great Working experience recognitions Every year all Globers around the world (both part and full-time) are invited to answer the Working Mood survey, an anonymous survey where • Fortune Change the World List – Top 50 we evaluate the employees’ experience and their engagement with the company. This year we launched the survey in November with a duration of 5 weeks using our StarMeUp tool, it included 46 questions of this type (Scale “Strongly Agree”... “Strongly Disagree”). In the 2022 Working Mood survey, we included new, Glober-centric questions and the highest score were for Leadership, Team Culture and • Comparably Award – Best Company Outlook 2022 • Comparably Award – Best Global Company Culture 2022 • Comparably Award – Best HR Team 2022 • Comparably Award – Best CEOs for Women 2022 • Comparably Award – Best CEOs for Diversity 2022 Diversity Equity & Inclusion. We also include questions around focus • Comparably Award – Best Company for Career Growth 2022 areas: employee Net Promoter Score® (score based on how likely it is that a Glober recommends Globant as a workplace to friends and former colleagues); Empowerment, Autonomy & Innovation; Work Environment; Burnout; Belonging; Career & Growth; Communication; Compensation & Benefits, Well-Being, Engagement and Action. • Comparably Award – Happiest Employees 2022 • Comparably Award – Best Company Culture 2022 • Comparably Award – Best Company in Work-Life Balance 2022 • Comparably Award – Best HR Team 2022 This year, we also had a Globant Pulse, a mid-year anonymous and confidential survey, where we inquired about topics such as DEI, disability, For more information please refer to the Appendix section. ethnicity, personal reasons to go/not go to the office, well-being, besides more regular topics such as leadership, eNPS assignment (how likely it is that a Glober recommends another Glober to join their current assignment), work environment and team culture. 313131 Learning & Talent Talent development at Globant has three main purposes: 1. Design a unique experience to enable an autonomous career development journey, 2. Continuously evolve the data, practices, and tools to boost a culture of excellence and high performance, 3. Empower leaders to boost their teams and people development. We strive for those goals by designing, developing, and continuously improving processes that impact the global talent management strategy. We continuously promote meaningful conversations about careers and high performance between leaders and their team members. Our talent development process is part of a global approach to career development at Globant. Therefore, the mentioned approach is framed within an ecosystem called Globant University, which contains various tools through which each person can explore and shape their own career strategy, promoting the development of different skills and putting them into practice. To do this, we define the Delta Formula, through the following three fundamental concepts: Explore, Educate, Expose, and Movement. Each term, which is found by adding within the Delta Formula (Explore, Educate and Expose), corresponds to one or several tools to acquire, develop or put into practice both the skills and knowledge of each Glober. Expose: BetterMe is the tool that accompanies our Performance Educate: In a complementary way, Campus Explore: MyGrowth is the premier place is the main learning tool where Globers can where users can manage and track Promotions Moves on the 5 dimensions Management process, whose main find learning maps (repositories of different their job title, areas of expertise and objective is to promote meaningful learning opportunities such as articles, explore new knowledge-based career conversations that empower and videos, external courses, and more) to learn opportunities in a playful way based enhance the development of each in the workflow. It also offers a catalog on badges and missions. It gives each Glober. This continuous process of with live sessions, self-paced training, and Glober the opportunity to understand feedback and evaluation is based assessments to challenge your skills. the skills necessary to master different on our Talent Manifesto. specialties related to the reinvention of the industry, and to establish actions together with their career leaders to develop them. Through our centralized educational platform, Campus, we were able to reach 26,000+Globers and deliver more than 3,600 learning experiences. During 2022, 98.5% of the company participated in at least one of the learning experiences. In addition, the average time each Glober dedicated to learning increased by more than 16% compared to 2021. Regarding satisfaction, the average of the learning experiences reached an NPS of 62, and 85% of Globers evaluated that the applicability of what they learned is between 4 and 5 points out of 5. 323232 During 2022, we also created new learning experiences regarding our three future capabilities: Technology, Leadership and Diversity. 2022 2021 Trained Globers 26,820 25,049 Training Hours 954,625 779,874 Average training Hours per Glober 36 31 For more information please refer to the Appendix section. Last but not least, we have empowered the platform with AI to give a more valuable and personal experience. Similar to AI algorithms in your favorite streaming service, our employees get tailored and recommended upskilling courses based on their profile and interests. Many of these trainings are created by Globers, for Globers, reinforcing our principle of cross-pollinating between our studios of expertise. We are also using this technology to strengthen social and collaborative learning throughout the whole organization by connecting expert Globers with peers who are looking for their expertise. Today, we have an active learning community where more than 20,000 Globers exchange content daily. Comparably Award – Best Company for Career Growth 2022 Performance Management Our performance management model includes a list of steps that the company, Globers, and leaders are encouraged to follow to guide and drive high performance. Each step is a component of the model and includes: setting performance goals, ask and give feedback 360, self-evaluations, and performance evaluations. Our performance management process promotes meaningful conversations that empower and enhance Globers’ development. This continuous feedback and evaluation process, based on our Talent Manifesto, is driven in a Glober-centric way to impact career decisions (such as promotions, recognitions, etc.). Percentage of total employees who received a regular performance and career development review by gender and professional category Gender Professional Category Female Male Others 94.63% 95.97% n/a Operations 98.27% Staff 85.89% Technology 96.08% Career Growth 2022 % Female Male Globers promoted 29% 32.56% 27.47% Internal movements 3.8% 4.7% 3.45% 333333 People Indicators Globers by Country Country Headcount 2022 (1) Globers through the years Turnover LTM 2022(1) 2021 2020 27,122 23,654 15,974 (1)Includes Globant’s headcount and newly- acquired companies headcount in 2022 18.7% 16.7% 13% 2020 2021 2022 Working Mood Score 4.12 over 5 points eNPS Globant Employee engagement 62 4.1 For more information please refer to the Appendix section. Working mood % of participation 59.7% Colombia Argentina India Mexico Peru Chile Brazil Uruguay Spain USA Italy United Kingdom Belarus Romania Ecuador Costa Rica Denmark Canada Australia Others(2) 21.5% 19.9% 15.8% 13.1% 5.2% 4.9% 4.3% 4.1% 3.4% 2.7% 1.2% 0.8% 0.7% 0.7% 0.5% 0.4% 0.1% 0.1% 0.1% 0.3% (1)Includes Globant’s internal headcount (excludes contractors and include trainees) and new acquired companies on 2022 (2)Others includes: Poland, Germany, France, Ukraine, Hong Kong, China, Bulgaria, Serbia, Vietnam, Luxembourg 343434 35 Kindness Based Culture Globanteers We are working to make the world a better place, one step at a time. We thrive by Globanteers is Globant’s corporate volunteering program. It is the main platform reinventing businesses and transforming organizations to be ready for a digital to convey the positive impact the Globers make to the Community and the and cognitive future, providing world-class opportunities for talent to make a Planet. Through Globanteers the company launches every initiative, manages all positive impact around the globe. the campaigns and measures the impact, both external and internal. Be Kind is the pathway where Globant´s DNA stands out: making reinvention a Some of the programs we propose to our Globanteers are related to IT education, force for positive change. We want to share our culture of diversity, work for a technology for the community, fostering entrepreneurship, promoting Diversity sustainable future, and propel individual growth and well-being to empower our Equity and Inclusion, environmental stewardships and work/life balance. evolution through technology. The company’s Be Kind Initiative is a global ESG strategy that unites positive initiatives worldwide, impacting nearly 100,000 beneficiaries through the 16,000 impact programs for all of its main stakeholders and consolidates initiatives to volunteer hours they invested over the year (duplicating the number of hours tackle critical issues, such as DEI, climate change, education, and ethics in AI, donated in 2021). During 2022, more than 2,800 Globers participated in different Globanteers among others. 2022 2021 2020 Globanteers (% of total payroll) 11% 8% 11% Number of beneficiaries 98,674 42,215 36,500 Number of actions 172 76 76 Pro-bono hours 16,260 7,326 41,687* *The increase of the number of pro-bono hours was related to the Taking Care program due to COVID-19 pandemic. 3636 At Globant, we believe that it is possible to be an organization where personal life aims are aligned with company purposes. Body, mind, and spirit are connected to the present while working to change the future of business and building the best version of yourself. We believe that changing the world starts from the inside and we embrace our responsibility to be a force for positive change by unleashing our full potential through our well-being. Be Kind to Yourself (BKTY) is a component of Globant culture that promotes self-care and offers the necessary tools so that everyone could find the kindness and care needed for their mental, physical, and emotional health. Our commitment is to impact 100% of our Globers worldwide with a comprehensive wellness plan. We do this by educating Globers through webinars,tools for healthy habits, and offices that provide a holistic BKTY experience. We also remind Globers of the importance of daily actions that are kind to themselves, such as enjoying the lunch break or being able to take a break when needed. During 2022, we launched a wide range of diverse and multiple efforts that help create new possibilities for Globers to keep on acquiring perks that lead to their well-being, purpose, and fulfillment. 3737 Physical well-being Health & Security We encourage Globers to listen and embrace their body and its needs by Our occupational health and safety management system has been implemented All Globers have channels to report risks or incidents through internal tools implementing positive habits. That’s why we offer Special Discounts in gyms and in Colombia, Peru, Mexico, Ecuador, Chile, Uruguay, and Argentina. Our objective such as uploading a ticket, sending an email, or by phone. Globers are the Gym@Home platform, online doctor & nutritionist appointments, and weekly is to take care of the health and safety of Globers and contractors, and suppliers. protected against retaliation in compliance with the legal provisions described webinars about healthy habits, nutrition, stress management, and preventive This system includes: medicine. We also offered a Stop Smoking Program, yoga, massages, plus fruit, and healthy snacks at the offices. Occupational Health and Safety Policy. in the internal work regulations. In addition, they can make complaints about issues of workplace harassment by email to the Labor Coexistence Committee (Colombia), or the sexual harassment prevention committee (Peru). Mental well-being Hazard Identification matrix to eliminate and mitigate priority risks: In Colombia, Peru, Mexico, Ecuador, and Chile there are Committees biomechanical, psychosocial, and biological risks. represented by both the employer and the workers: “Joint Committee on Safety To keep on developing their learning pathways and growing, it’s essential for Globers to have a fresh, focused mind that celebrates achievements, know how to manage stress, and learn from failures. We focused our efforts for this pillar towards Smart working, where we encourage a set of individual and team practices to manage high job demands at a healthy work pace. It also included more than fifty webinars in which Globers could find the Unleash my Potential Program. We offer free access to Insight Timer, the #1 wellness app with a daily mood check-in tool and over 150,000 guided meditations, courses, and work topics from leading mindfulness teachers, musicians, and psychologists that help to calm the mind, reduce anxiety, manage stress, sleep deeply, and improve happiness. We held an Employee Assistance Program (EAP) by LifeWorks that involved more than 100 Globers per month. This platform allows a unique and confidential space that ways to manage health risks, and inspire positive changes. All Globers and their relatives have immediate access to clinical counselors through video, live chat, telesupport, and online groups on topics such as Health and Safety Concerns; Financial and Legal Topics; Relationship and Family Matters; and Work-related Issues. At Globant, we believe in the importance of dedicating time to rest our minds, fill our bodies with positive energy, renew our spirits, vibrate in tune with our true selves, and achieve our best version. That’s why Globers, with more than a year at Globant, has a Be Kind to Yourself Day available. They can take a day, when needed, to enjoy and connect with themselves in the best way. More than 10,200 Globers used their BKTY Day during 2022. Emergency plan, activities focused on first aid, evacuation, conducting Committee”, and in all the sites, Emergency Brigade. emergency drills, and specific training. Provide safe and healthy working conditions to prevent injuries (accidents, generating a culture of self-care and infection prevention. We continue to maintain global biosafety protocols against COVID-19, and Health at Work”, “Work Coexistence Committee”, “Sexual Harassment incidents) and deterioration of health related to work (occupational diseases) through a culture of health promotion to guarantee work-life quality and management of the risks and opportunities of the management system. The commitment of employees and senior management to promote an environment of coexistence, prevent workplace harassment and guarantee the dignity and integrity of people at work. Promotion of the consultation and participation of the workers, and when they exist, of the representatives of the workers. Among the services provided to Globers, these include occupational medical examinations; monitoring of cases with musculoskeletal impact with workplace and psycho-labor inspections accompanied by a health professional through the Globant employee assistance program; prepaid medicine; Occupational Risk Administrator, Insurance Broker, and occupational health services. We continue to generate a culture in terms of safety and health at work, which is why we implement trainings aimed at all Globers, such as the mandatory safety and hygiene training through Globant University. 3838 Be Kind to your Peers (BKTP) is where Globant’s Diversity, Equity & Inclusion commitments take place and structure our quest to generate a positive impact on society. Our DNA inspires us to constantly reinvent ourselves, be a leader of change, and build a fairer, more inclusive workplace. We want to challenge the status quo, that’s why the work of Diversity, Equity, and Inclusion/Be Kind to your Peers is focused on these four pillars: 3939 Though separate, all four of these pillars are related, given that each person’s Internal Communities individual experience draws on a variety of identities that influences their day- to-day lives and their professional experience. We refer to this framework as “intersectionality”, and it’s important to understand it. We believe that a culture that embraces everyone is a culture that is constantly evolving in its representativity by encouraging underrepresented groups to enter the industry, a culture that guarantees equal opportunities, and a culture where a sense of belonging is regularly co-created. There is no innovation without Globant allows and encourages to join or create employee affinity groups within the company in accordance with our Values, Code of Ethics, and Diversity Fundamentals. The purpose of such communities should be for a group of people with a common interest to connect and propose activities, having an opportunity to do so inside the office. Some of the communities are: LGBTIQ+, Community of Women, Transvestites, Trans and Non-Binaries, UnlimITed, Centennials at Globant, Black in Tech, WOW-World of Woman. diversity, and there is no improvement without plurality. It’s important to also Research: Data-Driven Innovation remember that these concepts are dynamic, we are constantly learning and embracing new ways of thinking and understanding. We are convinced of the importance of hacking barriers and expanding opportunities so everyone can thrive regardless of gender, gender expression, and sexual orientation. It is key to solve this agenda with a systemic approach, considering intersectionality and consistency in an action plan that needs to be sustainable and dynamic in order to respond to emerging challenges. We always seek to generate a place for inspiration and growth for everyone regardless of race, color, religion, national origin, sexual orientation, age, marital status, disability, gender identity, or veteran status. Gender equality, cultural diversity, and inclusion are core to our DNA, and our ultimate Diversity & Inclusion goal is to make Globant a respectful, safe, and inclusive workplace for all Globers. We use data to understand what Globers are trying to tell us about how they like to consume content, when, and why. But also, we are going one step beyond and investigating how we can build more inclusive teams and environments. Our first milestone was IT Voices, a unique, global survey in the industry to map the situation of people in tech and understand the changes in the workplace and personal life after the pandemic. We found out that women already working in technology are finding spaces to develop economic growth: only 19% perceived that their salary decreased. Of the remaining 81%, 41% of women in the STEAM industry perceived a salary increase during the pandemic. This number highlights the impact of different actions the industry has been boosting to generate more diverse spaces. Also, taking into account that the majority of jobs losses during and after the pandemic have been in industries that pay low average wages, and women and minorities were hit the hardest, there’s a great opportunity for women to enter the tech industry. We are currently running two other investigations regarding Learning preferences & Neurodiversity mapping and Gender Behavioral Science experiment. 