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.
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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.
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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
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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.
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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.
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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).
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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
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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.
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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.
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