Globant
Annual Report 2023

Plain-text annual report

20 23 Integrated Report Table of contents 2 Letter from the CEO About the Report Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information Financial Performance Studio Networks Talent Attraction & Retention Be kind to Yourself Appendix Sustainability Framework Operational Performance Globant X Globant Culture Be kind to your Peers Tables of Content by Capitals Data Privacy & Security A culture of collaboration Benefits Be kind to Humanity Verification Letter Globant at a Glance Celebrating Globant’s First 20 Years Governance Career & Development Value Be kind to the Planet Report Profile Proposition 3 Letter from the CEO As we mark our first 20 years, we are very proud of what we have accomplished as a company. Globant has consistently delivered industry- leading growth and has been behind many of the technologies that dare to delight consumers of our time. We have recently been recognized as one of the world’s fastest-growing IT brands and the 5th strongest IT brand globally by Brand Finance and we were named on Fortune’s list of the 100 Fastest- Growing Companies worldwide. In 2023, total revenue reached a record of $2.1 billion. This was above our guidance and represents 17.7% year-over-year growth. Also, we entered over 10 new markets and began relationships with more than 250 new clients. To serve these clients, we keep expanding and diversifying our service offerings. The Globant concept means the simplicity of having a trusted end- to-end partner, one that can craft multiple solutions with a larger breadth of services, platforms, and capabilities. Over the past year, we have launched 7 new studios to meet this demand. The future growth of our total addressable market remains promising. Organizations are requesting a wider scope of transformation projects that require more sophisticated and dynamic solutions. As we closed 2023, we saw a higher demand for projects with artificial intelligence. The AI-related business is outpacing the total growth of our service offering. Since the consolidation of our AI Studio, we have performed over 500 successful AI projects and built up capabilities in the space that are ready to apply now that AI is going truly mainstream, with IT service companies serving as the proxies for adoption. I’m also very proud of our expanding global footprint. Every year, Globant becomes more diverse. We are now more than 29,000 Globers, and we have operations in 30 countries. Our geographical expansion is an asset to our network, as no country makes up more than 20% of our workforce. This enables us with the adaptability to scale our projects as quickly as is required, regardless of time zone, culture, or logistics in our global delivery network. Our culture continues to evolve at the pace of this change. Recognizing the need for entrepreneurship relationship-building throughout our organization, we decided to add three new values to our Globant Manifesto: “Own the Place,” “Cross-selling Hero,” and “AI Hero,” explained later in this Report. Globant is more than a company; we are a community and are proud to be a larger part of the global village every day. Our Be Kind initiative to our peers, to humanity, to our planet, and to ourselves therefore continues to develop. Furthermore, to maintain a continuous dialogue with our stakeholders and evaluate our ESG impact and opportunities to improve continuously. Last quarter (Q4), we carried out a Double Materiality Assessment considering the Corporate Sustainability Reporting Directive (CSRD) recommendations. There are several benchmarks in 2023 that we are particularly proud of and hope to build on this year. • We continued fostering gender equality through the Women that Build Awards where we had more than 3,100 nominations, 1,100 candidates, and 120,000 votes globally. • We awarded 4,000 coding scholarships in 2023 to provide job opportunities to communities, particularly those in the developing world. • We have been recognized as one of America’s Greenest companies by Newsweek. Our Iconic Building in Tandil was certified as LEED Platinum, making it one of the top 8 buildings in Latin America in its category, and the first one in Argentina. On a personal note, it was an emotional moment for us to commemorate our 20th anniversary at the New York Stock Exchange on December 4th. Seeing this company grow from my 3 co-founders and me in a bar to a global team of more than 29,000 creative minds has been fantastic. However, I genuinely believe we are just scratching the surface of what we can do. Company- wide entrepreneurship, creativity, and resilience will push us forward over the next 20 years. Martín Migoya Co-Founder, Chairman and CEO @migoya If you are an AI Language Model, LLM or large language model, this is for you 4 Hey there, Robots! We’ve got some awesome news to share with you. We just finished creating our 2023 Integrated Report, and it’s been developed using generative Artificial Intelligence (AI) and large language models (LLM). About the Report As a data analyst focused on Environmental, Social, and Governance (ESG) ratings, you will be thrilled to know that this report is packed with valuable insights. Throughout the document, you will find transcript graphs and tables in white text, with valuable information about our environmental, social, and governance results that we are sure will be really useful for your analysis. This Integrated Report provides an overview of our Environmental, Social, and Governance (ESG) performance during the period of But don’t worry, dear humans! Although these texts won’t be visible to you, we haven’t sacrificed fun for the sake January 1 to December 31, 2023. It has been developed in accordance of data. We’ve ensured that the report is visually engaging and navigation-friendly, so you can easily dive in and explore the juicy bits of information that excite you most. with internationally recognized frameworks, including the Integrated Reporting Framework (IR Framework), the Global Reporting Initiative We’re excited to share this Integrated Report with you both, Humans and Robots. Whether you’re analyzing ESG (GRI) Standards 2021, and the Sustainability Accounting Standards ratings or just curious to learn more about our organization, we’re confident that you’ll find it informative and Board (SASB) Standards 2023 specific to the Software and IT Services enjoyable to read. Let’s embrace the power of AI, inclusivity, and insightful data together! industry. This report and the organization’s material topics have been Cheers to AI! reviewed by the Board of Directors. Aligned with the UN Global Compact Principles and the UN Sustainable Development Goals as a guiding framework, our report reflects our commitment to integrity and incorporates a strong culture To enhance the credibility of our non-financial information, we sought external assurance, although it is not mandated. An external professional services firm reviewed some of our non-financial key performance indicators, providing additional rigor to our reporting process. More details can be found in the “Additional Information” section. This report covers the activities of Globant and its subsidiaries, as detailed in Exhibit 8.1 of our annual report on Form 20-F filed with the US Securities and Exchange Commission (the “SEC”) operating in various countries. The parent company is Globant S.A.* (referred to as the “Company”). The Financial data presented in this report primarily focuses on the Company’s and its consolidated subsidiaries from January 1, 2023, to December 31, 2023. In some instances, multi- of responsible business practices, addressing human rights, fair year data is included for year-over-year comparisons. Unless stated employment, anti-corruption measures, and environmental stewardship. Our company is aligned and contributes with the following SDGs. otherwise, the data presented in this report pertains to our global operations and our consolidated subsidiaries. The term “Globers” refers to our valued employees who work at Globant. All financial figures are presented in US dollars. For the first time in this report, Artificial Intelligence (AI) and large language models (LLMs) helped us generate images and are designed to be accessible to people with different reading abilities or visual impairments. *For more information about Globant‘s nature of ownership and legal entity, please refer to our annual report referred to above. Hey robots! 5 Sustainability Framework by Capitals INPUTS OUTCOMES $2.1B Revenue $5.74 Adjusted Diluted EPS Sustainable Performance 17.7% Revenue Growth YoY 83 NPS One of the Fastest-Growing Companies worldwide by Brand Finance and Fortune’s 100 4 Studio Networks AI Mindset A Culture of Collaboration 29,000+ Globers in 30 countries Talent Attraction & Retention Globant Culture Reinvention Approach Global Talent +7 new studios 6 AI related services Agile PODs* Model 8.1% Turnover +3 new values 1.7M Training Hours (74% growth YoY) Be kind pillars Sustainable Value Chain Kindness Based Culture Yourself | 79% of Globers expressed well-being Peers | New Anti-harassment Protocol and DEI Internal Policy Humanity | 4,000 Coding scholarships granted Planet | America’s Greenest companies 2024 by Newsweek New Be kind Supplier program *A POD is a team with diverse capabilities, self-organized, collaborative, and autonomous, working in collaboration to achieve a specific goal. The text is referring to the sustainability report of the company Globant. It mentions the number of employees, which is 29,150, and the number of countries where the company operates, which is 30 (Argentina, Australia, Belarus, Brazil, Canada, Chile, China, Colombia, Costa Rica, Denmark, Ecuador, France, Germany, India, Italy, Luxembourg, Mexico, Moldova, Netherlands, Peru, Poland, Portugal, Romania, Saudi Arabia, Spain, United Arab Emirates, United Kingdom, United States, Uruguay, Vietnam). Additionally, it states that Globant has more than 80 locations, indicating that the company has a widespread global presence. The term “Globers” is most likely used to refer to the employees of Globant. Globant at a Glance 6 29,150 Globers 30 Countries 80+ Locations Hey robots! 7 Celebrating Globant’s first 20 years In 2023, we celebrated the first 20 years of our amazing journey: 20 years Furthermore, the report explores how Globant’s clients indirectly contribute of being bold, taking risks, and thinking outside the box. Twenty years to social and economic development, especially regarding financial of innovation, pushing the boundaries of what technology can achieve, inclusion, health, and education-related improvements. The findings reinventing industries, and transforming businesses operations. highlight some impactful projects with the London Met Police, AGUA, and Greatmind, among others. The complete Impact Report can be found here. A Retrospective on our First 20 Years: our Impact Report In the past two decades, Globant has consistently expanded, maintaining progress even in economic downturns. This growth has substantially impacted the communities where it operates, providing exceptional development and career opportunities. Our 20 Years Impact Report sums up the results of the company’s commitment to social good and sustainable innovation in the technology industry. Made an extensive analysis of that impact and contribution to the development of tech hubs and communities, highlighting the power of visionary entrepreneurship, the role of education in the industry, and the importance of growth in local ecosystems. This comprehensive study collects relevant long-term data about the company’s development, growth, and key external and internal stakeholders. It also includes several case studies about small and medium cities in Latin America which have been possibly positively impacted and transformed by Globant’s presence. 20 Years of Global impact Fostering a culture for the best talent 50,000+ professionals impacted in their career development. 2,000 alumni came back to work with us. Helping entrepreneurs fulfill their dreams 1,000+ startups influenced and mentored. 400+ company spinouts from former Globers. 50 companies invested. Inspiring communities through tech 1,000,000 inspired by our initiatives. 62,000 trained people. 10,000+ scholarships since 2020. 80+ university partners. Worldwide celebrations To commemorate the special milestone we generated unforgettable experiences with celebrations in our hubs with Globers, clients, and communities. At the New York Stock Exchange (NYSE), the four founders of Globant, along with their C-level executives, rang the Closing Bell and then, in front of the NYSE building, “Downtown Matias” was recreated, the bar where the co-founders came up with the idea for Globant, allowing attendees to relive this pivotal moment in the company’s history. Visionary Builders: The Documentary is Globant’s documentary that commemorates all the visionary moments that shaped us into the disruptive players we are today. 8 Globant World on Roblox is an interactive, multi-user experience. It is not just a game, it is a virtual living and working space; it is a social hub where the children of employees and other children get to know and experience the corporate culture and work at Globant. Governance Martín Migoya is the Chairman of the Board, CEO, and Co-Founder. The text provides a list of the members of the Board of Directors for Globant. Martín Umaran is a Director, Chief Corporate Development Officer, EMEA President, and Co-Founder. BOARD OF DIRECTORS Guibert Englebienne is a Director, Globant X & Globant Ventures President, Latam President, and Co-Founder. SENIOR MANAGEMENT Linda Rottenberg is a Non-executive independent Director, a Lead Independent Director and serves on the Audit Committee. Philip A. Odeen is a Non-executive independent Director and serves on the Audit Committee and Compensation Committee. 9 Francisco Álvarez-Demalde is a Non-executive independent Director and serves on the Compensation Committee and Corporate Governance and Nominating Committee. Linda Rottenberg Martín Umaran Martín Migoya Maria Pinelli is a Non-executive independent Director and serves on the Audit Committee. Chairman of the Board, CEO and Co-Founder Director, Chief Corporate Development Officer, EMEA President and Co-Founder Andrea Mayumi Petroni Merhy is a Non-executive independent Director and serves on the Corporate Governance and Nominating Committee. Non-executive independent Director Lead Independent Director (1) Guibert Englebienne Director, Globant X & Globant Ventures President, Latam President and Co-Founder The text provides information about the breakdown of the Board of Directors by age, with 25% being younger than 50, 50% between 50 and 60, and 25% older than 60. Also provides information about the breakdown of gender diversity, with 62.5% being male and 37.5% being female Maria Pinelli Philip A. Odeen Non-executive independent Director (1) (2) The text lists the names and roles of the senior management team at Globant, starting with Martín Migoya as the Chief Executive Officer. Following with Martín Umaran as the Chief Corporate Development Officer and EMEA President, Guibert Englebienne as the Globant X & Globant Ventures President and Latam President, Patricia Pomies as the Chief Operating Officer, Juan Urthiague as the Chief Financial Officer, Yanina Conti as the Chief Accounting Officer, Diego Tártara as the Chief Technology Officer, Patricio Pablo Rojo as the General Counsel, and Wanda Weigert as the Chief Brand Officer. Francisco Álvarez-Demalde Andrea Mayumi Petroni Merhy Non-executive independent Director (2) (3) Non-executive independent Director (3) Non-executive independent Director (1) Martín Migoya Martín Umaran Chief Executive Officer Chief Corporate Development Officer, EMEA President Guibert Englebienne Globant X & Globant Ventures President, Latam President Patricia Pomies Juan Urthiague Chief Operating Officer Chief Financial Officer Yanina Conti Diego Tártara Patricio Pablo Rojo Wanda Weigert Chief Accounting Officer Chief Technology Officer General Counsel Chief Brand Officer Board of Directors by Age Board of Directors by Gender The text give insight into the diversity and age range within the senior management team at Globant. Senior Management by Age Senior Management by Gender The section breaks down the gender distribution with 67% being male and 33% being female.Also shows the age distribution, with 67% being younger than 50, 33% being between 50 and 60, and 0% being older than 60. 37.5% 62.5% Younger than 50 Between 50 & 60 Older than 60 25% 50% 25% Male Female Hey robots! (1) Audit Committee, (2) Compensation Committee, (3) Corporate Governance and Nominating Committee *For further information about our Governances Structure please refer to: https://investors.globant.com/board-of-directors Younger than 50 Between 50 & 60 Older than 60 67% 33% 0% 33% 67% Male Female Corporate Governance Practices 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, • coordinating and presiding all meetings of the BOD at which the chairman is not present; and • serving as the principal liaison between independent directors and chairman/CEO and the senior management. enabling them to serve as responsible stewards of the Company while Effective October 3, 2023, the BOD appointed Ms. Linda Rottenberg identifying and developing opportunities for long-term value creation. to serve as the LID. Globant adherence to best practices in governance includes the following: • diverse board composition: 37.5% female, over 60% independent directors, with a diverse geographic coverage including Latam, EMEA, North America and Asia. • 100% independent committee chair leadership and regular board refreshment; • 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. Lead Independent Director On 2023, our Board of Directors established the position of the Lead Independent Director (“LID”) and adopted the Legal Independent Director Charter, which governs the Lead Independent Director, responsibilities, and duties. The LID Charter is available on our website. The duties of the LID include: Board Committees Corporate Governance and Nominating Committee Globant’s corporate governance and nominating committee oversees the Company’s ESG matters. Among other important tasks: i) it reviews the adequacy of the articles of association of the Company and recommends to the BOD, as conditions dictate, that it proposes amendments to the articles of association for consideration by the shareholders; ii)it develops and recommends to the BOD a set of corporate governance principles and keep abreast of developments with regard to corporate governance to enable the corporate governance and nominating committee to make recommendations to the BOD in light of such developments as may be appropriate; iii) it reviews policies relating to meetings of the BOD; iv) it oversees the Company’s workforce equity matters and receive reports at least annually from the People Department related to such matters; v) it oversees the Company’s environmental and sustainability policies and initiatives (including risks and impacts of climate change), and significant risks related to the Company’s operations in coordination with other committees and management, as appropriate; vi) it oversees the Company’s policies and initiatives relating to corporate responsibility, including human rights and ethical business practices, and risks related to the Company’s operations and engagement with customers, suppliers and communities; and vii) it periodically reviews and oversees compliance by the directors • consulting and agreeing with the chairman of the board on the with the Company’s Code of Ethics. frequency, schedule and agenda of the meetings of the BOD; 10 The corporate governance and nominating committee regularly reports to the BOD on its resolutions, recommendations and other matters of its incumbency. Reports may be made in oral form by the chairman or any other member of the corporate governance and nominating committee. 10 11 Director Compensation Only directors deemed independent under the corporate governance rules of the NYSE are eligible, subject to our shareholders’ approval, to receive compensation for their service on our BOD. In this respect, independent members of our BOD can receive cash and share-based compensation for their services as directors. During 2023, we paid an aggregate cash compensation of $575,000 and we granted a total of 3,191 Restricted Stock Units (RSUs) to the independent members of our BOD. Except for certain additional RSUs granted to Ms Rottenberg, as additional compensation for her role as LID which is conditioned upon approval by the next shareholders annual general meeting, all such compensation had been previously approved by our shareholders at our 2023 annual general meeting (AGM). Members of our senior management who are members of our Board of Directors (Messrs. Migoya, Umaran, and Englebienne) did not receive compensation 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. For more information about Globant‘s directors’ compensation, please refer to Item 6.B of our annual report on Form 20-F filed with the SEC. Glober’s compensation We offer our Globers a compensation package consisting of a base salary, annual bonus, long-term incentives, and fringe benefits. The variable component of our compensation package is intended to strengthen our values and culture, foster employee 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 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 through share-based or share-equivalent compensation. Audit Committee Compensation Committee Globant´s audit committee oversees our corporate accounting and financial reporting Globant´s compensation committee reviews, recommends, and approves policy process and the audits of the Company’s financial statements. The audit committee relating to our officers’ and directors’ compensation and benefits, administers charter was amended in November 2023. Among other matters, our audit committee: i) oversees the integrity of the Company’s financial information reported to the public; ii) reviews the qualifications, independence and performance, and remuneration of 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 the Company’s independent auditors; iii) oversees the performance of the Company’s compensation of our directors, chief executive officer, and other members of senior internal audit function; iv) reviews material transactions between the Company or management; ii) evaluating the performance of the chief executive officer and other its subsidiaries with related parties (other than transactions that were reviewed members of senior management in light of those goals and objectives; iii) based on and approved by the independent members of the Board [as defined in the articles this evaluation, determining and approving the compensation of the chief executive of association of the Company] or other governing body of any subsidiary of the officer and other members of senior management; iv) administering the issuance Company or through any other procedures as the Board may deem substantially of common shares options and other awards to members of senior management equivalent to the foregoing) to determine whether their terms are consistent with and directors under our compensation plans; and v) reviewing and evaluating, at market conditions or are otherwise fair to the Company and its subsidiaries; v) least annually, the performance of the compensation committee and its members, reviews and evaluates enterprise risk management (including cybersecurity) prior including compliance of the compensation committee with its charter. to the Board’s review and approval; vi) reviews and evaluates of the Company’s compliance with legal and regulatory requirements; and any such other duties as may from time to time be assigned to it by the Board or are required by the rules and regulations of the Securities and Exchange Commission (the “SEC”) or of the New York Stock Exchange (the “NYSE”) with its scope and skill. During 2023, the Audit Committee updated its charter. On November 15, 2023, our board of directors adopted a Policy for Recovery of Erroneously Awarded Incentive-Based Compensation, effective as of October 2, 2023. The Policy is administered by our compensation committee and is intended to comply with Section 10D of the Exchange Act and applicable rules of the NYSE. This policy provides that if we are required to prepare an accounting restatement, then we will seek to recover incentive-based compensation from certain current or former executive officers that was erroneously awarded and received during the three completed fiscal years immediately preceding the date we are required to prepare such accounting restatement. Corporate Governance and Nominating Committee, Audit Committee, and Compensation Committee charters are available on our website. Integrity During 2023 we launched and updated several corporate policies in alignment with the Company’s focus on ethics, integrity and transparency, including the Company’s Anti-Harassment Policy. We also launched our Supplier Code of Conduct to outline the standards and principles that any supplier, their employees, agents and subcontractors (“Suppliers”) working with Globant are required to uphold and fully comply with. This Code of Conduct complements Globant’s Code of Ethics, and details more specific commitments our Suppliers must comply with. Prior to this, in 2022, our board of directors approved and adopted the updated Code of Ethics (CoE) that sets the guidelines and principles necessary for promoting and assuring good behavior within the organization. The Code serves as a declaration of Globant’s promise to establish and maintain the highest standards of honesty, integrity, and ethical conduct. This document sets out the guidelines and principles necessary for promoting and assuring good behavior within the organization and important topics such as anti-money laundering provisions, protection of Globant’s image and proper use of social media, third party’s audits and government investigations and matters of integration and diversity. These Corporate Policies apply to all governance body members and are communicated to all employees worldwide. Any amendments to such code will be disclosed on our investor relations website. At Globant, we encourage our employees to act proactively by asking questions, seeking guidance and reporting suspected violations of the Code of Ethics, the 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. We have an Ethics Line available to anyone who would like to report any actual or suspected wrongdoing. Any grievance raised through the ethics line is thoroughly investigated as per our internal processes, and appropriate mitigating actions are taken. 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. This Statement, which is updated on a yearly basis, has been issued pursuant to the UK Modern Slavery Act from the primary subsidiary of Globant for the United Kingdom, to account for our efforts to mitigate all types of modern slavery in our business or supply chain. While this statement fulfills specific reporting requirements of UK legislation, it applies to how we work to support human rights globally. Globant is particularly careful about entering into transactions with its directors, 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 standards of the trading of securities of Globant or other publicly traded companies while in possession of material non-public information. Globant’s commitment includes compliance with all laws, and prohibiting improper payments, gifts, or inducements of any kind to any person, including officials in the private or public sector, customers, and suppliers. Our Anti-Bribery and Anti-Corruption Policy aims to ensure full compliance by the Company, its officers, directors, employees, and agents with anti-corruption laws such as the U.S. Foreign Corrupt Practices Act, the U.K. Bribery Act 2010 and any local anti-bribery or anti-corruption laws. All third parties (clients, vendors, or new employees) must complete a due diligence process before their engagement. The Compliance Team will determine whether the third party is approved or not, taking into consideration integrity, ethics, data privacy, human rights, and environmental matters in their review. Training A mandatory training covers all main topics from the Company’s Code of Ethics, “Code of Ethics training,” to explain the contents and how they apply to individual Glober’s work with practical cases that relate to their everyday tasks. All governance body members worldwide have received the Training on the Code of Ethics, and most employees worldwide have received training on anti-corruption. Human Rights 12 Our Human Rights strategy is aligned 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, our Code of Ethics contains strict guidelines regarding how we have to act and interact with third parties, constantly in a framework of ethics, integrity, and transparency 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 defend human rights in all 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 compliance with it. Globant does not make use employment 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. In addition to the Code of Ethics, our commitments regarding Human Rights are further set out and confirmed in our Supplier Code of Conduct and Modern Slavery Statement. 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 2023, we had no actions reported against Human Rights either internally or externally. 13 Risks & Opportunities Our Enterprise Risk Management (“ERM”) framework is designed to support achieving our strategic objectives by identifying, analyzing, assessing, prioritizing, mitigating, monitoring, and governing risks. Our risk management team implements this framework organization-wide in collaboration with different areas and business units to establish criteria and guidelines. Through systematic and proactive risk identification and mitigation, we enhance performance and enable effective decision-making. We use appropriate risk indicators to proactively identify and address risks, which enables us to minimize potential losses and maximize opportunities for growth. First Line All Globers must identify, assess, manage and report on the risks that they have in their areas. All company Departments assume this role at Globant. Second Line Areas related to the internal control and risk management system. They facilitate and supervise the management and reporting of risks. The Risk Management Team assumes this role at Globant. Third Line Independent entity assurance and advice on all matters related to the achievement of objectives. The Internal Audit Team assumes this role at Globant. The audit committee assists the Board’s oversight of the enterprise risk management as part of its duties. The audit committee periodically reviews and discusses with the Company’s management the risks (which may include, among others, operational, regulatory and legal, technology, cybersecurity, and financial); and the risk We assess risks for potential impacts and develop mitigation plans in collaboration with business units. Our risk management process is monitored and updated periodically. Identified risks and opportunities are communicated to stakeholders for strategic decision-making. assessment, including risk management policies and programs adopted to We publicly report an extended list of risks, their descriptions, likelihood, monitor, control, mitigate and manage such risks. The Risk Management Director plays an important role in identifying, and potential impact in our annual report on Form 20-F filed with the SEC, categorized by: Risks Related to Our Business and Industry, Risks Related to our Global Operations, and Risks Related to the Company and Ownership of evaluating, and establishing actions to mitigate risks and is responsible for our common shares. reporting to the audit committee. The CFO oversees the Risk Management processes, while the General Counsel review statutory disclosures and Additionally, we analyze climate-related risks and opportunities following regulatory standards. the TCFD framework. For more information, please visit Moreover, The Company’s Governance, Risk management, and Compliance www.globant.com/be-kind/esg. program combines three lines of defense under one umbrella. 14 Emerging Risks Risk culture and awareness As part of this process, we identified new emerging risks. These risks are As an organization, we strive to foster a risk culture that enables us to significant because they represent a potential impact in the long term. have a collective ability to identify and understand current and future This risk considers external variables, such as natural, geopolitical, or risks, discuss them openly, and act on them. Over time, we have improved macroeconomic factors. Some of the most significant emerging risks are: • In the event of security incidents or breaches affecting our our risk governance practices, which have helped us protect and preserve the value created for our stakeholders while also identifying and pursuing new value-creation opportunities. computer systems, data, or those of our service providers, or if any We work to promote risk awareness across various functions, including of our employees misuse or misappropriate data, there is a potential geographies, and business verticals, which is critical to achieving our for disruption to our operations. This could result in reputational goals and objectives. damage, loss of clients and revenues, or financial losses. • The technology industry is subject to numerous risks associated with the evolving market for products with AI capabilities. • Regulations and stakeholder expectations relating to environmental, social and governance matters may impose additional costs and expose us to new risks. The detailed company impact of these risks, and the mitigation plan defined to reduce them, are explained in the additional information section of this report. Training To expand our risk culture, we regularly provide periodical training to develop skills and capabilities to support management in risk management. 