4040 Gender & Sexuality We are taking concrete steps to hack the gender gap. We are convinced about the importance of hacking barriers and expanding opportunities so everyone can thrive regardless of gender, gender expression, and sexual orientation. The goal we follow is 50% of women and non-binary gender in management positions. Women that Build We designed a program where we accompany women and non-binary people through their career journey, from when they are at school through starting their Women by Seniority Directors + Managers first job, to further career and professional development. At each stage, we have Leaders put in place a variety of training programs and initiatives to help them thrive. Inspire: We create inspiring initiatives and partnerships to help encourage more women to become interested in science, technology, engineering, and Senior mathematics fields. Educate: Leveraging successful initiatives such as the “Women that Build” Awards and “Code Your Future” Program, Globant will provide 15,000 people worldwide with coding scholarships by 2025 to continue inspiring Semi Senior people to find professional growth within our industry. We are working to improve access to education for women and non-binary people. Hire: Since January 2021, Globant’s headcount has grown by 46%. In parallel, our female headcount increased by 56%, meaning the initiatives we launched to bring and keep women in the industry are bearing fruit. Accompany: We help families, women, and non-binary people sustain their careers through different stages with initiatives like our parenting program, among many. Lead: We promote growth and leadership to increase our female and non binary gender managers workforce. Women at Globant 26.6% 2022 25.8% 2021 25.0% 2020 32.0% 30.0% 28.0% 30.6% 31.5% 27.1% 21.0% 20.8% 18.5% 26.9% 25.5% 23.7% 37.6% 33.0% 33.6% 38.7% 40.7% 40.1% Junior Trainee Information Restatement for years 2021 and 2020 due to the classification criteria by seniority was adjusted in accordance to Globant’s internal management system. Women by Area Staff Areas (Staff, Sales & Management) 62.8% 2022 62.0% 2021 62.0% 2020 Delivery, Operations & Technology 24.2% 2022 24.0% 2021 22.0% 2020 Gender Pay Gap Globant´s remuneration policy attracts and retains the talent of our employees, rewarding their skills, abilities, and performance, ensuring external competitiveness and internal equity. Aligned with this commitment, during 2022, we guaranteed equal salaries for all our new hires and accelerated equal leveling at senior positions. Finally, in previous annual salary increases, the compensation team is responsible for making a wage gap diagnosis identifying and adjusting undesired salary inequalities. Gender Pay Gap 1.7 % 2022 2.0% 2021 1.8% 2020 Women In Managerial Positions To enhance our commitment of achieving 50% of women in management positions, we defined a specific group called “Managerial Positions” that includes Director, Managers and also others critical positions for our company. In this group the total is 29.2% (+1pp vs. 2021) *Female Wage = (Median Salary Men - Median Salary Women) / Median Salary Men Information Restatement for years 2022 ,2021 and 2020 this new calculation criteria compares the combination of country/seniority/position when we have at least 1 man and 1 woman (priori criteria needed 3 men and 3 women). 4141 She Leads One of our most impactful programs, She Leads, was designed for women Pride. Globers from all around the world got the chance to participate in different and non-binary people at Globant who want to keep on acquiring skills for awareness sessions where we talked about topics like diverse families, the their career development. ABC of sexual and gender diversity, microaggressions, and others. Besides, our internal LGBTIQ+ communities were able to organize on-site events where they It’s an initiative that combines mentoring methodology with training and shared a meaningful and fun networking moment. inspirational talks to strengthen their knowledge and management expertise and prepare them for leadership positions The DEI week in October inspired Globers by some conversations and shine As a part of the program, each participant is assigned a mentor who Intergenerational teams, black community in tech, among others. the light on cultural diversity. Some of the topics were: Neurodiversity, Women that Build Awards These Awards are a way to recognize and give visibility to those women and non-binary people who can inspire others to join the STEM industry globally. This year we launched the third edition with five categories: Rising Star, Tech Entrepreneur, Digital Leader, Board Executive, and Techfluencer. We believe diversity is key to business, so the Women that Build Awards are a call to action to build a more diverse and just future. accompanies them through meetings to discuss career development, personal challenges, storytelling workshops, women’s circles, and other topics. The mentors are also Globers who currently occupy a relevant position in Globant and have a powerful story and knowledge to share. In 2022, the third edition of She Leads was launched, in which the program was expanded globally, as well as offering participation options to women and non-binary people who were taking their first steps in leadership positions. More than 400 women enrolled in the program and participated in one -or more- of its activities. In this year’s edition, more than 1,100 women from 47 countries were nominated for their valuable work in the STEAM industry. They received more than 110,000 votes from all over the globe, and 40+ were regional winners. We celebrate diversity Latam Inclusive Tech Awards by Laboratoria – Top Latam Tech Female Employer and Special Awards (Argentina) Comparably Award – Best Company for Women 2022 Comparably Award – Best Company for Diversity 2022 March was an incredible month with Women’s Week, which included more than nine internal and external talks hosted by excellent speakers about critical topics and issues for a women’s career path. Topics such as sexist language, stereotyping, the importance of inclusive language, and bias, among others, were discussed. More than 2,000 attendees from Globant’s regions (LATAM, EMEA, and the U.S.) participated. Women’s week at Globant was also the first time women Globers met at the offices to share a networking activity. In June, we offered Globers different spaces and the opportunity to be inspired by some amazing true stories. With the International Pride Day celebration, we aim to celebrate, commemorate, and raise awareness about DEI Learning Map is a repository of diverse educational content specially chosen by Globant experts from each area of knowledge. The Diversity & Inclusion Mandatory Awareness (Part I and II) is part of the content. These two complimentary trainings were designed to understand and be aware of key concepts to develop knowledge and understanding of relevant information to build and boost a culture of diversity, equity, and inclusion. Women in Tech Global Awards 2022 – Diversity and Inclusion Employer of the Year (US) 4242 Accessibility & Neurodiversity By recognizing and battling prejudices and labels, we can focus on what is truly important about a person: their skills, knowledge, values, and attitudes. Employability UnlimITed is a program aimed to transform our organizations by creating workspaces that enhance the experience of people with disabilities, where unlimited possibilities inspire others to unleash their maximum potential in the company and industry. We believe that all people are capable of reaching their full potential. We aim to include a wide range of abilities and neurodiversity. We aim to generate and support initiatives for people with disabilities in the community to access educational and professional development opportunities in the IT industry, as well as find new and diverse sources of talent while seeking potential Globers. We post our job opportunities in the inclusive job portal Inclúyeme. We promote working conditions and inclusive practices that allow and facilitate professional development, we generate and promote hiring and training of people with disabilities, we create a link between teams, clients, Globers, and the community, with inclusion as our pillar, and we generate awareness and learning opportunities for groups. We created Unlimited to make Globant a more inclusive company that provides equal opportunities and breaks down barriers. Globant has proudly joined the Romanian Diversity Charter, another step towards building a culture of empowerment and belonging. The Romanian Diversity Charter follows the successful models existing in other European countries and is based on a set of general principles voluntarily assumed by the signatory to promote diversity, non-discrimination, inclusion, and equal opportunities in the workplace. We also joined as a founding company in the Red Empresas Inclusivas Argentina, and continue our membership in Red Empresas Inclusivas Uruguay, Red de Empresas Inclusivas de Chile and Rede Awareness We launched four self-paced trainings: “Approach to Disability”, “Intersectionality”, “Inclusive Talent” and “Leading diverse teams” co-created exclusively with our ally Inclúyeme. Globers can find it in Spanish and English versions. We also created an Accessibility Learning Map where Globers are able to learn about accessibility, its fundamentals, regulations, and best practices for UX designing, code development, and the best way to evaluate and validate the accessibility in software. And the Inclusive Hiring Learning Map for recruiters to rethink their professional role with a perspective of diversity and inclusion. We also had webinars about neurodiversity, screen readers, disability, inclusive job interviews, sign language, and many others. Empresarial de Inclusão Social. UnlimITed Community In 2022 we created a community in Latam with the objective of working and raising awareness about the importance of the inclusion of neurodiversity and people with disabilities. Currently, it is formed by more than 280 Globers. Several meetings were held, including Globers training on a topic of their expertise as well as testimonials. Globant is committed to accessibility; we promote inclusion and diversity since technology is more powerful when it empowers everyone. We count on accessibility practices in our Quality Engineer and UI Engineering Studios to promote good practices on how to build and design accessibility content. We develop our apps across all form factors with accessibility as a priority, ensuring that information is available to each customer of the product. We do this by including accessibility in the whole product life cycle. 4343 Multiculturalism and Ethnicity Generational Diversity Multiculturalism is one of the most powerful components of Globant’s identity. Where different cultures converge, there will be various ways to tackle problems and find creative solutions to disrupt business and hack into the status quo. Latin American 53.7% 2022 56.1% 2021 52.7% 2020 Tech is not only for young people and decisions need more than experience. Where decision-making processes need youth, we have our council of igniters. Where management needs experience, we want generational diversity. We believe that different ideas, perspectives, and life experiences converge on better solutions. Merging our backgrounds to devise new solutions is the right pathway. White/Caucasian 27.8% 2022 28.5% 2021 32.1% 2020 Black in Tech Black In Tech is a D&I program that we have built and developed for the black community. The main reason for this is to provide equal opportunities. Asian 12.5% 2022 13.6% 2021 12.5% 2020 Black or African American 0.8% 2022 1.7% 2021 2.8% 2020 Pacific Islander 0.0% 2022 0.0% 2021 0.0% 2020 Two or more races 2.2% 2022 0.0% 2021 0.0% 2020 American Indian or Alaska Native 3.0% 2022 0.0% 2021 0.0% 2020 * This data is based on a volunteer disclaimer from the Globers. The percentages are calculated over each category. For more information please refer to the Appendix section. Council of Igniters We want to hear and learn from diverse perspectives that can enrich our vision as we continue to seek permanent reinvention. The future will be led by the new generations who will drive our world and industry forward. To help achieve this goal, we created the Council of Igniters, the first First-Generation Z Corporate Advisory Board. The first edition’s advisory board members were selected for their leadership and influence among young communities and for being rising stars in various topics such as innovation, sustainability, education, and diversity. We have brought together influencers from today’s youngest generation, who will have a regular dialogue with Globant on the important issues: climate change, the future of work, DEI, education, and other pivotal topics. The goal is to learn from our Council of Igniters; to know their stories, capture their essence and continue to develop attractive ecosystems for new generations.” Guibert Englebienne, Co-Founder at Globant Back in the Game (B.I.G) Our program promotes the integration of women who seek to relaunch their careers in IT by providing different opportunities such as developing skills in Java/QC/Salesforce and different inspirational and mentoring talks to accompany this process and provide the necessary tools for the path to reintegration. The program initially emerged in India in 2019, in order to promote the reintegration of women into the labor market. Gradually, it expanded to Argentina, Chile, Peru, and Uruguay with new horizons to reach. 4444 Inspire We believe that it’s imperative to inspire the younger generations. We want to Hour of Code | In Romania, we conducted the activity Hour of Code in 5 In Colombia, we partnered with Fundación Eledé to mentor 23 transform reality through education and bring the right tools to inform, motivate, different secondary schools, which included presenting adolescents with a young talents from Medellín on their path to becoming developers and facilitate access to STEAM careers around the world. Inspire’s main goal is technology challenge for them to resolve with the help of Globant volunteers. in Código Abierto. To support “Valle del Software” Medellín city to light up the spark in teenagers about opportunities in the IT industry and make The activity impacted more than 100 students. them aware that they can be at the center of this world-changing evolution. government initiative, a team of Globers mentored and taught 30 young students from public high schools how to create ane- Girls Coders Club | In our 6th year working alongside Club de Chicas that Breaks Barriers at the IES Guadalmedina school (a secondary school) in Futuro Digital has benefited approximately 100 students. Ayuda en Acción | Globant is helping carry out the joint project of A School commerce website(MVP) from scratch. Since 2019, Alianza Programadoras, we conducted free coding clubs that reached teenage Palma Palmilla, a neighborhood 20 minutes from Globant Málaga, with high girls. During 2022, 310 girls from Argentina, Chile, Uruguay, Colombia, Peru, rates of school dropout, illiteracy, and socioeconomic vulnerability. Globant’s Colombia, Mexico, Ecuador, Costa Rica, and Spain participated in clubs 2-year intervention includes sponsoring the development of the educative promoted by Globant. program, as well as inspirational workshops and masterclasses conducted by Globers at Globant’s Malaga office and the IES Guadalmedina school. Inspire talks with Crack The Code | We partnered with Crack The Code, a programming boot camp designed to help children between 6 to 14 years old, In addition to those programs, we have given the opportunity to be trainees to inspire and teach them about mobile coding, the metaverse, women in tech, at Globant Uruguay 7 students from Anima. In Buenos Aires (Argentina) a among others. Through the year, 610 boys and girls from Argentina, Colombia, group of Globers from Digital Marketing Studio provided for the second time a Mexico, Spain, Peru, and Venezuela benefited from the program. five-week training about marketing to high school students of Mother Teresa Robotex | Together with Robotex India, a non-profit advancing STEAM, well as tech skills, that are part of Voyage’s Young Leaders’ for Sustainable School. A group of UK Globers is in charge of mentoring students in soft, as Robotics, Artificial Intelligence, Machine Learning, IoT to Government Schools Cities program. In México, Globers support youth between the ages of 18 to The Inspire Garage | The Inspire Garage seeks to ignite in urban, tribal, and rural areas, we provided robotics kits as well as courses 28 to complete their high school education and they also provide inspirational curiosity in high school students and engage their teachers conducted by specialized teachers to 2 schools in Maharastra, India, impacting over 600 students in total between 2022 and 2023. talks and a coding basics program. Jóvenes con Rumbo benefited 45 people, in partnership with SERAJ NGO. and parents to play an active role in teaching the best uses of technology in the classroom and at home. Subscribers are able to join masterclasses, workshops, and mentorships related to programming, gaming, design, and digital marketing. We have set a goal of reaching up to one million young people so that we can spark the next generation of disruptive innovation. In 2022 we had more than 1.5K participants, with an average of 16 years of age and more than 50% being women. 4545 We see technology as an enabler to create new solutions for the more significant problems of humanity, fostering innovation and delivering inclusive opportunities to historically relegated communities For us, “Be kind to Humanity” is to “Be kind through technology” taking action to impact the lives of millions of people tackling global concerns, promoting innovation, and providing inclusive opportunities. Humanity has unique and complex challenges: inequality, mistrust, and discrimination are impacting every society. Global dilemmas of social cohesion need to be addressed, that’s why we want to ensure that the opportunities created by the latest technologies are shared with everyone and positively impact humanity. We think of Globant as a company where awareness, ethics, talent, and innovation converge to support society’s evolution through these guidelines. Furthermore, through our AI manifesto, we commit to adopting artificial intelligence in a way that delivers clear benefits aligned with our principles: augmented intelligence, respectful data, fairness, transparency, social contribution, and sustainable AI, driving our commitments to digital transformation. We are committed to tackle the misuse of technology through our BeKind Tech Fund, an initiative that aims to Invest $10 million USD in startups that help to address these issues. And Grant coding scholarships and several trainings to 15,000 people by 2025. We have three powerful assets from which we drive our goals and commitments: Be Kind Tech Fund: promoting the good use of technology, Code Your Future: providing opportunities through technology, and Globant Labs: building tech for good. 4646  Be Kind Tech Fund: Mitigating the misuse of technology In 2021, Globant founded the Be Kind Tech Fund, the first and only corporate venture fund focused on supporting startups that seek to mitigate the misuse of technology. Administered by Globant Ventures, the Be Kind Tech Fund has publicly committed to investing USD 10 million in start-ups developing apps, products, and platforms that mitigate the negative effects of technology, specifically related to five categories: Online harassment and abuse, information bubbles and polarization, data privacy and security, screen time abuse, and Artificial Intelligence (AI) bias. Our first investment was in ping, a U.S.-based voice platform solution that enables commercial drivers to hear their messages out loud. By providing a solution against texting and driving, ping hopes to avoid accidents. Be Kind Tech Fund’s investment will help fund ping’s business development and expand global availability, creating a safer experience for drivers, passengers and pedestrians. With our investment, we are supporting ping in rolling out its patented technology to hundreds of gig economy companies around the world. The Fund has also invested in Polemix, the first platform to introduce Web 3 technology to the world of ideas and opinions. The startup’s mission is to upgrade how people support and oppose opinion leaders, disrupting the echo chambers cultivated by traditional social media platforms by automatically showing fans different viewpoints on their leaders’ opinion and financially rewarding detractors who engage in smart and civilized debate. Since its launch, the Be Kind Tech Fund has established partnerships with The George Washington University and MIT Sandbox Innovation Fund, as well as investors including Riverwood Capital, IDB Lab, Nazca, and Seaya, and entrepreneurial organizations such as Endeavor, LAVCA, E2E, and Newlab. The Center for Humane Technology also joined the Fund as an advisor. 4747 Code Your Future: Providing opportunities through technology Moving Together Code Your Future began in 2019 as Globant’s scholarship program for young Migration is one of the most critical socio-economic phenomena These are some of the Globant initiatives that support talent in their people to study technology. Today, it is made up of a range of opportunities today, negatively impacting vulnerable communities searching for reskilling and upskilling for a successful career in the IT industry. We for training at a global level and in local communities taking into special personal and professional development opportunities. At Globant, have also been working with public institutions and organizations, consideration minorities such as migrants, victims of armed conflict, veterans we are convinced that technology offers alternatives for including such as SENA in Colombia, Generation in India, Break Through Tech and their spouses, refugees, senior adults, the prison population, and people migrants and refugees worldwide. That’s why we have launched Code in the US, Laboratoria in the Latin American region, and Fundación in socioeconomically vulnerable situations. The program includes access to Your Future: Moving Together and partnered with Tent, an umbrella Formar in Argentina, supporting their talent development through technical workshops, boot camps, mentorships, and other Globant training to organization of more than 300 companies globally, to mobilize the technological and soft-skills workshops and mentorship programs. boost employability. business community to include refugees. These efforts, together with the recently announced 1,000 Code Your Future by Globant University scholarships, allow us to reach more than More than ever, we are committed to providing talents with real and inclusive Moving Together: Mexico Edition: In Mexico, we have partnered 8,000 people in their first approach in the technology sector. opportunities, escalating the Program to provide inclusion opportunities through education in technology and employability. We work on initiatives such as: Code Your Future: Construye Paz: this initiative, in collaboration with Bogotá’s city government, provides training opportunities to people with Casa Refugiados, a non-profit civil society organization that collaborates with the Office of the United Nations High Commissioner for Refugees (UNHCR). The Mexican edition of the Moving Together program offers three types of training opportunities in IT skills, intending to impact 170 migrant affected by the internal conflict in Colombia and involved in the transition and returned people during 2023 in Mexico and support their towards peace. Through boot camps, technical workshops, and soft-skills employability. lessons, Globant provides access to alternative forms of education to promote their employability in the industry. By January 2023, we have already trained 35 people and hired six who will receive further training, aiming to stay at Globant on a permanent basis. Our work with NPower in the United States: Globant has a 2-year commitment with NPower, an organization that creates pathways to economic prosperity by launching digital careers for military veterans and young adults from underserved communities. Every month, with the Moving together EMEA: in alliance with TENT: Within TENT, Globant has joined The Sunflower Project, a pan-European initiative from the Tent Partnership for refugees to accelerate the economic inclusion of tens of thousands of Ukrainian refugee women through better access to employment. Supporting refugees with Powercoders in Spain: We are also committed to supporting Powercoders, an organization that collaboration of our Globanteers, we participate in N-Power initiatives promotes equal opportunities for diverse talent in the technology through mentoring in soft skills, technical mentoring, and masterclasses on sector, especially people with refugee status, allowing them to different topics. develop their potential in a digital future. In 2023 Globant will be joining their 13-week training through mentoring in soft skills, technical mentoring, and masterclasses on different topics, with the collaboration of our Globanteers, as well as their 12-month employability program once the training is completed. These educational efforts are being globally recognized: in October, Fortune Magazine included Globant for the first time among the top 50 companies with ideas that are changing the world due to the profound social impact of the Code Your Future program. 4848 Globant Labs: Building tech for good Globant Labs is where our collaborative culture flows, promoting the pro-bono development of tech solutions that have a real and measurable impact on solving Emocionalmente: Conciencia Award humanitarian problems and providing tech innovation. CASE STUDY Thanks to the pro-bono work of Globanteers, Globant Labs joins different organizations and helps them work on accessibility, inclusive design, fair use of artificial intelligence, and carbon footprint reduction, among others. At Globant Labs, we support the development of innovative solutions that are donated to the community to tackle some of the most significant humankind difficulties, such as autism, childhood malnutrition, climate change, and illiteracy. Some examples of our work are: Fighting illiteracy with DALE!: In partnership with Propuesta DALE!, we developed DALE!, a video game that teaches children how to read and write. We worked with DALE! to transform their pencil-and-paper experience into a video game. We designed the game considering the needs of children living in vulnerable situations and whose access to quality education is often limited. It is a didactic game for children of all ages that helps them learn to read and write correctly. This game was born to promote literacy among impoverished Latin American children. More than 10,000 families in Argentina have downloaded the app. Managing emotions with Emocionalmente: This app, released in June 2022, was developed by Globant and the TINC Foundation and is designed to help those with Autism Spectrum Disorder manage emotions in their daily lives. It has been downloaded 1,760+ times and received a 4.86/5 rating from users in Argentina, Spain, Mexico, and Chile. In 2022, the project was recognized by the 12th edition of the Conciencia Awards for Globant’s commitment to sustainable development. This year we launched this newest app focused on neurodiversity. This app is designed to help young people with autism. It enables them to recognize different emotions in others, associate them with everyday life situations, and implement ways to manage them. We have launched this app in Spanish, and it is already available for free on the Google Play store. This is just one example of how technology can impact humanity for the better. It’s Globant’s talent at work to benefit our community. Autism spectrum disorder, joining voices for Autismored: together with specialized organizations, we have created the first knowledge portal for those interested in learning more about autism spectrum disorder. The initiative aims to set up a network of parents, relatives, professionals, and anyone interested in learning about autism, sharing experiences, and seeking help or accompaniment. In this project’s first stage, we have launched the portal exclusively for ASD professionals to join. Considering that the World Health Organization states that 1 child out of 100 children is autistic, we believe Autismored has a huge potential for ASD people and their families to find the best professional and support resources for their needs. CASE STUDY Web app in support of homeless youth in New York City To increase the uptake of social services among low-income communities, a group of pro-bono engineers from Globant and Goldman Sachs, in partnership with Project Rousseau, have launched an application that provides homeless youth with a personalized list of eligible shelters that best match their personal needs based on each survey response. Healthcare & Life Sciences Studio: improved decision-making in a surgical setting Technology and life sciences are now intertwined. We believe that technology not only allows healthcare organizations to provide faster and more efficient services but also enhances patient value. Implementing Globant’s Navigate platform in a Cardiology Hospital in Colombia is an example of how Globant can help hospitals improve the quality of care. After implementing the Navigate platform in the operating room, Globant was able to promote a data-driven model in a hospital environment, thus impacting directly on patient outcomes and satisfaction, as well as the overall cost and profitability of the organization. An efficient operating room prevents delays and long waiting times for patients, positively impacting the patient experience. Through this collaboration with Goldman Sachs and Project Rousseau, we have created a digital solution that will revolutionize the “day-to-day experiences of homeless youth in New York City by easing their ability to access critical, life-saving services.” Fernando Matzkin, former Chief Business Officer of North America and current Chief Business Officer of Europe at Globant 4949 “There is no Planet B” is not a slogan for us but a call to action. We are determined to transform the present towards a better future. Climate emergency is an urgent call for business leaders. The window to avoid a climate catastrophe is closing rapidly. The increases in heatwaves, droughts, and floods caused by climate change are destroying the earth and affecting billions worldwide. Be Kind to the Planet has long been engaged in transforming people’s lives by reducing emissions and leading toward a better world. Our Environmental Policy honors the planet’s physical limits, carrying out our activity within sustainable development parameters through a collaborative approach among Globers, suppliers, clients, and other stakeholders. Globant’s public commitments are carbon neutrality and reduction trajectories aligned with the Science-Based Targets Initiative’s standards of the United Nations Race to Zero Initiative. Our “Digital Sobriety” techniques are intended to support our clients, through the design of digital services and products, in their quest to reduce CO₂-eq. That’s why we are committed to applying intuitive and agile technologies to achieve sustainable development and help organizations transform into a low- carbon economy driven by more stringent environmental commitments. Also, while we reduce our impact through Science-Based Targets trajectories, we’ll keep supporting projects that restore our Earth and revert climate change. 5050 Climate Strategy Our climate strategy joins the global movement of leading companies to tackle climate change by promoting, both internally and externally, four simultaneous efforts: 1.Measure: Calculating Globant’s Carbon Footprint as a first step to managing our environmental impact; 2.Reduce: Committing to Science Based Targets initiative and joining the Race to Zero global movement; 3.Compensate: We have been Carbon Neutral since last year, and we keep supporting carbon offset projects that promote environmental well-being; 4.Disclose: Publicly disclosing our efforts to transition to a low- carbon economy is essential to give transparency and provide confidence in our climate strategy. Measure Reduce Compensate Disclose 5151 Measuring our carbon footprint Energy management In 2022, total energy use across the organization was 7,926.20 MWh, including 175.20 MWh(1) from non-renewable fuel consumption and 7,751.00 MWh(2) from on-site electricity. Since 2020, we’ve ensured 100% wind and solar market-based electricity by examining the geographic availability of renewable energy sources per country. Working on a country-by-country basis, we acquired renewable energy certificates that secured, through market mechanisms, the use of renewable resources employing only certified origins based on REC (Renewable Energy Certificate), I-REC (International Renewable Energy Certificate), and GO (Guarantees of Origin) standards to ensure compliance with reporting initiatives as RE100, Carbon Disclosure Project (CDP) and the Greenhouse Gas Protocol (GHG Protocol). With our Work from anywhere policy , our Globers can choose to work at the office, home or from wherever they want, so measuring energy consumption outside of the organization turned out to be a key topic for our Industry. Our web app, MyFootprint, allows us to calculate the carbon footprint generated by our employees’ commuting and working from-home formats. The App makes a few questions that our employees answered, bearing in mind their most common working scenario during the reporting period. With their of each country of operation. The third party data centers’ information we obtained through an application developed by Dell - Dell EMCOpenManage Power Center - that measures each piece of equipment’s electricity consumption outside the organization in real time. Energy intensity* 0.30 MWh/Glober *Calculated as the electricity and natural gas consumption within the organization in MWh / the number of employees, considering the following countries: Argentina, Belarus, Brazil, Canada, Chile, Colombia, Costa Rica, Ecuador, France, Germany, India, Luxemburg, Mexico, Peru, Polonia, Romania, Spain, UK, Uruguay and USA. The ratio uses energy consumption within the organization. (1) Includes an estimate of 15% of total natural gas consumption based on the reported feedback, we measure electricity consumption using laptops, monitors, and consumption. The estimated consumption is 18,273.9 m3. other heating or cooling devices used in their home workspace. In 2022, these estimates rounded the 1,429.60 MWh(3) globally. Besides home office electricity usage, we calculated 617.58 MWh(4) from third-party data centers’ electricity consumption and 974.70 MWh(5) from electricity transmission and distribution losses in the national electricity grid (2) Calculated as the energy consumption within the organization, considering the following countries: Argentina, Belarus, Brazil, Canada, Chile, Colombia, Costa Rica, Ecuador, France, Germany, India, Luxemburg, Mexico, Peru, Polonia, Romania, Spain, UK, Uruguay and USA. (3) Corresponds to estimated consumption based on the results of the survey conducted in 2022. Estimates are included based on an initial response level of 30.1% of total employees in the countries in scope. (4) Includes an estimate of 3.6% by projection. (5) By acquiring renewable energy certificates based on REC (Renewable Energy Certificate), I-REC (International Renewable Energy Certificate) and GO (Guarantees of Origin) standards, Globant covers 100% of electricity consumption (including T&D losses) through renewable sources. 