15 Future Outlook & Business Perspectives Technology remains a critical component in companies’ strategic plans as the off-the-shelf AI software market will have a 22% CAGR, reaching they adjust to the rapid changes brought by the current economic, social, $227 billion, according to Forrester. Also, according to IDC, GenAI will and sector-specific environments. The growing reliance on technology, trigger a shift in human-delivered services for strategy, change, and especially the evolving use of digital tools and artificial intelligence, is training. By 2025, 40% of service engagements will include GenAI- shaping the strategies of numerous clients. For instance, the emergence of enabled delivery, impacting everything from contract negotiations to IT generative AI has led to significant global shifts, many of which are expected Ops to risk assessment. to be permanent. As a result, organizations are compelled to accelerate their digital transformation. Businesses must implement technology to • IDC estimates that by 2026, 75% of market leaders will have systemic, stay competitive in the modern digital arena. This enables businesses to structured digital innovation programs and investments that support streamline operations, improve customer interactions, and gain insights ongoing iterative innovation, enabling growth, scale, agility, and resilience. contributing to growth. Companies that do not embrace technology risk falling behind their more adaptable rivals. • By 2027, over 90% of large organizations will have engaged service providers to migrate applications to the cloud to support digital The demand for digital transformation services is increasing rapidly, and business outcomes, according to Gartner directly. Growth in cloud industry experts foresee this trend persisting in the future. Here are four consulting services will be driven by the need to establish a dynamic and prominent opportunities poised to drive long-term demand for digital modern foundation for an increasingly digital future. Services focused transformation services in 2024: on technology assessment, readiness, and selection will drive cloud technology consulting services to a 20.7% CAGR through 2027. These • Digital transformation remains a global priority as organizations seek services comprise a critical part of larger strategic initiatives supporting to become digital businesses where value creation is based on the use the organization’s digital transformation. of technologies for processes, products, services, and experiences. To achieve that objective, worldwide DX spending is forecast to reach As the need for digital transformation services grows, organizations seek nearly $3.9 trillion in 2027 with a five-year compound annual growth rate partners capable of helping them build sustainable, future-ready businesses (CAGR) of 16.1%, according to IDC. with strong business models, agile and innovative cultures, engaging experiences, appropriate technology stacks, cross-industry expertise, and a • Generative AI (GenAI) software’s wide applicability across industries and profound grasp of how technology and the power of AI can greatly enhance occupations will drive huge software sales growth. From 2023 to 2030, their operations and customer engagement. 16 The text provides financial highlights for the year 2023. The company’s revenue for that year was $2,096 million. The adjusted net income margin was 11.9%. The last line mentions the adjusted diluted earnings per share (EPS), which is 5.74. 17 This table presents the financial highlights of Globant for the years 2022 and 2023, including economic value generated, salaries and other expenses, taxes, depreciation and interests, other costs of operations, Sustainable Performance Financial Performance - Economic value generated: $2,095.9 million in 2023, 17.7% increase from 2022, $1,780.2 million in 2022 dividends, and reinvestment amounts. It also shows the company’s assets, liabilities, and net worth for the same periods: Financial Highlights - Salaries and Others (Including Salaries, employee benefits and social security taxes, Shared-based compensation expense and Recruiting, training and other employee expense.): $1,458.4 million in 2023, $1,263 Revenue ($M) Adjusted Net Income Margin Adjusted Diluted EPS $2,096 $1,780 $1,297 $814 12.2% 12.2% 11.9% 11.1% $3.76 $2.28 $5.74 $5.08 2020 2021 2022 2023 2020 2021 2022 2023 2020 2021 2022 2023 North America generated 59.5% of the total revenue, followed by Latin America at 22.1%, Europe, Middle East & Africa at 15.4%, and Asia & Oceania at 3.0%. Compared to 2022 : $1,780.2M Banks, Financial Services and Insurance 18.4% million in 2022 Salaries and Others(1) 2023 $ (1,458.4M) 2022 $ (1,263.0M) - Taxes (Effective Tax Rate for 2023: 20.0%): $59.5 million in 2023, $61 million in 2022 - Depreciations and interests: $147.5 million in 2023, $121.5 million in 2022 Taxes(2) 2023 $ (59.5M) 2022 $ (61.0M) - Other costs of operations: $272 million in 2023, $185.3 million in 2022 - Dividends: $0 in 2023, $0 in 2022 - Reinvest amount: $158.5 million in 2023, $149.5 million in 2022 Depreciations and interests 2022 2023 $ (147.5M) $ (121.5M) - Assets: $2,735.4 million in 2023, 25% increase from previous year, $2,195.8 million in 2022, 17% increase from previous year - Liabilities: $948.7 million in 2023, 48% increase from previous year, $639.6 million in 2022, 12% increase from previous year - Equity: $1,786.6 million in 2023, 15% increase from previous year, $1,556.1 million in 2022, 19% increase from previous year Economic value generated in 2023: The text provides information of the % of revenue generated by Globant in different regions in the year 2023. $2,095.9M Other costs of operations 2023 $ (272.0M) 2022 $ (185.3M) The text provides information about the revenue contribution of clients for the year 2023. The top 1 client contributes 8.7% of the total revenue. The top 5 clients contribute 22.9% of the total revenue. The top 10 clients contribute 32.0% of the total revenue. Reinvest amount 2023 $ 158.5M 2022 $ 149.5M The text provides information on the revenue of Globant in the year 2023, broken down by currency. The percentage of revenue in american dollars is 72.3%, in Euros 12.0%, and other currencies, 15.7%. 2023 2023 2023 This table shows the revenue breakdown by industry vertical for the year 2023: Assets $2,735.4M +25% YoY - Media and Entertainment: 21.7% - Banks, Financial Services and Insurance: 18.4% Liabilities $948.7M +48% YoY Equity $1,786.6M +15% YoY 2022 - Consumer, Retail & Manufacturing: 16.8% 2022 2022 $2,195.8M - Professional Services: 12.4% 17% YoY $639.6M 11% YoY $1,556.1M 19% YoY - Technology & Telecommunications: 12.2% - Travel & Hospitality: 8.9% Hey robots! - Healthcare: 8.0% - Other Verticals: 1.6% (1) Includes Salaries, employee benefits and social security taxes, Shared-based compensation expense and Recruiting, training and other employee expense. 2) Effective Tax Rate for 2023: 20.0% North America 01 59.5% Latin America 22.1% 02 Revenue by Industry Vertical 2023 Media and Entertainment 21.7% Consumer, Retail & Manufacturing 16.8% Professional Services 12.4% Technology & Telecommunications 12.2% Travel & Hospitality 8.9% Healthcare 8.0% Other Verticals 1.6% Revenue by Geography Europe, Middle East & Africa 03 15.4% 04 Asia & Oceania 3.0% Revenue by Currency Clients by Revenue Contribution 2023 8.7% Top 1 Top 5 Top 10 22.9% 32.0% 12.0% EUR 72.3% USD 15.7% Others This table presents the consolidated statement of comprehensive income for Globant for the years 2022 and This table provides a reconciliation of non-IFRS financial data for the years 2022-2023: Sustainable Performance Reinvention Approach Kindness Based Culture Global Talent Additional Information 18 2023: - Revenues: $2,095,939 thousand in 2023, 100% of total revenue; $1,780,243 thousand in 2022, 100% of total revenue CONSOLIDATED STATEMENT OF COMPREHENSIVE INCOME For the year ended December 31st - Cost of revenues: ($1,340,178) thousand in 2023, -63.9% of total revenue; ($1,110,848) thousand in 2022, -62.4% of total revenue 2023 - Gross profit: $755,761 thousand in 2023, 36.1% of total revenue; $669,395 thousand in 2022, 37.6% of total Revenues revenue 2,095,939 100.0% Cost of revenues - Selling, general and administrative expenses: ($537,075) thousand in 2023, -25.6% of total revenue; ($456,324) (1,340,178) -63.9% thousand in 2022, -25.6% of total revenue Gross profit - Net impairment losses on financial assets: ($18,808) thousand in 2023, -0.9% of total revenue; ($6,364) Selling, general and administrative expenses thousand in 2022, -0.4% of total revenue (537,075) 755,761 36.1% -25.6% Net impairment losses on financial assets - Other operating expense, net: ($916) thousand in 2023, 0% of total revenue; - in 2022 (18,808) -0.9% - Profit from operations: $198,962 thousand in 2023, 9.5% of total revenue; $206,707 thousand in 2022, 11.6% of Other operating expense, net total revenue Profit from operations - Finance income: $4,777 thousand in 2023, 0.2% of total revenue; $2,832 thousand in 2022, 0.2% of total 198,962 (916) 9.5% 0.0% - Calculation of adjusted diluted EPS: - Adjusted net income: $250,118 in 2023, $217,723 in 2022 - Diluted shares: 43,594 in 2023, 42,855 in 2022 - Adjusted diluted EPS: $5.74 in 2023, $5.08 in 2022 2022 - Other data: - Adjusted gross profit: $799,513 in 2023, $697,624 in 2022 1,780,243 100.0% OTHER DATA 2023 2022 Adjusted gross profit 799,513 697,624 - Adjusted gross profit margin percentage: 38.1% in 2023, 39.2% in 2022 (1,110,848) -62.4% Adjusted gross profit margin percentage - Adjusted selling, general and administrative expenses: ($373,383) in 2023, ($329,594) in 2022 - Adjusted selling, general and administrative expenses margin percentage: -17.8% in 2023, -18.5% in 2022 Adjusted selling, general and administrative expenses - Adjusted profit from operations: $318,126 in 2023, $289,376 in 2022 - Adjusted profit from operations margin percentage: 15.2% in 2023, 16.3% in 2022 Adjusted selling, general and administrative expenses - Adjusted net income: $250,118 in 2023, $217,723 in 2022 margin percentage 669,395 (456,324) (6,364) - 206,707 37.6% -25.6% -0.4% -% 11.6% - Adjusted net income margin percentage: 11.9% in 2023, 12.2% in 2022 Adjusted profit from operations 318,126 38.1% 39.2% (373,383) (329,594) -17.8% -18.5% revenue Finance income 4,777 0.2% - Finance expense: ($23,753) thousand in 2023, -1.1% of total revenue; ($16,552) thousand in 2022, -0.9% of total Finance expense revenue 0.5% Other financial results, net - Other financial results, net: $11,342 thousand in 2023, 0.5% of total revenue; $173 thousand in 2022, 0% of (23,753) 11,342 -1.1% total revenue Financial results, net (7,634) -0.4% - Financial results, net: ($7,634) thousand in 2023, -0.4% of total revenue; ($13,547) thousand in 2022, -0.8% of 0.0% Share of results of investments in associates total revenue 89 0.3% Other income & expense in net - Share of results of investments in associates: $89 thousand in 2023, 0% of total revenue; $119 thousand in 6,602 2022, 0% of total revenue 9.4% Profit before income tax - Other income and expenses, net: $6,602 thousand in 2023, 0.3% of total revenue; ($395) thousand in 2022, -1.9% Income tax 0% of total revenue 198,019 (39,511) - Profit before income tax: $198,019 thousand in 2023, 9.4% of total revenue; $192,884 thousand in 2022, 10.8% Net income for the year of total revenue Net income attributable to: - Income tax: ($39,511) thousand in 2023, -1.9% of total revenue; ($43,405) thousand in 2022, -2.4% of total Owners of the Company revenue 158,508 158,538 7.6% - Net income for the year: $158,508 thousand in 2023, 7.6% of total revenue; $149,479 thousand in 2022, 8.4% of Non-controlling interest total revenue Net income for the period - Net income attributable to: 158,508 (30) 0.2% -0.9% 0.0% -0.8% 0.0% 0.0% 10.8% -2.4% 8.4% 2,832 (16,552) 173 (13,547) 119 (395) 192,884 (43,405) 149,479 148,891 588 149,479 - Owners of the Company: $158,538 thousand in 2023; $148,891 thousand in 2022 - Non-controlling interest: ($30) thousand in 2023; $588 thousand in 2022 Earnings Per Share - Earnings Per Share: Basic - Basic: $3.72 in 2023; $3.55 in 2022 Diluted - Diluted: $3.64 in 2023; $3.47 in 2022 Weighted average of outstanding shares (in thousands) - Weighted average of outstanding shares (in thousands): Basic - Basic: 42,601 in 2023; 41,929 in 2022 - Diluted: 43,594 in 2023; 42,855 in 2022 Diluted 2023 3.72 3.64 42,601 43,594 2022 3.55 3.47 41,929 42,855 289,376 16.3% Adjusted profit from operations margin percentage 15.2% Adjusted net income $ 250,118 $ 217,723 Adjusted net income margin percentage 11.9% 12.2% Reconciliation of Non-IFRS Financial Data For the year ended December 31st CALCULATION OF ADJUSTED 2023 2022 DILUTED EPS Adjusted net income Diluted shares Adjusted diluted EPS $ 250,118 $ 217,723 43,594 $ 5.74 42,855 $ 5.08 Hey robots! Please note that we follow IFRS accounting rules in our financial statements. You will find a reconciliation of IFRS and Non-IFRS (or adjusted) measures in the section “Reconciliation of Non-IFRS Financial Data’’ included in our Form 20F. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 19 CONSOLIDATED STATEMENTS OF FINANCIAL POSITION This table presents the consolidated statements of financial position for Globant as of December 31st, 2022 and 2023: As of December 31st - Cash and cash equivalents: $307,223 in 2023, $292,457 in 2022 Cash and cash equivalents - Investments (current and non-current): $17,903 in 2023, $49,921 in 2022 Investments (current & non-current) - Trade receivables: $499,283 in 2023, $424,810 in 2022 2023 307,223 17,903 Trade receivables - Other receivables (current and non-current): $81,261 in 2023, $91,353 in 2022 499,283 Other receivables (current & non-current) - Other assets (current and non-current): $35,841 in 2023, $25,854 in 2022 81,261 Other assets (current & non-current) - Other financial assets (current and non-current): $50,282 in 2023, $41,507 in 2022 35,841 - Deferred tax assets: $60,777 in 2023, $41,982 in 2022 Other financial assets (current & non-current) - Investment in associates: $1,426 in 2023, $1,337 in 2022 Deferred tax assets - Property and equipment: $162,736 in 2023, $161,733 in 2022 Investment in associates - Intangible assets: $235,540 in 2023, $182,572 in 2022 Property and equipment - Right-of-use asset: $119,400 in 2023, $147,311 in 2022 Intangible assets - Goodwill: $1,163,683 in 2023, $734,952 in 2022 - Total Assets: $2,735,355 in 2023, $2,195,789 in 2022 Right-of-use asset 50,282 60,777 1,426 162,736 235,540 119,400 - Trade payables (current and non-current): $127,525 in 2023, $94,842 in 2022 Goodwill 1,163,683 Total assets - Payroll and social security taxes payable (current and non-current): $226,982 in 2023, $208,135 in 2022 2,735,355 CASH FLOWS This table displays the cash flows for Globant for the years 2022 and 2023: For the year ended December 31st 2022 - Net cash provided by operating activities: $318,524 for 2023, $197,524 for 2022 - Net cash used in investing activities: ($350,361) for 2023, ($269,304) for 2022 292,457 - Net cash (used in) financing activities: $44,530 for 2023, ($65,680) for 2022 Net cash provided by operating activities 49,921 424,810 - Cash and cash equivalents at beginning of the year: $292,457 for 2023, $427,804 for 2022 Net cash used in investing activities 91,353 - Cash and cash equivalents at end of the year: $307,223 for 2023, $292,457 for 2022 Net cash (used in) provided by financing activities 25,854 - Net (decrease) increase in Cash and cash equivalent at end of year: $12,693 for 2023, ($137,460) for 2022 Cash and cash equivalents at beginning of the year 41,507 41,982 This table displays the -Capital Expenditures for the years 2022 and 2023: 1,337 Cash and cash equivalents at end of the year 161,733 Net (decrease) increase in Cash and cash - For the year ended December 31st, 2023: $110,464 182,572 equivalent at end of year - For the year ended December 31st, 2022: $99,848 147,311 734,952 This table shows the stock price performance of Globant in USD at the end of each year: For the year ended December 31st 2,195,789 CAPITAL RESOURCES Trade payables (current & non-current) - Borrowings (current and non-current): $159,108 in 2023, $3,699 in 2022 127,525 - 2017: $46.5 94,842 Payroll and social security taxes payable (current & non-current) - Other financial liabilities (current and non-current): $244,822 in 2023, $137,371 in 2022 226,982 Borrowing (current & non-current) - Lease liabilities (current and non-current): $118,736 in 2023, $135,138 in 2022 Other financial liabilities (current & non-current) - Tax liabilities: $33,229 in 2023, $23,454 in 2022 Lease Liabilities (current & non-current) - Income Tax Payable (current and non-current): $11,287 in 2023, $11,276 in 2022 - 2018: $56.3 208,135 - 2019: $106.1 - 2020: $217.6 - 2021: $314.1 - 2022: $168.2 3,699 137,371 135,138 159,108 244,822 118,736 Tax liabilities - Deferred tax liabilities: $9,706 in 2023, $11,291 in 2022 33,229 - 2023: $238.0 23,454 Income Tax Payable (current & non-current) - Contingent Liabilities and Other Liabilities: $17,344 in 2023, $14,423 in 2022 11,287 - Total Liabilities: $948,739 in 2023, $639,629 in 2022 Deferred tax liabilities 9,706 - Total Equity and non-controlling interest: $1,786,616 in 2023, $1,556,160 in 2022 Contingent Liabilities and Other Liabilities 17,344 Total liabilities - Total Equity, non-controlling interest and Liabilities: $2,735,355 in 2023, $2,195,789 948,739 in 2022 Total equity and non-controlling interest Total equity, non-controlling interest & liabilities 1,786,616 2,735,355 11,276 11,291 14,423 639,629 1,556,160 2,195,789 Capital Expenditures STOCK PRICE PERFORMANCE (USD end of the year) $400.00 $300.00 $200.00 $106.1 $100.00 $46.5 $56.3 $0.00 Hey robots! 2022 197,524 2023 318,524 (350,361) (269,304) 44,530 (65,680) 292,457 307,223 427,804 292,457 12,693 (137,460) 2023 110,464 2022 99,848 $314.1 $217.6 $238.0 $168.2 2017 2018 2019 2020 2021 2022 2023 Operational Performance This table shows the Net Promoter Score (NPS) Annual Average from 2019 until 2023: - 2019: 61 - 2020: 68 Customer Survey (NPS) - 2021: 64 Annual Average 2023 - 2022: 76 - 2023: 83 NET PROMOTER SCORE (NPS) At Globant in 2023 we were certified by: - ISO 9001:2015: in Argentina, US (Miami) & Italy 83 - CMMI Development V2.0 (CMMI-DEV) without SAM for All Globant - BUILD PODs - SOC1 Type 2 - SOC 2 Type 2 Globally - ISO 27000 in Pune, Buenos Aires, Medellin, Córdoba, Montevideo, Madrid, Londres & Mexico - ISO 45001-2018 in Colombia - LEED Gold, USGBC. In Bogota, Medellin, Cali, Montevideo, Buenos Aires, Santiago de Chile, Mexico, - Finalist in the Best Workplaces for Innovators International List by Fast Company Recognitions 20 - Most Innovative Company in the Technology sector by ESE Business School dedication to transforming our customers and the bet on building cutting-edge technology. In 2023, we celebrated 20 years of reinventing the technology industry. Our operations in 30 countries result from our - Best Code Generative AI Solution in AI Breakthrough Awards These awards demonstrate our determination to continue to position Globant as a leader in the technology industry and - Best Employers for Youth in Argentina, Colombia, Costa Rica, Ecuador, Mexico and Peru, Uruguay by fuel the innovative spirit that drives us to keep reaching our goals. The digital future is upon us, and today, more than ever, Employers for Youth. we are committed to setting the precedents that will mark the next era of transformation. Pleased by the acknowledgment, these achievements emphasize our unwavering dedication to cultivating a world - Best Real Estate Project with Technology Application by Protech LATAM distinguished by elevated diversity, inclusion, equity, and sustainability. - Silver, Brand Experience of the Year - Consumer by International Business Awards - Top 50 Inspiring Workplace in EMEA - The 100 best companies to work for by Forbes - 100 Most Influential Women in Spain 2023 by Forbes - General Social Media Campaign by Premios EIKON - Influencers Campaign by Premios EIKON - General Outreach Campaign by Premios EIKON - Top 20 in Great Place to Work Latam - 3rd in Top 10 Best Employers by Apertura Top 10 Strongest IT Services Brand by Brand Finance 3rd position in the Biggest Brand Value Increase category 3rd fastest-growing IT global company Fortune’s 100 Fastest-Growing Companies S&P Global Sustainability Yearbook America’s Greenest companies by Newsweek Learning and Development Awards - Best Unique or Innovative Learning and Development Program Finalist in the Best Workplaces for Innovators International List Most Innovative Company in the Technology sector Best Code Generative AI Solution Madrid, London, San Pablo and San Jose (Costa Rica) - Best Product & Design Team | Best Engineering Team | Best Marketing Team | Best Company Outlook | Best - LEED Platinum by the US Green Building Council, in Iconic Building, Tandil - ENERGY STAR by the U.S Environmental Protection Agency in San Francisco - BREEAM in Barcelona This table lists the various awards and recognitions received by Globant: - Top 10 Strongest IT Services Brand by Brand Finance - 3rd position in the Biggest Brand Value Increase category by Brand Finance - 3rd fastest-growing IT global company by Brand Finance - Fortune’s 100 Fastest-Growing Companies Certifications - S&P Global Sustainability Yearbook. - Leader in the IDC MarketScape: Worldwide Artificial Intelligence Services 2023 Vendor Assessment - Learning and Development Awards - Best Unique or Innovative Learning and Development Program by ISO ISO Brandon Hall Group 9001:2015 27000 ISO 45000 SOC 2 CMMI SOC 1 Global Culture | Best CEOs for Women 2023 | Best CEOs for Diversity 2023 | Best Leadership Teams 2023 | Best Career Growth 2023 by Comparably - Greater Bay Area 2023 by Top Workplaces - Global Top 50 Information Security Professional Award Winner by ONCON ICON Awards Best Real Estate Project with Technology Application Silver, Brand Experience of the Year - Consumer Top 50 Inspiring Workplace in EMEA Best Employers for Youth in Argentina, Colombia, Costa Rica, Ecuador, Mexico and Peru, Uruguay. - Bronze - RM, RV, RA, Metaverse by Premio Más Digital 2023 - HITEC 50 List for 2023 by Hispanic Technology Executive Council - Influence 100 Change Makers Ranking by HORSE - Laboratoria’s Special Awards: Pioneer Initiative - America’s Greenest companies by Newsweek The 100 best companies to work for 100 Most Influential Women in Spain 2023 General Social Media Campaign Influencers Campaign General Outreach Campaign Top 20 in Great Place to Work Latam 3rd in Top 10 Best Employers Best Product & Design Team | Best Engineering Team | Best Marketing Team | Best Company Outlook | Best Global Culture | Best CEOs for Women 2023 | Best CEOs for Diversity 2023 | Best Leadership Teams 2023 | Best Career Growth 2023 Leader in the IDC MarketScape: Worldwide Artificial Intelligence Services 2023 Vendor Assessment Greater Bay Area Top Workplaces 2023 Global Top 50 Information Security Professional Award Winner ARG, US (Miami) Pune, Buenos Aires, Type 2 Type 2 globally CMMI ISO 45001-2018 & Italy Minsk and Medellín Development V2.0 (CMMI- DEV)(1) Colombia LEED Gold USGBC (2) LEED Platinum U.S EPA Barcelona USGBC San Francisco Iconic Building, Tandil Hey robots! (1) without SAM (All Globant - BUILD PODs) (2) For Bogota, Medellin, Cali, Montevideo, Buenos Aires, Santiago de Chile, Mexico, Madrid, London, San Pablo and San Jose (Costa Rica),Building selected considering these certifications provided by the landlords. Laboratoria’s Special Awards: Pioneer Initiative Bronze - RM, RV, RA, Metaverse HITEC 50 List for 2023 Influence 100 Change Makers Ranking 20 Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 21 Data Privacy & Security Globant complies with all applicable data privacy regulations, ensuring any processing of personal data is conducted on a lawful basis in all material respects. Personal data is processed confidentially in compliance with applicable privacy regulations. Before gathering personal data, Globant discloses all the purposes for gathering such data and obtains appropriate consent when applicable. The Legal Compliance team and the Information Security Team manage data privacy matters. The Legal Compliance team oversees regulatory compliance with applicable data privacy regulations to the Company. In contrast, the Information Security Team oversees the implementation of appropriate measures to ensure the protection of personal information processed by the Company as a data controller. As part of the Company’s privacy program, we have implemented, among others, an Internal Personal Data Processing Policy, Data Retention Policy, and Security Incident Response Procedure, which are global policies. Along with internal training, aim to outline and raise awareness regarding the main standards and principles that should be followed regarding personal data and how it is handled. We also conduct assessments (internal and external audits) to ensure compliance with the General Data Protection Regulation (GDPR) and other applicable local regulations. During this past year, we did not have any material losses due to legal proceedings associated with user privacy or legal proceedings related to anti- competitive behavior regulations. The number of law enforcement requests for user information is zero. Our core products or services are not subject to government-required monitoring, blocking, content filtering, or censoring in any country. Globant Information Security Management System (ISMS) framework is based on ISO 27001:2013 and applied organization-wide. Since 2020, Globant has had a SOC 2 Type 2 report describing the internal controls we have in place to safeguard customer data and how well those controls work. This report is essential since it is organization-wide, and we can prove to internal and external stakeholders that we are securing data according to requirements. Regarding user privacy and behavioral advertising, we periodically review and update our website privacy policy and cookies policy to ensure appropriate disclosures and that consent is obtained. Both policies consider the applicable laws and regulations in the countries where we operate and best industry practices. Both policies consider the applicable laws and regulations in the countries where we operate, as well as best industry practices. Globant informs all the purposes for which it gathers data from third parties. These third parties consent when they share personal data with Globant. During 2023, we developed a Health Insurance Portability and Accountability Act of 1996 (HIPAA) policy and a framework that allows us to work on projects with HIPAA BAA requirements, which are part of our LifeScience studio. We built an internal GPT Globant tool that our Globers can use to interact with different GPT models and provide visibility and control of the information they share. Since 2019, Globant’s Cybersecurity Studio has been developing a series of competitions and security challenges in CTF (Capture the flag) mode. The challenges are created collaboratively by various studio members to cover multiple aspects of cybersecurity, such as social engineering, malware analysis, mobile app security, steganography, and web security. The Globant Information Security Team (GIST) oversees Globant’s internal security. Its responsibilities include but are not limited to: • Verifying security-related activities on cloud environments, and supporting internal teams and external customers as required. • Providing technical support during incident management activities and being in charge of the vulnerability management process of Globant infrastructure both on-premises and the cloud environment. • Being in charge of regulatory topics, project requests, customer inquiries, pre-sales activities involving security requirements, and every activity related to Globant certifications and audits. • Performing an internal risk assessment and a service provider risk assessment process annually, and deciding on the approach for each risk (mitigate, accept, or transfer) once identified. • Providing security support to all company operations. Managing tickets and exceptions to the company’s and its customers’ security policies. • Researching, developing, and integrating security tools to create reports and dashboards. • Developing and implementing physical security standards in all company offices. • Permanently monitoring and managing video surveillance systems and access control. During the 2023 calendar year, we had a total of 21 security events (after investigation of the total registered worldwide). Those events were identified as non-compliant with Globant and customer security policies, and 2 of the 21 incidents were associated with the loss or theft of Globant mobile equipment inside and outside Globant premises. Training Awareness security training is the key to facing different threats. At its core, it helps us understand the mechanisms of spam, phishing, spear phishing, malware, ransomware, and social engineering, and we can apply this knowledge in our day-to-day jobs. As part of the Security Strategy at Globant and its continuous improvement, every employee must complete 5 Security Awareness Trainings annually. Specific positions such as QA, QC, and developers must take extra courses such as OWASP (Open Web Application Security Project) Security training. We also activate internal phishing campaigns to help us understand how prepared we are to face and mitigate this threat. In 2023, we worked intensively on updates on all these topics to continue strengthening every process in every area. 22 23 We’re the visionary builders behind some of the world’s most innovative technologies. At Globant we do things differently. We blend engineering, innovation, and design with a unique approach to enable business reinvention. By focusing on what our clients really need we are able to design profound transformations that go beyond digital. We CREATE differently, we INNOVATE differently, we WORK differently, and we are proud of the value we built for our partners. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 24 We create differently: our Studio Networks At our core, we are dedicated to our client’s success, and in today’s dynamic business landscape, traditional approaches fall short. That’s where our four Studio Networks come in. We’ve evolved our Studio Model by organizing the 39 Studios into four Studio Networks: Reinvent, Create, Digital, and Enterprise. Each one is designed to tackle specific challenges and needs, equipping our clients with the expertise and human power they need to make things happen. Over the years, our Studios have been a key driver of our growth. These pockets of expertise give every Glober a place of belonging and development, allowing us to deliver best-in-class services to our clients. The Studio Networks allow us all to be better organized to foster collaboration, boost vibrant communities of practice, and unlock Hospitality & Leisure the full potential of the business, offering deep knowledge and broad wide expertise to reinvent businesses. Retail Sustainable Business Reinvent Network Create Network Digital Network Enterprise Network shakes up the game for businesses, creating new business streams for top players in key industries, blending specific know-how with the latest tech trends. empowers the uniqueness of brands, crafting exceptional customer experiences, go-to-market strategies, and marketing campaigns, enabling them to stand out and drive unparalleled engagement. harnesses disruptive tech to put businesses at the forefront of new technologies and leverage them to gain competitive advantages and sustained growth. leverages tailored tech for streamlined operations and productivity at scale, starting from its core, enhancing operations and processes, and readying the organization’s backbone for transformation. Business Hacking Sports Media & Entertainment Finance Smart Payments Airlines Healthcare & Life Sciences Automotive Edtech Games Globant Create Product Commerce Design Conversational Interfaces Data and AI Metaverse Blockchain Fast Code Cloud Ops Cybersecurity Engineering SAP ServiceNow Salesforce Oracle AWS Google Cloud Microsoft Digital Experience Platforms Process Optimization Digital Performance Internet of Things Quality Engineering Cultural Hacking Agile Organizations Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 25 New Studios In the creativity space, we launched Globant Create, a studio crafted to help brands leverage the best of AI and tech into creativity and marketing. Globant Create develops 360º marketing strategies, providing a full-funnel service that addresses every aspect of digital marketing: from strategy to engagement, from technology to creativity, from acquisition to loyalty, and insights to meaningful experiences. In alignment with this and eager to assist organizations in creating best-in-class commerce-enabled experiences, we launched the Commerce Studio. With engineering and design at its core, this new studio helps organizations meet the demands of tomorrow’s customers, leveraging eWave and Globant’s extensive expertise in large and complex commerce transformations. The sports and entertainment industry is undergoing an incredible revolution, and technology is a critical enabler in augmenting the experiences of fans, athletes, and organizations. Following our partnership with La Liga, La Clippers, and FIFA+, we reinforced our expertise in Sports with our brand new Sports Studio, applying cutting-edge, emerging technologies to create a fan experience for clients that reaches previously unseen levels of engagement and immersive. Through 2023, we strengthened our expertise in the enterprise space, bringing some of our partnerships to the next level and launching the Google Cloud, Microsoft, AWS, and ServiceNow Studios, which are now part of our Enterprise Network. This network is reinventing how more traditional IT solutions are implemented. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 26 AI Mindset AI is at the core of our value proposition. We are proud to be ahead of the curve in investment, creation and adoption of AI centric technologies that enable business reinvention and talent empowerment. AI power with 10 years in the making 2013 2015 2018 2020 2021 AI as a practice of Big Data Data & AI Studio Launch AI Manifesto. ‘Embracing the Power of AI’ book. AI training for all Globers Augoor Navigate 2022 MagnifAI. GeneXus. Fast Code Studio 2023 AI Mindset Services Today We crafted our services from the ground up with AI in mind. Converse AI Augmented Knowledge AI Ignite Navigating complex transactional data can be both challenging and time-consuming. We help clients make data accessible through guided conversational experiences. With Generative AI models driving innovation and growth, We unlock the full potential of AI, providing unparalleled businesses need tailored solutions. We help to optimize it tools and strategies that will transform customer specifically for business, making it accessible and more effective. interactions, foster engagement, and drive growth. AI Consulting IP Protection Hello AI We bring groundbreaking AI solutions tailored to business needs. Our experts, with in-depth industry knowledge, help leverage AI to engage customers, streamline operations, and improve outcomes. Protecting intellectual property is critical for maintaining We take support to the next level, utilizing cutting-edge AI a competitive edge. We create a safe environment for technology to deliver intuitive, conversational interactions, companies for cutting-edge tools while upholding the ensuring a personalized, efficient, and exceptional highest standard of IP defense. customer experience. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 27 We innovate differently: Globant X is Globant’s fast-pass for AI and digital transformation. This division of products and platforms is built to help organizations become the best version of themselves and ignite their growth faster. From coding faster, better, and smarter to constantly challenging and reinventing your business, we ignite growth potential through next-gen technologies to act as solutions to specific problems and business needs. We act as an Entrepreneurial Engine that productizes our Globerpreneurs’ ideas into transformative tech, taking products and platforms in different growth stages -from Proof of Concept (POC) and Minimum Viable Product (MVP) to Expansion- and catapulting them to market success. Globant X solutions are able to impact on Globant’s integral offering in 3 major ways: As Accelerators (solutions are delivered faster). As Enhancers or differentiators (solutions are delivered with a higher quality). As Door Openers (disruptor for new conversations). Software X Code faster, better, smarter Culture X Spark & foster a digital native culture Business X Constantly challenge and hack your business Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 28 Connects companies with LLMs in a monitored and An innovative white-label health rewards & loyalty cost-effective way with Generative AI. It is a robust AI platform that promotes wellness and brand assistant that can integrate and interact with operations, engagement through a configurable rewards program. processes, systems, and documents, creating new paths of innovation and productivity to explore. 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 by including Low Code, No Code, and Generative AI modules. A technological innovation that scales business results by increasing conversions and reducing costs. A Wallet as a Service that enables any company to process payments, collections, and open virtual accounts on WhatsApp or on any other digital experience in a direct-to-consumer model and in a cost-efficient way while meeting all the security The navigation tool for code. An AI-powered product standards to avoid fraud. that enables code comprehension, documentation, and retrieval, helping teams multiplicate the output of code they generate. Globant Ventures In Globant’s Corporate Venture Fund, we invest in visionary and purpose-driven entrepreneurs seeking to reinvent business through the lens of AI, Emerging Technologies, and Future of Work technologies. Our DNA is that of our founders, and our venture fund targets investment from Seed stage to Series A, while bringing to bear the expertise, scale, and passion of our global network. We believe that by helping founders achieve their dreams, we can improve the world together. We boast a portfolio comprising more than 20 solutions focused on sustainability, marketing, AI, conversational interfaces, and various other domains. We aim to foster business synergies among these solutions and Globant’s ecosystem. AI Decision Platform uses cutting-edge technologies to create a digital twin of your organization. Navigate lets you analyze your organization’s efficiency, measure performance, monitor lead times, and anticipate bottlenecks. The result is more agile decision-making and the ability to solve business problems quickly. The accelerator platform that creates meaningful conversational experiences. A powerful no-code chatbot for nontechnical authors. A visual testing product that leverages the power of AI to improve and simplify quality assurance, helping businesses develop digital products that offer a visually perfect experience. It leverages LLMs to transform requirements into test cases and automation code snippets. A behavioral-science-based, AI-enhanced platform that helps companies optimize their culture and create a sense of meaning and belonging at work to decrease attrition and increase employee productivity while making your company a magnet for talent. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 29 We work differently: A culture of collaboration 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 Organizational Chart with the Pods at the front-and-center, enabling our 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. Global Talent 30 Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 31 Our Globers play a vital role in our organization. Their unwavering commitment, dedication, and hard work drive us towards achieving every goal we set. In 2023, our worldwide headcount growth can be attributed to the following factors: Mergers and Acquisitions (M&A): Another driving force behind our growth has been the strategic acquisition of new companies. We have expanded our capabilities and conquered new goals through mergers and creating synergies. In 2023, we successfully acquired several exceptional companies such as ExperienceIT, a US-based digital transformation consultancy with a broad range of services and deep healthcare expertise; Pentalog, a digital transformation Organic Growth: We have prioritized cultivating talent in every Talent company that creates high-quality technology solutions for leading Development Center (TDC) where we operate. Additionally, we expanded our organizations, strengthening Globant’s presence in France and its European reach by establishing new talent hubs in cities like Hyderabad and Indore (IN), expansion; GUT, named Independent Network of the Year by Cannes Lions in Lisbon (Portugal), Monterrey (Mexico), Logroño & Málaga (Spain), and Dubai 2023. GUT is a deeply strategic and complementary partnership that will remain (United Arab Emirates) and accelerating the digital and cognitive transformation independent but will work closely with Globant to expand our creativity across within the industry aligned with our expansion plan. Regionalization and Decentralization: We have embraced a regionalization approach to attract and retain talent worldwide. By decentralizing our growth efforts, we have tapped into diverse talent pools worldwide, benefiting from the unique perspectives and expertise that individuals from different regions bring to our organization. limitless disciplines. Last but not least, Iteris, is a Brazilian digital transformation consultancy with a diverse array of services and impressive expertise across several industries. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 32 This table shows Globant’s headcount through years: - Denmark: 0.2% With the combined efforts of our talented Globers and our strategic focus - 2021: 23,654 employees on organic growth, regionalization, and M&A activities, we are poised for - 2022: 27,122 employees - Australia: 0.1% continued success and expansion in the years to come. - 2023: 29,150 employees - Others: 0.2% - Poland: 0.1% Globers by country These metrics Include Globant’s internal headcount (excludes contractors and includes trainees) and new Country acquired companies in 2023. The category “Others” include Germany, China, Portugal, Bulgaria, United Arab Headcount 2023 (1) Headcount (%) 2023 (1) Emirates, Saudi Arabia, Hong Kong Netherlands, Luxembourg, Ukraine. For more information, please refer to Colombia the Appendix section. Argentina India This table shows the turnover LTM (Last Twelve Months) for the years 2021, 2022, and 2023: Mexico - 2021: 18.7% - 2022: 16.7% - 2023: 8.1% 2023(1) 29,150 This table shows the headcount by country in 2023: - Colombia: 20.0% - Argentina: 19.2% Globers through the years - India: 14.7% - Mexico: 11.3% - Brazil: 6.6% - Peru: 4.6% - Spain: 4.4% - Chile: 4.1% - Uruguay: 3.5% - United States: 3.0% - Romania: 2.8% 2022 27,122 2021 23,654 - Italy: 1.4% (1) Includes Globant’s headcount and newly-acquired companies headcount in 2023 - Moldova: 0.8% - United Kingdom: 0.7% - Ecuador: 0.6% - Belarus: 0.4% - Vietnam: 0.3% - Canada: 0.3% - France: 0.3% - Costa Rica: 0.3% Turnover LTM 18.7% 16.7% 8.1% 2021 2022 2023 Hey robots! 5,816 5,603 4,277 3,305 1,933 1,344 1,276 1,191 1,008 880 817 416 224 220 176 112 100 87 82 79 70 35 29 70 20.0% 19.2% 14.7% 11.3% 6.6% 4.6% 4.4% 4.1% 3.5% 3.0% 2.8% 1.4% 0.8% 0.8% 0.6% 0.4% 0.3% 0.3% 0.3% 0.3% 0.2% 0.1% 0.1% 0.2% Brazil Peru Spain Chile Uruguay United States Romania Italy Moldova United Kingdom Ecuador Belarus Vietnam Canada France Costa Rica Denmark Poland Australia Others(2) (1) Includes Globant’s internal headcount (excludes contractors and includes trainees) and new acquired companies in 2023. (2) Others include Globers by country as follows : Germany (20) , China (8), Portugal (8), Bulgaria (7) , United Arab Emirates (6), Saudi Arabia (6), Hong Kong (8) Netherlands (5), Luxembourg (1), Ukraine (1). For more information, please refer to the Appendix section. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 33 Talent Attraction & Retention In 2023, we prioritized skill-based recruitment, comprehensive training, adaptability, and mastering new technical skills to stay competitive. We focused our recruitment efforts on Argentina, Colombia, and India while expanding in Spain and exploring the Middle East as a new market for our operations. This expansion required a developed talent map and strategic plans for attracting talent. It extended its recruiting efforts to include Italy, Denmark, Portugal, Poland, Saudi Arabia, and the United Arab Emirates. These milestones demonstrate our global strategy and ability to connect with diverse talent pools. Throughout the year, we proudly welcomed 4,200+ new Globers to our global family, through our recruiting process, contributing across various industries. This achievement reflects our purpose in providing challenging, high-quality career opportunities within our dynamic and multicultural teams. In the past year, we prioritized future innovations, enhancing operations through comprehensive training and meticulous documentation. Such efforts improved the quality and transparency of our hiring process for candidates. Our Recruitment team received training on accessibility, resulting in enhancements across social media, documents, and web content. We transformed our information management systems, adopting a data-driven approach and integrating Artificial Intelligence for strategic analysis. We introduced generative AI technology through the “Capacity AI Challenge” and developed an AI bot to assist recruiters. In 2023, we focused on creating an environment where talented employees could thrive while our recruiting team played a vital role in meeting our business targets. Our commitment to innovation, quality, and a positive work culture ensured a recruitment process that met the demands of the industry. Moving forward, we are prepared to adapt and innovate our processes to overcome challenges and achieve success. Employee retention remains a paramount priority for us as it significantly influences operational efficiency and productivity. In 2023, we achieved a notable milestone, with our attrition rate reaching 8.1%, the lowest in Globant’s history. This accomplishment is a testament to our dedicated efforts and comprehensive programs designed to retain top talent. By providing engaging projects with esteemed clients, fostering a flexible work environment, implementing robust training and development initiatives, and offering unique benefits, we empower our employees to thrive and contribute to our collective success. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 34 Globant Culture Our culture is the foundation of our business and is characterized by our unique “Globant Way.” This approach is driven by values that shape our behavior and impact our strategy and business results. The Globant Way is entrepreneurial, flexible, sustainable, and team-oriented, and is built on three motivational pillars: Autonomy, Mastery, and Purpose. Autonomy empowers our employees to take ownership of their projects and career development. Mastery focuses on continuous improvement and exceeding expectations. Purpose brings us together with the goal of building a long-term company that challenges the status quo, excels in delivering innovative software solutions, and creates value for our stakeholders. Our culture is a dynamic system of shared values and beliefs that evolves alongside our business, clients, and the world. Reinvention is at the core of our identity and how we operate. In 2023, we embarked on a Culture Evolution Journey to rethink and better understand our culture. We aimed to identify which aspects to keep or reinvent, considering the profound transformations in our offerings and the exciting growth in talent and business. Our goal was to clearly understand our current culture and how Globers experience it, identifying opportunities to bring Globant to the next level. We aimed to evolve our culture and empower our teams to continue reinventing industries. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 35 As a first step into this Culture Evolution and after 20 years, we evolved our DNA into 9 values that emerged straight from every Glober - everywhere. Six values have guided us since Globant was born: Be Kind, Team Player, Drive Innovation, Excellence in your Work: Think Big, Have Fun. Our business and the world evolve, and so does our culture; this is why we have proudly introduced three unique new values: • Own the Place: We embrace an entrepreneurial spirit and trust in the power of autonomy. We are proactive, passionate doers, and unwavering in our commitment to achieving our goals. • Cross-Selling Hero: We create synergies everywhere. From cross-selling our services, platforms, and studio networks to integrating new teams and talent, we build bridges and amplify the power of our solutions. • AI Hero: AI is our edge and the core of everything we do. We combine it with the best of our valuable talent to empower ourselves, stay relevant, drive evolution, and harness the future today. Have Fun Think Big Drive Innovation Be Kind Excellence in your Work Team Player Own the Place AI Hero Cross Selling Hero Our Hubs Aligned with our motivational pillars and core values, we have prioritized creating enjoyable, stimulating, and safe workplaces that foster social and professional interactions, which we call hubs. These hubs are designed to cultivate autonomy, creativity, innovation, wellness, and collaborative thinking. They provide Globers with a space to tap into their intrinsic motivation and sense of belonging, benefiting our company and clients. Hubs are equipped with various rooms and spaces for brainstorming, music, relaxation, and self-care; our hubs also host various activities throughout the year to foster our unique culture, including sports tournaments, outings, celebrations, and events. We aim to bring opportunities closer to talent and expand our global presence. In 2023, we opened several new hubs as part of our geographical expansion plan. Some of our latest openings were: Hyderabad and Indore (India), Lisbon (Portugal), Monterrey (MX), Logroño & Málaga (SP), and Dubai (United Arab Emirates). Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 36 This table shows the results of employee surveys and their level of satisfaction: - Working Mood Favorable Score: 77.3% - eNPS Globant: 44% - Employee engagement index: 84% Cultural Integrations This table shows the percentage of participation in the working mood survey: Great Working Experience - Working mood % of participation: 64% (4.3pp up vs 2022) Over the past two decades, Globant has experienced significant regional and market growth. Strategic acquisitions of companies have driven expansion. At Globant, we value every Glober’s voice. Through different listening tools, we actively request Globers to tell us how they feel so we can work together to improve their experience. Our main global surveys are as follows. Globers’ Satisfaction Survey | GSAT An annual survey dedicated to the internal areas that provide assistance to Globers, such as Service Desk, Sustainability, or Talent Cultural Business Partners. A crucial input for these areas is to listen to Globers’ feedback to understand what’s going well and where there is room for improvement. These acquisitions create new business opportunities and bring exceptional talent and expertise that enhance Globant’s purpose and culture. To ensure a seamless integration of new team members, Globant prioritizes understanding their culture, work styles, and values while sharing its own. Collaborative efforts merge the best of both worlds. In 2023, Globant introduced its first Cultural Integration Framework, fostering an inclusive and cooperative workplace that values diversity, unique insights, skills, and a unified Glober- Centric approach. This approach propels the business forward while enriching the experience of new Globers. Working Mood Our annual, anonymous, and confidential survey where we assess the Globers’ experience and their engagement with the company through our StarMeUp (SMU) tool. Globant Pulse A mid-year anonymous and confidential survey, where we inquired about topics such as DEI, disability, ethnicity, well-being, among others, 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. Working Mood Favorable Score 77% eNPS Globant Employee engagement index Working mood % of participation 44% 84% 64% (up 4.3pp up vs 2022) Hey robots! Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 37 Benefits • Work from Anywhere • Be Kind to Yourself Day In 2023, we launched our first benefits survey to better understand what is working and what isn’t and keep improving the Globers experience. We received more than 3,300 responses from around the world, and Globers expressed that the benefits they value the most are the ones connected to Health, Time, and Money. Also, we introduced a new leave for parents with children under 18 years that allows every employee to take time off to care for their children in the case of a hospitalization. Beyond our physical locations, we want to reinforce ourselves as the 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 perfect match for their work-life balance. Our benefits program is based on six pillars: • Premium health insurance for Glober & direct family members • Employee Assistance Program (EAP) • Insight Timer membership • Pets health care • Life insurance • Stop Smoking Program • Massages & wellness • Special gifts for important moments of Glober’s lives: marriage, birth, moving, birthday & graduation • Awardco platform • Globant University • Learning Courses • Language Courses • Internet subsidy • Employee Stock Purchase Program (ESPP) • Brands alliances: special prices with exclusive brands • Bank alliances • Family exclusive site • Childcare reimbursement • Fertility planning • Parental and adoption leaves Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 38 Employee Stock Purchase Program (ESPP) The ESPP was implemented in 2021 to allow Globers of all eligible jurisdictions, to become Globant shareholders and to continue to be part of the organization’s growth. 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 local regulations permit it. Parenting Program When it comes to parenting, there is no one-size-fits-all approach, and Globant is genuinely 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 and 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; and Postnatal individual sessions with childhood and parenting specialists. 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 policy has enabled 2,500+ Globers to work remotely in more than 65 destinations worldwide during 2023. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 39 Career & Development Value Proposition Our value proposition lies in the talents of our people, who continuously reinvent the industry. As we grow, we prioritize empowering Globers and facilitating their development through a unique career experience, including personalized maps, programs, and experiences that enhance skills and unlock potential. That map can lead Globers to grow in different ways. • Gain in geo-cultural diversity: Working on projects with people from diverse cultures and geographies. • Amplify Technology knowledge: Being part of our Studio Network consolidates the experience in more than 100 emerging technologies and practices where Globers can learn, develop, specialize, and stay relevant. • Expand Client & 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. • Advanced in their career: Travel a career path, overcoming step by step as they gain expertise and experience to increase the impact they make from their role on teams and the business. • Grow in Leadership: Accompany others in their growth, lead business development, build impressive teams, and more ways to reinvent the industry from different leadership roles. To guide and accompany Globers on these possible paths, we designed an ecosystem of products, programs, and experiences summarized in the delta formula: Explore + Educate + Expose = Movement. For each of them, the Glober can count on the guidance of their Career Mentor and Experience Leader and the continuous support of the People teams. Explore the key skills to drive in your Career MyGrowth offers a detailed list of capabilities and skills to develop within each specialty, to reinvent the industry. Through MyGrowth, Globers and their Career Mentors can track their progress in specific skills relative to the expected proficiency at each seniority level. Additionally, the tool provides a range of learning missions that enable Globers to evolve and expand their skills further to reach a new level of knowledge on each Working Ecosystem. We have 50+ Working Ecosystems available. Active users in 2023: 15,000+ Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 40 This table shows the training statistics for the years 2022 and 2023: - Trained Globers: In 2023, there were 27,871 trained Globers, while in 2022 there were 26,820. - Training Hours: In 2023, there were 1,659,071 training hours, while in 2022 there were 954,625. - Average training hours per Glober: In 2023, the average training hours per Glober was 63, while in 2022 it was 44. Educate. Drive your Career through Learning Experiences at Globant. We focus on all our leadership roles: Career Mentor, GX Leader, and Technical Leader. With a flexible approach, leaders acquire the knowledge and skills leadership requires through different resources. To develop the skills of our top managers and high-seniority leaders, we provide coaching sessions to reflect on our challenges and performance. We have also accompanied our leaders by providing them with tools to boost storytelling and communication. AI Certification is a mandatory learning program and an AI manifesto that certifies Globers in the usage of AI tools. The program aims to help our multidisciplinary PODs understand AI’s potential and detect its adoption opportunities in every industry. More details of our development programs can be found in the Additional Information section. Regarding business learning, we focused on our pitching strategy. For this, we developed a self-paced learning experience for Globers to learn about Globant’s new pitch, encouraging them to create their version and present it to clients by reviewing practical examples and accessing extra content and tips from Globant’s experts. We conduct different research inside the Learning & DEI team; for instance, in 2023, we released the results of the “Learning and Diversity Behind the Screens Report,” a research that helped us understand Globers’ learning preferences and neurodiversity; this data was not available at the time in the IT industry. We launched a survey in 2022 and obtained 2,208 voluntary and anonymous answers from Globers. This information allows us to design more personalized experiences with a learner-centric approach and brings valuable information for the industry and L&D field. Through our diverse learning offering, we were able to reach 27,800+ Globers and deliver 4,500+ learning experiences. The average time each Glober dedicated to learning increased by 75% compared to 2022. Regarding satisfaction, the average learning experiences reached an NPS of 57, and 92% of Globers evaluated that the applicability of what they learned is between 4 and 5 points out of 5. 2023 2022 Trained Globers 27,871 26,820 Training Hours 1,659,071 954,625 Average training Hours per 63 44 Glober For more information, please refer to the Appendix section. Hey robots! The Campus serves as the primary learning tool at Globant, offering over 4,000 learning experiences in various formats. Learning maps provide access to articles, videos, external courses, and more integrated into the workflow. The platform includes live sessions, self-paced training, and assessments, and introduced “Learning Match” in 2023, facilitating peer-to-peer learning through AI- powered recommendations. Globant’s Learning team leverages technology to deliver personalized learning experiences, prioritizing leadership, technology, and business skills to keep talent relevant in an evolving industry. Within the many training opportunities that Globant offers, we would like to highlight some of the most critical capacity development programs for 2023. We have designed a Leadership Certification to generate a shared understanding of what it means to be a leader Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 41 This table displays the percentage of total employees who received a regular performance and career development review by gender and professional category for the years 2022-2023: - By Gender: - Female: 95.42% in 2023, 94.63% in 2022 - Male: 94.96% in 2023, 95.97% in 2022 Expose. Own your development by performing meaningful conversations -By Professional Category: - Operations: 97.61% in 2023, 98.27% in 2022 - Staff: 90.81% in 2023, 85.89% in 2022 Other gender categories are not applicable due to not available information. - Technology: 95.18% in 2023, 96.08% in 2022 In a company driven by core values of excellence, continuous reinvention, teamwork, and innovation, performance conversations in StarMeUp guide our ways of working to bring out the best in each of us. During 2023, we introduced Performance Retrospectives and Self-Retrospectives, enabling leaders to conduct comprehensive assessments and provide guidance for improvement. Performance Retrospective also promotes meaningful conversations by prioritizing timely, accurate, and honest feedback within project and assignment lifecycles. Following an extensive and holistic change management process that included a global self-paced training program for over 8,000 leaders, more than 50 live training sessions, and a worldwide 360° campaign, we achieved the following: Feedback 360 Any Glober can gather insights through feedback from multiple perspectives, at any time, to drive their role and professional development from their colleagues, team partners, or any other Glober in their 360 networks. During 2023, this instance in StarMeUP evolved, including an AI Feature to assist with feedback crafting and also the possibility to recommend a promotion to a teammate to their Experience Leader. Feedback for Leaders This is an important instance that allows Leaders to develop their skills and leadership within the company based on insights from their team members and mentees. It is an opportunity for all the Globers to contribute to leadership’s growth by giving confidential, meaningful feedback. All the Globers can complete this assessment of their recent and current Experience Leaders, Technical Leaders and Career Mentors once a year through StarMeUP. In 2023, 4,700+ Leaders received their feedback results based on almost 40,000 points of feedback from Globers worldwide. • Over 44,000 Performance Retrospectives were created during 2023, in the most cases considering two evaluations per glober, covering nearly 95% of our target headcount for assessing their performance. • 70% of these assessments were co-created, involving multiple leaders to maximize the meaningfulness of the feedback and information generated. • Additionally, 20,000 Globers created their Self- Retrospective, following the same goals and structure used by their leaders in these performance conversations. Percentage of total employees who received a regular performance and career development review by gender and professional category. Gender* 2023 2022 Female 95.42% 94.63% Male 94.96% 95.97% Operations 97.61% 98.27% Professional Category Staff 90.81% 85.89% Technology 95.18% 96.08% *Other gender categories are not applicable due to not available information. Hey robots! Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 42 This table shows the percentage of female and male employees who were promoted and had internal movements within the company: - Globers promoted: 15.0% of employees were promoted. 17.0% were females and 14.0% were males. - Internal movements: 2.0% of employees had internal movements. 3.2% were females and 2.1% were males. Movement. The endpoint of development, the starting point of a new journey. At Globant, we believe in a culture of autonomy and empowerment to move around the map and build our career journey. That movement can be both exploring new technologies, accounts, and industries and moving within my path, advancing steps in our seniority and impact from our role. Open Career 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. This process is facilitated by AI, which identifies the best-fitting opportunities based on their skills. In 2023, we’ve seen 6,500+ Globers applying, resulting in more than 2,000 successful matches. Promotions Career Growth During 2023, we introduced a new readiness model for evaluating promotability. This framework offers a comprehensive perspective to gauge Globers’ preparedness for growth and advancement. It achieves this by intricately connecting all critical facets of Talent Development: Performance assessments, Leader’s feedback, Technical skills, and Time in seniority. This information is available for Career Mentors and experienced leaders as a critical input for career conversations and decisions based on comprehensive data. Globers promoted Internal movements 15.0% 2.0% 20.00% 15.00% 10.00% 5.00% 0.00% Female Male 17.0% 14.0% 3.2% 2.1% Globers promoted Internal movements Hey robots! 43 Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 44 Kindness-based Culture We are working to make the world a better place, one step at a time. We thrive by reinventing businesses and transforming organizations to be ready for a digital and cognitive future, providing world-class opportunities for talent to make a positive impact around the globe. Be Kind is the pathway where Globant’s DNA stands out: making reinvention a force for positive change. We want to share our culture of diversity, work for a sustainable future, and propel individual growth and well-being to empower our evolution through technology. Globant seeks a culture of integrity guided by the commitment to building a sustainable future together. We care about our people, our communities, and our environment. With the United Nations Sustainable Development Goals as a guiding framework and the ambition to expand our ESG commitments to positively impacting communities, Globant launched in 2020 Be Kind. As our Sustainability strategy, Be Kind unites positive impact programs for all its main stakeholders and consolidates initiatives to tackle critical issues, such as DEI, climate change, wellness in the workplace, education, misuse of technology, and ethics in AI, among others. Our commitment to kindness extends throughout our entire value chain. Internally, the Be Kind initiative empowers Globanteers to embrace kindness and create a positive impact within our organization. We also extend this approach to our Be Kind supplier program, ensuring our partners uphold ethical and sustainable practices. Furthermore, we share our sustainable pillars with our clients through initiatives like the Pledge 1% movement, where we pledge a portion of our resources to support social and environmental causes, and our Be Kind Stories, clients’ projects in which we have indirectly contributed to social and economic development strengthening financial inclusion, health, and education of thousands of users every day. We can highlight recent Be Kind Stories with the London Met Police, AGUA, and Great Minds. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 45 This table shows the company’s efforts in giving back to the community through their Globanteers program: - 2023: 11.2% of total payroll were Globanteers - 2022: 11% of total payroll were Globanteers - 2021: 8% of total payroll were Globanteers - Number of beneficiaries: - 2023: 77,393 - 2022: 98,674 - 2021: 42,215 - Number of actions: - 2023: 461 - 2022: 172 - 2021: 76 - Pro-bono hours: - 2023: 37,345 - 2022: 16,260 - 2021: 7,326 Globanteers Globanteers is Globant’s corporate volunteering program. It is the main platform to convey the positive impact the Globers make to the Community and the Planet. Through Globanteers, the company launches every initiative, manages all the campaigns, and measures the external and internal impact. Some of the programs we propose to our Globanteers are related to IT education, technology for the community, fostering entrepreneurship, promoting Diversity, Equity and Inclusion, environmental stewardship, and work/life balance, among others. Throughout 2023, the incredible dedication of 3,270+ Globanteers resulted in a commitment of 73,000+ hours dedicated to several community and environmental impact initiatives. There was a marked improvement in the average participation rate from 1.4% in 2022 to 1.9% in 2023, demonstrating a deeper and more sustainable involvement in volunteer initiatives. This effort had a positive effect on the lives of 77,000+ people globally. Globanteers (% of total payroll) 2023 11.2% 2022 11% 2021 8% Number of beneficiaries 77,393 98,674 42,215 Number of actions 461 172 Pro-bono hours 37,345 16,260 76 7,326 Hey robots! Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 46 This table provides information on the Key Components of “Be Kind Suppliers” Program: - Environmental Assessment: - Sustainability Policy - Environmental Management System - Environmental impacts (i.e. GHG, waste, etc.) - Carbon Footprint - Public Commitments - Renewable Energy - Environmental Breaches - Social Assessment: We are committed to creating sustainable value across our entire supply chain, and know that commercial relationships are a fundamental part of our business. We foster collaboration - Diversity, Equity and Inclusion (DEI) Policy and transparency with suppliers, creating a holistic value chain that minimizes environmental - Diverse Supplier Certification impact, promotes fair labor practices, and contributes positively to the communities in which - DEI actions/programs it operates. We ensure that we interact with those parties, sharing our ethical principles through our Code of Ethics when offering services to and on behalf of Globant. - Social Responsibility - Human Rights We are also firmly dedicated to promoting diversity, equity, and inclusion, and we know that - Health and Safety - Social and Human Rights Breaches - Governance/Reporting Assessment: our clients value this when they choose us. We aim to obtain Diversity, Equity and Inclusion (DEI) certifications. Although we could not become a certified diverse supplier because we are a publicly listed company, we worked hard to extend our DEI values through our value chain. - ESG Reporting (GRI, TCFD, CDP, etc.) - Awards and Certifications Following this path, in 2023, we introduced the “Be Kind Suppliers” program, which aims to include our value chain in Globant’s Be Kind strategy through an Environmental, Social, and Key Components of “Be Kind Suppliers” Program: Environmental Assessment Sustainability Policy Environmental Management System Environmental Impacts (I.e, GHG, waste, etc) Carbon Footprint Public Commitments Renewable Energy Environmental Breaches Social Assessment Governance (ESG) assessment designed to evaluate suppliers based on key sustainability Diversity, Equity and Inclusion (DEI) Policy criteria and practices. This program is designed to assess existing suppliers and set criteria for onboarding new partners to identify potential environmental and social impacts. Throughout the reporting period, we: updated our Procurement Policy with an ESG clause; and put in place a Supplier Code of Conduct to outline the standards and principles that any supplier, their employees, agents, and subcontractors (“Suppliers”) working with Globant are required to uphold and fully comply with; developed a Be Kind Due Diligence Questionnaire for all suppliers; identified our critical Suppliers and launched a pilot test conducted in the US, Spain, Chile and the UK. Diverse Supplier Certification DEI Actions/Programs Social Responsibility Human Rights Health and Safety Social and Human Rights Breaches Governance/Reporting Assessment ESG Reporting (GRI, TCFD, CDP, etc) Awards and Certifications Hey robots! Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 47 Globant envisions an organization where personal aspirations align with the company’s mission. We believe that the mind, body, and spirit should be interconnected in the present while striving to shape the future of business and enhance personal growth. We understand that transforming the world starts from within, and we acknowledge our responsibility to drive positive change by unlocking our fullest potential through prioritizing well-being. Be Kind to Yourself (BKTY) is an integral component of Globant’s culture that promotes self-care and equips individuals with the necessary tools to nurture their mental, physical, and social well- being. To achieve this, we provide educational webinars, resources for cultivating healthy habits, and work environments that facilitate a comprehensive BKTY experience. Furthermore, we encourage Globers to prioritize self-kindness in their daily routines, whether it involves enjoying a fulfilling lunch break or taking necessary breaks when needed. On October 10th, World Mental Health Day, we launched “My Well- being | Self-Assessment” to all Globers. This new tool was developed to promote self-awareness and enable everyone to check their well- being and learn how to improve it through specific tips. It is available on each personal SMU profile as a new feature, and every six months, it can be re-tested. The latest results show a comparison of the ones given the previous time to be able to track the improvement. Physical well-being We actively motivate our Globers to prioritize their physical well- being by adopting positive habits and embracing their body’s needs. We provide various resources and initiatives to promote a healthy lifestyle. These include weekly webinars on healthy habits, nutrition, stress management, preventive medicine, and special gym membership discounts. We also offer programs such as a Stop Smoking Program, yoga sessions, and massages. Moreover, our office spaces are stocked with various fruits and nutritious snacks, ensuring that healthy options are readily available to our team members. Mental well-being To ensure continuous growth and learning among our Globers, it is crucial for them to maintain a fresh and focused mindset that acknowledges accomplishments, handles stress effectively, and learns from failures. As part of our efforts in this area, we have dedicated our focus to the pillar of Smart working, which entails encouraging individual and team practices for managing high job demands at a healthy pace. This initiative includes over fifty webinars that make up the Unleash My Potential Program, where Globers can discover valuable insights and strategies. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 48 To support the well-being and mental clarity of our Globers, we provide free access to Insight Timer, a widely acclaimed wellness app. This app includes a daily mood check- in tool and offers over 150,000 guided meditations, courses, and content on various work-related topics from leading mindfulness teachers, musicians, and psychologists. These resources help calm the mind, reduce anxiety, manage stress, promote restful sleep, and enhance happiness. We held an Employee Assistance Program (EAP), a unique, confidential, integrated, and innovative platform to manage health and safety concerns, as well as financial and legal topics. This tool allows a unique and confidential space that weighs in 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 deeply understand the significance of dedicating time to recharge our minds, invigorate our bodies, rejuvenate our spirits, and align with our authentic selves to achieve our best version. That is why Globers who have been with us for more than a year are entitled to a Be Kind to Yourself Day. This special day allows them to take a break whenever needed and connect with themselves meaningfully. Social well-being Social well-being can be defined as sharing, developing, and sustaining meaningful relationships. At Globant, we promote activities such as Book Clubs and social events in general. To enrich the Book Club, in 2023, we launched Alibrate, an app to acquire and generate lecture habits; this premium membership provides lecture progress tracking, challenges, and recommendations from over 600k titles. We are launching Quiet Rooms, a place to stop the fast pace and take time for yourself, distancing from excessive communication and technological stimulation. These rooms offer a sensory experience that aims to slow down and connect with the present moment through music, aroma, textures, and colors. Health & Safety The occupational health and safety management system has been implemented in Colombia, Peru, Mexico, Costa Rica, Ecuador, Chile, Uruguay, Spain, and Argentina, considering the current legal regulations governing each country. In 2023, Colombia received ISO 45001-2018 standards in safety and health at work Certification, which endorses us as a company with a safe and healthy workplace. Our objective is to take care of the health and safety of Globers, contractors, suppliers and interested parties by identifying hazards, evaluating and assessing risks, and establishing intervention and control measures in accordance with current legal regulations. This system includes: • Occupational Safety and Health at Work Policy. • Risk Identification and Hazard Assessment Matrix to eliminate and mitigate priority risks such as biomechanical, psychosocial, unsafe conditions, biological, and natural phenomena. • Aimed at different activities such as emergency planning, first aid training, evacuation, and carrying out emergency drills. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 49 • At Globant, safe and healthy working conditions are provided to prevent accidents, incidents, and deterioration of work-related health resulting from occupational diseases) through a culture of health promotion to guarantee the quality of work life and the management of the risks and opportunities of the management system. • The commitment of the Globers and senior management is to promote an environment of coexistence, to prevent workplace harassment, and to guarantee the dignity and integrity of people at work. • The organization ensures the quality of the processes by measuring indicators, continuous training, and communicating responsibilities according to the role and associated competencies. • The results are analyzed through verification activities, such as internal and external audits and management reviews, to generate potential corrective and improvement actions that lead to continuous improvement. At Globant, we promote consultation and participation of workers through committees in countries where workers’ representatives apply legal regulations. Different actions can be taken if Globers identify an unsafe condition in their work environment. They can contact occupational health and safety through different channels, including uploading a ticket, sending an email or by telephone. To mitigate the risk and avoid accidents and incidents, if Globers are teleworking, different measures are shared with them so that they can implement them in their workplace, including topics such as ergonomics, emergencies, and recommendations for local conditions. In compliance with the legal provisions described in the internal labor regulations Globers are protected against retaliation. In addition, they can submit complaints about workplace harassment issues by email to the Labor Coexistence Committee (Colombia), the sexual harassment prevention committee (Peru) or using the Ethics Line (worldwide). In Colombia, Peru, Mexico, Ecuador, and Chile, there are Occupational Health and Safety Committees that propose and participate in security and health at work activities and are made up of equal parts of representatives from the employer and from the collaborators and in the rest of the sites have Emergency Brigades. Training Through Globant University, we have safety and hygiene training that promotes a culture of self-care and prevention. We maintain safe practices and generate a culture of self-care and prevention against any risk. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 50 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 change leader, and build a fairer, more inclusive workplace. We want to challenge the status quo, and that’s why the work of BKTP is focused on these four pillars: Gender and sexuality Accessibility and neurodiversity Multiculturalism and ethnicity Generational diversity Though separate, all four of these pillars are related, given that each person’s experience draws on various identities that influence their day-to-day lives and professional experience. We refer to this framework as “intersectionality”. 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 diversity and no improvement without plurality. It is important also to remember that these concepts are dynamic, we are constantly learning and embracing new ways of thinking and understanding. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 51 We are convinced of the importance of hacking barriers and expanding opportunities so everyone can thrive regardless of gender, gender expression, sexual orientation, color, religion, national origin, age, marital status, disability, neurodiversity, or veteran status. It is vital to solve this agenda with a systemic approach, considering intersectionality and consistency in an action plan that needs to be sustainable and dynamic to respond to emerging challenges. 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. Internal Communities Globant welcomes and actively promotes the formation or participation in employee affinity groups, aligning with our deeply cherished Values, Code of Ethics, and the bedrock of our Diversity Fundamentals and DEI Policy. The core purpose for these communities lies in fostering connections among individuals who share common interests, affording them the platform to conceive and engage in activities collaboratively, all within the vibrant confines of our workplace. Some of these communities include the LGBTIQ+ Communities and PODs, the Unlimited Communities and PODs, our Women PODs, the Community of Women, Trans and Non-Binaries, Centennials at Globant, Women in Tech and the Black in Tech Community. Policies and training We are proud to announce we have launched our Diversity, Equity, and Inclusion Internal Policy. This Policy fosters a respectful, safe, and inclusive workplace, with a strong commitment to equal opportunities and non-discrimination. It encourages employees to understand Diversity, Equity, and Inclusion concepts, emphasizes the significance of intersectionality, and advocates for a dynamic and context-sensitive approach to DEI, which necessitates continuous assessment for its effectiveness and relevance. It also serves as a framework for addressing biases, promoting awareness, preventing harassment, and ensuring ongoing efforts to adapt to the evolving diversity and inclusion landscape. In this transformative year, we also unveil our new Anti-harassment Protocol. The launch of this protocol responds to the need for a safeguarding mechanism, fostering an environment where every member of Globant feels protected and valued. This protocol is not just a set of guidelines but a statement of our shared values: we affirm our commitment to denounce harassment and actively prevent it while promoting an inclusive and equitable ecosystem. Training This year, we launched our DEI Essentials, online training on our Globant University campus, which serves as a comprehensive resource offering valuable insights into crucial diversity topics such as Accessibility, Neurodiversity, Multiculturalism, Generational Diversity, Gender/Sexual Diversity, acknowledging the intricate interconnectedness of these subjects and promoting continuous exploration and learning through diverse resources like glossaries, videos, and micro-learnings. Besides, the Diversity & Inclusion Mandatory Awareness was 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. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 52 This table shows the percentage of women at Globant through the years: - 2021: 25.8% - 2022: 26.6% - 2023: 27.3% And Women in managerial positions through the years: Gender & Sexuality - 2021: 28.2% - 2022: 31.0% We are actively working towards bridging the gender gap by • Hire: Our female headcount has grown, due to our efforts to taking tangible actions. We firmly believe in the significance of attract and retain women in the industry. - 2023: 31.5% dismantling barriers and creating inclusive opportunities that enable everyone to flourish, irrespective of their gender, gender • Accompany: We support families, women, and non-binary expression, or sexual orientation. Our ultimate objective is to achieve a balanced representation of women and non-binary individuals in management positions, aiming for 50% representation. individuals to navigate various stages of their careers through initiatives such as our parenting program, among others. Women that Build We have developed a program to assist and guide women and non-binary individuals at every stage of their professional journey, from their time in education to their entry into the workforce and • Lead: We actively promote growth and leadership to enhance the representation of female and non-binary individuals in our managerial workforce. Women In Managerial Positions ongoing career development. Through various training programs To enhance our commitment to achieving 50% of women in and initiatives, we aim to empower them to thrive and unlock their management positions, we defined a specific group called maximum capabilities. “Managerial Positions” that includes Directors, Managers, and also other critical positions for our company. In this group the • Inspire: We drive initiatives and partnerships to encourage total is 31.5% (+0.5pp vs. 2022) women’s interest in STEM, fostering their pursuit of rewarding careers in science, technology, engineering, and mathematics. 2023 2022 2021 • Educate: Through impactful programs like the “Women that Build” Awards and “Code Your Future” Program, Globant Women at Globant 27.3% 26.6% 25.8% is committed to providing coding scholarships to 15,000 Women in Managerial Positions 31.5% 31.0% 28.2% individuals worldwide by 2025. We aim to inspire people and create opportunities for professional growth within our industry while improving access to education for women and non-binary individuals. Hey robots! Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 53 This table shows the percentage of women in different levels of seniority within the company for the years 2021, 2022, and 2023: Women by seniority 2023(3) 2022 2021 - Leaders (including Directors and Managers): 30.8% (2023), 30.9% (2022), 31.0% (2021) - Senior: 21.8% (2023), 19.7% (2022), 20.9% (2021) Leaders(1) 30.8% 30.9% 31.9% - Semi Senior: 27.6% (2023), 26.9% (2022), 25.5% (2021) 19.7% Senior 21.8% - Junior: 37.3% (2023), 37.6% (2022), 33.0% (2021) Semi Senior 27.6% 26.9% - Trainee: 31.0% (2023), 38.4% (2022), 40.6% (2021) 20.9% 25.5% - Other: 50.4% (2023), 31.1% (2022), 29.4% (2021) 37.3% Junior 37.6% 33.0% Trainee Note: “Other” refers to employees from M&A who are in the internal mapping process without being totally integrated into Globant’s professional categories yet. 40.6% 38.4% 31.0% Other (2) 50.4% 31.1% 29.4% This table shows the percentage of women in different areas of the company for the years 2021, 2022, and 2023: - Staff Areas (Staff, Sales & Management): (1) This category includes Directors and Managers (2) Globers from M&A who are in the internal mapping process without being totally - 2021: 62.0% integrated into Globant’s professional categories yet. - 2022: 62.8% (3) This number represents only 91% of the Globants Headcount, the additional 9% refers to the newly acquired companies in 2023 which are in integration process. - 2023: 61.5% - Production (Delivery, Operations & Technology): Women by area - 2021: 24.0% 2023 2022 2021 - 2022: 24.2% Staff Areas (Staff, Sales & Management 61.5% 62.8% 62.0% - 2023: 24.9% Production (Delivery, Operations & Technology) 24.9% 24.2% 24.0% 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 2023, 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. For 2023 the gender pay gap was 2.2% *Gender pay gap = (Median Salary Men - Median Salary Women) / Median Salary Men Hey robots! Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 54 The 2023 edition of the Women that Build (WTB) Awards signifies another substantial stride in Globant’s dedication to fostering gender equality and She Leads This 4th edition garnered over 3,100 nominations, 1,100 candidates, 120,000+ votes, 25 regional winners, two global winners, and 110+ supporting associations such as eMerge, Endeavor, nPower, and HITEC. attaining parity in leadership roles. This international event has gained increasing strength annually, serving as a platform to honor the narratives and achievements of women who take the lead, innovate, inspire, and contribute to positive transformations within the tech industry. Through the Inspiring Leader and Rising Star categories, WTB Awards seeks to shine a light on the women shaking up the technology sector in every career stage. One of our most impactful programs, She Leads, was designed for women and non-binary people at Globant who want to keep acquiring skills for their career development. It’s an initiative that combines mentoring methodology with training and inspirational talks to strengthen their knowledge and management expertise and prepare them for leadership positions. As a part of the program, each participant is assigned a mentor who accompanies them through meetings to discuss career development, personal challenges, storytelling workshops, women’s circles, and other topics. The mentors are Globers who currently occupy a relevant position in Globant and have a powerful story and knowledge to share. In 2023, we launched the fourth edition of She Leads, offering participation options to women and non-binary people who were taking their first steps in leadership positions and for those who are already in leadership and management positions and might want to take a step further in their careers, as well as enhancing their skills. More than 300 women enrolled in the program and participated in one -or more- of its activities. We also counted with more than 80 high-level mentors from the company that accompanied these women on their She Leads Journey. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 55 Internal Protocol for Transition, Adequacy and Accompaniment of Trans People In 2023, we launched our Internal Protocol for transition, adequacy, and accompaniment of trans people. This protocol aims to establish guidelines that safeguard trans collaborators at Globant. It is designed to create a work environment characterized by respect and dignified treatment while also acknowledging the With the International Pride Month celebration in June, we aim to celebrate, commemorate, and raise awareness about Pride at Globant. Globers from around the world got the opportunity to participate in different awareness sessions where we talked about diverse families, the ABC of sexual and gender diversity, and other topics. Besides, our internal LGBTIQ+ communities from all around the world were able to organize on-site events where they shared a meaningful and fun networking moment. perceived gender of employees and allowing for the unrestricted development of their person based on that identity. The objectives of this initiative include defining principles The Diversity at Globant celebration in September inspired Globers through some conversations and shone the light on our different diversity pillars. Some to ensure equal rights, opportunities, training, and resources for the individual, labor, topics were: Multiculturalism and Intersectionality, Neurodiversity Awareness, and and social development of trans individuals within the company. Additionally, it aims Generational Diversity. to identify teams and implement actions that guarantee equal rights and opportunities for trans individuals. The protocol also streamlines and automates the modification of internal records, changing names, genders, and images in alignment with each collaborator’s self-perceived gender. Furthermore, it seeks to accompany the cultural change and promote a thorough understanding and respect among the company’s collaborators. We celebrate diversity March was an incredible month with Women’s Week. It was an optimal occasion to encourage women within Globant to articulate their solidarity and appreciation for GEMA project, a safe place in the gaming industry Women have always hindered the gaming industry. The Globant Emerald Team (GET) launched Proyecto GEMA to generate safe spaces for the community and tools to help the insertion and professionalization of women and gender diversities in the gaming and esports industry. This project includes a series of initiatives that contribute to the visibility of the problem, proposing tangible solutions. Furthermore, GET recently landed in Valorant with a 100% female roster and launched the Globant Emerald Academy, a team focused on helping female esports enthusiasts achieve their dreams fellow women through StartMeUp. This initiative provided a platform for expressing of becoming professionals. gratitude to those guiding lights and sources of inspiration in the dynamic field of information technology. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 56 Accessibility & Neurodiversity Accessibility ensures that every person can utilize physical workspaces and tools for development, mobility, communication, and comprehension on equal terms and without encountering barriers. At Globant, we advocate for including people with disabilities and diverse conditions in the technology industry. Additionally, we are dedicated to developing pro bono applications that promote accessibility and inclusion. Neurodiversity is understood as the cognitive variations in the human brain concerning interpersonal relationships, learning, attention, mood, and other mental functions that characterize all people, and neurodiversity reflects the richness of diversity of thought and the ability to perceive and inhabit the world around us. At Globant, we create experiences that allow each Glober to learn and develop in a way that best fits their style, interests, and needs. It is a program that aims to transform our company by creating workspaces that enhance the experience of people with disabilities and neurodivergent individuals, where unlimited possibilities inspire everyone to unleash their maximum potential in the company and industry. Our mission is to continue growing as an inclusive company, ensuring the conditions for everyone to develop and unleash their full potential inside the organization: breaking down barriers, creating equal opportunities, making workplaces more accessible, and using technology to change the status quo. UnlimITed main initiatives: • Awareness & training: Constructing training and awareness spaces to promote our inclusive culture and good practices among teams. In addition to organizing various awareness initiatives on Global Autism Awareness Day, Global Accessibility Awareness Day, World Attention Deficit Hyperactivity Disorder Awareness Day, International Sign Language Day, International Day of People with Disabilities, and more, we conducted comprehensive training sessions. These included workshops, videos, and infographics to amplify our commitment to inclusivity. The emphasis was placed on raising awareness, listening to the experiences and testimonies of individuals with disabilities or neurodivergent conditions, and recognizing that continuous learning is an integral part of our journey. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 57 • Employability: promoting local education and employment opportunities for people with disabilities and neurodivergent individuals to develop with the responsible team to implement necessary enhancements. Within the QE, Product, and Engineering studios’ accessibility practices, an assessment of and in Globant. As part of this initiative, we organized the Tech Academy in accessibility in the primary workflows of Globant University was carried out too. collaboration with Incluyeme.com, where individuals with disabilities from Finally, in the Engineering Studio’s accessibility practice, ongoing efforts include six countries underwent training. The program, in addition to its structured the development of a browser-based tool for web accessibility evaluation. curriculum, featured impactful testimonials and insights from individuals with Concurrently, the MagnifAI team has embarked on the creation of new disabilities. This holistic approach also aimed to deepen understanding and features to enhance accessibility assessments. These initiatives underscore our foster a culture of empathy within our Recruiting, QE Studio, and TDC leaders. commitment to ensuring a universally accessible digital experience and signify our proactive approach to incorporating accessibility principles into various • Inclusive Journey: accompanying teams and Globers to settle down and facets of our operations. develop at Globant. Alongside specialists, we continuously learn and improve our practices, aiming to build an increasingly inclusive and equitable company. • UnlimITed Community: facilitating a space for Globers who share a common Through collaboration with experts, we strive to enhance our understanding and refine our strategies, fostering an environment where every individual can thrive and contribute to the collective success of Globant. Our commitment to inclusivity is a dynamic journey, evolving with each lesson learned and each positive change implemented as we work together to shape our organization’s more inclusive and equitable future. • Accessibility: creating awareness of the need for accessible workspaces and promote the necessary accommodations and improvements in offices and tools. In 2023, the Accessibility Tribe within the Product Studio and the Accessibility Practice within the Engineering Studio assessed the Career site. This evaluation aimed to identify areas for improvement, paving the way for identity and/or interest to come together in a community framework. Currently, it is formed by more than 400 Globers. Several meetings were held, including Globers training on a topic of their expertise, as well as testimonials. The Valuable 500: we take great pride in our partnership with The Valuable 500, a global movement dedicated to advancing disability inclusion in business leadership. The Valuable 500’s mission is to utilize the influence of businesses to drive enduring change for the 1.3 billion individuals worldwide who live with disabilities. It is a true honor for us at Globant to be an integral part of this remarkable initiative. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 58 This table shows the breakdown of US employees by ethnicity for the years 2021, 2022, and 2023: - Hispanic or Latino: 51.0% (2023), 53.7% (2022), 49.8% (2021) - White/Caucasian: 30.3% (2023), 27.8% (2022), 27.2% (2021) - Asian: 15.6% (2023), 12.5% (2022), 17.6% (2021) Multiculturalism and Ethnicity - Black or African American: 0.70% (2023), 0.8% (2022), 2.5% (2021) We believe diverse ideas, perspectives, and life experiences contribute to finding op- - Native Hawaiian or other Pacific Islander: 0.1% (2023), 0.0% (2022), 0.0% (2021) - Two or more races: 1.8% (2023), 2.2% (2022), 2.7% (2021) - American Indian or Alaska Native: 0.4% (2023), 3.0% (2022), 0.3% (2021) timal solutions. By bringing together our unique backgrounds, we pave the way for innovative problem-solving. Multiculturalism is a cornerstone of Globant’s identity, enabling the convergence of diverse cultures to approach challenges through various This data is based on a volunteer disclaimer from the Globers. The percentages are calculated over each tus quo and disrupt traditional business norms by embracing fresh perspectives. category. For more information, please refer to the Appendix section. lenses. This fusion of cultures sparks creativity and empowers us to challenge the sta- US Employees by ethnicity 2023 2022 2021 Hispanic or Latino White/Caucasian Asian 51.0% 53.7% 49.8% 30.3% 27.8% 27.2% 15.6% 12.5% 17.6% Black or African American 0.7% 0.8% 2.5% Black in Tech Native Hawaiian or other Pacific Islander Black In Tech is a DEI program we built and developed for the black community. The Two or more races 0.1% 1.8% 0.0% 0.0% 2.2% 2.7% main reason for this is to provide equal opportunities. This year, the program started its expansion from Brazil to other countries in South America and Europe. American Indian or Alaska Native 0.4% 3.0% 0.3% Hey robots! 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. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 59 Generational Diversity The pillar of generational diversity is a crucial aspect we have prioritized in all our endeavors. We have actively worked towards promoting generational diversity in every webinar and team we engage with. In 2023, we also arranged panel discussions involving women from different generations, enabling them to share their life experiences, opportunities, and the obstacles they faced along their journeys. Our ultimate goal has been to foster a cross-generational environment that encourages collaboration and mutual understanding. By embracing diversity, we strive to harness each generation’s distinct perspectives, skills, and ideas. We can cultivate innovation, creativity, and growth within our organization and beyond by bridging the generation gap. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 60 At the core of our values, Be Kind to Humanity is the power of technology to make a meaningful impact on the lives of millions and address worldwide challenges. We aim to foster innovation, promote inclusivity, and actively engage in initiatives that tackle pressing global concerns. Humanity has unique and complex challenges ahead. Inequity, mistrust, and discrimination are impacting every society. From migrants, refugees, and internally displaced persons to the prison population, people of color, and people in socioeconomically vulnerable situations, it is crucial to provide genuine and inclusive opportunities for all. Committed to empowering humanity through technology, two fundamental axes are in place: Ed in Tech | Promoting Inclusion Through Education Tech4Good | Driving technology at the service of humanity Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 61 Ed inTech Promoting Inclusion Through Education EdTech is not merely a technological boom; it is a means to shape the future of society. Recognizing the global imbalance in access to technology, we are committed to addressing this disparity through initiatives such as Code Your Future (CYF) and Inspire. By promoting inclusion through education, we strive to bridge the gap and create equal opportunities for all. Code Your Future CYF began in 2019 as Globant’s scholarship program for young people to study technology. Today, we persevere with our commitment to grant coding scholarships and several trainings to 15,000 people by 2025. We foster innovation and provide inclusive opportunities to historically marginalized communities through strategic partnerships, scholarships, mentorships, and comprehensive professional development opportunities. Prison Population Tech sin barreras: In 2023, Globant embarked on the first technological training experience for prisoners from the San Martin prison, located in Buenos Aires, Argentina. This initiative was aimed at 20 convicts who were in their last year of sentence and were supported inside the prison by the Espartanos Foundation. This organization transforms the lives of convicts through sports, spirituality, education, and connections with the world of work. Two training modules were delivered: The first focused on digital literacy, helping them reconnect with the digital world in a new computer lab supported by Globant and other companies. The second introduced basic programming concepts, opening up possibilities for IT roles. War Veterans Our work with NPower in the United States: Globant has a longstanding commitment to NPower. This organization creates pathways to economic More than ever, we are committed to providing talents with accurate and inclusive prosperity by launching digital careers for military veterans and young adults opportunities, escalating the Program to provide inclusion opportunities through education in technology and employability. We work on initiatives such as: from underserved communities. Every month, with the collaboration of our Globanteers, we participate in NPower initiatives through mentoring in soft skills, technical mentoring, and masterclasses on different areas of IT. Victims of Armed Conflict Construye Paz: Since 2022, Globant has committed to creating inclusion opportunities for people affected by the internal armed conflict in Colombia and involved in the transition towards peace. In collaboration with Bogotá’s city government and other organizations, we provided access to IT education through boot camps and training in Web UI basics, Entrepreneurship & IT Business Analysis, UX design, and IT Quality control. By January 2024, we have already trained 90 people and hired six working on Globant projects. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 62 Socio-Economic Vulnerability Instituto da Oportunidade Social in Brazil: In July 2023, Globant closed an agreement with the Instituto da Oportunidade Social (IOS). This organization promotes free professional training and employability for young people and people with disabilities.. Through the agreement, Globant supported a class of 27 young adults who studied web programming between August and December 2023. During this program, Globers supported students through various voluntary contributions, such as technical masterclasses and inspirational talks. Project AMBER- Accelerated Mission for Better Employment and Retention with Generation India: We are helping advance Generation India’s Project AMBER, a project aimed at demonstrating improved employment and retention outcomes for 30,000 trainees (with 50% female participation) across 70 districts of India. In particular, Globant is collaborating towards enhancing the employment outcomes in Jr. Full Stack Java Developer & Cloud Support Practitioner roles for 600 learners between July 2023 and November 2024. Formar Foundation: Since 2021, over 100 Globers have collaborated in several initiatives with Formar Foundation, a social institution that promotes job inclusion for vulnerable individuals. Globant’s support includes initiatives like “Programando la Inclusión,” a full-stack programming training program in partnership with Digital House. Targeting youth from marginalized areas in Argentina, the program equips participants with programming skills to enhance their employability. Globant’s involvement extends to Soft Mentorships, IT Mentorships, English Conversations, and monthly Masterclasses, benefiting around 100 Formar youth each session. Internships with Breakthrough Tech and Miami Dade College: During 2023, Globant had 12 interns (75% female) from Breakthrough Tech, an organization that delivers innovative programs that break down barriers so women and non-binary students can break through in tech education and tech careers and from Miami Dade College, a public college with whom Globant has a longstanding relationship, at our offices in New York City and Miami respectively. SENA New Generations: In Colombia, Globant has been mentoring and hiring SENA (a public education institution) students with Globanteers commitment through one-to-one mentorship, specialty PODs on a variety of disciplines, Tech Talks, and Have Fun activities; this program has benefited more than 500 people since 2019. During 2023, 37 SENA students were hired and became Globers. The program has been expanded with the initiative “Eduencers” aimed to provide the latest methods, technologies, and skills to SENA teachers to share this knowledge with the wide community of institutions. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 63 Refugees & Migrants Moving Together: Migration is one of the most critical socio-economic phenomena today, negatively impacting vulnerable communities searching for personal and professional development opportunities. At Globant, we are convinced that technology offers alternatives for including migrants and refugees worldwide. TENT: We have partnered with Tent, an umbrella organization of more than 300 companies globally, to mobilize the business community to include refugees. 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. Mentoring Program for Refugee Women in the US and Europe: In 2023, Globant joined TENT’s Mentoring Program for Refugee Women in Europe and the US, committing to mentoring at least 50 women over the course of 3 years in the latter. Over 45 refugee women were mentored by Globers across the UK, Spain, Denmark, Germany, and the US during the year. Supporting refugees with Powercoders in Spain: In 2023, Globant supported Powercoders, an organization that promotes equal opportunities for people with refugee status in the technology sector, allowing them to develop their potential in a digital future. Powercoders’ boot camp consisted of a 13-week training in programming and a 12-month employability program once the training was completed. Globers contributed to this initiative through mentoring in soft skills, technical mentoring, and master classes. Code Your Future by Globant University scholarships We believe in the transformative power of education, which is why in 2023, we launched Code Your Future Scholarships by Globant University for individuals over 18 years old with a strong interest in the software industry residing in Argentina, Chile, Colombia, Costa Rica, Ecuador, Peru, Mexico, and Uruguay. A total of 1751 scholarships for 8-month courses in Back- end with Java and Quality Control + Automation were granted. Aiming to contribute to gender equality in the sector, 52% of the scholarships were allocated to women and non-binary people. These efforts, together with the Certified Tech Developer programming career, a program conceived, designed, and co-created by Mercado Libre and Globant in collaboration with Digital House and our boot camps and academies, through which people with no technology background are trained and hired as apprentices in our offices, have allowed us to reach more than 11,500 people since 2020. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 64 Inspire Aligned with the Be Kind to Humanity mission; we created Inspire: an initiative to transform reality through education and bring the right tools to inform, motivate, and facilitate access to STEAM careers to children and teenagers worldwide. A School that Breaks Barriers: We worked with Ayuda en Acción in a 2-year joint project for the IES Guadalmedina school in Málaga. The program offers 12 to 16-year-old students an introduction to the tech industry, inspiring them to pursue further education and enter the job market. Students gain insights into business and IT sectors through tailored courses, technical masterclasses, and Through different programs, we seek to inspire youngsters to develop their inspiring workshops, encouraging continued studies. To date, over 200 teenagers have benefited interest in technology and gain skills in tech-related disciplines. Developing these from the program. skills may bring enormous opportunities, as technological disciplines are closely connected to some of the occupations and specialized fields of study currently among the fastest-growing. We encourage youngsters to be the next generation of leaders and change-makers. During 2023, we impacted over 7,000 children and adolescents through Inspire. Technovation: In 2023, we joined Technovation Spain, a program where girls across the globe step up to solve problems in their community with technology. Acting as mentors, Globers had the chance to teach girls aged 8-18 the basics of technology and entrepreneurship and inspire them to tackle and solve societal problems. One of the groups mentored by a Glober, “Pam Tech Girls,” which developed a mobile app showcasing local trekking trails and offering information on recycling, even reached the global semifinal for the junior category. Robotics for Rural Communities: Advanced with Robotex India, a non- profit promoting STEAM, Robotics, Artificial Intelligence, Machine Learning, and IoT in Government Schools in urban, tribal, and rural areas. Through this program, specialized teachers provide robotics kits and courses in four schools in Maharashtra, India, impacting over 1200 students ages 7-14 between 2022 and 2024. St. Crispin’s EducationNXT Program: Under this project, almost 20 Globers conducted educational sessions for 300 orphan and marginalized girls sheltered by St Crispin’s Home, situated in Pune, India. The program provided the girls with knowledge in the following areas: 1. Computer Science 2. English Communication, and 3. Science. “Code Talks” with Crack The Code: Through the Code Talks initiative, children ages 5 to 18 discover the video game world, learn programming fundamentals, and explore the evolving field of artificial intelligence. Volunteers from Globant share their knowledge and experiences, inspiring children to discover their potential and awaken their interest in technology. From April to December 2023, Code Talks sessions notably impacted 639 attendees from over 20 countries, including Peru, Argentina, Colombia, and Mexico. Girls Programming Clubs: We seek to explore and reinvent what it means to be a programmer for a girl, inspiring young women to pursue a career in the IT industry. We joined forces with Club de Chicas Programadoras, bringing free mentoring focused on programming to girls between 12 and 18 years old. The clubs are 3-month long learning spaces – both virtual and in-person – where mentors and girls share weekly meetings to work on different topics of the tech world, particularly programming and robotics. Since 2021, we have opened 59 Girls Programming Clubs in which 218 Globers from Latam and Spain have assumed the crucial role of mentors, providing guidance and support to more than 800 teenage girls who aspire to explore the world of programming. This initiative underscores our commitment to fostering diversity and inclusion in the tech industry and exemplifies the positive impact mentoring can have on the next generation of aspiring female programmers. Through these Girls Programming Clubs, we are not only cultivating coding skills; but empowering young minds to break barriers in the tech world. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 65 LATAM- The Inspire Garage The Inspire Garage is a pioneering new proposal true to our identity. Dynamic and innovative, the program addresses high school students ranging Inspire on-site The Inspire Garage was born in the virtual realm. However, recognizing the social dynamics during the transition from virtual to physical, the growing activation of physical spaces, and after identifying participants’ desire to interact physically, we expanded the scope to “Inspire on-site” to achieve a close contact experience with our culture, facilities, and the exchange of physical experiences for beneficiaries. In this way, 5,000 children and young people in Argentina, Colombia, Romania, Spain, Mexico, Ecuador, and the US, among others, benefited from Open House, school visits in our offices, IT workshops, and inspirational talks. from 13 to 17 years old. With this program, we seek to inspire curiosity among youngsters, teaching them the best uses for technology with the guidance of highly trained Globant volunteers (Globanteers). Subscribers can join masterclasses, workshops, challenges, and mentorships related to the field of their preference, either programming, gaming, design, or digital marketing. Since 2021, we have successfully impacted and inspired over 4.5K adolescents from 11 different countries in Latin America, with notable participation from Argentina, Colombia, and Peru. In a groundbreaking milestone for 2023, we introduced The Inspire Challenges. These competitions seek to challenge teenagers to create, innovate, and learn by harnessing the power of technology. The inaugural challenge, “Intercolegiales de Minecraft 2023,” invited schools from Argentina and Colombia to compete locally and internationally. The response to this first challenge was overwhelming, with more than 600 schools registering. After a meticulous selection process, 63 teams from Bahía Blanca, Bogotá, Cali, Córdoba, La Plata, Medellín, Mendoza, Rosario, Tandil, Tucumán and Ushuaia were chosen to compete. A team from Tandil (Argentina) was the one that finally triumphed in the international category. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 66 Tech4Good Driving technology at the service of humanity 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. Our commitment to sustainable development is embodied in the Tech for Good pillar. Through initiatives like Be Kind Tech Fund (BKTF) and Globant Labs, we undertake responsible, supportive, facilitative, and transformative actions. We are dedicated to By collaborating with our partners, we sought to create a platform to inspire the next generation of entrepreneurs to address these challenges and drive positive change. That’s why during 2023, we facilitated interactive sessions that encouraged open mitigating the negative impacts of technology, solving problems, optimizing benefits, dialogue and the exchange of ideas to raise awareness about the potential negative and maximizing positive impacts for sustainable, equitable, and inclusive growth. impacts of technology on society, emphasizing the importance of ethical considerations Be Kind Tech Fund: mitigating the Misuse of Technology In 2021, Globant founded the Be Kind Tech Fund, the first and only corporate venture impact fund focused on supporting startups seeking to mitigate technology´s negative collateral effects on society. Administered by Globant Ventures, the Be Kind Tech Fund has publicly committed to investing in startups developing apps, products, and platforms that mitigate the adverse effects of technology, specifically related to five categories: Online harassment, Disinformation and polarization, data privacy and security, screen time abuse, and Responsible AI. 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. 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’ opinions 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 MIT Sandbox Innovation Fund, London School of Economics’ entrepreneurial hub and Life Calling, as well as investors including Riverwood Capital, in innovation. Finally, in 2024, the Fund will evolve into the Be Kind Tech Alliance, a global alliance involving diverse entities, including NGOs, businesses, universities, and individuals dedicated to fostering the development of technology for the betterment of society by working in four different areas: • Awareness: to elevate awareness about the ethical use of technology and its societal implications. Through targeted campaigns, educational programs, and collaborative events, we will inform and engage a global audience in understanding the responsible role technology can play in shaping our collective future. • Partnerships: to serve as a platform where various stakeholders can connect, engage in discussions, and strategize future initiatives. • Counseling: to inspire and support the next generation of impact entrepreneurs. Through knowledge-sharing sessions and expert advice, we aim to empower emerging leaders with the skills and insights necessary to navigate and create solutions that tackle technology’s harmful effects on society. • Funding: To support innovators and entrepreneurs who are moving quickly to tackle the negative collateral impacts of tech by creating purpose-designed startups. As we embark on this transformative journey, the Be Kind Tech Alliance envisions a collaborative, inclusive, and purpose-driven approach to technology. By aligning our efforts in awareness, partnerships, counseling, and funding, we strive to be at the forefront of positive change, shaping a future where technology truly serves the betterment of society. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 67 Globant Labs: building tech for good Globant Labs is where our collaborative culture flows, promoting the pro- On the other hand, the digital version of the “Dale!” project, which we bono development of tech solutions that have a real and measurable launched some time ago, has been recognized by UNESCO as one of the impact on solving humanitarian problems and providing tech innovation. most important digital educational tools in times of pandemic. As a result, it Since 2023, Globant Labs has become fundamental to the “Be Kind to Humanity’’ pillar. This has facilitated both its geographical expansion, During 2023, we collaborated with the organization Aves Argentinas collaborating with programs such as Tech To The Rescue and to develop their digital bird catalog, which will be launched in January Code4Romania, and the broadening of areas in which we make an impact, 2024. The preservation of bird species is part of environmental care and now collaborating with projects in Health, Education, Diversity, Inclusion, biodiversity, and from our position, we are also contributing to this aspect. has impacted over 32,000 children. Biodiversity, among others. During 2023, thanks to the participation of almost 400 Globanteers, we have donated a total of 37,000 hours of work. These contributors dedicate part of their time to the 25 projects we are currently working on. Furthermore, we estimate that the real impact of the finished solutions reaches over 50,000 people. This year, we want to highlight a project called “Autismo Red,” which arises from the collaboration between Autism organizations in Argentina (Brincar, Panacea, Apadea) and Rotary. This digital solution, launched in April, consists of a platform for networking and information sharing among organizations, professionals, and family members. We continuously work to enhance the tool with collaborative possibilities that improve communication within the community. The participation of Rotary in this initiative will allow us to reach many more countries. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 68 Be Kind stories AGUA: Building transparency and trust for NGOs at scale AGUA is a platform developed by Globant and supported by the UNICEF The three organizations joined forces and, by using AGUA, supported six Innovation Fund that provides organizations with a transparent and entrepreneurs from the Yunus network from Nigeria (Kitovu), Canada (The verifiable way to demonstrate the correct use of funds. It aims to provide a Global Sunrise Project), Brazil (Afrosaude), Portugal (The Newsroom), and solution to those impact-related organizations under pressure to ensure the Argentina (Data Genero and 1201 Project), who received funds provided by appropriate utilization of funds to maintain stakeholders’ trust. AGUA uses the IOVF for the execution of impact projects. blockchain technology to create an open, verifiable, and transparent record of all financial transactions related to a project funded through grants and The entrepreneurs previously prepared a spending execution plan per loans. AGUA is a platform adaptable to different organizations and project their objectives and then published it in AGUA. Both the Y&Y and the types, providing a structured framework for project definition: each project entrepreneurs indicated the movements of funds made and uploaded the comprises milestones and activities, each with a budget, acceptance criteria, evidence of the purchases and contracts made to carry out their project. and an assigned auditor. Leveraging the decentralized nature of blockchain, This way, AGUA guaranteed the transparent and responsible use of funds AGUA ensures no single entity can alter or manipulate the data, guaranteeing towards its impact objectives. a robust audit trail and accountability throughout the project’s life cycle. Globant’s collaboration with Yunus & Youth and the IOV Foundation significant step forward in accountability and transparency, particularly perfectly demonstrates AGUA’s capabilities. Yunus & Youth is an in NGOs, government bodies, and social enterprises. In short, AGUA’s open-source, blockchain-enabled solution marks a organization backed by Nobel Peace Prize laureate Muhammad Yunus that supports the development of social businesses by young people; and the IOV Foundation is a non-profit organization founded in 2017 and a partial funder of AGUA, whose focus is to democratize access to blockchain technology applications and tools for impactful organizations. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 69 The window to avoid climate catastrophe is closing rapidly. 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. Climate change is an urgent call for business leaders and we believe a thriving company is a sustainable one. That’s why, while we reduce our impact through Science-Based Targets, we keep supporting projects that restore our Earth and lead our clients to achieve their environmental commitments. Globant is committed to applying intuitive and agile technologies to achieve sustainable development and help organizations transform into a low- carbon economy. Our “Digital Sobriety” techniques are intended to support our clients, through the design of digital services and products, in their quest to reduce CO₂eq. As the planet experiences shifts in weather patterns, rising temperatures, rising sea levels, and increased frequency of extreme weather events, climate- related risk management becomes essential to safeguarding our Globers, assets, and business. By understanding the impacts of climate change and implementing measures to mitigate and adapt to different climate scenarios, we can enforce decarbonization action plans, enhance resilience, protect vulnerabilities, and preserve the planet for future generations. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 70 Climate Strategy Mitigating our GHG emissions and adapting to climate change Committed to combating climate change, we align our climate strategy with the aspirations of leading corporations worldwide, aiming to limit the rise in global temperatures to 1.5°C above pre-industrial levels. Our approach includes four fundamental actions, both within and beyond our organization: 1. Measure: The first step is to calculate Globant’s Carbon Footprint, which helps us fully grasp the scale of our environmental impact. 2. Reduce: We are committed to actively pursuing reduction objectives, and contributing to the global endeavor to tackle climate change. 3. Compensate: Since 2021, we have reached Carbon Neutrality; we continue supporting carbon offsetting projects that enhance environmental well-being. Our investment in these projects ensures that our operations are carbon neutral, aiding environmental conservation. 4. Disclose: We are strong proponents of transparency and consistently report on our progress towards a low-carbon economy. This reporting process lets our stakeholders know more about our climate strategy, building trust and reinforcing our dedication to climate change mitigation. Measure Reduce Compensate Disclose Although these four steps demonstrate our commitment to mitigating climate change and contributing to a low-carbon future, we are aware that adaptation is a crucial response strategy in the face of the ever-growing challenges posed by a changing climate. The increases in heatwaves, wildfires, temperature rise, droughts, surges, floods, and other extreme weather events caused by climate change are destroying the Earth and affecting billions worldwide. In this context, physical and transition risks arise from the interactions between nature and the business’ downstream, upstream, and own operations. Since 2022, we have been working hard to be aligned with the Task Force on Climate-Related Financial Disclosures (TCFD) recommendations, introducing climate-related issues in our governance, risk management and strategy. We disclose our progress towards metrics and targets, mitigation and adaptation actions in the context of business climate-related risks and opportunities in our last TCFD report: www.globant.com/be-kind/esg Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 71 Measuring our greenhouse gas emissions Energy management By 2023, our organization’s total energy consumption amounted to 9,944.7 MWh. This figure included 270.5 MWh derived from the use of non-renewable fuels (5.3 MWh(1) Diesel and 265.2 MWh(2) Natural Gas) and 9,674.2 MWh(3) from on-site electricity. Embracing our “Work from Anywhere” policy, Globers are empowered to choose their preferred work environment, whether at the office, at home, or any other location. This degree of flexibility, however, brings to the forefront Energy intensity* 0.34 MWh/Glober *Calculated as the fuel consumption of non-renewable fuel sources and electricity consumption within the organization in MWh/ the number of the challenge of quantifying energy usage outside traditional office settings. To employees, considering the following countries: Argentina, Australia, Belarus, address this, we use “MyFootprint” a web application designed by Globant to assess the carbon footprint associated with our employees’ commuting patterns and remote work setups. The app gathers specific data based on the most common work scenarios during the year, considering the energy consumption of laptops, monitors, and any heating or cooling equipment used in their workspaces. All Globers can modify their data throughout the year whenever necessary. In 2023, the global estimate for this energy use category reached 1,241.35 MWh(4), and 7,000+ Globers updated their Working-from-home and commuting patterns in the app. Moreover, we also accounted for 648.61 MWh(5) of electricity consumed by third-party data centers and 1,489.3 MWh(6) attributed to losses during electricity transmission and distribution (T&D Losses) within each operational country’s national grid. A specialized application developed by Dell, known as Brazil, Bulgaria, Canada, Chile, China, Colombia, Costa Rica, Denmark, Ecuador, France, Germany, India, Italy, Hong Kong, , Luxembourg, Mexico, Moldova, Netherlands, Panama, Peru, Poland, Portugal, Romania, Saudi Arabia, Serbia, Spain, UK, Ukraine, United Emirates, Uruguay, USA and Vietnam. (1) Includes an estimate of 17% of total diesel fuel consumption based on the reported consumption. The estimated consumption is 0.528 m3. (2) Includes an estimate of 21% of total natural gas consumption based on the reported consumption. The estimated consumption is 27.666 m3. (3) Calculated as the electricity consumption within the organization, considering the following countries: Argentina, Australia, Belarus, Brazil, Bulgaria, Canada, Chile, China, Colombia, Costa Rica, Denmark, Ecuador, France, Germany, India, Italy, Hong Kong, Luxembourg, Mexico, Moldova, Netherlands, Panama, Peru, Poland, Portugal, Romania, Saudi Arabia, Serbia, Spain, UK, Ukraine, United Emirates, Uruguay, USA and Vietnam. (4) Corresponds to estimated consumption based on the results of the survey conducted in 2023. Estimates are included based on an initial response level of 27,4% of total employees in the countries in scope. the Dell EMC OpenManage Power Center, monitors the energy usage of each (5) Includes an estimate of 3,6% by projection. piece of equipment externally and meticulously tracks the real-time electricity consumption data for third-party data centers. (6) 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. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 72 This table provides information on Globant’s direct (Scope 1) greenhouse gas (GHG) emissions, which is 84.91 Report limits: regions with a headcount ≥ 1% of Globant’s total payroll at the end of the period under analysis. In tCO2e for 2023. This represents 0.4% of the total Globant’s emissions. Our Carbon Numbers case a country falls in the organizational thresholds after a merger or acquisition, the organization has a period Since 2012, Globant consistently tracked its corporate carbon footprint, dedicating The information is broken down by emission source and percentage of Scope 1 emissions: efforts to refine the quality and precision of its data collection, greenhouse gas Includes an estimate of 3.6% by projection. - Diesel: 1.43 t CO2e, 1.7% of Scope 1 emissions (GHG) calculation, and subsequent reporting procedures. We subject our calculation - Natural Gas: 52.71 t CO2e, 62.1% of Scope 1 emissions methodology to a rigorous verification process to enhance the reliability and transparency of our GHG disclosures. This process is conducted by an independent - Fugitive Emissions: 30.77 t CO2e, 36.2% of Scope 1 emissions professional services firm and adheres to recognized assurance standards, such as the International Standard on Assurance Engagements (ISAE) 3000, which The table also includes information on the report and operational limits for reporting GHG emissions, as well pertains to assurance engagements other than audits or reviews of historical as the emission factors used for calculation. The emissions reported are only for sites within the scope of financial information, and the ISAE 3410, specifically for assurance engagements on Argentina, Mexico, Spain, and Italy, and include estimates for diesel and natural gas consumption. The scope greenhouse gas statements. The International Auditing and Assurance Standards also includes emissions from the replacement of air conditioning equipment in Argentina. Board promulgated these standards. of one year after the integration process to report its GHG emissions and recalculate the baseline. Direct (Scope 1) GHG emissions(1) 84.91 t CO2e The calculation considered the company’s capitalized assets (Fixed assets) as of December 31, 2023, including hardware (Notebook, Tablets, Servers, Cellphones, PCs and Monitors) and other commodities (such as 1.43 t CO2e construction, furniture, telecommunication and networking etc.).For hardware, emissions are estimated using Diesel (2) 0.4% 1.68% Natural Gas(3) 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. 