5252 100% Renewable energy Country Colombia Argentina India Mexico Peru Chile Uruguay Brazil USA Spain UK Belarus Romania Ecuador Costa Rica Germany Canada France Luxemburg Poland Total Total Electricity Consumption 768.8 MWh 3,006.3 MWh 1,119.7 MWh 451.1 MWh 53 MWh 145.2 MWh 938.3 MWh 59.4 MWh 602.9MWh 236.2 MWh 93.2 MWh* 112.6 MWh 37.1MWh 53.3 MWh* 40.7 MWh* 6.7 MWh* 11.8 MWh* 5.5 MWh* 0.4 MWh* 8.8 MWh* 7,751 MWh Energy T&D losses Energy Attributable Certificates (EACs) Source Guaranteed Origin 82.10 MWh 440.72 MWh 216.44 MWh 61.83 MWh 5.81 MWh 9.79 MWh 90.33 MWh 9.37 MWh 35.64 MWh 22.67 MWh 7.79 MWh 10.34 MWh 4.04 MWh 6.93 MWh 4.48 MWh 0.26 MWh 1.03 MWh 0.35 MWh 0.03 MWh 0.57 MWh 861MWh 3,458 MWh 1,347 MWh 523 MWh 69 MWh 165 MWh 1,039 MWh 79 MWh 649 MWh 269 MWh 111 MWh 133 MWh 52 MWh 71 MWh 56 MWh 17 MWh 23 MWh 17 MWh 11 MWh 20 MWh 1,010.50 MWh 8,970 MWh** Solar PV | Wind Solar PV | Wind Solar PV | Wind Hydro Solar PV | Wind Solar PV | Wind Solar PV | Wind Solar PV | Wind Solar PV | Wind Wind Solar PV | Wind Solar PV | Wind Solar PV | Wind Solar PV | Wind Solar PV | Wind Solar PV | Wind Solar PV | Wind Wind Solar PV | Wind Solar PV | Wind Solar PV | Wind I-REC I-REC I-REC I-REC I-REC I-REC I-REC I-REC REC EECS-GO EECS-GO EECS-GO EECS-GO I-REC I-REC EECS-GO REC EECS-GO EECS-GO EECS-GO * Calculated using site headcount and estimated average annual electricity consumption per person. ** These values correspond to the acquisition of renewable energy certificates based on REC (Renewable Energy Certificate), I-REC (International Renewable Energy Certificate), and GO (Guarantees of Origin) standards 5353 Direct (Scope 1) GHG emissions(1) 115.61 tn CO2e 0.68% Natural Gas(2) 35.38 tn CO2e 30.60% Fugitive Emissions(3) 80.23 tn CO2e 69.40% Indirect (Scope 2) GHG emissions(4) 0.00 tn CO2e(5) 100% Renewable Electricity Supply Other indirect (Scope 3) GHG emissions(6) 16,858.09 tn CO2e 99.32% Purchased Goods and Services(7) 246.85 tn CO2e 1.46% Capital Goods(8) 6,680.26 tn CO2e 39.63% Business Travel(9) 5,173.04 tn CO2e 30.69% Employee Commuting(10) 2,014.95 tn CO2e 11.95% Working from Home Modalities(10) 2,743.00 tn CO2e 16.27% Our Carbon Numbers Globant has measured its corporate carbon footprint since 2012, continuously improving the quality and integrity of the data collection, the GHG calculation, and its reporting process. To give transparency and accuracy to our GHG reporting, the calculation methodology undergoes an assurance process by an external professional services firm in accordance with the International Standard on Assurance Engagements 3000, Assurance Engagements other than Audits or Reviews of Historical Financial Information and, in respect of greenhouse gas emissions, International Standard on Assurance Engagements 3410, Assurance Engagements on Greenhouse Gas Statements, issued by the International Auditing and Assurance Standards Board. In compliance with the reference methodologies for calculating the corporate carbon footprint ISO 14064 - Part 1 and the GHG Protocol, Globant establishes the organizational limits based on the operational control approach and establishes as mandatory the reporting and processing of data on energy consumption and emissions for sites established in regions with a headcount ≥1% of Globant’s total payroll at the end of the period under analysis. In case a country falls in the organizational thresholds after a merge or acquisition, the organization has a period of one year after the integration process to report its GHG emissions and recalculate the baseline. Our estimates consider direct Greenhouse Gases (GHG) emissions from stationary combustion sources that are under Globant’s property: backup electricity production in generators owned and controlled by Globant, that are part of the permanent infrastructure and operate on fossil fuel consumption; devices that consume Natural Gas in the offices under Globant administration and fugitive emissions from air conditioning systems. Indirect GHG emissions derived from the purchase location and market-based electricity on sites under our operational control are also included in our scope 2 inventory, and other indirect Upstream GHG emissions categories are included: Purchased Goods and Services: third-party Data Centers energy consumption. Capital Goods: hardware and other capital goods registered Business Travel: domestic and international flights. With the Be Kind Labs team, we designed a web app that calculates the carbon footprint generated by more than 26,000 Globers in actions like commuting and working from home. In 2022, we measured the carbon footprint of our employees in 18 countries in which we operate, reporting GHG emissions reduction since the implementation and generating environmental awareness to more than 8,000 Globers worldwide. Also, Employee Commuting: employee commuting and working from home the level of responses increased 25 times the minimum expected sample, modalities. which refers to the great response and commitment of the employees in measuring their carbon footprint. (1) Report limits: regions with a headcount ≥ 1% of Globant’s total payroll at the end of the period under analysis. In case a country falls in the organizational thresholds after a merge or acquisition, the organization has a period of one year after the integration process to report its GHG emissions and recalculate the baseline. (5) By acquiring renewable energy certificates based on REC (Renewable Energy Certificate), I-REC (International Renewable Energy Certificate) and GO (Guarantees of Origin) standards, Globant covers 100% of electricity consumption through renewable sources, which implies zero market-based Scope 2 emissions. (2)The emissions correspond exclusively to the sites within the scope of Argentina and Spain (whose equipment is for the exclusive use of the company). Includes an estimate of 15% of total natural gas consumption based on the reported consumption. Values calculated from IPCC 2006 emission factors. (3)The scope corresponds to sites in Argentina and Peru, where there was a replacement of air conditioning equipment and its corresponding refrigerant gas. Values calculated from emission factors of REGULATION (EU) No. 517/2014 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL.” (4) Our Scope 2 Location-based base year emissions were of 2,725.02 tn CO2e, while our Market-based were 0 tn CO2e as we moved all our operation to 100% renewable Energy. The GHG emissions were calculated using local emission factors of each country within the scope. Operational limits: Installed power that is part of the permanent infrastructure for exclusive use at each site in each of the countries where Globant operates. (6) Report limits: regions with a headcount ≥ 1% of Globant’s total payroll at the end of the period under analysis. In case a country falls in the organizational thresholds after a merge or acquisition, the organization has a period of one year after the integration process to report its GHG emissions and recalculate the baseline. (7) Includes an estimate of 3.6% by projection. (8) Scope: The calculation considered the company’s assets (Fixed assets) as of December 31, 2022 including hardware (Notebook, Tablets, Servers, Cellphones, PCs and Monitors) and other commodities (such as construction, electronic products, electrical equipment, furniture, etc.). For hardware, emissions are estimated using the emission factors stated by the corresponding suppliers when available, while for other capital goods, estimations were made using the spend-based method described in the GHG Protocol. (9) Calculated based on registered business flights during the period under analysis. (10) Corresponds to estimated emissions based on the results of the survey conducted in 2022. Estimates are included based on an initial response level of 30,1% of total employees in the countries in scope. 5454 Emissions reduction, our path to 1.5°C ambition Our roadmap to limiting the global temperature rise 1.5°C above pre-industrial Although our 37.3% revenue growth YoY and our headcount growth to more levels and becoming a Net-Zero company started in 2020 when we moved all than 27,000Globers worldwide our carbon footprint increased just 3.27% our operations to 100% renewable energy sources. In 2021, reinforcing our from 16,435.54 Tn CO2e in 2021 to 16,973.7 Tn CO2e in 2022. This allowed commitment to face climate change, we adhered to the Science Based Targets us to reduce our GHG emission intensity from 0.70 tn CO2e/Glober to 0.66 tn (SBT) Business Ambition for 1.5° C and we compensated all the remaining CO2e/Glober. emissions reaching carbon neutrality. After an exhaustive analysis of our GHG inventory, our reduction targets were approved by Science Based Target initiatives and we are glad to announce that: Globant commits to reduce absolute Scope 1 GHG emissions 50% by 2030 from a 2019 base year. Globant commits to reduce Scope 3 GHG emissions 55% per employee by 2030 from a 2019 base year. Globant commits to continue annually sourcing 100% renewable electricity through 2030. With these targets in mind and with the collaboration of different teams and dedicated services coming from the Sustainable Business Studio and from Globant X, we are working on a global decarbonization action plan. Reducing GHG emissions and our energy consumption, ensuring the provision of the best renewable energy sources of electricity, and greening our way of developing tech are only some of our ongoing initiatives to deliver a healthier and fairer zero-emission carbon world in time. Despite the company’s exponential growth, the incentives for reducing unnecessary air traveling and working from home significantly decreased scope 3 total CO2 inventory. At the same time, preserving our 100% renewable energy commitment implies zero emissions from scope 2. In 2022, we have avoided 3,341.14 t CO₂ e tn CO2e from the electricity consumption of all our facilities around the world and from electricity transmission and distribution losses from the national grids. Carbon Footprint through years Our GHG INVENTORY FROM BASE YEAR 1.71 20,246.01 0.70 16,435.55 0.66 16,973.70 0.73 11,854.99 20,000.00 15,000.00 10,000.00 5,000.00 0.00 2019 2020 2021 2022 Carbon Intensity (tn CO2e/Glober) Remaining Emissions Carbon Intensity* Calculated as the total emissions of Scope 1, 2 (Market-based) and 3 in tonCO2e / the number of employees, considering the regions with a headcount ≥ 1% of the total Globant payroll at the end of the period under analysis. In case a country falls in the organizational thresholds after a merge or acquisition, the organization has a period of one year after the integration process to report its GHG emissions and recalculate the baseline. Base year recalculation:: 2019, 2020 and 2021 carbon footprint information was restated from previous reporting periods after a base year recalculation . The reporting information changed in 2019 from 11,336.76 Tn CO2e to 20,246.01 Tn CO2e; in 2020 from 7,794.53 Tn CO2e to 11,854.99 Tn CO2e and in 2021 from 5,254.43 Tn CO2e to 16,435.55 Tn CO2e. No significant effects were identified after this restatement. 5555 Moving to hybrid infrastructure Regarding the integration of environmental considerations into strategic planning For us, a thriving company is a sustainable one. Globant is committed to applying for data center needs, we continued with our data center virtualization process. intuitive and agile technologies to achieve sustainable development and support Our infrastructure ratio was 50 to 1, meaning each physical server hosted on organizations’ transformation to a low-carbon infrastructure. In 2021, we joined EdTech average 50 virtual ones. Although we increased our storage to 337 Tb in our the Green Software Foundation, an institution of global organizations committed Our impact on the community, the Sustain-ability and Green IT trainings virtual machines, we improved our consumption 108% per Gb and reduced our to creating best practices for building sustainable software to reduce carbon apparent power 43% from 21 KVa over 30 KVa 2021 metrics. footprints. We understand technology’s impact on the environment and share the The energy consumption of our hardware infrastructure during 2022 was 502.72 MWh(1) including technological equipment located on-site and in third-party buildings. 100%(2) of the energy sourcing came from national electricity grids but, To align with the Green Software Foundation standards and through our digital sobriety initiative, we formed a Carbon Team to measure the impact of our as we moved all our operations to renewable energy sources, all the data centers located on-site are supplied with clean energy. This means 46.27%(3) of all our products and services to help clients in their transformations. Additionally, we have created an AI-powered carbon monitoring dashboard. It provides data- infrastructure is supplied with renewable energy while the remaining 53.73% of driven insights into the energy consumption of the technologies we build. This power consumption comes from third-party data centers. gives our clients a greater awareness of the environmental impact during the responsibility to invest in making our products and software greener. With respect to digital storage, 902 Tb were used and 103 Tb were outsourced. This means 11.44% of our storage is in the cloud environment. For our on-prem storage, we deployed deduplicated high efficient equipment to continue the trend Green Software Foundation Hackathon decision-making process. of energy consumption reduction. Besides, our processing capacity reached 6,375.00 vCPU this year and 914 vCPU remained outsourced. This 14.34% capacity in the cloud. (1) Includes consumption corresponding to technological equipment located in own Data Centers and in third-party buildings. Data reported from January 11, 2022 to December 28, 2022, according to information availability. As part of our commitment, we sponsored the 2022 Green Software Foundation’s Hackathon where software developers are invited to build a software application that does less when the electricity is dirty and more when it’s clean. This initiative (2) Data reported from January 11, 2022 to December 28, 2022, according to information availability. calls to build the most innovative, carbon-aware software solutions that optimize (3) Corresponds to energy consumption in data centers located in own buildings that have renewable energy consumption. The remaining 53,73% of power consumption comes from third-party data centers. Data reported from January 11, 2022 to December 28, 2022, according to information availability. operation when electricity is clean, such as charging batteries during the day with solar production. It is a new state-of-the-art, self-paced educational initiative on Green IT around Low and Zero Carbon technology. Like every other industry, the tech industry is responsible for reducing its carbon budget to limit greenhouse gas emissions. For the past two years, we have been discovering, working and insisting on the relevance of measuring energy indicators for the technology we create, in-house and for our clients. After committing to the fact that Globers worldwide will be trained on “Digital Sobriety” techniques to implement for Globant’s client portfolio and save 10M tons CO₂-eq, we launched a Green IT training, so every Glober around the world learns about green coding and green developing. So far, more than 5 thousand Globers have been trained. Our mission is to reinvent our clients’ businesses based on sustainability through digital solutions. Today, when defining projects, plans, and strategies, we need to adopt a carbon-oriented mindset and a planet- centered tech design approach to support transitions all the way. Our Green IT training is one step towards making organizations and people aware of the urgent need to shift towards digital sobriety, embracing sustainability at the core of our industry, saving energy hence curbing emissions, many steps at a time! Because waiting on the climate crisis is not an option, at least for us! Avoided emissions, reinventing our clients’ businesses Although avoided emissions will not be accounted for as progress towards science-based targets trajectories, we are committed to accounting for these emissions and tracking our improvements and our clients. 5656 Carbon Neutrality, our first step to Net-Zero Global warming is an issue that the whole world must face together. Industries, Rice Husk Biomass | India: a 5 MW cogeneration power project based on businesses, governments, and institutions are finding new ways and solutions to make the necessary efforts to reach one common goal that will aid in fighting climate change: Net-Zero. rice husk. The power is produced by a 5MW extraction-cum-condensing steam turbine with an alternator and the GHG emission reductions are from electricity generation. It would substitute the electricity generation of the national grid of India dominated by coal-based power plants, and thus would During this journey, Carbon Neutrality is a must. While we reduce our carbon reduce coal consumption. footprint through science-based targets, we will compensate for all the remaining carbon emissions by supporting regenerative projects that promote environmental well-being and revert climate change. 2022 carbon offsets projects were selected considering: the permanence, requiring the removed or averted carbon to be stored in a semi-permanent way; the additionality, meaning that they would not have happened had the project not been implemented; the certificates, third-party assurance process and certifications and the co-benefits, other economic, social or environmental impacts that are aligned with the UN Sustainable Development Goals. Some of the projects we have supported; Chocó-Darién | Colombia: the humid forests of the Chocó-Darién bioregion on Colombia’s Pacific coast are some of the most biodiverse in the world, known for their variety of ecosystems, including mangroves, estuarine forests, and lowland rainforests. Fully owned by six Afro-Colombian and indigenous communities, this project was established to avoid illegal logging, deforestation, and land conversion for agriculture. Wastewater treatment plant | Bulgaria: a methane emissions reduction and energy production project. Methane produced in Kubratovo wastewater treatment plant is captured in common methane tanks serving as a buffer and then supplied to a gas engine for electricity and heat production, which in turn will substitute both the plant’s electricity purchases from the grid and diesel fuel usage. Excess electricity is supplied to the grid. Becoming a Net-Zero company is a long-term decarbonization strategy that implies a team effort with our main stakeholders along our whole supply chain. We are working to decarb our business working with suppliers, clients and partners engagement. In the meantime, we will persevere with our Carbon Neutrality claim, looking ahead to new and innovative ways of carbon offsetting and carbon trade traceability. 5757 Disclosing our Climate Performance We believe voluntary reporting strengthens our transparency and enhances the credibility of our non-financial information. Reporting our 2022 climate change performance in CDP (formerly known as Carbon Disclosure Project) for the second consecutive year with a C score shows that we are at the height of the industry but there is still a lot of work to do to become a climate-tech lead. In compliance with our value chain requirements we complete the annual EcoVadis sustainability and social responsibility assessment that help us to achieve our objectives of improving social and environmental performance in our supply chain, earning in 2022 a Silver Medal that puts our company in the top 25 of companies scored by EcoVadis. Becoming a Climate-Tech company, leading the way forward to tackle climate change is a team effort that requires the engagement of our whole stakeholder ecosystem. Working with our Globers, clients, investors, and other stakeholders’ environmental needs and expectations leads our way forward to reinvent our business to design sustainable solutions to meet our climate pledges and positively impact on the planet and humanity. Sustainable Business Studio Case Study Inmarsat There is no business without sustainable business: reinventing business through climate action, sustainable tech, and impactful net zero strategies Globant has been selected as the sustainable tech knowledge partner for Inmarsat, - satellite telecommunications company operating worldwide- to model and quantify the contributions of the satcom tech industry on We are living through a time of unprecedented climate, societal, and decarbonization. In order to achieve that, Globant built models that estimated technological change. Companies need forward-thinking disruptive strategies, the industry emissions reduction/savings. partnerships, and know-how to be ready and stay relevant in the new green economy. Tech and digital solutions enable organizations to embrace this new Impactful findings of the report include: opportunity, where Environment, Society, and Governance become the relevant impact metrics. At Globant, we go one step further. That is why we added the concepts of Innovation, Inclusion, and Impact to the current ESG dimensions, creating an ESG+I approach. To be prepared and maintain relevance in a new green economy, we believe companies need different rules, processes, and expertise. We provide organizations and stakeholders with the tools and the know-how to build their climate roadmap in favor of just transitions and climate actions, and we embrace their problem-solving approach based on the 2030 Agenda to achieve responsible business. We offer our clients tech-based and data-driven sustainable business solutions like Sustainable Business Consulting, Awareness & Readiness, Carbon Numbers, Climate Finance and Digital Sobriety & Green IT, offering the latest technology in responding to dynamic trends and permanent changes. Our Sustainable Business Studio allows us to have a dedicated team of experts at the forefront of twinning technology with sustainability. Being part of the international community working on the fight against climate change is of great importance, and that is why we are active members, working on positioning our practices as industry standards, participating in roundtable discussions, working groups and events such as COP26 and, most importantly, putting what we learn and commit to into practice. a. Satellite technologies are already reducing carbon emissions by 1.5 billion tonnes (or 1.5 gigatons) every year. This is equivalent to the lifetime emissions of 50 million cars. b. Nascent sat-com technologies, set in the horizon of the future for this industry, could save a further 8.8 billion tonnes of carbon emissions if adopted over the coming years. This is the equivalent to almost a quarter (23%) of the global emissions in 2021. c.If sat-com technologies, considering both current and nascent, were fully adopted by 2040, projected reductions estimates for 2050 could be achieved between 2040 and 2045, at least 5 years earlier than expected. At Globant, we believe that knowledge and tech-based partnerships are key to fighting climate change and we are ready to apply state-of-the-art tech innovation and creativity to face this challenge. As Martín Umaran mentioned, referring to this project “ As a digitally native company, we are constantly striving to understand and appreciate the role that disruptive technologies play on paramount topics for the greater good such as sustainability and the race to Net Zero. This is why this joint effort with Inmarsat is both thrilling and impactful for us. At Globant, we are front runners in sustainability powered by tech, and the synergy with satellite communications technology delivers an unprecedented thought leadership decarbonization piece as a result”. Another crucial pillar of our state of the art commitment with global sustainability is that of creating, understanding, and publicizing what we call “trends and turns” Diego Tartara, Chief Technology Officer at Globant, said: “Our perspective is that any challenge is better solved in a collaborative manner and that in sustainability, i.e. the latest tendencies or modification of them in sustainable technology can be a powerful decarbonization accelerator. We are proud that tech, climate tech as a result of our front-running in the subject. For more information about our services visit www.globant.com/studio/ sustainable-business. Inmarsat chose us to produce such eye-opening research that confirms the amazing opportunities, both, in terms of efficiencies and optimizations that satellite communications can offer to a broad array of sectors”, he added. 5858 Case Study Sustainability Calculator & Dashboard Customer description: United States based company, global provider of industrial automation hardware, software, and services. Business Challenge: As a sustainable strategic supplier, the company wished to share relevant information, KPIs and metrics about its processes and complex supply chain to help accelerate its customers’ sustainability goals and ambitions, and reporting needs. Project Description: Sustainability Calculator and Dashboard To tackle this challenge, the company partnered with Globant for rapid innovation and implementation of a Sustainability Calculator that quantified water, waste, energy and CO2 emissions for each step of a selected service. Our teams collaborated in a customer and data centered approach for research, design, and rapid Agile execution, resulting in a dashboard and tools that provide personalized visibility into the sustainability metrics relevant for each customer and for any given particular location or service interaction. Value delivered: Through this project, the company enhanced its internal data capabilities while also delivering a valuable customer-facing service. Globant aided in the development of internal capabilities within the organization to identify, collect and process sustainability data in an agile and integrated manner. By accelerating our clients’ ongoing efforts to become an increasingly data-driven and sustainable company, we not only enabled the direct outcomes we set to achieve, but laid the foundation for continued expansion of sustainability services. We designed and developed a client-facing platform. By building a user- friendly, integrated dashboard that provided a unified experience for its clients, we achieved the sustainability data-sharing that was sought. For this effort, we worked closely with the organization and consulted its customers, incorporating learnings and insights to achieve a customer-centric solution that would drive adoption and sustainability as a shared value. Environmental Awareness One Earth, one purpose, a lot of initiatives to get involved! This was our main slogan for this year to engage all our Globers to get involved. As a digitally-native company, it is imperative to acknowledge and mitigate technology’s impact on the environment. In the framework of the World Environmental Day we invite all our Globers to learn how to reduce their Digital Carbon Footprint through Digital Sobriety and Planet-Centric design techniques. Intending to raise environmental awareness and help to restore our planet Earth, we promoted in 2022 volunteering Clean Up actions worldwide with all our Globers as Globanteers. With the participation of more than 250 Globanteers, 10 social Organizations allied and 14 cities, more than 1 ton of waste was avoided from being sent to landfills, or incineration into the environment. In addition, in September 2022 in alliance with the NGO “One Tree Planted” we planted 427 trees in the framework of the “Dreamforce” event by Salesforce at San Francisco California in which every participant that measure their carbon footprint with our app “My Footprint” was able to plan a tree in their name, supporting the forest fire restoration at California’s Forest. Be kind to the Planet learning map: We empower our Globers to be the owners of their careers and be aware of the Environmental Care and Climate Change Challenges. Our four-module course Sustain- abilities explores topics such as Carbon Management and Technology, Sustainable Reporting, Business Legitimacy, and How to learn and transform the way we go about our business and lives on Earth. 5959 Green Buildings Buildings consume energy and resources at an alarming rate. For this reason, offices around the world comply beyond the minimum standards required and at Globant we joint efforts to create healthy, efficient, carbon and cost-saving also taking into account the LEED certificates that we already have today for the green buildings. During 2022, four of our facilities in Colombia and in the US are care of natural resources such as water; during 2023 we will be working on the certified LEED GOLD and we are working to certify in 2023 two more sites. Also, measurement and analysis of water consumption in our sites. in San Francisco, our offices received an Energy Star score of 92. This signifies that it is more energy efficient than 92 % of similar buildings nationwide. On average, Energy Star certified buildings like this one generate 35 percent fewer greenhouse gas emissions than typical buildings. In Tandil (Argentina), we celebrated the opening of Globant’s Iconic Building. The aim of this project is to create a sustainable design, which interprets the climate and optimizes natural resources and the building systems, in order to minimize the environmental impact of buildings on the environment and its inhabitants. The technology used by the building for energy generation and saving contrasts with the choice of simple low maintenance materials, generating a fair balance between design decisions and the incorporation of “High Tech”. We recognize the importance of promoting water conservation measures to protect this resource for future generations, being Globant a Software & IT Services company, there is no water withdrawal or discharge, or consumption in regions with High or Extremely High baseline water stress and no negative environmental impact on water has been identified; however, we seek that our Last but not least, as part of our environmental strategy, we have a waste management system to ensure that we use the correct waste elimination method in all our sites and also look to ensure that our Globers have the best Workplace being kind to the environment. We promote a Zero Waste culture eliminating all single-use plastics from our kitchens, reducing plastic waste generation at the origin and we set according to the Environmental law of each country and location, categorized bins such as: Recycling, non recycling, and organic waste to promote the correct waste management in our Globers. In addition we install compost bins and food shredders in our offices in Argentina, Uruguay, Chile, Brasil, Colombia, Peru , Mexico and the United Kingdom to reduce the amount of organic waste to be disposed of in landfills. In 2022, almost 40% of our total non-hazardous waste was diverted from disposal due to recycling and composting initiatives. Rethinking4Good Our 4R plan looks forward to Reviewing and being conscious of our behavior, Reducing our environmental impact, Reusing by giving materials a second chance, and Recycling by managing our waste responsibly. Specifically, on E-Waste, 91% was diverted from disposal, 54.75% was refurbished and given a second chance to the local community, the rest was disassembled, and each material was recycled, having a positive impact on the community and the environment. Supporting our local community by donating furniture and hardware in excellent condition and that can be given a second chance is part of our program’s priorities. Whenever an office closes or we find any device that doesn’t comply with Globant’s brand or technical standards to give our clients the best service, the equipment is revised and rethought for a new purpose. With this mindset, in 2022, more than 480 hardware and 795 furniture articles were donated to help 33 NGOs or social institutions worldwide accomplish their missions. 6060 61 Sustainable Value Chain We are committed and we know the importance of including our value chain in our sustainability strategy , and we are aware that commercial relationships are a fundamental part of our business, which is why we offer the very best experiences to all our suppliers, supply chain partners and other third parties with whom we coordinate services and activities; we ensure that we interact with those parties sharing our ethical principles when offering services to and on behalf of Globant this through our Code of Conduct which is provided when we sign every contract. Also we are working to create a medium and long-term plan to include our value chain in Globant’s Be Kind strategy, to align and update our internal policies including ESG evaluation criteria for our existing and new suppliers in order to identify potential environmental and social impacts and encourage more and more companies to set ESG targets, creating a cascade effect of best practices through the supply chain, as well as meet our public commitments. Regarding clients, through the Sustainable Business Studio, we offer them services to reinvent their business strategies to meet their pledges and positively impact on the planet and people. At Globant, we are fully convinced exponential technologies such as Artificial Intelligence, Blockchain, Internet of Things, Quantum Computers, among several others, provide businesses the ability to generate and automate strategy & sustainability-data-driven decision -making. New technologies are driving efficiency and helping reduce emissions on an unprecedented scale. 6262 Materiality Analysis In 2022, we carried out a Non-Exhaustive Materiality Assessment process and a Double Materiality process based on the impact analysis carried out on 2021; this reaffirms and determines the material aspects through the involvement and participation of Globant’s stakeholders (Key Directors and Managers) whose views assess the importance of the Economic, Environmental, Governance and Social issues. This process includes online Interviews with key directors and managers of the most relevant areas that have interaction with external stakeholders. Risks and opportunities posed by climate change Community engagement Innovation Customer Satisfaction Sustainable performance Tech Integrity, Cybersecurity and privacy Employment and career Ethics and compliance Diversity, Equity and Inclusion Well-being and work-life balance List of Material Topics The material topics that remain relevant and material for the Company are the following: Innovation: our goals of leading in the digital and cognitive Occupational health and safety: our people and stakeholders are space,make these impacts meaningful for our clients and our key strategic polls to care for. Delivery capacity also depends on corporate development. occupational health, safety policy and implemented protocols. Ethics and compliance: as a publicly listed company, we adhere to Environmental stewardship:we are immersed in a global climate the highest ethics and compliance standards to obtain the trust of crisis that forces all relevant companies to take immediate action all stakeholders, investors, communities, and our people. and lead. Community engagement: communities are the source of talent Risks and opportunities posed by climate change: that have and business. Corporations do not operate in a vacuum, and our the potential to generate substantive changes in our operations, stakeholders continuously demand higher levels of involvement on revenue, or expenditure. our behalf. Employment and career: our people are one of the pillars of our to our investor community, and is crucial for our business Sustainable performance: our economic performance is relevant sustainability strategy. Our relevance in certain markets is growing, sustainability. becoming a role model for employment and career opportunity. Well-being and work-life balance: our people are a key strategic stakeholders is essential for our activities and business component and stakeholders to care for. The capacity of delivery relationships. Relationships with stakeholders: the relationship with our Digital Inclusion also depends on the well-being of our workforce. Relationships with stakeholders Education and Training Environmental Stewardship Diversity, Equity & Inclusion1: thanks to the size of our workforce, technological digital inclusion for labor insertion. we represent a role model for the diversity and inclusion KPI of the technology industry within the countries we operate. Education & training: the delivery capacity also depends on the Digital inclusion: we are generators of opportunities, through training of our collaborators. Tech Integrity, Cybersecurity and privacy2: our technological work affects many aspects of direct and indirect users (clients of clients) and society as a whole. Customer satisfaction: impacts our relationship with the clients and our business sustainability model. (1) After the Non Exhaustive Materiality assessment this material topic remains relevant for the Company and in accordance with the Stakeholders interviews and the Globant’s Business Strategy the topic was renamed as Diversity, Equity and Inclusion. No significant effects were identified after this restatement. (2) After the Non Exhaustive Materiality assessment this material topic remains relevant for the Company and in accordance with the Stakeholders interviews and the Globant’s Business Strategy the topic was renamed as Tech Integrity, Cybersecurity and privacy ; including AI ethics in the description of the material topic “Ethics and Compliance”. No significant effects were identified after this restatement. Occupational health and safety 6363 Double Materiality In 2022, we applied double materiality criteria taking into account the following potential impacts, that resulted with high or medium priority for “stakeholders priority” or the” strategic priority”, in accordance with our Internal Materiality Assessment Procedure, identifying in the following chart the potential impacts and the disclosure for each one , considering the permitted reasons for omission in accordance with the GRI Standards ( GRI 1: Foundation 2021).In this sense we identify in the following chart the potential impacts relevant for Globant; and the disclosure for each one , considering the permitted reasons for omission in accordance to the GRI Standards ( GRI 1: Foundation 2021). Potential Impacts Material Topic GRI-Content Permitted Omission Reference at the Integrated Report (IR) 2022 Optimizes its materials consumption. Environmental stewardship GRI 301: Materials Not GRI-Content Index pag.78 2016 Applicable Engages its suppliers, customers, and business partners to improve its environmental and sustainability practices. That the organization participates in the formulation of public policies. That the organization enforces the compliance of its behavioral standards throughout its value chain. Its effectiveness in managing labor and trade union relations. Environmental stewardship GRI 308: Supplier Environmental Assessment 2016 Relationships with GRI 417: Marketing stakeholders and Labeling Organizations that GRI 415: Public Policy advocate the interests 2016 of the IT sector. - - - Sustainable Value Chain pag. 62 Stakeholder Engagement pag. 65 Sustainable Value Chain pag.62 Employment and career GRI 414: Supplier Social Assessment Not Applicable GRI-Content Index pag.78 Fighting discrimination. Diversity, Equity & GRI 406: Non- Inclusion discrimination 2016 - Integrity pag.9 Human Rights pag.10 (3) This impacts are not included in the materiality matrix considering the Impact Analysis and the exhaustive materiality analysis results from 2021. 