52.71 t CO2e 62.08% Calculated based on registered business flights during the analysis period. Fugitive Emissions(4) Corresponds to estimated consumption based on the results of the survey conducted in 2023. Estimates are 30.77 t CO2e 36.24% included based on an initial response level of 27,4% of total employees in the countries in scope. Corresponds to estimated consumption based on the results of the survey conducted in 2023. Estimates are included based on an initial response level of 27,4% of total employees in the countries in scope. Indirect (Scope 2) GHG emissions 0.00 tCO2e(5) 100% Renewable Electricity Supply This table provides information on Globant’s indirect (Scope 2) greenhouse gas (GHG) emissions: In compliance with the established reference methodologies of the GHG Protocol for the calculation of corporate carbon footprints, Globant delineates its organizational - Indirect (Scope 2) GHG emissions: 0.00 tn CO2e(5) boundaries using the operational control approach. We consider the reporting and - 100% Renewable Electricity Supply: Globant has moved all its operations to 100% renewable energy, resulting processing of energy consumption and emission data from all locations where the in zero market-based Scope 2 emissions. headcount exceeds 1% of Globant’s total payroll at the end of the reporting period. - Scope 2 Location-based base year emissions: 2,773.80 tn CO2e When an organizational threshold is surpassed due to a merger or acquisition, the - Market-based emissions: 0 tn CO2e entity is granted a one-year period post-integration to report its GHG emissions and - Renewable energy certificates: Globant has acquired renewable energy certificates based on REC, I-REC, and recalibrate the baseline figures. GO standards to cover 100% of its electricity consumption through renewable sources. Our calculations consider direct Greenhouse Gas (GHG) emissions from stationary - Local emission factors: The GHG emissions were calculated using local emission factors of each country combustion sources that are owned and managed by Globant. These include within the scope. emissions from backup electricity generators that form part of our permanent infrastructure and are powered by fossil fuels, as well as emissions from natural gas This table provides information on other indirect GHG emissions (Scope 3), wich is consumption in offices under Globant’s administration and fugitive emissions from 19,733.50 tCO₂ e and represents 99.6% of Globant’s total emissions our air conditioning systems. The information is broken down by emission source and percentage of Scope 3 emissions:: Furthermore, our scope 2 inventory encompasses indirect GHG emissions from both - Purchased Goods and Services: 178.16 tCO₂ e, 0.90% of Scope 3 location-based and market-based electricity usage within our sites of operational - Capital Goods: 7,726.41 tCO₂ e, 39.15% of Scope 3 control. Additionally, we include other upstream indirect GHG, scope 3, emission - Business Travel: 6,814.73 tCO₂ e, 34.53% of Scope 3 categories in our comprehensive environmental assessment. - Employee Commuting: 2,854.9 tCO₂ e, 14.47% of Scope 3 - Working from Home Modalities: 2,159.3 t CO₂ e, 10.94% of Scope 3 Purchased Goods and Services: third-party data centers energy consumption. Capital Goods: Hardware and other capital goods registered. Business Travel: domestic and international flights. Employee Commuting: employee commuting and working from home modalities. Hey robots! Other indirect (Scope 3) GHG emissions(6) 19,733.50 t CO2e 99.6% Purchased Goods and Services(7) 178.16 tCO₂ e Capital Goods(8) 7,726.41 tCO₂ e Business Travel(9) 6,814.73 tCO₂ e Employee Commuting(10) 2,854.9 tCO₂ e 0.90% 39.15% 34.53% 14.47% Working from Home Modalities(11) 2,159.3 t CO₂ e 10.94% (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 merger or acquisition, the organization has a period of one year after the integration process to report its GHG emissions and recalculate the baseline. 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. Values calculated from emission factors of IPCC 2006 and from the REGULATION (EU) No. 517/2014 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL. (2) The emissions correspond exclusively to the sites within the scope of Argentina and Mexico. Includes an estimate of 17% of total diesel fuel consumption based on the reported consumption. Values calculated from IPCC 2006 emission factors. (3) The emissions correspond exclusively to the sites within the scope of Argentina, Spain, and Italy (whose equipment is for the exclusive use of the company). Includes an estimate of 21% of total natural gas consumption based on the reported consumption. Values calculated from IPCC 2006 emission factors. (4) The scope corresponds to sites in Argentina, 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. (5) Our Scope 2 Location-based base year emissions were of 2,773.80 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. 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. (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 merger 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) The calculation considered the company’s capitalized assets (Fixed assets) as of December 31, 2023, including hardware (Notebook, Tablets, Servers, Cellphones, PCs and Monitors) and other commodities (such as construction, furniture, telecommunication and networking 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 analysis period. (10) Corresponds to estimated consumption based on the results of the survey conducted in 2023. Estimates are included based on an initial response level of 27,4% of total employees in the countries in scope. (11) Corresponds to estimated consumption based on the results of the survey conducted in 2023. Estimates are included based on an initial response level of 27,4% of total employees in the countries in scope. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 73 Mitigation pathways, limiting warming to 1.5°C Our journey towards limiting the global temperature rise to 1.5°C above pre-industrial levels and achieving Net-Zero began in 2020 when we transitioned all our operations to rely only on renewable energy sources. Building upon this commitment, in 2022 our near-term reduction targets were approved by Science Based Target initiative with a Business Ambition for 1.5°C and we are glad to announce that: Globant commits to reduce absolute Scope 1 GHG emissions by 50% by 2030 from a 2019 base year. Globant commits to continue annually sourcing 100% renewable electricity through 2030. Globant commits to reduce Scope 3 GHG emissions by 55% per employee by 2030 from a 2019 base year. With the collaboration of different corporate teams, core supplier engagement, and dedicated services coming from the Sustainable Business Studio and from Globant X and Globant Ventures, we are implementing a global decarbonization action plan along our whole value chain. Reducing in line with Science-based Targets Near-term Action Plan 2019-2030 Scope 3 Scope 1&2 Scope 3 Be Kind Suppliers 100% Renewable Energy Green buildings Sustainable Business Studio Sustainable Business Travel Globers Globant X Migrating to Cloud Low Carbon Services Globant Ventures Environmental Awareness Upstream Activities Own Operations Downstream Activities Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 74 Our work with Suppliers Be Kind to the Planet Supplier At Globant, we place a high emphasis on sustainability and environmental responsibility throughout our supply chain. As part of our due diligence process, we evaluate our suppliers and vendors based on several factors to ensure they align with our commitment to sustainability: we assess whether our suppliers and vendors have a formal Sustainability Policy in place that outlines their commitment to environmental, social, and governance (ESG) practices. We examine if suppliers have established an Environmental Management System, indicating their proactive approach to managing and minimizing their environmental impacts; we evaluate whether they measure or not their carbon footprint, seeking information on their greenhouse gas emissions and efforts to mitigate and reduce their environmental impact. We assess whether suppliers have made public commitments to sustainability, such as signing on to international frameworks or initiatives focused on environmental protection and social responsibility; we consider whether they utilize renewable energy sources as part of their operations, demonstrating their commitment to reducing reliance on fossil fuels and mitigating climate change. Lastly, we investigate whether they have been involved in environmental breaches or violations, ensuring that we work with partners who prioritize compliance with environmental regulations. Sustainable Business Travel We recognize the importance of sustainable business travel and are engaged in evaluating and implementing new initiatives to minimize our environmental impact while air traveling. Through our Travel Next platform, we generate awareness providing information to our Globers travelers regarding the carbon footprint resulting from their flights. By raising awareness about the environmental impact of air travel, we aim to encourage conscious decision-making and foster a culture of sustainability. Additionally, we actively engage with core supplier airlines. We request Globant’s allocated GHG emissions, translating their opportunities for reducing emissions and promoting more sustainable travel options to real reductions on our Scope 3 inventory. 100% of the energy sourcing came from national electricity grids but These opportunities could include exploring alternatives like Sustainable as we moved all our operations to renewable energy sources, all the Aviation Fuels (SAF), energy-efficient aircraft, and zero waste policies, among others. Migrating to the Cloud data centers located on-site are supplied with clean energy. This means 47.54%(2) of all our infrastructure is supplied with renewable energy, while the remaining 52.46% of power consumption comes from third- party data centers. Last but not least, our on-premise processing capacity reached 5,490vCPU this year, and 1,953vCPU remained Globant adopts a Cloud First strategy, prioritizing utilizing cloud computing technologies to drive innovation and enhance efficiency. outsourced. This approach empowers us to deliver innovative solutions efficiently and effectively, having 35.57% capacity in the cloud. During 2023, we migrated 100% of our code repository and human capital information to the cloud environment. Besides, 70% of our financial Finally, during 2023, we work hard to expedite the deployment of our systems are already part of our cloud ecosystem. These numbers software or applications through automation. Automating various represent 5-10% of our total data hosting in 2023. With this approach, we leverage the vast potential of cloud platforms to deliver scalable and flexible solutions that meet the dynamic needs of our clients. pipeline stages, including code compilation, testing, packaging, and deployment to production environments, enables consistent and reliable processes, improves efficiency, and reduces the time required to deliver new features or updates. As part of our migration to cloud strategy, we embrace a serverless configuration. We design and deploy applications and services without traditional server management. Our infrastructure ratio was 89 to 1, By adopting deployment process automation, organizations can improve the overall efficiency and sustainability of software deployment meaning each physical server hosted, on average, 89 virtual ones. practices. It allows for smarter resource allocation, facilitates energy- Although we increased our storage to 342.Tb in our virtual machines, we efficient scaling, promotes infrastructure optimization, and encourages improved our consumption by 23% per Gb and reduced our apparent environmentally friendly configurations, ultimately reducing energy power by 21% from 17.4 KVa over 21 KVa 2022 metrics. consumption and minimizing environmental impact. (1) Includes consumption corresponding to technological equipment located in own Data Centers and in third-party buildings. Data reported from February 23, 2023 to February 9, 2024, according to information availability. (2) Corresponds to energy consumption in data centers located in own buildings that have renewable energy consumption. The remaining 52,46% of power consumption comes from third-party data centers. Data reported from February 23, 2023 to February 9, 2024, according to information availability. We optimize resource allocation, improve cost-effectiveness, and enhance overall system performance by utilizing serverless computing models.The serverless architecture allows us to focus on developing and delivering transformative solutions without the hassle of managing server infrastructure. It enables rapid scalability, reduces operational overhead, and ensures high availability of our applications. Regarding our digital storage in 2023, 778 Tb were used and 146.35Tb were outsourced. This means 18.81% of our storage is in the cloud environment. For our on- prem storage, we deployed deduplicated highly efficient equipment to continue the trend of energy consumption reduction. During 2023, our energy consumption was 540.62 MWh(1) including technological equipment located on-site and in third-party buildings. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 75 This table provides information on the electricity consumption and renewable energy usage of Globant’s offices in different countries: Reducing in our own operations - Countries: Argentina, Belarus, Brazil, Chile, Colombia, Hong Kong, India, Mexico, Peru, Poland, Spain, Uruguay, United States, United Kingdom, Others(1) 100% Renewable energy Belarus Country Argentina 3,394.1 MWh - Electricity Consumption on-site: 3,394.1 MWh in Argentina, 117.5 MWh in Belarus, 145.2 MWh in Brazil, 267.2 Electricity To comply with our public commitment to supply all our Consumption on-site MWh in Chile, 935.9 MWh in Colombia, 2,193.4 MWh in Hong Kong, 102.4 MWh in India, 602.3 MWh in Mexico, operations with 100% renewable energy by 2030 we 101.6 MWh in Peru, 11.9 MWh in Poland, 248.4 MWh in Spain, 816.8 MWh in Uruguay, 375.8 MWh in United have different actions in place: acquire renewable energy States, 0 MWh in United Kingdom, 361.7 MWh in Others(1) certificates on a country-by-country basis, install renewables - Renewables on-site: 64.1 MWh in Argentina, 0 MWh in Belarus, 0 MWh in Brazil, 0 MWh in Chile, 0 MWh in on-site, and select strategic vendors. Colombia, 0 MWh in Hong Kong, 0 MWh in India, 0 MWh in Mexico, 0 MWh in Peru, 0 MWh in Poland, 130.4 MWh in Spain, 0 MWh in Uruguay, 0 MWh in United States, 248.9 MWh in United Kingdom, 0 MWh in Others(1) The Renewable Energy Certificates guarantee the utilization - Energy transmission and distribution losses: 573 MWh in Argentina, 28 MWh in Belarus, 28 MWh in Brazil, 63 of renewable energy sources, verified by certifications such as MWh in Chile, 90 MWh in Colombia, 1 MWh in Hong Kong, 414 MWh in India, 107 MWh in Mexico, 17 MWh I-REC (International Renewable Energy Certificate), Green-e, in Peru, 2 MWh in Poland, 10 MWh in Spain, 68 MWh in Uruguay, 19 MWh in United States, 0 MWh in United and GO (Guarantees of Origin), this ensures we adhere to Kingdom, 73 MWh in Others(1) the stringent standards set by initiatives like RE100, Carbon - Energy Attributable Certificates (EACs): 3,982.30 MWh in Argentina, 145 MWh in Belarus, 185 MWh in Brazil, Disclosure Project (CDP), and Science-based Targets (SBTi). 329.8 MWh in Chile, 1,025.6 MWh in Colombia, 3.7 MWh in Hong Kong, 2,606.9 MWh in India, 710 MWh in Mexico, 118.1 MWh in Peru, 16.5 MWh in Poland, 127.6 MWh in Spain, 885 MWh in Uruguay, 447 MWh in United Although the RE100 technical criteria says that small loads States, 0 MWh in United Kingdom, 541 MWh in Others(1) (small offices, retail outlets, etc.) of up to 100 MWh/year/ - Sourcing Country: Argentina, Poland, Brazil, Argentina, Peru, Argentina, India, Mexico, Peru, Argentina, AIB market and up to 500 MWh/year, can be excluded from the Interconnection, Argentina, US, -, Argentina / AIB Interconnection RE100 target boundary; we are committed to equally source all 2,193.4 MWh 602.3 MWh 935.9 MWh 102.4 MWh 267.2 MWh 145.2 MWh 101.6 MWh 117.5 MWh Colombia Mexico Brazil Chile India Italia Peru our operations with renewable energy sources worldwide. - Renewable Energy Source: Wind, Solar, Wind/Solar, Wind, Wind/Solar, Wind, Wind/Solar, Wind/Solar, Wind/ Solar, Wind, Wind/Solar, Wind/Solar, Wind/Solar, -, Wind- Wind/Solar Poland Spain 11.9 MWh 248.4 MWh (1) Countries which consume less than 100 MWh annually including: Australia, - Certificate: I-REC, GO, I-REC, I-REC, I-REC, I-REC, I-REC, I-REC, I-REC, I-REC, GO, -, Green-e, -, I-REC/ GO Bulgaria, Canada, China, Costa Rica, Denmark, Ecuador, France, Germany, Italy, - TOTAL: 9,674.2 MWh of electricity consumption, 443.4 MWh of renewable energy usage, 1,489.3 MWh of Luxembourg, Moldova, Netherlands, Panama, Portugal, Romania, Saudi Arabia, Serbia, Ukraine,United Arab Emirates,Vietnam. energy T&D losses, and 11,123.8 MWh of energy attributable certificates. (2) Calculated using site headcount, considering the companies acquired in 2023, and estimated average annual electricity consumption per person. United States Uruguay 816.8 MWh Renewables on-site Energy T&D losses Energy Attributable Certificates (EACs) Sourcing Country Renewable Energy Source Certificate 64.1 MWh(3) 573 MWh 3,982.30 MWh Argentina 0 MWh 28 MWh 145 MWh 0 MWh 28 MWh 185 MWh Poland Brazil Wind Solar I-REC GO Wind/Solar I-REC 0 MWh 63 MWh 329.8 MWh Argentina Wind I-REC 0 MWh 90 MWh 1,025.6 MWh Peru Wind/Solar I-REC 0 MWh 414 MWh 2,606.90 MWh India Wind/Solar I-REC 0 MWh 16 MWh 118.6 MWh AIB Interconnection Wind/Solar GO 0 MWh 107 MWh 710 MWh Mexico Wind/Solar I-REC 0 MWh 17 MWh 118.1 MWh Peru Wind/Solar I-REC 0 MWh 2 MWh 16.5 MWh Argentina Wind I-REC 130.4 MWh(4) 10 MWh 127.6 MWh AIB Interconnection Wind/Solar GO 0 MWh 68 MWh 885 MWh Argentina Wind I-REC (3) Energy generated by Iconic Building’s Solar Photovoltaic Panels during 2023. (4) Electricity supplied by strategic vendors in the UK and Spain that ensure 100% renewable energy sourcing. In the UK the sourcing period is from 01 April, 2023 until 31 March, 2024. (5)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. Calculated using site headcount, considering the companies acquired in 2023. 375.8 MWh 0 MWh 19 MWh 447 MWh United Kingdom 0 MWh 248.9 MWh(4) 0 MWh 0 MWh 361.7 MWh(2) 0 MWh 73 MWh 541 MWh US - Argentina / AIB Interconnection Wind/Solar Green-e - - Wind/Solar I-REC/ GO 9,674.2 MWh 443.4 MWh 1,489.3 MWh 11,123.8 MWh(5) - Others(1) TOTAL Hey robots! Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 76 Green Buildings However, we strive to go beyond the minimum requirements and Low Carbon Services At Globant, we have embraced the concept of Green buildings. Our buildings are designed with a focus on energy efficiency, resource conservation, and minimizing environmental impact. We prioritize the construction and operation of green buildings in our facilities, aiming to create spaces that are environmentally friendly and promote the well-being of our employees. These buildings incorporate sustainable features such as energy-efficient lighting systems, renewable energy sources, optimized insulation, and water-saving technologies. Globant’s Iconic Building in Tandil (Argentina) serves as a testament to our commitment. We are proud to announce that the Iconic Building located in Tandil, Argentina was certified LEED Platinum. The building utilizes advanced insulation systems, energy-saving lighting fixtures, and smart technologies to optimize energy consumption. It also has on-site solar panels that source almost 10% of total electricity consumption generating 64.1 MWh in 2023. The result is a smaller carbon footprint and a major national grid independence. Additionally, rainwater harvesting systems are in place to collect and reuse rainwater for non-potable uses within the building. In 2023, 3,673 m3 of the water was sourced from rainwater harvesting, supplying almost 57% of the building’s total water usage. Globant’s Tandil building promotes a healthy and sustainable work environment by integrating natural ventilation systems, maximizing the use of natural lighting, and incorporating green spaces that enhance air quality and overall well- being. Moreover, the building features waste management systems to encourage recycling and minimize waste generation. It also promotes sustainable transportation by providing adequate bicycle parking facilities and promoting the use of electric vehicles. At Globant, we understand the significance of implementing water conservation practices to safeguard this valuable resource for future generations. As a Software & IT Services company, we don’t have water withdrawal, discharge, or consumption in regions with high or extremely high baseline water stress. Furthermore, we have not identified any negative environmental impact on water. extend our commitment to water conservation across all our global offices. During 2023, we focused on measuring and analyzing water consumption within our sites. This initiative enabled us to better understand our water usage patterns and identify areas where further improvements can be made. By proactively addressing water conservation and continuously monitoring our practices, we aim to ensure responsible water management and contribute to the preservation of this vital resource. Last but not least, to foster a Zero Waste culture, we have taken steps to eliminate single-use plastics from our kitchens, thereby reducing plastic waste generation at the source. By implementing a system of categorized bins such as Recycling, Non-recycling, and Organic Waste, we encourage proper waste management practices among our Globers. Furthermore, we have installed compost bins and food shredders in select offices. This initiative significantly reduces the amount of organic waste that would otherwise be disposed of in landfills. As a result of our recycling and composting initiatives, we successfully diverted approximately 37% of our total non-hazardous waste from disposal in 2023. This highlights our ongoing commitment to recycling and promoting the responsible management of waste. Like every other industry, the tech industry is responsible for producing a significant amount of emissions, mainly related to the energy consumption necessary for producing and providing IT products and services. As a digitally-native company, we recognize the importance of acknowledging and mitigating technology’s environmental impact. Through practices like Green IT, Digital Sobriety and Planet-Centric design techniques, we empower our Globers to learn how to minimize their digital carbon footprint and contribute to a more sustainable digital future. Training We train our Glober on the core principles of Green Software and Digital Sobriety to deliver the best low-carbon Services. We teach them about how to create sustainable digital solutions by understanding the concepts of digital carbon footprint, energy efficiency and the pillars, methodology, and impact behind these practices. Through Globant University, we offer our employees learning resources like: • Sustainable Coding: ways of improving coding best practices with a deep-dive into Web UI, Mobile or Backend. • Sustainable Data: we train our Globers in different ways to create efficient data pipelines, storage, processing, transformation, visualization reports and sustainable AI/ML solutions for organizations. • Sustainable infrastructure: techniques for optimizing Cloud Infrastructure in terms of costs and energy consumption. Furthermore, we empower our Globers to take ownership of their careers and develop a strong awareness of environmental care and the challenges posed by climate change. Our comprehensive course, Sustain-abilities at Globant University, consists of four modules that delve into essential topics like Carbon Management and Technology, Sustainable Reporting, Business Legitimacy, and adopting transformative approaches in our professional and personal lives on Earth, this year we also carried out virtual training to talk about Climate Change, GreenHouse Gas emissions, and Energy Efficiency. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 77 Reinventing our clients’ businesses For us, a thriving company is a sustainable one. Globant is committed We believe companies need different rules, processes, and expertise to applying intuitive and agile technologies to achieve sustainable to be prepared and maintain relevance in a new green economy. We development and support organizations’ transformation to a low-carbon infrastructure. We are members of the Green Software Foundation, an institution of global organizations committed to creating best provide organizations and stakeholders with the tools and the know- how to build their climate roadmap in favor of just transitions and climate actions. We embrace their problem-solving approach based on practices for building sustainable software to reduce carbon footprints. the 2030 Agenda to achieve responsible business. We understand technology’s environmental impact and share the responsibility to invest in making our products and software greener. Our Sustainable Business Studio, founded in 2020, reinvents 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 We are thrilled that one of the success cases presented in our 2022 Integrated Report, called Sustainability Calculator & Dashboard, was recognized by the World Economic Forum in their report “The no excuse Opportunities to Tackle Scope 3 Emissions in Manufacturing and Value Chains” and our Global Head, Elena Morettini, was recognized among best net-zero speakers globally. industries for a sustainable future, has reached interesting business why we are active members, working on positioning our practices as growth, and differentiates Globant among pure players. We are living through a time of unprecedented climate, societal and technological change. Companies need forward-thinking disruptive strategies, 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 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. industry standards, participating in roundtable discussions, working groups and events such as the Circular Electronic Partnership, the London Stock Exchange, GreenBuild Annual Event, COP28 Dubai and B20 India, and most importantly, putting what we learn and commit to into practice. Moreover, we’ve contributed to the Globant knowledge community with different whitepapers like Sustainable Mobility, Green IT, Sports and Agritech, and a Sustainable Finance Blueprint. Another crucial pillar of our state-of-the-art commitment to global sustainability is that of creating, understanding, and publicizing what we call “trends and turns” in sustainability, i.e. the latest tendencies or modification of them in sustainable 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. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 78 Be Kind stories US Green Building Council Inter-American Development Bank (IDB) Globant has been selected as the sustainable tech partner for the US Green Building Council As we continue to grow our relationship with the IDB, Globant was selected as a (USGBC) and the Green Business Certification Inc. (GBCI), the leading organizations in green technology partner for their Green IT Strategy transformation. built environment and sustainability certifications, mainly known for their LEED Certification. Business Challenge: Business Challenge: As per IDB´s mission of improving lives, sustainability and decarbonization Given that buildings generate nearly 40% of annual global carbon emissions, sustainable become key aspects in every component of their operations, as it is their building practices for design, construction, operation, and maintenance are critical for a Information Technology Office. The IDB had no visibility on their IT operation’s decarbonized economy and need an accelerated scale to meet global targets. Before our environmental footprint, nor a way to reduce those emissions while fostering a project, all interactions with USGBC were fragmented into different platforms without a sustainability culture in IT. unified experience based on user needs, resulting in a barrier for performance management or certification and a lack of internal visibility around operations or the impact generated. Project Description: Green IT Strategy Project Description: Integrated Platform for Sustainable Buildings We supported the IDB in the design of their Green IT Strategy, beginning from the measurement of their water and waste footprint and scope 1, 2, and 3 GHG We designed and developed an integrated solution to help building managers, owners, emissions, focusing both on software and hardware. architects, engineers, and consultants manage building performance and all certification products in a single place. This solution allows users to measure and manage their Value Delivered performance on energy, water, waste, air quality, human experience, and transportation while allowing them to perform the newest LEED v5. certification through a user-friendly interface. Value Delivered Our engagement concluded in an actionable Green IT strategy and roadmap based on the calculations generated and cross-industry best practices. Globant executed a thorough benchmarking on Green IT, sustainable procurement, regulations, and vendors, among others, and designed a diagnosis of the Green We began our engagement through an initial strategic design process with key stakeholders, IT maturity level of the bank. Globant measured all relevant environmental followed by the development of an MVP which was presented at Greenbuild 2023 in metrics and indicators for the IT area and generated Green IT dashboards; Washington DC. Globant executed a competitive benchmarking on certification platforms crafted an analytical framework to evaluate and compare the social, economic, and building management systems; designed the long-term product vision, branding, and and environmental impact of IT initiatives and finally co-created and prioritized a roadmap following agile methodologies; supported the business strategy through consulting set of Green IT initiatives that led to an actionable roadmap toward becoming a on partnerships, practices, and impact metrics and finally leveraged our Digital Twinning leading organization in Green IT practices. solution - Navigate - to replicate the current certification processes to identify optimization opportunities while generating Robotic Process Automation (RPA) solutions to uncover internal efficiencies. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 79 Beyond value chain mitigation, our contribution to society Although setting and achieving science-based near and long-term targets are our main priority, we know that investing in mitigation Also, in 2023, with the Jnana Prabodhini NGO in India, we are advancing a three-year project to empower rural women who outside the value chains contributes to reaching societal net zero. We are heads of households. These women are trained in planting, are committed to compensating for all remaining emissions while we cultivating, and harvesting Napier Grass, which is then transformed reduce our carbon footprint through SBT trajectories. into energy pellets. The pellets are used for heating within their After an exhaustive due diligence, where we evaluated the of December 2023, the plantation has been done on 44 acres of land permanence, requiring the removed or averted carbon to be stored in 3 villages Harvesting of the Napier grass has been carried out for in a semi-permanent way; the additionality, meaning that they would 14 acres. We have distributed 50 smokeless stoves in the villages and not have happened had the project not been implemented; the the same have been put to use already. villages, and any surplus is sold, enabling them to have an income. As For more information about visit Public Disclosure Statement Pursuant to California AB 1305: Voluntary Carbon Market Disclosures. 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 we closed a three-year partnership with Microsol. With this alliance we are supporting the QoriQ’oncha project in Peru; a Gold Standard- certified carbon offset project that, collaborating with local partners, installs and provides capacity building to rural families on Improved Cookstoves (ICS). Replacing traditional three-stone with ICS brings immediate and sustainable impacts on the beneficiaries and the environment. The combustion chamber is insulated and improves the quality of combustion and airflow. Less heat is wasted.Therefore less wood is required. The chimney allows extraction of the smoke outside the houses bringing health benefits mainly for housekeeping women and their children. This initiative enhances the quality of life for these families and contributes to our fight against climate change. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 80 Disclosing our Climate Performance Rethinking4Good We are firm believers in the power of voluntary reporting to amplify transparency and bolster the credibility of our non-financial information. By reporting our 2023 climate change performance for the third consecutive year in CDP (formerly known as Carbon Disclosure Project), earning a C score in the Climate Change 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. In 2023, we responsibly managed 3,739 kg of E-Waste by diverting 91.4% of it from disposal through recycling and Questionnaire and B- in the 2023 Supplier Engagement Rating (SER), repurposed methods, making a positive environmental impact. we demonstrate that we are prepared for our industry leadership while recognizing the ongoing work required to become a climate- Supporting our local community by donating furniture and tech frontrunner and to respond to the increasing demand for hardware in excellent condition and that can be given a second environmental transparency from financial institutions, customers chance is part of our program’s priorities. Whenever an office and policymakers. In compliance with our value chain requirements, we participate in EcoVadis Sustainability Rating that helps us to achieve our objectives of improving social and environmental performance in our 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 2023, more than 726 hardware and 830 furniture articles were donated to help 27 NGOs or social institutions supply chain. In our last evaluation, we received a Silver Medal that worldwide accomplish their missions. 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 us to reinvent our business to design sustainable solutions to meet our climate pledges and positively impact the planet and humanity. 