6464 Stakeholder Investors Stakeholder Engagement Description Expectation of the Stakeholder Communication Channels with the Stakeholder Financial organizations and institutions involved in • Provide transparent and quality information international capital markets, Globant projects and • Data privacy creditors in general. Globers (Employees) All of the company’s employees (Globers) who work to • Good work environment achieve the business goals and whose rights as workers • Talent attraction and retention are respected by the company. • Career development • Diversity, Equity and Inclusion • Opportunities for professional growth • Working Mood survey • Performance recognition • Attractive salaries and benefits • Data privacy • Ethic conduct Clients Companies that acquire Globant’s services. • Ethic conduct Globant strives to meet their needs through innovation, reinvention technology and the highest levels of quality and service. • Data privacy • Support in the sustainability challenges • Digital transformation • Innovation • Quality • Data privacy • Ethic conduct Chambers and Business Organizations Organizations that advocate the interests of the IT • Partnerships to promote the development of the IT sector. talent. • Support to develop public policies that promote the IT sector. • Pulse survey • Feedback process • Globant’s website •E-mail • Globant’s website • Meetings • Social media • Client events • Materiality surveys • Globant’s website • Social media • Ethics line • E-mail • Meetings • Working groups 6565 • Investor Relations Website • E-mail • Earning calls (quarterly) • Conferences • Non Deal Roadshows • Ethics line •E-mail • All Hands (quarterly results meeting) • Internal networks (Slack, Hangouts) • Ethics line Stakeholder Engagement Stakeholder Description Expectation of the Stakeholder Communication Channels with the Stakeholder Civil Society Organizations Non-profit organizations, social groups and education centers that Globant collaborates with, contributing to the sustainable development of their communities. • Partnerships to promote educational programs and other ESG initiatives. • Donations • Contribution to community development. • E-mail • Meetings • Community engagement and volunteering initiatives • Social media • Website Media Publications that transmit and create informative content • Clear and true information for public or private use about Globant. • Relevant information for public analysis • E-mail • Meetings • Press conferences • Interviews • Institutional letters and press releases • Ethics line • Globant’s website • Social media Auditors and external controllers Entities that perform an audit, in accordance with • Confirmation that management takes control seriously • E-mail specific laws or rules, of the financial statements, and that risks are being managed government entity, legal entity, etc. and are independent Suppliers and vendors of the entity being audited. Those who supply the Resources and services required for Globant. • Fair trade practices • Fair competition • Transparent assessment • Data privacy • Ethic conduct Governmental Offices Local, national or international governmental offices • Partnerships to support talent and industry development. • Meetings • Ethics line • Audits • E-mail • Surveys • Globant’s website • Ethics line • E-mail • Meetings 6666 (1)This number represents only 95% of the Globants Headcount, the additional 5% refers to the new acquired companies in 2022 which are on integration process. Membership associations Industry associations, national and international organizations in which Globant participates in a significant role: Cámara de la Industria Argentina del Software (CESSI), Argencon, Asociación Nacional de Empresarios de Colombia - Cámara de Industria Digital y de Servicios (ANDI), Cámara Nacional de la Industria Electrónica de Telecomunicaciones y Tecnologías de la Información de Mexico (CANIETI), Asociación de empresas de Tecnologías de la Información y la Comunicación de Uruguay (CUTI), Asociación Chilena de Empresas de Tecnologías de Información (ACTI), AMCHAM, Shift (Peru), Asociación Multisectorial de Empresas de Tecnologías de la Información, Comunicaciones y Electrónica (AMETIC), TechUK, National Association of Software and Service Companies (Nasscom), Software Exporters’ Association of Pune (SEAP), Council of the Americas, Rede Empresarial de Inclusão Social, Green Software Foundation, Barcelona Health Club, ENDEAVOR, Fundación Princesa de Girona, Pacto Mundial (España), Consejo Empresarial Alianza por Iberoamérica (CEAPI), Council of the Americas (AS/COA) among others. Donations & Subscriptions 2022 Subscriptions Total donations Commercial initiatives Charitable donation $ 544,054 $1,766,366 $ 67,114 $ 191,540 Community investment $1,170,625 Pro bono hours (25k) $ 337,087 Appendix Table 1 - Globers by Gender Female Male 2022 (1) 26.59% 73.41% Table 2 - Globers by Country and Gender Globers by Country 2022 (2) Colombia Argentina India Mexico Peru Chile Uruguay Brazil Spain USA United Kingdom Romania Belarus Ecuador Costa Rica Canada Poland Germany France Female 23.79% 32.36% 31.72% 19.05% 21.72% 19.84% 32.72% 23.68% 30.31% 24.73% 26.13% 36.22% 24.83% 11.02% 10.31% 25.00% 19.05% 31.25% 7.69% 2021 Female 22.87% 30.74% 31.92% 17.77% 22.46% 19.42% 30.65% 24.05% 32.66% 24.61% 23.27% 30.91% 20.75% n/a % 18.18% 55.56% n/a % 37.50% 14.29% (1)This number represents only 95% of the Globant’s Headcount, the additional 5% refers to the new acquired companies in 2022 which are on integration process. Luxembourg 100.00% 100.00% 6767 Appendix Table 3 - Globers per employee type of contract by gender 2022 Female Male Other(7) Not Disclosed Total Headcount (1) Permanent (2) Temporary (3) Non-guaranteed hours (4) Full-time (5) Part-time (6) 6,857 6,696 161 0 6,732 125 18,933 18,672 261 0 18,748 185 0 0 0 0 0 0 0 0 0 0 0 0 25,790 25,368 422 0 25,480 310 (1) Headcount: This number represents only 95% of the Globants Headcount (Excludes contractors and includes trainees) the additional 5% refers to the new acquired companies in 2022 which are on integration process. (2) Permanent: employee with a contract for an indeterminate period (i.e., indefinite contract) for full-time or part-time work. (3) Temporary: employee with a contract for a limited period (i.e., fixed term contract) that ends when the specific time period expires, or when the specific task or event that has an attached time estimate is completed (e.g., the end of a project or return of replaced employees) (4) Non-Guaranteed: employee who is not guaranteed a minimum or fixed number of working hours per day, week, or month, but who may need to make themselves available for work as required. Examples: casual employees, employees with zero-hour contracts, on-call employees. (5) Full-time: employee whose working hours per week, month, or year are defined according to national law or practice regarding working time. (6) Part-time: employee whose working hours per week, month, or year are less than the number of working hours for full-time employees. (7) Gender as specified by the employees themselves. 6868 Table 4 - Globers per employee type of contract by region Country Total Headcount (1) Permanent (2) Temporary (3) Non-guaranteed (4) Full-time (5) Part-time (6 ) Colombia Argentina India Mexico Peru Chile Uruguay Brazil Spain USA United Kingdom Romania Belarus Ecuador Costa Rica Canada Poland Germany France Luxembourg 5,607 5,383 4,291 3,286 1,409 1,341 1,030 929 927 732 222 185 145 127 97 28 21 16 13 1 5,386 5,323 4,289 3,286 1,399 1,336 991 860 911 732 222 185 145 127 97 28 21 16 13 1 221 60 2 0 10 5 39 69 16 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 5,536 5,255 4,283 3,286 1,409 1,336 1,026 851 920 727 220 185 145 127 97 26 21 16 13 1 71 128 8 0 0 5 4 78 7 5 2 0 0 0 0 2 0 0 0 0 We report our employees’s indicators by region considering each region a country of operation and we follow the following definitions : (1) Headcount: This number represents only 95% of the Globants Headcount (Excludes contractors and includes trainees) the additional 5% refers to the new acquired companies in 2022 which are on integration process. (2) Permanent: employee with a contract for an indeterminate period (i.e., indefinite contract) for full-time or part-time work. (3) Temporary: employee with a contract for a limited period (i.e., fixed term contract) that ends when the specific time period expires, or when the specific task or event that has an attached time estimate is completed (e.g., the end of a project or return of replaced employees) (4) Non-Guaranteed: employee who is not guaranteed a minimum or fixed number of working hours per day, week, or month, but who may need to make themselves available for work as required. Examples: casual employees, employees with zero-hour contracts, on-call employees. (5) Full-time: employees whose working hours per week, month, or year are defined according to national law or practice regarding working time. (6) Part-time: employees whose working hours per week, month, or year are less than the number of working hours for full-time employees. 6969 Table 5 - Globers(1) per employee category by age group 2022 Directors + Managers % Leaders % Senior % Semi Senior % Junior % Trainee % Under 30 years old Between 30-50 years old Older than 50 years old 1.8% 81.4% 16.8% 3.3% 88.4% 8.3% 10% 84.7% 4.6% 38.5% 60.3% 1.2% 63.4% 36.2% 0.4% 81.8% 17.5% 0.6% Table 6 - Globers(1) per professional category by gender 2022 Directors + Managers % Leaders % Senior % Semi Senior % Junior % Trainee % Female Male Other 32% 68% n/a 30.6% 69.4% n/a 21.0% 79.0% n/a 26.9% 73.1% n/a 37.6% 62.4% n/a 38.7% 61.3% n/a (1) Represents only 95% of the Globants Headcount (Excludes contractors and includes trainees) the additional 5% refers to the new acquired companies in 2022 which are on integration process. 7070 Table 7 - Talent development by gender and professional category Talent Development Total By Gender By Professional Category Learning Trained Globers Training Hours Female Male Other Capacity Operations Sales Staff Technology Delivery Others 26,820 6,960 18,906 954 207 1279 350 1,496 23,275 954,625 249,964 690,253 14,408 1,047 60,901 4,214 58,487 829,976 Average training hours per Glober 36 36 37 15 5 48 12 39 36 Table 8 - Foreign Nationals Employees FOREIGN NATIONALS EMPLOYEES % of employees that are foreign nationals % of employees that are located offshore % Proportion of senior management(1) hired from the local community(2) % Relocations 2022 (3) 9.84% 92.5% 78.2% 1% 1 A local employee is considered when he or she has the same nationality of the entity where he or she is registered. Employees with different nationalities against the entity’s origin are considered foreign. All countries of operation are included for the calculation of this indicator, 2 Senior Management :% of Local Employees based on current year hires of Directors + Managers 3 This number represents only 95% of the Globants Headcount, the additional 5% refers to the new acquired companies which are in the integration process. - - - - - - 7171 Table 9- Hiring by Gender Female Argentina Belarus Brazil Canada Chile Colombia Costa Rica Ecuador France Germany India Mexico Peru Poland Romania Spain United Kingdom Uruguay USA Total Table 10 -Hiring by Gender and Age Under 30 years old Between 30 & 50 years old Over 50 years old Total Female 1,053 1,031 55 2,139 Male 2,740 3,444 217 6,401 Total 3,793 4,475 272 8,540 Table 11- Hiring by Foreing/Local 2022 Foreign Local Total 11.54% 88.46% 100% Male 1,048 32 455 10 282 Total 1,561 36 568 12 327 1,314 1,687 97 115 11 12 106 128 13 15 1,261 1,768 679 418 6 61 238 56 143 163 806 511 10 92 345 89 239 227 513 4 113 2 45 373 9 13 2 3 507 127 93 4 31 107 33 96 64 2,139 6,401 8,540 7272 Table 12 - Working Mood % of participation by age 2022 18-24 years old 25-34 years old 35-45 years old 45+ years old 6.2% 51.9% 33.2% 8.7% Table 13 - Great working experience recognitions Recognitions • Fast Company Best Workplaces for Innovators – Top 100 (US) • Merco – 29th place, 3rd in Technology (Uruguay) • Great Place to Work for Millennials – 8th place (Argentina) • Merco - 8th place, 2nd in Technology, 3rd in Leaders (Argentina) • Great Place to Work Certified 2021 – 2nd place (Uruguay) • Apertura Magazine’s Best Employers Ranking – 4th place (Argentina) • Great Place to Work Certified 2021 – 4th place (Argentina) • Outlook for Brands – 4th place in Top 10 Software Development Companies In India 2023 (India) • Great Place to Work Certified 2022 – 1st place (Colombia) • Employers for Youth 2022 – 21nd place (Brazil) • Great Place to Work Certified 2022 – 2nd place Women (Colombia) • Employers for Youth Tech 2022 – 10th place (Brazil) • Great Place to Work Certified 2022 – 3rd place Women (Uruguay) • Employers for Youth 2022 – 2nd place (Costa Rica) • Great Place to Work Certified 2022 – 7th place Women (Argentina) • Employers for Youth Tech 2022 – 1st place (Peru) • Great Place to Work Certified 2022 – 3rd place Tech (Argentina) • Employers for Youth 2022 – 2nd place (Chile) • Great Place to Work Certified – Top 50 India’s Best Workplaces in IT & IT- BPM • Employers for Youth Tech 2022 – 8th place (Chile) • Top Companies 2022– 4th place Super Companies (Mexico) • Mexico’s Best Employers by Forbes – 9th place • Inspiring Workplaces Awards – 22nd place Enterprise (US) • Women in Tech Global Awards 2022 – Diversity and Inclusion Employer of the Year (US) 7373 Table 14 -Parental Leave Parental Leave Female Female % Globers entitled to parental leave,by gender 169 2.46% Male 29 Male % 0.15% Total 198 Table 15 - Workers covered by an occupational health and safety management system Table 16 -US employees by ethnicity 2022 # % all employees and workers who are not employees but whose work and/or workplace is controlled by the organization, who are covered by such a system; 18,250 67% Total Managers Technical staff All other Latin American 53.70% White/Caucasian 27.80% 2.40% 6.30% 43.50% 54.10% 51.40% 42.30% Asian 12.50% 3.80% 36.70% 59.50% American Indian or Alaska Native 3% 0% 57.90% 42.10% all employees and workers who are not employees but whose work and/or workplace is controlled by the organization, who are covered by such a system that has been internally audited; all employees and workers who are not employees but whose work and/or workplace is controlled by the organization, who are covered by such a system that has been audited or certified by an external party. 18,250 67% Two or more races 2.20% 7.10% 42.90% 50.00% 10,446 39% Black or African American 0.80% Pacific Islander 0% 0% 0% 0% 0% 100% 0% 7474 Table 17 -Value Chain Suppliers Total Suppliers Main Suppliers Critical Suppliers IT & related suppliers 2022 3,439 141 76 149 Annual distributed value (USD) $355,462,071 % procurement budget used for significant locations of operation that is spent on suppliers local* to that operation. 87% *A vendor is considered “local” if it is located in the same country that the Globant purchasing organization. Table 18 - Waste diverted from disposal Waste diverted from disposal 2022 Hazardous On-site Off-Site Reuse Recycle Other n/a n/a n/a n/a n/a n/a Non-Hazardous On-site Off-Site Reuse Recycle Other E-Waste Reuse - Refurbished Recycle Other 0 0 175.97 On-site 0 0 0 0 20,221.29 0 Off-Site 1,221 816.16 0 Total Waste diverted 175.97 22,258.45 7575 Table 19 - Waste directed to disposal Table 20 - Globanteers per country Waste directed to disposal (Kg) 2022 On-site Off-Site Incineration with energy recovery Incineration without energy recovery Landfilling Other n/a n/a n/a n/a n/a n/a n/a n/a Non-Hazardous On-site Off-Site Incineration with energy recovery Incineration without energy recovery Landfilling Other E-waste Incineration with energy recovery Incineration without energy recovery Landfilling Other Total directed to disposal waste 0 0 0 0 On-site 0 0 0 0 0 0 0 30,999.90 0 Off-Site 0 193 0 0 31,192.9 Volunteers (% of total payroll) HEADCOUNT 10% 2022 27,122 8% 2021 23,526 Argentina Colombia Mexico Uruguay Chile USA India Spain Peru Brazil Romania Belarus Germany France Canada Costa Rica Ecuador UK Total 853.00 626.00 226.00 169.00 118.00 93.00 365.00 72.00 98.00 99.00 37.00 14.00 2.00 1.00 2.00 6.00 3.00 36.00 2820 16% 11% 7% 16% 9% 12% 8% 8% 7% 11% 19% 10% 12% 6% 7% 6% 2% 16% 670.00 452.00 82.00 89.00 142.00 85.00 163.00 21.00 39.00 108.00 27.00 1.00 0.00 0.00 0.00 0.00 - 8.00 12% 9% 3% 9% 11% 12% 5% 4% 3% 15% 16% 0% 0% 0% 0% 0% -% 5% 10.40% 1,887.00 8.02% 76 76 Globant has reported in accordance with the GRI Standards for the period January 1st to December 31st 2022 GRI 1: Foundation 2021 GRI Standard Disclosure title Page number / Answer General Disclosures GRI Content Omission Reason Omission Explanation Externally verified SDG’s 2-1 Organizational details 4, 6, 94 We were founded in 2003 by Martín Migoya, our Chairman and Chief Executive Officer; Guibert Englebienne, our President of Globant X, Globant Ventures and Latin America; Martín Umaran, our Chief Corporate Development Officer and President of EMEA; and Nestor Nocetti, our Executive Vice President of Corporate Affairs. Our founders’ vision was to create a global company that succeeds by transforming organizations and providing opportunities for talent around the world to make a positive global impact. On December 10, 2012, we incorporated our company, Globant S.A., as a société anonyme under the laws of the Grand Duchy of Luxembourg, as the holding company for our business. Today, we are a publicly-traded company, with our common shares listed on the NYSE under the ticker symbol “GLOB”. No governmental institutions own more than 5% of the total voting rights. We continue to maintain the entrepreneurial spirit of our founders throughout our business. We were one of the first companies to deliver engineering, innovation and design at scale, and we believe that professional services organizations must evolve with technological advances. We have had success facilitating digital transformations while many traditional IT outsourcing vendors and consulting companies have and continue to struggle. GRI 2: General Disclosures 2021 2-2 Entities included in the organization’s sustainability reporting Form 20F 2022 2-3 Reporting period, frequency and contact point 2-4 Restatements of information 2-5 External assurance 2-6 Activities, value chain and other business relationships 94 40, 54 , 62 4, 94, 95 19 to 24 2-7 Employees 34, 41, 44, 67 - 70 2-8 Workers who are not employees 2-9 Governance structure and composition 67 7, 8 2-10 Nomination and selection of the highest governance body 7- 20F 2-11 Chair of the highest governance body 2-12 Role of the highest governance body in overseeing the management of impacts 6 7 2-13 Delegation of responsibility for managing impacts 7 - 20F 2-14 Role of the highest governance body in sustainability reporting 8 2-15 Conflicts of interest 7, 8 , 20F 8 5,8 8 4 4 7777 GRI Standard Disclosure title Page number / Answer Omission Reason Omission Explanation Externally verified SDG’s GRI Content 2-16 Communication of critical concerns 2-17 Collective knowledge of the highest governance body 2-18 Evaluation of the performance of the highest governance body 2-19 Remuneration policies 2-20 Process to determine remuneration 2-21 Annual total compensation ratio GRI 2: General Disclosures 2021 2-22 Statement on sustainable development strategy 2-23 Policy commitments 2-24 Embedding policy commitments 9 8 8 8 8 - 35 3, 8 9 2-25 Processes to remediate negative impacts 35 - 60 2-26 Mechanisms for seeking advice and raising concerns 2-27 Compliance with laws and regulations 2-28 Membership associations 2-29 Approach to stakeholder engagement 2-30 Collective bargaining agreements GRI 3 | Material Topic 3-1 Process to determine material topics GRI 3: Material Topics 2021 3-2 List of material topics 3-3 Management of material topics 8 8 66 65, 66 20F 4, 63, 64 63, 64 63, 64 Confidentiality constraints Not disclosed due to confidentiality constaints 8 8 17 8 7878 GRI Standard Disclosure title Page number / Answer Omission Reason Omission Explanation Externally verified SDG’s GRI Content Economic performance GRI 3: Material Topics 2021 GRI 201: Economic Performance 2016 Market presence GRI 3: Material Topics 2021 GRI 202: Market Presence 2016 Indirect economic impacts GRI 3: Material Topics 2021 GRI 203: Indirect Economic Impacts 2016 Procurement practices GRI 3: Material Topics 2021 3-3 Management of material topics 14-16 201-1 Direct economic value generated and distributed Economic value distributed (Includes Salaries and Wages, Sharedbased compensation expense, Depreciation and amortization expense, Legal claims, Promotional and marketing expenses y Building/ Facilities (Rental expenses) and Other Costs/Taxes (Travel and housing, Office expenses, Professional services, Recruiting, training and other employee expenses) - USD 1,567,172,039 Economic value retained - USD 213,071,340” 201-2 Financial implications and other risks and opportunities due to climate change 14 , 15, 16 201-3 Defined benefit plan obligations and other retirement plans 201-4 Financial assistance received from government 3-3 Management of material topics 202-1 Ratios of standard entry level wage by gender compared to local minimum wage 30 14-16 71 - 202-2 Proportion of senior management hired from the local community 71 3-3 Management of material topics 203-1 Infrastructure investments and services supported 203-2 Significant indirect economic impacts 46 - 49 46 - 49 46 - 49 3-3 Management of material topics 62 Confidentiality constraints Not disclosed due to confidentiality constaints 8, 9 13 8 8 5,9,13 8,9,13 7979 GRI Standard Disclosure title Page number / Answer Omission Reason Omission Explanation Externally verified SDG’s GRI Content GRI 204: Procurement Practices 2016 Anti-corruption GRI 3: Material Topics 2021 204-1 Proportion of spending on local suppliers 3-3 Management of material topics 205-1 Operations assessed for risks related to corruption 62 9 Globant has a criteria in place to measure the probability that an act of corruption may occur. According to this measurement, the risk matrix we currently have indicates that the risk level that such an act may occur is low. No significant corruption risks have been identified. GRI 205: Anti-corruption 2016 205-2 Communication and training about anti-corruption policies and procedures 9 205-3 Confirmed incidents of corruption and actions taken Zero incidents of corruption during the reporting period. Anti-competitive behavior GRI 3: Material Topics 2021 3-3 Management of material topics 18 GRI 206: Anti-competitive Behavior 2016 206-1 Legal actions for anti-competitive behavior, anti-trust, and monopoly practices Zero legal actions for anti-competitive behavior, anti-trust, and monopoly practices during the reporting period. Energy GRI 3: Material Topics 2021 3-3 Management of material topics 302-1 Energy consumption within the organization 302-2 Energy consumption outside of the organization GRI 302: Energy 2016 302-3 Energy intensity 302-4 Reduction of energy consumption 52, 53 52, 53 52, 53 52, 53 52, 53 302-5 Reductions in energy requirements of products and services - Not applicable 8 4 8, 13 8, 13 8, 13 8 8 8080 GRI Standard Disclosure title Page number / Answer Omission Reason Omission Explanation Externally verified SDG’s GRI Content Water and effluents GRI 3: Material Topics 2021 3-3 Management of material topics 303-1 Interactions with water as a shared resource GRI 303: Water and Effluents 2018 303-2 Management of water discharge-related impacts 303-3 Water withdrawal 303-4 Water discharge 303-5 Water consumption Emissions GRI 3: Material Topics 2021 3-3 Management of material topics 305-1 Direct (Scope 1) GHG emissions 305-2 Energy indirect (Scope 2) GHG emissions 305-3 Other indirect (Scope 3) GHG emissions 305-4 GHG emissions intensity 305-5 Reduction of GHG emissions GRI 305: Emissions 2016 305-6 Emissions of ozone-depleting substances (ODS) 305-7 Nitrogen oxides (NOx), sulfur oxides (SOx), and other significant air emissions 60 60 60 60 60 60 54 - 58 54 4 Location-based GHG emissions: 2,725.02 tn CO2e Market-based GHG emissions: 0 tn CO2e 54 55 55, 56 - - 6,13 6,13 6,13 6,13 6,13 13 13 13 13 13 13 13 8181 Globant does not have Emissions of ozone-depleting substances (ODS) Not applicable Not applicable GRI Standard Disclosure title Page number / Answer Omission Reason Omission Explanation Externally verified SDG’s GRI Content Waste GRI 3: Material Topics 2021 3-3 Management of material topics 306-1 Waste generation and significant waste-related impacts 306-2 Management of significant waste-related impacts GRI 306: Waste 2020 306-3 Waste generated 306-4 Waste diverted from disposal 306-5 Waste directed to disposal Employment GRI 3: Material Topics 2021 3-3 Management of material topics 401-1 New employee hires and employee turnover GRI 401: Employment 2016 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees 401-3 Parental leave Labor/management relations GRI 3: Material Topics 2021 3-3 Management of material topics 60, 76, 77 60, 76, 77 60, 76, 77 60, 76, 77 60, 76, 77 60, 76, 77 26 - 34, 71 27, 28, 71, 72 30 30, 74 10 GRI 402: Labor/Management Relations 2016 Occupational health and safety 402-1 Minimum notice periods regarding operational changes Globant follows (or will follow) processes and notice established by Collective Agreement or Law when an obligation of a notice for operative changes apply (if any). Depending on the case, sanity and critical reason are appealed to evaluate the changes GRI 3: Material Topics 2021 3-3 Management of material topics 403-1 Occupational health and safety management system 38, 74 38 GRI 403: Occupational Health and Safety 2018 403-2 Hazard identification, risk assessment, and incident investigation 38, 74 403-3 Occupational health services 37, 38 3 5, 8 5, 8 5, 8 8 8 8 8 8282 GRI Standard Disclosure title Page number / Answer Omission Reason Omission Explanation Externally verified SDG’s GRI Content 403-4 Worker participation, consultation, and communication on occupational health and safety 403-5 Worker training on occupational health and safety 403-6 Promotion of worker health GRI 403: Occupational Health and Safety 2018 403-7 Prevention and mitigation of occupational health and safety impacts directly linked by business relationships 37, 38 37, 38 37 37, 38 403-8 Workers covered by an occupational health and safety management system 74 403-9 Work-related injuries We had 9 recordable work-related injuries produced by falls at level and recreational sports activities coordinated by Globant. However, none of them were high-consequence work-related injuries or fatalities as a result of work-related injuries. 403-10 Work-related ill health No work-related ill health during 2022 Training and education GRI 3: Material Topics 2021 3-3 Management of material topics 404-1 Average hours of training per year per employee GRI 404: Training and Education 2016 404-2 Programs for upgrading employee skills and transition assistance programs 404-3 Percentage of employees receiving regular performance and career development reviews Diversity and equal opportunity 32, 33, 71 33, 71 33 33 GRI 3: Material Topics 2021 3-3 Management of material topics 7, 39 - 45 GRI 405: Diversity and Equal Opportunity 2016 Non-discrimination 405-1 Diversity of governance bodies and employees 7, 39 - 45, 67, 68, 70 405-2 Ratio of basic salary and remuneration of women to men 9, 41 GRI 3: Material Topics 2021 3-3 Management of material topics 10 8 8 3, 8 3, 8 8 3, 8 3, 8 4, 5, 8 4, 8 8 5, 8 5, 8 8383 GRI Standard Disclosure title Page number / Answer Omission Reason Omission Explanation Externally verified SDG’s GRI Content GRI 406: Non-discrimination 2016 406-1 Incidents of discrimination and corrective actions taken Total number of incidents of discrimination during the reporting period: 6 Globant considers that discrimination takes place when someone is treated unfairly based on a specific characteristic or what a person chooses, thinks or believes. It includes any inappropriate comments, jokes, or actions regarding race, color, ethnicity, religion, sexual orientation, age, gender identity, national origin, childbirth or related medical condition, status or other characteristics protected by law. There are 14 cases from the year 2022 in which the Reporter selected the option “Harassment, discrimination and unfair treatment”. There are also 4 cases from the same year that have been received by mail that contain claims of discrimination. Of these 18 reports, 6 contain claims that are somehow related to discrimination, the rest are related to allegations of unfair treatment and/or harassment. The 6 cases which contain claims related to discrimination matters have all been reviewed by the organization. Remediation plans have been fully implemented for all complaints received during the year 2022 and the results of these remediation plans have been reviewed internally. None of these remediation plans are still being implemented. The remediation plans for the 6 reports received including claims of discrimination have been fully implemented. Cases are considered closed once reviewed and resolved by the Legal Compliance area. Security practices GRI 3: Material Topics 2021 3-3 Management of material topics GRI 410: Security Practices 2016 Rights of indigenous peoples 410-1 Security personnel trained in human rights policies or procedures GRI 3: Material Topics 2021 3-3 Management of material topics 18 18 8,1 GRI 411: Rights of Indigenous Peoples 2016 Local communities 411-1 Incidents of violations involving rights of indigenous peoples Zero incidents during the reporting period GRI 3: Material Topics 2021 3-3 Management of material topics 39 - 49 GRI 413: Local Communities 2016 Public policy 413-1 Operations with local community engagement, impact assessments, and development programs 39 - 49 413-2 Operations with significant actual and potential negative impacts on local communities Zero significant actual and potential negative impacts on local communities. GRI 3: Material Topics 2021 3-3 Management of material topics 67 5,8 8484 GRI Standard Disclosure title Page number / Answer Omission Reason Omission Explanation Externally verified SDG’s GRI 415: Public Policy 2016 415-1 Political contributions No political contributions were made during the reporting period GRI Content GRI Content Customer health and safety GRI 3: Material Topics 2021 3-3 Management of material topics 46, 47 GRI 416: Customer Health and Safety 2016 Marketing and labeling 416-1 Assessment of the health and safety impacts of product and service categories 46. 47 416-2 Incidents of non-compliance concerning the health and safety impacts of products and services 46, 47 GRI 3: Material Topics 2021 3-3 Management of material topics 20, 21 417-1 Requirements for product and service information and labeling - GRI 417: Marketing and Labeling 2016 Customer privacy 417-2 Incidents of non-compliance concerning product and service information and labeling Zero incidentes of non-compliance concerning service information 417-3 Incidents of non-compliance concerning marketing communications Zero incidentes of non-compliance concerning marketing communications GRI 3: Material Topics 2021 3-3 Management of material topics 18 GRI 418: Customer Privacy 2016 418-1 Substantiated complaints concerning breaches of customer privacy and losses of customer data Globant has received five complaints from outside parties, all related to the same leak. (ii) Globant has received no complaints concerning breaches of customer privacy from regulatory bodies. One leak of source code and project-related documentation for a limited number of clients. Not applicable Globant works according client's needs 85 85 Table 1. Sustainability Disclosure Topics & Accounting Metrics Topic Accounting Metric Category Unit of Measure Code Page number / Answer Externally verified SASB Content Environmental Footprint of Hardware Infrastructure (1) Total energy consumed, (2) percentage grid electricity, (3) percentage renewable Quantitative Gigajoules (GJ), Percentage (%) TC-SI-130a.1 56 1) Total energy consumed: 502.72 MWh , Includes consumption corresponding to technological equipment located in own Data Centers and in third- party buildings. Data reported from January 11, 2022 to December 28, 2022, according to information availability. 2) Percentage grid electricity: 100% 3)Percentage renewable energy: 46.27% “ Environmental Footprint of Hardware Infrastructure (1) Total water withdrawn, (2) total water consumed, percentage of each in regions with High or Extremely High Baseline Water Stress Quantitative Thousand cubic meters (m³), Percentage (%) TC-SI-130a.2 60 Environmental Footprint of Hardware Infrastructure Discussion of the integration of environmental considerations into strategic planning for data center needs Discussion and Analysis n/a TC-SI-130a.3 56 Data Privacy & Freedom of Expression Description of policies and practices relating to behavioral advertising and user privacy Discussion and Analysis n/a TC-SI-220a.1 18 Regarding user privacy and behavioral advertising, we periodically review and update our website privacy policy and cookies policy, to ensure appropriare disclosures are made and that proper consent is obtained. Both policies take into account the applicable laws and regulations in the countries where we operate as well as best industry practices. Data Privacy & Freedom of Expression Number of users whose information is used for secondary purposes Quantitative Number TC-SI-220a.2 18 Data Privacy & Freedom of Expression Total amount of monetary losses as a result of legal proceedings associated with user privacy Quantitative Reporting Currency TC-SI-220a.3 18 8686 Topic Accounting Metric Category Unit of Measure Code Page number / Answer Externally verified Data Privacy & Freedom of Expression (1) Number of law enforcement requests for user information, (2) number of users whose information was requested, (3) percentage resulting in disclosure Quantitative Number, percentage (%) TC-SI-220a.4 18 Data Privacy & Freedom of Expression List of countries where core products or services are subject to government-required monitoring, blocking, content filtering, or censoring Discussion and Analysis n/a TC-SI-220a.5 18 Data Security (1) Number of data breaches, (2) percentage involving personally identifiable information (PII), (3) number of users affected Quantitative Number, percentage (%) TC-SI-230a.1 18 Data Security Description of approach to identifying and addressing data security risks, including use of third-party cybersecurity standards Discussion and Analysis n/a TC-SI-230a.2 Recruiting & Managing a Global, Diverse & Skilled Workforce Percentage of employees that are (1) foreign nationals and (2) located offshore Quantitative Percentage (%) TC-SI-330a.1 Recruiting & Managing a Global, Diverse & Skilled Workforce Employee engagement as a percentage Quantitative Percentage (%) TC-SI-330a.2 18 As part of our approach to identifying and addressing data security risks, Globant is ISO 27001:2013 certified since 2013. The ISO 27001 is a standard that provides a model for establishing, implementing, operating, monitoring, reviewing, maintaining, and improving an information security management system (ISMS). As part of the ISO 27001 controls we perform an internal risk assessment and a service providers risk assessments on an annual basis. Once risks are identified, the Globant Information Security Team (GIST) along with the owner of each risk decide the aproach for each risk (mitigate, accept or transfer). 72 Percentage of employees that are : 1) foreign nationals : 9.84% 2) located offshore:92.50%” “31, 34 Working Mood total result: 4.12 Working mood % of participation: 59.70% Employee Engagement result: 4.1” Recruiting & Managing a Global, Diverse & Skilled Workforce Percentage of gender and racial/ethnic group representation for (1) management, (2) technical staff, and (3) all other employees Quantitative Percentage (%) TC-SI-330a.3 40, 44, 67, 68 8787 Topic Accounting Metric Category Unit of Measure Code Page number / Answer Externally verified Intellectual Property Protection & Competitive Behavior Total amount of monetary losses as a result of legal proceedings associated with anticompetitive behavior regulations Quantitative Reporting Currency TC-SI-520a.1 18 Managing Systemic Risks from Technology Disruptions Number of (1) performance issues and (2) service disruptions; (3) total customer downtime Quantitative Number, Days TC-SI-550a.1 No performance issues or service disruptions during the reporting period Managing Systemic Risks from Technology Disruptions Description of business continuity risks related to disruptions of operations Discussion and Analysis n/a TC-SI-550a.2 Risk Detected - Mitigation Method Power loss: UPS and Power Generators Loss of connectivity: Redundant internet links Catastrophic / Pandemic event / Office not accessible: Alternate working site / Working from home (if allowed by customer) External Network Attack: IDS / Regular Internal and External Vulnerability Scans Office Intrusion / Device steal: CCTV cameras/ 24/7/365 Security Guards and Monitoring Station Information Loss through Vulnerabilities exploit: Device hardening / Corporate patching, encryption and antivirus policy Not Intentional Data Loss: Regular Awareness Training Table 1. Sustainability Disclosure Topics & Accounting Metrics Activity Metric Category Unit of Measure Code Page number / Answer Externally verified (1) Number of licenses or subscriptions, (2) percentage cloud based Quantitative Number, percentage (%) TC-SI-000.A Slack: 29,336 Google: 27,897 Jamf: 8,836 Intune: 6,950 Azure AD P1: 14,000 Atlassian: 8,859 Zoom: 3,190 Github: 2,291 TOTAL: 101,359 licenses Outsourced: 85.51%” (1) Data processing capacity, (2) percentage outsourced Quantitative Number, percentage (%) TC-SI-000.B 1)Data processing capacity: 6,375 vCPU 2)Percentage outsourced:14.34% vCPU (1) Amount of data storage, (2) percentage outsourced Quantitative Petabytes, Percentage (%) TC-SI-000.C 1)Amount of data storage:902 Tb 2) Percentage outsourced :11.44%” 8888 Integrated Report Content Contents Organizational overview and external environment What does the organization do and what are the circumstances under which it operates? Governance How does the organization’s governance structure support its ability to create value in the short, medium and long term? Business model What is the organization’s business model? Aspects Culture, ethics and values Ownership and operating structure Principal activities and markets Page 4, 9, 10, 29 6, 78 19 - 25 Competitive landscape and market positioning 5, 12, 19 - 25 Position within the value chain 5, 19 - 25 Key quantitative information 5 - 7, 14 - 17, 34, 41, 54 Significant factors affecting the external environment Leadership structure, including the skills and diversity Specific processes used to make strategic decisions 5 7, 8 8, 9 How the organization’s culture, ethics and values are reflected in its use of and effects on the capitals 8, 9, 10 The responsibility those charged with governance take for promoting and enabling innovation How remuneration and incentives are linked to value creation in the short, medium and long term Inputs Business Activities Outputs Outcomes 8 9 5 5 5 5 8989 Integrated Report Content Contents Risks and opportunities What are the specific risks andu opportunities that affect the organization’s ability to create value over the short, medium and long term, and how is the organization dealing with them? Aspects Page Key risks and opportunities that are specific to the organization 10, 11 Organization’s approach to any real risks (whether they be in the short, medium or long term) that are fundamental to the ongoing ability of the organization to create value 10, 11 Strategy and resource allocation Where does the organization want to go and how does it intend to get there? Objetctives and strategic plans Performance To what extent has the organization achieved its strategic objectives for the period and what are its outcomes in terms of effects on the capitals? Impact on capitals Quantitative information Relationships with stakeholders Outlook What