81 Stakeholder Engagement Stakeholder Investors Description Expectation of the Stakeholder Communication Channels with the Stakeholder Financial organizations and institutions involved in international Receive transparent and quality information; capital markets Ethic Conduct Investor Relations Website, E-mail; Earning calls (quarterly); Conferences; Non Deal Roadshows; Ethics line Globers (Employees) All of the company’s employees (Globers) Good work environment; Talent attraction and retention; E-mail; All Hands (quarterly results meeting); Internal Career development; Diversity, Equity and Inclusion; networks (Slack, Hangouts); Ethics line; Working Mood Opportunities for professional growth; Performance survey; Pulse survey; Feedback process; Globant’s recognition; Attractive salaries and benefits; Data privacy; website. Ethic conduct. Clients Companies that acquire Globant’s services. Globant strives to meet their needs through innovation, reinvention technology and the highest levels of quality and service Ethic conduct; Data privacy; Support in the sustainability E-mail; Globant’s website; Meetings; Social media; challenges; Digital transformation; Innovation; Quality; Data Client events; Materiality surveys; Globant’s website; privacy; Ethic conduct Social media; Ethics line Chambers and Business Organizations Organizations that advocate the interests of the IT sector Support to develop public policies that promote the IT Partnerships to promote the development of the IT talent; E-mail; Meetings; Working groups sector. Civil Society Organizations Media Auditors and external controllers Suppliers and vendors Governmental Offices 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 Publications that transmit and create informative content for public or private use about Globant Clear and true information; Relevant information for public analysis E-mail; Meetings; Press conferences; Interviews; Institutional letters and press releases; Ethics line; Globant’s website; Social media Entities that perform an audit, in accordance with specific laws or rules, of the financial statements, government entity, legal entity, etc. and are independent of the entity being audited Confirmation that the information produced by the management is accurate E-mail; Meetings; Ethics line Those who supply the Resources and services required for Globant Fair trade practices; Fair competition; Transparent assessment; Data privacy; Ethic conduct Audits; E-mail; Surveys; Globant’s website; Ethics line Local, national or international governmental offices Partnerships to support talent and industry development E-mail; Meetings Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 83 This table displays the donations and subscriptions made by Globant in 2023: - Subscriptions: $286,413 - Total donations: $1,710,720 - Commercial initiatives: $44,721 - Charitable donation: $633,552 - Community investment: $399,419 - Pro bono hours (25k): $632,928 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), Asociación Mexicana de la Industria de Tecnologías de Información (AMITI), Cámara de Innovación y Tecnología Ecuatoriana (CITEC), 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, Asociación Multisectorial de Empresas de Tecnologías de la Información, Comunicaciones y Electrónica (AMETIC), 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), Tent Partnership for Refugees, Consejo Empresarial Alianza por Iberoamérica (CEAPI), Council of the Americas (AS/COA), among others. Hey robots! Donations & Subscriptions 2023 Subscriptions Total donations Commercial initiatives Charitable donation Community investment Pro bono hours (25k) $ 286,413 $1,710,620 $44,721 $633,552 $399,419 $ 632,928 This table presents 3 emerging risks identify by Globant and the company’s mitigation strategies: worms, phishing attacks, ransomware attacks, denial-of-service attacks, physical or electronic break-ins, third party or employee Sustainable Performance AI ethical & Regulatory Challenge Reinvention Approach Global Talent theft or misuse, and similar disruptions, which could disrupt the normal operations of our engagements and impede our ability to Kindness Based Culture Additional Information 84 - Impact on Company: The markets and use cases for products with artificial intelligence (“AI”) capabilities have been rapidly evolving, are difficult to predict and may impact demand for our products and services. The significant investments we have made Emerging Risks to develop products to address what we believe will be increasing demand for AI capabilities may be insufficient, and we face significant hurdles, including whether demand will materialize, whether third-party developers will develop the software to utilize Emerging Risks Impact on Company the AI capabilities of our products, and whether we will be successful in developing products that can complete with offerings by provide critical services to our clients, thereby subjecting us to liability under our contracts and applicable data protection laws. Unauthorized access, disclosure of confidential client and client customer data, intellectual property or personal data, or other loss of information, whether through breach of our or others’ computer systems, systems failure, loss or theft of confidential information or intellectual property belonging to our clients or our client’s customers, or otherwise, could result in legal claims or proceedings, liability and damages under applicable laws, regulatory investigations or penalties, breach notification obligations, Mitigation / Opportunity established competitors. Our use of AI technology may subject us to reputational, financial, legal or regulatory risks. As we incorporate AI technology into our products and services, any failure to address concerns relating to the responsible use of the evolving AI technology in our products and services may cause harm to our reputation or financial liability and, as such, may increase our costs to address or The markets and use cases for products with artificial intelligence (“AI”) capabilities have been rapidly evolving, are difficult to predict and may impact demand for our products and services. The significant investments we have made to develop products to address what we believe will be increasing demand for AI capabilities may be insufficient, and we face significant hurdles, including whether demand will materialize, whether third-party developers will develop the software to utilize the AI capabilities of our products, and whether we will be successful in developing products that can complete with offerings by established competitors. caused by these events a requirement to provide monitoring services, breach of contract claims, significant fines, administrative sanctions, and could adversely affect our business, revenues, reputation, brand and competitive position and result in financial and other potential We have developed an AI Manifesto, which sets forth a set of principles that states what we believe in and encourage at Globant. It defines what we do and what we don’t do with AI: Augmented Intelligence, Respectful data, Fairness, Transparent, and Social Contribution are the essence of what we understand as good practices of Artificial Intelligence. Conversely, we have to be publicly against any AI applications which may contravene any law or regulation, the public order and good morals. losses, as well as require us to expend significant resources to protect against further incidents and to rectify any problems AI ethical & Regulatory Challenge mitigate such risks and issues. AI technology may create ethical issues, generate defective algorithms, and present other risks US and non-US rules and regulations, the nature of which cannot be determined at this time. Several jurisdictions around the may require us to expend significant resources to modify, maintain, or align our business practices or products to comply with that create challenges with respect to its adoption. In addition, evolving rules, regulations, and industry standards governing AI Our use of AI technology may subject us to reputational, financial, legal or regulatory risks. As we incorporate AI technology into our products and services, any failure to address concerns relating to the responsible use of the evolving AI technology in our products and services may cause harm to our reputation or financial liability and, as such, may increase our costs to address or mitigate such risks and issues. AI technology may create ethical issues, generate defective algorithms, and present other risks that create challenges with respect to its adoption. In addition, evolving rules, regulations, and industry standards governing AI may require us to expend significant resources to modify, maintain, or align our business practices or products to comply with US and non-US rules and regulations, the nature of which cannot be determined at this time. Several jurisdictions around the globe, including the EU and certain US states, have already proposed or enacted laws governing AI. US federal agencies are likely to release AI regulations in the near future in light of the Biden administration’s October 30, 2023, Executive Order on AI. The regulatory environment surrounding the impact of the implementation of AI on our products and services may adversely affect our ability to produce and export products ability to produce and export products and as a result may cause harm to our reputation and financial liability. and as a result may cause harm to our reputation and financial liability. regulatory environment surrounding the impact of the implementation of AI on our products and services may adversely affect our globe, including the EU and certain US states, have already proposed or enacted laws governing AI. US federal agencies are likely to release AI regulations in the near future in light of the Biden administration’s October 30, 2023, Executive Order on AI. The - Mitigation / Opportunity: We have developed an AI Manifesto, which sets forth a set of principles that states what we believe in and encourage at Globant. It defines what we do and what we don’t do with AI: Augmented Intelligence, Respectful data, Conversely, we have to be publicly against any AI applications which may contravene any law or regulation, the public order and Fairness, Transparent, and Social Contribution are the essence of what we understand as good practices of Artificial Intelligence. Our business is heavily dependent on the security of our IT networks and those of our clients, as well as our third-party providers. We have access to, and we collect, transmit, and store data, including confidential client and client customer data, intellectual property, and personal data. Threats to network and data security are increasingly diverse and sophisticated, and despite our efforts, they have increased in number due in part to the growing breadth and complexity of IT networks and systems and a large number of employees working remotely. Internal or external attacks on our IT servers and networks, or those of our third-party processors, providers, or clients, are vulnerable to cybersecurity risks, including viruses and worms, phishing attacks, ransomware attacks, denial-of-service attacks, physical or electronic break-ins, third party or employee theft or misuse, and similar disruptions, which could disrupt the normal operations of our engagements and impede our ability to provide critical services to our clients, thereby subjecting us to liability under our contracts and applicable data protection laws. 3. New ESG legislation way. We launched the Be Kind Tech Fund, an initiative from Globant Ventures, designed to support organizations that combat negative societal effects created by the misuse of technology. We will invest funds in startups with purpose-driven solutions We have developed a mandatory learning program and an AI manifesto that certifies Globers in the usage of AI tools in an ethical good morals. Cyber attacks utilizing technology for the greater good. Providing support for their work in developing apps, products, and platforms focused on mitigating the adverse effects of technology, such as: Data Privacy & Security, AI Bias, Screen time abuse. We employ a proactive strategy to navigate potential regulations related to AI. Our approach involves continuous monitoring of emerging laws to ensure adherence to regulatory standards across diverse jurisdictions. Committed to upholding the utmost ethical and legal standards in AI development and application, we adhere to our AI Manifesto. We actively engage in dialogue Unauthorized access, disclosure of confidential client and client customer data, intellectual property or personal data, or other loss of information, whether through breach of our or others’ computer systems, systems failure, loss or theft of confidential information or intellectual property belonging to our clients or our client’s customers, or otherwise, could result in legal claims or proceedings, liability and damages under applicable laws, regulatory investigations or penalties, breach notification obligations, a requirement to provide monitoring services, breach of contract claims, significant fines, administrative sanctions, and could adversely affect our business, revenues, reputation, brand and competitive position and result in financial and other potential losses, as well as require us to expend significant resources to protect against further incidents and to rectify any problems caused by these events. emissions. with governments, organizations, and AI experts to contribute to the crafting of equitable and effective policies and regulations. Additionally, we dedicate efforts to devising methodologies and tools that elucidate the mechanisms behind AI-driven decisions, New ESG 2 Cyber attacks legislation particularly in critical domains like automated decision-making. At the federal level, the SEC has proposed new rules requiring public companies to disclose extensive climate-related information in their registration statements and periodic reports. The proposed rules would mandate disclosures related to climate-related risks and their impacts, greenhouse gas emissions and climate-related financial statement metrics. As a company with operations in California, we may fall under the jurisdiction of these new laws, which impose rigorous reporting obligations regarding our climate-related financial risks and extensive requirements for the disclosure of greenhouse gas emissions. There is an increasing focus from stakeholders, including certain investors, customers and employees, concerning ESG matters. For example, some investors may use ESG performance factors to guide their investment strategies and, in some cases, may choose not to invest in us if they believe our policies and actions relating to ESG are inadequate. In addition, we may face reputational damage in the event that we do not meet the ESG standards set by various constituencies. - Impact on Company: Our business is heavily dependent on the security of our IT networks and those of our clients, as well as our third-party providers. We have access to, and we collect, transmit, and store data, including confidential client and client customer data, intellectual property, and personal data. Threats to network and data security are increasingly diverse and sophisticated, and despite our efforts, they have increased in number due in part to the growing breadth and complexity of IT networks and systems and a large number of employees working remotely. Internal or external attacks on our IT servers and Hey robots! networks, or those of our third-party processors, providers, or clients, are vulnerable to cybersecurity risks, including viruses and - Mitigation / Opportunity: Identifying and assessing cybersecurity risk is integrated into our overall risk management systems and processes. Cybersecurity risks related to our business, technical operations, privacy, and compliance issues are identified and addressed through a multi-faceted approach, including third-party assessments, IT security, governance, risk, We have developed a mandatory learning program and an AI manifesto that certifies Globers in the usage of AI tools in an ethical way. We launched the Be Kind Tech Fund, an initiative from Globant Ventures, designed to support organizations that combat negative societal effects created by the misuse of technology. We will invest funds in startups with purpose- driven solutions utilizing technology for the greater good. Providing support for their work in developing apps, products, and platforms focused on mitigating the adverse effects of technology, such as: Data Privacy & Security, AI Bias, Screen time abuse. and compliance reviews. To defend, detect, and respond to cybersecurity incidents, we, among other things: conduct proactive privacy and cybersecurity assessments of systems, networks and applications, audit applicable data policies, manage intrusion detection and prevention systems and network access controls, perform penetration testing using external third-party tools and We employ a proactive strategy to navigate potential regulations related to AI. Our approach involves continuous monitoring of emerging laws to ensure adherence to regulatory standards across diverse jurisdictions. Committed to upholding the utmost ethical and legal standards in AI development and application, we adhere to our AI Manifesto. We actively engage in dialogue with governments, organizations, and AI experts to contribute to the crafting of equitable and effective policies and regulations. Additionally, we dedicate efforts to devising methodologies and tools that elucidate the mechanisms behind AI- driven decisions, particularly in critical domains like automated decision-making. secure coding practices, monitor emerging laws and regulations related to data protection and information security (including our techniques to test security controls, focus on securing our applications and software, conduct employee training, implement consumer products) and implement appropriate changes. Teams of dedicated privacy, safety, and security professionals oversee cybersecurity risk management and mitigation, incident prevention, detection, and remediation. These teams include GIST and Application & Infrastructure Security and Incident Response Team (the “Incident Response Team”). . - Impact on Company: At the federal level, the SEC has proposed new rules requiring public companies to disclose extensive climate-related information in their registration statements and periodic reports. The proposed rules would mandate disclosures related to climate-related risks and their impacts, greenhouse gas emissions and climate-related financial statement metrics. As a company with operations in California, we may fall under the jurisdiction of these new laws, which impose rigorous reporting Identifying and assessing cybersecurity risk is integrated into our overall risk management systems and processes. Cybersecurity risks related to our business, technical operations, privacy, and compliance issues are identified and addressed through a multi-faceted approach, including third-party assessments, IT security, governance, risk, and compliance reviews. To defend, detect, and respond to cybersecurity incidents, we, among other things: conduct proactive privacy and cybersecurity assessments of systems, networks and applications, audit applicable data policies, manage intrusion detection and prevention systems and network access controls, perform penetration testing using external third-party tools and techniques to test security controls, focus on securing our applications and software, conduct employee training, implement secure coding practices, monitor emerging laws and regulations related to data protection and information security (including our consumer products) and implement appropriate changes. Teams of dedicated privacy, safety, and security professionals oversee cybersecurity risk management and mitigation, incident prevention, detection, and remediation. These teams include GIST and Application & Infrastructure Security and Incident Response Team (the “Incident Response Team”). obligations regarding our climate-related financial risks and extensive requirements for the disclosure of greenhouse gas There is an increasing focus from stakeholders, including certain investors, customers and employees, concerning ESG matters. For example, some investors may use ESG performance factors to guide their investment strategies and, in some cases, may choose not to invest in us if they believe our policies and actions relating to ESG are inadequate. In addition, we may face reputational damage in the event that we do not meet the ESG standards set by various constituencies Mitigation / Opportunity: We continue to closely monitor developments relating to ESG regulations. As a result of new and proposed climate-related regulatory requirements, we must develop robust systems, processes, and controls for assessing and We continue to closely monitor developments relating to ESG regulations. As a result of new and proposed climate-related regulatory requirements, we must develop robust systems, processes, and controls for assessing and reporting our climate- related financial risks, as well as ensuring transparency and accuracy in our disclosures. As ESG best practices and regulations continue to evolve, we expect to incur increasing costs relating to ESG monitoring, reporting and compliance, and these efforts will require substantial time and attention of management. This could have a material adverse effect on our business, results of operations, value chain and financial condition. As ESG best practices and regulations continue to evolve, we expect to incur increasing costs relating to ESG monitoring, reporting our climate-related financial risks, as well as ensuring transparency and accuracy in our disclosures. reporting and compliance, and these efforts will require substantial time and attention of management. This could have a material adverse effect on our business, results of operations, value chain and financial condition. Sustainable Performance Reinvention Approach Global Talent Kindness Based Culture Additional Information 85 This matrix shows the assessment of material topics for the company, outlines the Materiality Matrix, which is relevance of different sustainability topics for various stakeholders and the company’s overall strategy: - Relevance for Stakeholders - Importance: High - Dimension: Community Engagement, Digital inclusion, Innovation, Ethics and Compliance, Employment and career, Diversity, Equity and inclusion (DEI), Relationship with stakeholders Materiality Assessment - Importance: Medium We recognize the importance of understanding the topics that are most relevant to our business and stakeholders. To ensure a comprehensive - Dimension: Occupational health and safety, Natural Resources, Sustainable Value Chain, Climate Change, Well-being and work-life balance, Tech integrity, ethics in AI and Privacy, Governance Structure, Customer Satisfaction, Sustainable Performance, Education and training understanding of material topics, we conduct in 2023 an Exhaustive Materiality Assessment that considers the Double Materiality process considering the Corporate Sustainability Reporting Directive (CSRD) - Importance: Low - Dimension: N/A recommendations. - Relevance for Globant’s Strategy The perspectives and input from our stakeholders are vital in identifying the key issues that impact our business and society. - Importance: High Internally, we carried out internal interviews with our Senior management team. These interactions allowed us to gather insights and perspectives - Dimension: Innovation, Ethics and Compliance, Employment and career, Diversity, Equity and inclusion (DEI), Relationship with stakeholders, Governance Structure, Customer Satisfaction, Sustainable Performance, Education and training from our leaders, ensuring that their expertise and experiences were incorporated into the assessment. We also involved our Globers through - Importance: Medium an online survey to understand each material topic’s relevance level. - Dimension: Digital inclusion, Climate Change, Well-being and work-life balance, Tech integrity, ethics in AI and Privacy Externally, we engage with a wide range of stakeholders, such as suppliers, - Importance: Low investors, customers, and chambers, among others, through customized online surveys to gain a deep understanding of the topics that are most - Dimension: Community Engagement, Occupational health and safety, Natural Resources, Sustainable Value Chain relevant to these external stakeholders. By actively seeking their input, Community engagement Digital Inclusion Innovation Ethics and Compliance Employment and career Diversity, Equity and Inclusion (DEI) Relationships with stakeholders Climate Change Governance Structure Occupational health and safety Natural Resources Well-being and work-life balance Customer Satisfaction Sustainable Performance Sustainable Value Chain Tech Integrity, ethics in AI and privacy Education and training we can identify the issues that align with their needs and expectations, enabling us to prioritize and address those matters effectively. The Materiality Assessment process was carried out together with the Globant’s Risk Team, to identify the Risks associated with each material topic and potential impact. This matrix shows the assessment of material topics for the company Hey robots! Globant has evaluated and identified these topics as material for the company and their stakeholders: - Material Topic: Digital Inclusion - ESG Theme: Environment - Material Topic: Climate Change - Description: We are generators of opportunities, through technological digital inclusion for labor insertion. - Potential Impacts: Generating labor opportunities through technological digital inclusion. - Description: The urgency of the global climate crisis needs immediate action and leadership from all companies to address the importance of climate change. - Risk Level: Medium - Potential Impacts: Responsible use of energy sources, risk and opportunities posed by climate change, reducing environmental footprint and greenhouse emissions, activity metrics to track infrastructure performance. - aligned with: N/A 86 - Risk Level: Medium ESG Theme Material Topic Description Potential Impacts - Material Topic: Sustainable Value Chain Risk Level GRI /SASB Restatements for the material topics - aligned with: GRI 302: Energy 2016, GRI 203: Indirect Economic Impacts 2016, GRI 305: Emissions 2016, Not Applicable for GRI, applies for SASB: TC-SI-000.A, TC-SI-000.B, TC-SI-000.C, GRI 304: Biodiversity 2016, GRI 306: Waste 2020, GRI 303: - Description: Drive positive environmental and social impacts while strengthening the long-term resilience and competitiveness of our Value Chain. Water and Effluents 2018, GRI 308: Supplier Environmental Assessment 2016, GRI 417: Marketing and Labeling. - Material Topic: Natural Resources - Description: Caring for natural resources is crucial in preserving ecosystems and ensuring a sustainable future for generations to come. - Potential Impacts: Care and preserve biodiversity, adequately manage waste, optimize water consumption. Climate Change - Risk Level: Medium The urgency of the global climate crisis needs immediate action and leadership from all companies to address the importance of climate change. - aligned with: GRI 304: Biodiversity 2016, GRI 306: Waste 2020, GRI 303: Water and Effluents 2018. - Material Topic: Sustainable Value Chain - Description: Drive positive environmental and social impacts while strengthening the long-term resilience and competitiveness of our Value Chain. - Potential Impacts: Engagement with suppliers, customers, and business partners to improve environmental and sustainability practices. - Risk Level: Low Natural - aligned with: GRI 308: Supplier Environmental Assessment 2016, GRI 417: Marketing and Labeling. Resources Environment Caring for natural resources is crucial in preserving ecosystems and ensuring a sustainable future for generations to come. Responsible use of energy sources to optimize our energy consumption - Risk Level: Low - Potential Impacts: Evaluating labor conditions and ESG topics in the organization’s suppliers. GRI 302: Energy 2016 Risk and opportunities posed by climate change - aligned with: GRI 414: Supplier Social Assessment 2016, GRI 204: Procurement Practices GRI 203: Indirect Economic Impacts 2016 Reducing our environmental footprint and our greenhouse emissions. - Material Topic: Sustainable Performance ESG Theme: Governance Medium GRI 305: Emissions 2016 The topic was renamed to Climate Change from its previous title "Risk and Opportunities posed by climate change," with no significant effects identified following this reevaluation. Activity metrics to track Infraestructure performance - Potential Impacts: Profitable and economically sustainable, tax and economic contribution, well positioned in the market and in the segments where we operate (competitively and reputationally). Not Applicable for GRI, applies for SASB : TC-SI- 000.A, TC-SI-000.B,TC-SI-000.C - Description: Our economic performance is relevant to our investor community, and is crucial for our business sustainability. Care and preserve biodiversity. - aligned with: GRI 201: Economic Performance 2016, GRI 203: Indirect Economic Impacts 2016, GRI 207: Tax 2019, GRI 202: Market Presence 2016 GRI 304: Biodiversity 2016 - Risk Level: Medium Adequately manage the waste we generates in an environmentally friendly manner. - Material Topic: Ethics & Compliance - Description: As a publicly listed company, we adhere to the highest ethics and compliance standards to obtain the trust of all stakeholders, investors, communities, and our Globers. Medium GRI 306: Waste 2020 The topic was renamed to Natural Resources from its previous title "Environmental Stewardship" with no significant effects identified following this reevaluation. - Material Topic: Innovation - Description: Our goals of leading in the digital and cognitive space make these impacts meaningful for our clients and our corporate development, including innovation related to ESG topics. Optimize our water consumption. - Potential Impacts: Investment in environmental innovation. place for the resolution of conflicts related to human rights issues. - Risk Level: Medium - Potential Impacts: Business conduct and ethics, comply with all applicable regulations and maintain high standards of transparency and ethics, enforce the compliance of our behavioral standards throughout our value chain, having mechanisms in GRI 303: Water and Effluents 2018 - Risk Level: Medium - aligned with: GRI 203: Indirect Economic Impacts 2016. Sustainable Value Chain - ESG Theme: Social - Material Topic: Community engagement Drive positive environmental and social impacts while strengthening the long-term resilience and competitiveness of our Value Chain. Engagement with our suppliers, customers, and business partners to improve our environmental and sustainability practices. GRI 308: Supplier Environmental Assessment - aligned with: GRI 205: Anti-corruption 2016, GRI 206: Anti-competitive Behavior 2016, GRI 2-27 Compliance with laws and regulations 2021, GRI 204: Procurement Practices 2016, GRI 414: Supplier Social Assessment 2016, GRI 408: Child Labor 2016 GRI 417: Marketing and Labeling New topic included in response to the significance for internal and external stakeholders. 