challenges and uncertainties is the organization likely to encounter in pursuing its strategy, and what are the potential implications for its business model and future performance? Organization’s expectations about the external environment Mechanisms to address challenges and opportunities Basis of preparation and presentation How does the organization determine what matters to include in the integrated report and how are such matters quantified or evaluated? Materiality Boundaries Frameworks 12 5, 14 - 17 5, 14 - 17 65 - 67 12 12 4, 63, 64 4 5 Externally verified 9090 Governance: Disclose the organization’s governance around climate related risks and opportunities. Pillar Key Points TCFD content Describe the board’s oversight of climate-related risks and opportunities. Describe management’s role in assessing and managing climate-related risks and opportunities. The Board of Directors has delegated responsibility to the Corporate Governance and Nominating Committee (CGNC) to supervise the company’s matters related to sustainability, including its Environmental, Social and Governance performance and the effects of the climate change/climate crisis on Globant’s activity. CGNC reports to the BoD at least once a year. CGNC reviews the TCFD information to understand if the risks and opportunities may significantly impact value. Also, external reviewers could be appointed to provide assurance on these reports and the information provided. For more information about our board of directors: https://investors.globant.com/board-of-directors Management role is detailed in the Be Kind to the Planet Policy. Supervision and implementation of the policy rely on the Gov. Affairs & Sustainability director. The Corporate Governance and Nominating Committee delegates the climate-related policies, strategy, and information to the COO, who chairs the Be kind to the planet POD (a cross-functional team). Its role is to analyze climate-related issues and conduct improvement programmes. Strategy: Disclose the actual and potential impacts of climate-related risks and opportunities on the organization’s businesses,strategy, and financial planning where such information is material. Describe the climate-related risks and opportunities the organization has identified overthe short, medium, and long term. Describe the impact of climate-related risks and opportunities on the organization’s businesses, strategy, and financial planning. “Refer to Item “”D. Risk Factors”” in our 2022 Annual Report on Form 20-F for our material business, financial, operational, and legal and regulatory risks. The analysis of climate-related opportunities for Globant identifies five categories of major impact: resource efficiency, energy sources, products and services, markets, and resilience. Although no risks or adverse events are foreseen with significant impact on the organization’s business, strategy or financial planning, some potential changing behaviours in the market may uncertainly affect performance. However, the exact extent of the impact will depend on various factors, such as the impact of the equity risk premiums relative to other components of the weighted average cost of capital, the firm’s capital structure, and the changes in other relevant economic variables. Regarding mitigation measures, the company is aware of these potential shifts in demand, which lowers residual risks to minimum. Describe the resilience of the organization’s strategy, taking into consideration different climate-related scenarios, including a 2°C or lower scenario. The strategy roll-out includes a roadmap of broad actions to achieve the strategic goals. Both the strategy and roadmap provide a reasonable level of resilience following the risk appraisal. According to the risk analysis, Globant understands there is no need to review its climate strategy or roadmap in a 2ºC degrees or lower scenario. 9191 TCFD content Pillar Key Points Risk Management: Disclose how the organization identifies, assesses, and manages climate-related risks. Describe the organization’s processes for identifying and assessing climate-related risks. Describe the organization’s processes for managing climate-related risks. Describe how processes for identifying, assessing, and managing climate-related risks are integrated intothe organization’s overall risk management. Assessing climate-related risks and opportunities is an iterative process with four key steps: 1. Identification, 2. Prioritization, 3.Quantification, 4.Management. Firstly, a list of risks and opportunities was developed. Secondly, risks and opportunities were assessed based on key metrics and selected criteria. Then, a model for quantifying the financial impact was developed for a set of risks and opportunities; and finally, potential responses to manage and mitigate impacts were developed. The following section outlines the analysis of the impacts according to three-time horizons (i.e., short, medium, and long term ) that could have a material financial impact on the organization. The analysis of climate risks and opportunities is reviewed annually, and results are embedded into the organization’s overall enterprise risk management (ERM) framework. Metrics and Targets: Disclose the metrics and targets used to assess and manage relevant climate-related risks and opportunities where such information is material. Disclose the metrics used by the organization to assess climate-related risks and opportunities in line with its strategy and risk management process. Disclose Scope 1, Scope 2, and, if appropriate, Scope 3 greenhouse gas (GHG) emissions, and the related risks. Detailed insights into the climate change-related metrics and targets are included in our Sustainability Report and further disclosed in our Carbon Disclosure Project (CDP) Climate Change report. Refer to “Be kind to the Planet” in our 2022 Integrate Report Describe the targets used by the organization to manage climate-related risks and opportunities and performance against targets 9292 COVID-19 Disclaimer On March 11, 2020, the World Health Organization declared a pandemic of the outbreak lease modification. The Company determined to apply the practical expedient to all of Coronavirus (“COVID-19”), due to its rapid spread throughout the world, having the lease contracts of office spaces and has recognized as of December 31, 2020 a affected, at that time, more than 110 countries. As of December 31, 2020, tens of discount for 512 included in rental expenses. countries had declared a state of national health emergency, which measures had caused a substantial disruption in the global economy. It is difficult to estimate the full The Company has determined, after analyzing the possible impact of the economic extent and duration of the impacts of the pandemic on businesses and economies. situation in the financial statements, that an assessment of the treatment of expected However, by the end of the year most countries have resumed progressively with all credit losses (“ECLs”) was necessary, since IFRS 9 should not be applied mechanically economic activities. and prior assumptions may no longer hold true in the current environment. On March 27, 2020, the International Accounting Standards Board (the “IASB”) published At the beginning of the year 2020, for the purpose of measuring ECLs and for a document for educational purposes, to help support the consistent application of determining whether significant increase in credit risk had occurred, the Company accounting standards during a period of enhanced economic uncertainty arising from the COVID-19 pandemic. In that publication, the IASB indicated that they had engaged grouped financial instruments on the basis of shared credit risk characteristics, and, specifically, grouped our trade receivables considering the industry verticals. closely with the regulators to encourage entities to consider that guidance. The financial reporting issues, reminders and considerations highlighted in this publication are Considering that the tourism sector was one of the hardest-hit by the outbreak of the following: going concern, financial instruments, asset impairment, governments COVID-19, with impacts on both travel supply and demand, in 2020 the Company had to grants, income taxes, liabilities from insurance contracts, leases, insurance recoveries, adjust the estimations of ECLs for trade receivables from customers within the “Travel onerous contract provisions, fair value measurement, revenue recognition, events after & Hospitality” as well as for the rest of our customers, since at the time of our review, the reporting period, other financial statements disclosure requirements and other there were some indications of change in payment terms and, to a lesser extent, the accounting estimates. probability of non-payment due to the effects of COVID-19 pandemic. On May 28, 2020, the “IASB” published ‘Covid-19-Related Rent Concessions The Company assessed whether the impact of COVID-19 has led to any other non- (Amendment to IFRS 16)’ amending the standard to provide lessees with an exemption financial asset impairment, including goodwill, and concluded, that there is no indication from assessing whether a COVID-19-related rent concession is a lease modification. that the cash-generating unit may be impaired. Based on the sensitivity analysis As a practical expedient, a lessee may elect not to assess whether a rent concession performed, there were no significant changes in any of the used key assumptions that related to COVID-19 is a lease modification. A lessee that makes this election shall would have resulted in an impairment charge. account for any change in lease payments resulting from the rent concession the same way it would account for the change applying this Standard if the change were not a 9393 Report profile Stock Globant is listed on the NYSE under the ticker GLOB Independent Audit Firm PwC Sustainability Advisor Crowe Transfer Agent American Stock Transfer & Trust Company, LLC Date of Last Report 2021 Reporting Cycle Annual IR Contact Arturo Langa Pons arturo.langa@globant.com Sustainability Contact Francisco Michref Gov. Affairs & Sustainability Director Website www.globant.com Reporting Period January 1, 2022 December 31, 2022 251 Park Ave S, 11th floor New York, NY 10010 875 Howard St, 3rd floor, Suite 320 CA 94103, San Francisco 37A, Avenue JF Kennedy, L-1855 Luxembourg BP 2501 • L-1025, Luxembourg Ingeniero Butty 240, 9th floor, Laminar Plaza Tower Av. Del Libertador 4980, 7 “B”, Ciudad Autónoma de Buenos Aires Paraguay 2141, 9th floor, Aguada Park Luis A. Herrera 1052, Of. 1402, Montevideo, Uruguay Our principal corporate office is located at 37A Av. J.F. Kennedy, L-1855, Luxembourg. Globant’s headquarters are dispersed across multiple locations. In addition, because the headquarters activities are handled digitally from different places, these cannot be solely associated to a single location or office. 9494 Independent practitioner’s limited assurance report on Globant S.A.´s 2022 Integrated Report Responsibility of the Board of Directors for the information included in the Identified Sustainability Information To the President and Directors of Globant S.A. We have undertaken a limited assurance engagement in respect of the selected sustainability information in Globant S.A.´s 2022 Integrated Report (´Integrated Report 2022´) (hereinafter, the “Identified Sustainability Information”) for the fiscal year ended December 31, 2022. This engagement was conducted by a multidisciplinary team including public certified accountants, environmental and Corporate Social Responsibility specialists. Identified Sustainability Information The Board of Directors of Globant S.A. is responsible for the preparation of the information included in the Identified Sustainability Information in accordance with the Criteria identified above. This responsibility includes the design, implementation and maintenance of internal control relevant to the preparation of this information that is free from material misstatement, whether due to fraud or error. Inherent limitations Non-financial information is subject to limitations other than those to which financial information is subject given its nature and the methods used to determine, calculate, take samples or estimate values. Qualitative interpretations of data relevance, materiality and accuracy are subject to individual criteria and assumptions. Our limited assurance engagement consisted in reviewing the Identified Sustainability Information for the year ended December 31, 2022: Our Independence and Quality Control • GRI quantitative and qualitative contents detailed in “GRI Content” identified with the symbol √. • SASB quantitative and qualitative contents detailed in “SASB Content” identified with the symbol √. • Statement from the Board of Directors of Globant S.A. regarding compliance with the guidelines from the Global Reporting Initiative (“GRI”), 2021 Standards, “in accordance” option; the guidelines of the Sustainability Accounting Standards Board (SASB); and the International Integrated Reporting Council (IIRC) framework. Our assurance was (only) with respect to the information on the fiscal year ended December 31, 2022, included in the Identified Sustainability Information referred to above. We have not performed any procedures with respect to earlier periods or any other elements included in the Identified Sustainability Information, and, therefore, do not express any conclusion thereon. Criteria used for preparing the Identified Sustainability Information (“Criteria”) GRI quantitative and qualitative contents detailed in “GRI Content” identified with the symbol √, SASB quantitative and qualitative contents detailed in “SASB Content” identified with the symbol √, and the statement from the Company’s Board of Directors relating to compliance with GRI guidelines were prepared in accordance with the recommendations and principles included in those guidelines, 2021 Standards, “in accordance” option; the guidelines of the Sustainability Accounting Standards Board (SASB); and under the International Integrated Reporting Council (IIRC) framework. We have complied with the independence and other ethical requirements of the International Code of Ethics for Professional Accountants (including International Independence Standards) issued by the International Ethics Standards Board for Accountants (IESBA Code), which is founded on fundamental principles of integrity, objectivity, professional competence and due care, confidentiality and professional behaviour. Our firm applies International Standard on Quality Control 1 and accordingly maintains a comprehensive system of quality control including documented policies and procedures regarding compliance with ethical requirements, professional standards and applicable legal and regulatory requirements. Our Responsibility Our responsibility is to express a limited assurance conclusion on the Identified Sustainability Information detailed in “Identified Sustainability Information” based on the procedures we have performed and the evidence we have obtained. We conducted our limited assurance engagement in accordance with International Standard on Assurance Engagements 3000 (Revised). These standards require that we plan and perform this engagement to obtain limited assurance about whether the Identified Sustainability Information is free from material misstatement. A limited assurance engagement involves assessing the suitability in the circumstances of the Board of Directors’ use of the Criteria as the basis for the preparation of the Identified Sustainability Information, assessing the risks of material misstatement of the Identified Sustainability Information whether due to fraud or error, responding to the assessed risks as necessary in the circumstances, and evaluating the overall presentation of the Identified Sustainability Information. A limited assurance engagement is substantially less in scope than a reasonable assurance engagement in relation to both the risk assessment procedures, including an understanding of internal control, and the procedures performed in response to the assessed risks. The procedures we performed were based on our professional judgment and included inquiries, observation of processes performed, inspection of documents, analytical procedures, evaluating the appropriateness of quantification methods and reporting policies, and agreeing or reconciling with underlying records. Use of this report This report, including the conclusion, has been prepared solely for the used by directors of Globant S.A. as a body. We permit the disclosure of this report within the Integrated Report 2022, to enable the directors to demonstrate they have discharged their governance responsibilities by commissioning an independent assurance report in connection with the Integrated Report 2022. To the fullest extent permitted by law, we do not accept or assume responsibility to anyone other than the directors as a body and Globant S.A. for our work or this report save where terms are expressly agreed and with our prior consent in writing. Given the circumstances of the engagement, in performing the procedures listed above we: City of Buenos Aires, 7th March 2023. PRICE WATERHOUSE & CO. S.R.L. (Partner) Sergio Cravero • Holding interviews with the management and senior management to assess the application of GRI Standards; SASB and the International Integrated Reporting Council (IIRC) framework. • Assessing the design of key procedures and controls to monitor, record and report the selected information; our work does not include testing the operating effectiveness of controls for the period under analysis. • Performing testing, on a selective basis, to validate the information • presented. Inspecting, on a selective basis, documents to verify the representations made by the management and senior management in our interviews. • Reviewing the presentation of the information included in the Integrated Report 2022. The procedures performed in a limited assurance engagement vary in nature and timing from, and are less in extent than for, a reasonable assurance engagement. Consequently, the level of assurance obtained in a limited assurance engagement is substantially lower than the assurance that would have been obtained had we performed a reasonable assurance engagement. Accordingly, we do not express a reasonable assurance opinion about whether Globant S.A.´s Identified Sustainability Information has been prepared, in all material respects, in accordance with the Criteria. Limited Assurance Conclusion Based on the procedures we have performed and the evidence we have obtained, nothing has come to our attention that causes us to believe that the Globant S.A.´s Identified Sustainability Information for the fiscal year ended December 31, 2022 is not prepared, in all material respects, in accordance with the Criteria. Price Waterhouse & Co. S.R.L., Bouchard 557, 8th floor, C1106ABG - City of Buenos Aires - T: +(54.11) 4850.0000, www.pwc.com/ar © 2023 Price Waterhouse & Co. S.R.L. All rights reserved. Price Waterhouse & Co. S.R.L. is a member firm of the global network of PricewaterhouseCoopers International Limited (PwCIL). Each member firm is a separate legal entity and does not act as agent of PwCIL or any other member firm. 96 

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