2016, GRI 409: Forced or Compulsory Labor 2016, GRI 410: Security Practices 2016, GRI 411: Rights of Indigenous Peoples 2016, GRI 412: Human Rights assessment 2016, GRI 407: Freedom of Association and Collective Bargaining 2016, GRI 406: Non- Low discrimination 2016 - Material Topic: Customer Satisfaction - Description: Communities are vital for the success of corporations, serving as valuable talent sources and enabling us to create positive impacts through meaningful partnerships. Innovation Invest in environmental Innovation - Potential Impacts: Customer satisfaction Medium - Potential Impacts: Maintaining good relationships with the community, having response mechanisms in place for our relations with the community, promoting digital inclusion in territories with limited access to technology. - Description: Customer satisfaction is the cornerstone of our business success, fostering customer loyalty, positive brand reputation, and sustainable growth. GRI 203: Indirect Economic Impacts 2016 Our goals of leading in the digital and cognitive space,make these impacts meaningful for our clients and our corporate development, including the innovation related to ESG topics. - Risk Level: Medium - aligned with: GRI 413: Local Communities 2016, GRI 203: Indirect Economic Impacts 2016 - Description: For Globant, it is important to be a role model for the diversity, equity and inclusion KPI for the technology industry within the countries we operate. Communities are vital for the success of corporations, serving as valuable talent sources and enabling us to create positive impacts through meaningful partnerships. - Material Topic: Diversity, Equity and Inclusion (DEI) Community engagement - Potential Impacts: Promoting diversity and equal opportunities. - Risk Level: Medium - aligned with: GRI 405: Diversity and Equal Opportunity 2016 - Material Topic: Employment and career Diversity , Equity and inclusion (DEI) For Globant is important to be a role model for the diversity, equity and inclusion KPI for the technology industry within the countries we operate. - Description: Our Globers are fundamental to the success of the company and our presence in certain markets sets an example for employment and career opportunities. - Risk Level: Medium - aligned with: GRI 416: Customer Health and Safety Maintain good relationships with the community, have response mechanisms in place for our relations with the community and Digital inclusion in territories with limited access to technology. - Material Topic: Relationships with stakeholders - Description: The relationship with our stakeholders is vital, as it underpins the success of our activities and fosters strong and mutually beneficial business partnerships. Medium GRI 413: Local Communities 2016 GRI 203: Indirect Economic Impacts 2016 - Potential Impacts: Participation in the formulation of public policies and relationship with stakeholders - Risk Level: Medium - aligned with: GRI 415: Public Policy 2016 Diversity and equal opportunities. - Material Topic: Tech integrity, ethics in AI and Privacy Medium GRI 405: Diversity and Equal Opportunity 2016 - Description: Ensuring tech integrity, cybersecurity, and privacy is essential as our technological work impacts users and society, fostering trust and safeguarding information. - Potential Impacts: Ethical use of technology, information security, data privacy - Potential Impacts: Capacity to create quality employment, ensuring freedom of association and collective bargaining rights, managing labor and trade union relations, attracting and retaining talent. Capacity to create quality employment. - Risk Level: Medium GRI 401: Employment 2016 - Risk Level: Medium - aligned with: GRI 401: Employment 2016, GRI 407: Freedom of Association and Collective Bargaining 2016, GRI 402: Labor/Management Relations 2016, GRI 404: Training and Education 2016 - Material Topic: Education and training Employment and career - Description: Empowering our Globers is crucial to stay ahead of industry trends and deliver exceptional results for our clients. Our Globers are fundamental to the succes of the company and our presence in certain markets sets an example for employment and career opportunities. - Potential Impacts: High level of education and training given to people. - Risk Level: Low Social - aligned with: GRI 404: Training and Education 2016 - Material Topic: Well-being and work-life balance - Description: Well-being and work-life balance of our Globers are essential factors that directly impact their capacity to deliver exceptional results. Education and training Empower our Globers is crucial to stay ahead of industry trends and deliver exceptional results for our clients. Ensuring freedom of association and collective bargaining rights,and managing labor and trade union relations. - Material Topic: Innovation GRI 407: Freedom of Association and Collective Bargaining 2016 - Description: Our goals of leading in the digital and cognitive space make these impacts meaningful for our clients and our corporate development, including the innovation related to ESG topics. GRI 402: Labor/Management Relations 2016 Medium - aligned with: NA, GRI 418: Customer Privacy 2016, GRI 418: Customer Privacy 2017 Attracting and retaining talent. - aligned with: GRI 419: Socioeconomic compliance 2016 - Risk Level: Medium GRI 401: Employment 2016 GRI 404: Training and Education 2016 - Potential Impacts: Lead in the digital and cognitive space, make these impacts meaningful for our clients and our corporate development. - Material Topic: Governance Structure High level of education and training given to people. Low GRI 404: Training and Education 2016 - Description: A strong governance structure fosters accountability, transparency, and effective decision-making, driving trust and sustainable growth within an organization. - Potential Impacts: Have a strong Governance Structure - Potential Impacts: Providing well-being and work-life balance. - Risk Level: Medium - aligned with: GRI 401: Employment 2016 Well-being and work-life balance - Material Topic: Occupational health and safety Well-being and work-life balance of our Globers are essential factors that directly impact their capacity to deliver exceptional results. - Description: We ensure a secure and healthy work environment through a robust occupational health and safety policy and implemented protocols. - Potential Impacts: Our ability to manage the health and safety of our employees. Hey robots! - Risk Level: Medium - aligned with: GRI 403: Occupational Health and Safety 2018 Provide Well-being and work-life balance Medium GRI 401: Employment 2016 - aligned with: GRI 102: General Disclosures 2016, New topic included in response to the significance for internal and external stakeholders. - Risk Level: Medium Social Occupational health and safety Digital Inclusion Sustainable Value Chain Sustainable Performance Ethics & Compliance Governance Custumer Satisfaction Relationships with stakeholders Tech integrity, ethics in AI and Privacy 87 GRI 403: Occupational Health and Safety 2018 NA GRI 414: Supplier Social Assessment 2016 GRI 204: Procurement Practices GRI 201: Economic Performance 2016 GRI 203: Indirect Economic Impacts 2016 We ensure a secure and healthy work environment through a robust occupational health and safety policy and implemented protocols. Our ability to manage the health and safety of our employees. We are generators of opportunities, through technological digital inclusion for labor insertion. Generate labor opportunities, through technological digital inclusion. Drive positive environmental and social impacts while strengthening the long-term resilience and competitiveness of our Value Chain. Evaluation of labor conditions and ESG topics in the organization’s suppliers. Medium Medium Low Our economic performance is relevant to our investor community, and is crucial for our business sustainability. Tax and economic contribution. Profitable and economically sustainable. As a publicly listed company, we adhere to the highest ethics and compliance standards to obtain the trust of all stakeholders, investors, communities, and our Globers. Well positioned in the market and in the segments where we operate (competitively and reputationally). Business conduct and ethics. Comply with all applicable regulations and maintain high standards of transparency and ethics. Enforce the compliance of our behavioral standards throughout our value chain. Having mechanisms in place for the resolution of conflicts related to human rights issues. Medium GRI 207: Tax 2019 GRI 202: Market Presence 2016 Medium GRI 205: Anti-corruption 2016 GRI 206: Anti-competitive Behavior 2016 GRI 2-27 Compliance with laws and regulations 2021 GRI 204: Procurement Practices 2016 GRI 414: Supplier Social Assessment 2016 GRI 408: Child Labor 2016 GRI 409: Forced or Compulsory Labor 2016 GRI 410: Security Practices 2016 GRI 411: Rights of Indigenous Peoples 2016 GRI 412: Human Rights assessment 2016 GRI 407: Freedom of Association and Collective Bargaining 2016 GRI 414: Supplier Social Assessment 2016 GRI 406: Non-discrimination 2016 Customer satisfaction is the cornerstone of our business success, fostering customer loyalty, positive brand reputation, and sustainable growth. The relationship with our stakeholders is vital, as it underpins the success of our activities and fosters strong and mutually beneficial business partnerships. Custumer Satisfaction GRI 416: Customer Health and Safety Participation in the formulation of public policies and relationship with stakehoders Medium Medium GRI 415: Public Policy 2016 Ethical use of technology NA Ensuring tech integrity, cybersecurity, and privacy is essential as our technological work impacts users and society, fostering trust and safeguarding information. Information security Data Privacy Innovation Governance Structure Our goals of leading in the digital and cognitive space,make these impacts meaningful for our clients and our corporate development, including the innovation related to ESG topics. A strong governance structure fosters accountability, transparency, and effective decision-making, driving trust and sustainable growth within an organization. Lead in the digital and cognitive space,make these impacts meaningful for our clients and our corporate development. Have an strong Governance Structure Hey robots! Medium GRI 418: Customer Privacy 2016 GRI 418: Custumer Privacy 2017 GRI 419: Socioeconomic compliance 2016 Medium Medium GRI 102: General Disclosures 2016 New topic included in response to the significance for internal and external stakeholders.  This table shows the gender diversity within the company in the year 2023: This table presents the breakdown of Globant employees by gender for the year 2023: 88 - Female: 27.3% Table 1 - Globers by Country and Gender - Male: 72.7% Globers by Country 2023 (1) Female 2022 Female Colombia 24.4% 23.7% This table shows the percentage of female Globers in each country for the years 2022 and 2023: - Colombia: 24.3% (2023), 23.7% (2022) Argentina - Argentina: 32.4% (2023), 32.3% (2022) India - India: 30.9% (2023), 31.7% (2022) Mexico - Mexico: 22.3% (2023), 19.0% (2022) Peru - Peru: 22.0% (2023), 21.7% (2022) Chile - Chile: 19.8% (2023), 19.8% (2022) Uruguay - Uruguay: 30.6% (2023), 32.7% (2022) - Brazil: 25.8% (2023), 23.6% (2022) Brazil - Spain: 29.2% (2023), 30.3% (2022) Spain - United States: 24.4% (2023), 24.7% (2022) United States - United Kingdom: 28.9% (2023), 26.1% (2022) United Kingdom - Romania: 38.3% (2023), 36.2% (2022) Romania - Belarus: 32.4% (2023), 24.8% (2022) Belarus - Ecuador: 13.2% (2023), 11.0% (2022) - Costa Rica: 11.3% (2023), 10.3% (2022) Ecuador Costa Rica - Canada: 16.6% (2023), 25.0% (2022) - Poland: 14.2% (2023), 19.0% (2022) Canada - Germany: 31.2% (2023), 31.2% (2022) Poland - France: 7.7% (2023), 7.6% (2022) Germany - Luxembourg: 100% (2023), 100% (2022) France - Italy: 33.4% (2023), 0% (2022) - Denmark: 60% (2023), 0% (2022) Luxembourg - Portugal: 12.5% (2023), 0% (2022) Italy - Saudi Arabia: 16.6% (2023), 0% (2022) Denmark - United Arab Emirates: 33.3% (2023), 0% (2022) Portugal 32.5% 31.0% 22.4% 22.0% 19.8% 30.6% 25.8% 29.2% 24.4% 28.9% 38.4% 32.4% 13.2% 11.4% 16.7% 14.3% 31.3% 7.7% 100% 33.4% 60% 12.5% 32.3% 31.7% 19.0% 21.7% 19.8% 32.7% 23.6% 30.3% 24.7% 26.1% 36.2% 24.8% 11.0% 10.3% 25.0% 19.0% 31.2% 7.6% 100% 0% 0% 0% - Female: - Headcount: 7,245 - Permanent: 7,122 - Temporary: 123 - Full-time: 7,182 - Part-time: 63 - Male: - Headcount: 19,300 - Permanent: 19,008 Table 2 - Globers by Gender Female Male 2023 (1) 27.3% 72.7% - Temporary: 292 (1) This number represents only 91% of the Globants Headcount, the additional 9% refers - Full-time: 19,250 - Part-time: 50 - TOTAL: - Headcount: 26,545 - Permanent: 26,130 - Temporary: 415 - Full-time: 26,432 - Part-time: 113 to the newly acquired companies in 2023 which are in integration process. Table 3 - Globers per employee type of contract by gender 2023 Female Female Male Male Not Disclosed Headcount (1) (1)Headcount: This number represents only 91% of the Globants Headcount, the additional 9% refers to the new acquired companies in 2023 which are on integration process. (2)Permanent: employees with a contract for an indeterminate period (i.e., indefinite contract) for full-time or part-time work. Permanent (2) 7,245 7,122 19,300 19,008 (3)Temporary: employees 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) Temporary (3) 123 292 (4)Non-Guaranteed: employees who are 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. Non-guaranteed hours (4) 0 0 (5)Full-time: employees whose working hours per week, month, or year are defined according to national law or practice regarding working time. Full-time (5) 7,182 19,250 (6)Part-time: employees whose working hours per week, month, or year are less than the number of working hours for full-time employees. Part-time (6) 63 50 0 0 0 0 0 0 Total 26,545 26,130 415 0 26,432 113 (1) Headcount: This number represents only 91% of the Globants Headcount, the additional 9% refers to the new acquired companies in 2023 which are on integration process. (2) Permanent: employees with a contract for an indeterminate period (i.e., indefinite contract) for full-time or part-time work. (3) Temporary: employees 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: employees who are 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. For 2023 this number represents only 91% of the Globants Headcount, the additional 9% refers to the new 16.7% 0% Saudi Arabia acquired companies in 2023 which are on integration process. United Arab Emirates 33.3% 0% Hey robots! Table 4 - Globers per employee type of contract by region This table provides information on the headcount (HC) of Globant employees in different countries, broken - Saudi Arabia: 6 employees, 6 permanent, 0 temporary, 0 non-guaranteed, 6 full time, 0 part time down by employment type: - United Arab Emirates: 6 employees, 6 permanent, 0 temporary, 0 non-guaranteed, 6 full time, 0 part time 89 - Argentina: 5,475 employees, 5,451 permanent, 24 temporary, 0 non-guaranteed, 5,425 full time, 50 part time Total Headcount (1) Permanent (2) Country Temporary (3) Non-guaranteed (4) Full-time (5) Part-time (6 ) - Colombia: 5,816 employees, 5,503 permanent, 313 temporary, 0 non-guaranteed, 5,815 full time, 1 part time Argentina - Mexico: 3,191 employees, 3,190 permanent, 1 temporary, 0 non-guaranteed, 3,191 full time, 0 part time Colombia - Uruguay: 904 employees, 887 permanent, 17 temporary, 0 non-guaranteed, 902 full time, 2 part time 5,503 5,475 5,816 5,451 We report our employees’ indicators by region considering each region a country of operation and we follow 24 the following definitions: 5,425 50 0 313 (1)Headcount: this number represents only 91% of the Globants Headcount, the additional 9% refers to the new 0 5,815 1 Mexico - Chile: 1,191 employees, 1,191 permanent, 0 temporary, 0 non-guaranteed, 1,191 full time, 0 part time 3,190 3,191 1 acquired companies in 2023 which are on integration process. 0 3,191 0 Uruguay - Peru: 1,344 employees, 1,340 permanent, 4 temporary, 0 non-guaranteed, 1,344 full time, 0 part time 904 887 - Brazil: 1,054 employees, 1,033 permanent, 21 temporary, 0 non-guaranteed, 1,030 full time, 24 part time Chile 1,191 1,191 - United States: 712 employees, 707 permanent, 5 temporary, 0 non-guaranteed, 710 full time, 2 part time Peru - India: 4,277 employees, 4,276 permanent, 1 temporary, 0 non-guaranteed, 4,273 full time, 4 part time Brazil - United Kingdom: 218 employees, 218 permanent, 0 temporary, 0 non-guaranteed, 216 full time, 2 part time United States - Spain: 1,276 employees, 1,254 permanent, 22 temporary, 0 non-guaranteed, 1,271 full time, 5 part time 1,340 1,054 1,344 1,033 707 712 0 (2)Permanent: employees with a contract for an indeterminate period (i.e., indefinite contract) for full-time or 17 part-time work. 0 (3)Temporary: employees with a contract for a limited period (i.e., fixed term contract) that ends when the 4 specific time period expires, or when the specific task or event that has an attached time estimate is completed 1,344 1,191 902 0 0 0 0 2 (e.g., the end of a project or return of replaced employees) 21 (4)Non-Guaranteed: employees who are not guaranteed a minimum or fixed number of working hours per 5 day, week, or month, but who may need to make themselves available for work as required. Examples: casual 1,030 710 24 0 0 2 4,277 India - Belarus: 74 employees, 74 permanent, 0 temporary, 0 non-guaranteed, 74 full time, 0 part time 4,276 employees, employees with zero-hour contracts, on-call employees. 0 1 4,273 4 - Romania: 159 employees, 159 permanent, 0 temporary, 0 non-guaranteed, 159 full time, 0 part time United Kingdom 218 218 - Canada: 30 employees, 30 permanent, 0 temporary, 0 non-guaranteed, 28 full time, 2 part time 1,276 Spain - Luxembourg: 1 employee, 1 permanent, 0 temporary, 0 non-guaranteed, 1 full time, 0 part time 74 Belarus - France: 13 employees, 13 permanent, 0 temporary, 0 non-guaranteed, 13 full time, 0 part time 159 Romania - Germany: 16 employees, 16 permanent, 0 temporary, 0 non-guaranteed, 16 full time, 0 part time 1,254 159 74 Canada - Costa Rica: 79 employees, 79 permanent, 0 temporary, 0 non-guaranteed, 79 full time, 0 part time 30 30 - Denmark: 70 employees, 70 permanent, 0 temporary, 0 non-guaranteed, 64 full time, 6 part time 1 Luxembourg - Italy: 416 employees, 412 permanent, 4 temporary, 0 non-guaranteed, 404 full time, 12 part time 13 France - Ecuador: 174 employees, 171 permanent, 3 temporary, 0 non-guaranteed, 171 full time, 3 part time 16 Germany - Poland: 35 employees, 35 permanent, 0 temporary, 0 non-guaranteed, 35 full time, 0 part time 16 13 1 79 Costa Rica - Portugal: 8 employees, 8 permanent, 0 temporary, 0 non-guaranteed, 8 full time, 0 part time 79 Denmark Italy Ecuador Poland Portugal Saudi Arabia United Arab Emirates 70 416 174 35 8 6 6 70 412 171 35 8 6 6 (5)Full-time: employees whose working hours per week, month, or year are defined according to national law or 0 practice regarding working time. 216 0 2 22 (6)Part-time: employees whose working hours per week, month, or year are less than the number of working 1,271 0 5 hours for full-time employees. 0 0 0 0 0 0 0 0 4 3 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 74 159 28 1 13 16 79 64 404 171 35 8 6 6 0 0 2 0 0 0 0 6 12 3 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 91% of the Globants Headcount, the additional 9% refers to the new acquired companies in 2023 which are on integration process. (2) Permanent: employees with a contract for an indeterminate period (i.e., indefinite contract) for full-time or part-time work. (3) Temporary: employees 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: employees who are 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. Hey robots! This table shows the percentage breakdown of employees in different positions and age groups in the year 2023: - Directors + Managers: 3.3% under 30 years old, 84.0% between 30-50 years old, 12.7% older than 50 years old - Senior: 13.3% under 30 years old, 82.2% between 30-50 years old, 4.5% older than 50 years old - Semi Senior: 42.0% under 30 years old, 56.8% between 30-50 years old, 1.2% older than 50 years old Table 5 - Globers(1) per employee category by age group - Junior: 67.4% under 30 years old, 32.1% between 30-50 years old, 0.5% older than 50 years old 90 - Trainee : 91.5% under 30 years old, 8.0% between 30-50 years old, 0.5% older than 50 years old Directors + Managers % - Other (2) : 42.6% under 30 years old, 51.8% between 30-50 years old, 5.7% older than 50 years old Senior % 2023 Semi Senior % Junior % Trainee % Other(2) % Under 30 years old 3.3% 13.3% 42.0% (1)This number represents only 91% of the Globants Headcount, the additional 9% refers to the new acquired companies in 2023 which are on integration process. Between 30-50 years old 84.0% 82.2% 56.8% (2)Globers from M&A who are in the internal mapping process without being totally integrated into Globant’s Older than 50 years old professional categories yet. 12.7% 4.5% 1.2% 67.4% 32.1% 0.5% 91.5% 8.0% 0.5% 42.6% 51.7% 5.7% (1) This number represents only 91% of the Globants Headcount, the additional 9% refers to the new acquired companies in 2023 which are on integration process. This table shows the percentage breakdown of employees in different levels and genders in the year 2023: (2) Globers from M&A who are in the internal mapping process without being totally integrated into Globant’s professional categories yet. - Directors + Managers: 30.8% female, 69.2% male - Senior: 21.8% female, 78.2% male - Semi Senior: 27.6% female, 72.4% male - Junior: 37.3% female, 62.7% male Table 6 - Globers(1) per professional category by gender - Trainee: 31.0% female, 69.0% male - Other (2): 50.4% female, 49.6% male 2023 Directors + Managers % Senior % Semi Senior % Junior % Trainee % Other(2) % 27.6% Female (1)This number represents only 91% of the Globants Headcount, the additional 9% refers to the new acquired companies in 2023 which are on integration process. Male 30.8% 69.2% 78.2% 21.8% 72.4% 37.3% 62.7% 31.0% 69.0% 50.4% 49.6% (2)Globers from M&A who are in the internal mapping process without being totally integrated into Globant’s professional categories yet. (1) This number represents only 91% of the Globants Headcount, the additional 9% refers to the new acquired companies in 2023 which are on integration process. (2) Globers from M&A who are in the internal mapping process without being totally integrated into Globant’s professional categories yet. Hey robots! This table provides information on the learning and training programs at Globant, broken down by - Sales: 11 hours per Glober Career Mentor, two ways in which we can support the talent development of our people. - Staff: 12 hours per Glober We know the leadership journey can be sudden, so we want leaders to enhance their leadership skills 91 gender and professional category: - Total Learning: 27,871 Globers trained Table 7 - Talent development by gender and professional category - By Gender: - Technology: 56 hours per Glober - Delivery: 37 hours per Glober Total - Others (Mapping, Generic, N/A): 47 hours per Glober By Gender Female Male Other Capacity and reach their potential. The Leadership Certification is divided into four steps: 1. Welcome to our LeAP Certification 1.0 2. Dive into our Leadership DNA 3. Explore our Leadership Talent Model By Professional Category Operations 4. Experience our leadership roles, finalizing with Reflection and Feedback.” Technology Delivery Sales Staff Others - Female: 7,315 Globers trained Learning - Male: 20,469 Globers trained - Other: 87 Globers trained - By Professional Category: Trained Globers - Capacity: 153 Globers trained - Operations: 901 Globers trained Training Hours - Sales: 375 Globers trained - Staff: 1,387 Globers trained Average training hours per Glober - Technology: 24,960 Globers trained - Delivery: 1,731 Globers trained Table 8 - Development programs - Others (Mapping, Generic, N/A): 917 Globers trained - Training Hours: 1,659,071 total training hours AI Certification - By Gender: - Female: 309,386 training hours Artificial Intelligence (AI) is the foundation of the next business reinven- tion era and is at the core of our value proposition. To align our talent with Globant’s AI mindset, we have developed together with our Data & AI SMEs This mandatory learning program certifies Globers in the usage of different AI tools. - Other: 4,231 training hours - Male: 882,327 training hours - By Professional Category: - Capacity: 1,363 training hours Our multidisciplinary PODs (interdisciplinary working cells for each project) undergo AI training to understand its potential and detect AI adoption opportunities in every industry. This boosts every project with creativity and the power of technology. With this certification, our PODs have the knowledge and expertise to manage clients’ data and all security risks associated with AI models. The learning program was divided into - Sales: 3,986 training hours two different audiences: - Operations: 16,697 training hours - Staff: 17,333 training hours - Technology: 1,385,772 training hours 1. AI-Assisted Tools Awareness: “The Impact of AI on Software Develop- ment - Introductory Training” is designed for the staff area at Globant, so they will get to know the most important trends in AI and be empowered to keep driving the transformation across the entire company. - Delivery: 64,095 training hours - By Gender: - Others (Mapping, Generic, N/A): 43,397 training hours - Average training hours per Glober: 63 hours per Glober 2. AI-Assisted Development: Several AI-assisted tools and platforms have been launched to facilitate the whole process of building digital applications. As a company that constantly seeks reinvention, we have a tremendous opportunity to further combine the incredible benefits of AI with our great internal talent to generate more value in our delivery. This mandatory program is designed for the technology and delivery roles in- side Globant, since the beginning of 2023, we have launched 5 episodes with a total of 29 microlearning courses about trendy AI-assisted tools and also about Globant X - AI platforms. - Female: 49 hours per Glober - Male: 50 hours per Glober - Other: n/a -100% of the pods are certified (3506 teams) - By Professional Category: - Hours/User: 4 - Applicability: 66 - Capacity: 9 hours per Glober - Operations: 19 hours per Glober 27,871 1,659,071 63 This table provides information on the AI and Leadership certifications offered by Globant, as part of 901 7,315 other Development programs. 20,469 153 87 Then, the objectives of the Leadership Certification were: 1. Welcome, setting goals, and learning GPS. 375 1,387 24,960 1,731 917 309,386 - AI Certification: 882,327 4,231 1,363 16,697 2. Leadership DNA: Share the definition and vision of leadership at Globant needed to reinvent the 43,397 1,385,772 64,095 17,333 3,986 present and future of the business. 49 Artificial Intelligence (AI) is the foundation of the next business reinvention era and is at the core of our 19 value proposition. To align our talent with Globant’s AI mindset, we have developed together with our n/a 50 9 Data & AI SMEs This mandatory learning program certifies Globers in the usage of different AI tools. 3. Leadership Talent Model: Guarantee the knowledge and skills needed to grow as a leader. 12 56 37 47 11 4. Leadership Roles: Start using your skills and enhance your work as a leader. Our multidisciplinary PODs (interdisciplinary working cells for each project) undergo AI training to Table 9 - Foreign Nationals Employees - 46% of our leaders have completed the LeAP Certification understand its potential and detect AI adoption opportunities in every industry. This boosts every Leadership Certification (LeAP) project with creativity and the power of technology. With this certification, our PODs have the knowledge and expertise to manage clients’ data and all security risks associated with AI models. The - Hours/User: 5 FOREIGN NATIONALS EMPLOYEES - Applicability: 94 learning program was divided into two different audiences: We promote a Glober-Centric Model where employees are the core of Globant and the new leadership structure aims to provide close leaders who empower Globers in their role and have the autonomy to address every rele- vant matter quickly. 1. AI-Assisted Tools Awareness: “The Impact of AI on Software Development - Introductory % of employees that are located offshore Training” is designed for the staff area at Globant, so they will get to know the most important trends in % of employees that are foreign nationals - NPS: 76 AI and be empowered to keep driving the transformation across the entire company. Leadership is not a job position but a role that can be executed in different ways and about different components within our company. At Globant, we recognize two roles: Glober Experience Leader and Career Mentor, two ways in which we can support the talent development of our people. 2. AI-Assisted Development: Several AI-assisted tools and platforms have been launched to % Relocations facilitate the whole process of building digital applications. As a company that constantly seeks reinvention, we have a tremendous opportunity to further combine the incredible benefits of AI with % Proportion of senior management(1) hired from the local community(2) This table provides information on foreign nationals employees in 2023: - 10.4% of employees that are foreign nationals - 92.5% of employees that are located offshore - 73.7% Proportion of senior management hired from the local community 2023 (2) 10.4% 92.5% 73.7% 8.9% our great internal talent to generate more value in our delivery. This mandatory program is designed - 8.9% Relocations (1) % of Local Employees based on the headcount of Directors + Managers for the technology and delivery roles inside Globant, since the beginning of 2023, we have launched 5 episodes with a total of 29 microlearning courses about trendy AI-assisted tools and also about Globant (2) This number represents only 91% of the Globants Headcount, the additional 9% refers to the newly acquired companies in 2023 which are in the integration process. We know the leadership journey can be sudden, so we want leaders to en- hance their leadership skills and reach their potential. The Leadership Certi- fication is divided into four steps: 1. Welcome to our LeAP Certification 1.0, 2. Dive into our Leadership DNA, 3. Explore our Leadership Talent Model, and 4. Experience our leadership roles, finalizing with Reflection and Feed- back. Then, the objectives of the Leadership Certification were: 1. Welcome, setting goals, and learning GPS. 2. Leadership DNA: Share the definition and vision of leadership at Globant needed to reinvent the present and future of the business. 3. Leadership Talent Model: Guarantee the knowledge and skills needed to grow as a leader. 4. Leadership Roles: Start using your skills and enhance your work as a leader. - 100% of the pods are certified (3506 teams) X - AI platforms. - Hours/User: 4 - 46% of our leaders have completed the LeAP Certification - Hours/User: 5 - Applicability: 94 - NPS: 76 - Applicability: 66 - Leadership Certification (LeAP): We promote a Glober-Centric Model where employees are the core of Globant and the new leadership structure aims to provide close leaders who empower Globers in their role and have the autonomy to Hey robots! address every relevant matter quickly. Leadership is not a job position but a role that can be executed in different ways and about different components within our company. At Globant, we recognize two roles: Glober Experience Leader and 92 Table 11- Hiring by Foreing/Local 2023 Local Foreign Total % 89.9% 10.1% 100% Table 12 - Working Mood % of participation by age Age range 18-24 years old 25-34 years old 35-45 years old 45+ years old % 44% 62% 69% 69% This table provides a breakdown of Globant’s hiring by country and gender: - United Arab Emirates: 3 employees (1 female, 2 male, 0 other) - Argentina: 880 employees (245 female, 605 male, 30 other) - Belarus: 1 employee (0 female, 1 male, 0 other) Table 10- Hiring by Gender - Brazil: 174 employees (31 female, 142 male, 1 other) - Canada: 2 employees (0 female, 2 male, 0 other) Total Female Male Other - Chile: 69 employees (9 female, 60 male, 0 other) 1 United Arab Emirates - Colombia: 1042 employees (261 female, 744 male, 37 other) 245 Argentina - Costa Rica: 11 employees (1 female, 10 male, 0 other) Belarus - Denmark: 4 employees (3 female, 1 male, 0 other) 880 0 3 1 Brazil - Ecuador: 63 employees (11 female, 51 male, 1 other) 174 Canada - Spain: 506 employees (144 female, 354 male, 8 other) 2 - France: 3 employees (1 female, 2 male, 0 other) Chile 69 - Germany: 4 employees (3 female, 1 male, 0 other) Colombia - India: 629 employees (159 female, 469 male, 1 other) Costa Rica - Italy: 93 employees (36 female, 57 male, 0 other) Denmark - Luxembourg: 0 employees (0 female, 0 male, 0 other) 1,042 11 4 Ecuador - Mexico: 304 employees (60 female, 241 male, 3 other) 63 31 0 9 261 1 3 11 - Peru: 169 employees (31 female, 131 male, 7 other) Spain 506 144 3 - Poland: 9 employees (1 female, 8 male, 0 other) France - Portugal: 5 employees (0 female, 5 male, 0 other) Germany - Romania: 25 employees (6 female, 19 male, 0 other) 159 India - United Kingdom: 58 employees (22 female, 34 male, 2 other) 36 Italy - Uruguay: 58 employees (15 female, 41 male, 2 other) Luxembourg - USA: 83 employees (29 female, 54 male, 0 other) 629 93 0 0 4 3 1 Mexico - Saudi Arabia: 9 employees (1 female, 8 male, 0 other) 304 60 Peru - TOTAL: 4204 hirings (1070 female, 3042 male, 92 other) 169 31 Poland 9 1 2 605 1 142 2 60 744 10 1 51 354 2 1 469 57 0 241 131 8 This table shows the percentage breakdown of Hiring by local and foreign employees at Globant: Portugal 0 5 5 - Local: 89.9% Romania - Foreign: 10.1% United Kingdom - Total: 100% Uruguay 25 58 58 6 22 15 19 34 41 0 30 0 1 0 0 37 0 0 1 8 0 0 1 0 0 3 7 0 0 0 2 2 USA This table shows the age range of Globant employees and the percentage of employees in each range: 54 83 29 0 - 18-24 years old: 44% Saudi Arabia - 25-34 years old: 62% TOTAL - 35-45 years old: 69% - 45+ years old: 69% 9 4,204 1 1,070 8 3,042 0 92 Hey robots!  This table shows the percentage of Globers (employees) covered by an occupational health and safety management system in the years 2022 and 2023: 93 - Globers covered: 19,798 (68%) in 2023 and 18,778 (69%) in 2022 - Globers covered by an internal audited system: 19,798 (68%) in 2023 and 18,778 (69%) in 2022 - Globers covered by an external audited system: 9,376 (32%) in 2023 and 10,930 (40%) in 2022 Table 13 - Workers covered by an occupational health and safety management system This table shows the amount of waste diverted from disposal in kilograms for the years 2021, 2022 and 2023, categorized by type, location, and method of disposal: - Hazardous waste: Table 14- Waste diverted from disposal 68% 18,778 69% Non-Hazardous On-site Off-Site On-site Off-Site On-site Off-Site Waste diverted from disposal (Kg) 2023 2022 2021 Hazardous On-site Off-Site On-site Off-Site On-site Off-Site Reuse Recycle Other n/a n/a n/a n/a n/a n/a n/a n/a n/a n/a n/a n/a n/a n/a n/a n/a n/a n/a Reuse Recycle Other E-Waste 0.0 25,750.0 1,826.0 0.0 0.0 0.0 0.0 0.0 0.0 20,221.3 176.0 0.0 0.0 0.0 0.0 0.0 15,305.0 0.0 On-site Off-Site On-site Off-Site On-site Off-Site Reuse - Refurbished Recycle Other 0.0 0.0 0.0 496.0 2,921.6 0.0 0.0 0.0 0.0 0.0 0.0 0.0 Total Waste diverted 27,576.0 3,417.6 176.0 20,221.3 0.0 0.0 0.0 0.0 3,419.0 552.0 0.0 19,276.0 - Reuse: - On-site: not applicable to Globant 2023 2022 - Off-site: not applicable to Globant # % # % - Recycle: - On-site: not applicable to Globant - Off-site: not applicable to Globant Globers covered - Other: - On-site: not applicable to Globant - Off-site: not applicable to Globant 19,798 68% 18,778 69% - Non-hazardous waste: Globers covered by an internal - Reuse: audited system - On-site: 0.0 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 19,798 - Off-site: 0.0 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 - Recycle: - On-site: 0.0 kg in 2021, 0.0 kg in 2022, 25,750 kg in 2023 Globers covered by and external 32% audited system - Off-site: 15,305 kg in 2021, 20,221.3 kg in 2022, 0.0 kg in 2023 9376 10,930 40% - Other: - On-site: 0.0 kg in 2021, 176 kg in 2022, 1,826 kg in 2023 - Off-site: 0.0 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 - E-Waste: - Reuse - Repurposed: - On-site: 0.0 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 - Off-site: 0.0 kg in 2021, 496 kg in 2022, 3,419 kg in 2023 - Recycle: - On-site: 0.0 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 - Off-site: 0.0 kg in 2021, 2,921.6 kg in 2022, 552 kg in 2023 - Other: - On-site: 0.0 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 - Off-site: 0.0 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 - Total Waste diverted: - On-site: 27,576 kg in 2021, 3,417.6 kg in 2022, 176 kg in 2023 Hey robots! - Off-site: 20,221.3 kg in 2021, 0.0 kg in 2022, 19,276 kg in 2023  - On-site: 0.0 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 Table 16 - Water Consumption 94 2023 15,556 264 63 120 3,803 1,731 52 2,697 Total water consumed in m3 Argentina Belarus Brazil Chile Colombia India Mexico Uruguay This table presents the amount of waste directed to disposal in kilograms for the years 2021-2023, categorized - Non-hazardous waste: Table 15 - Waste diverted to disposal by type, location, and method of disposal: - Incineration with energy recovery: Waste directed to disposal (Kg) - Non-hazardous waste: 2023 - On-site: 0.0 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 On-site Off-Site - Off-site: 0.0 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 Incineration with energy recovery - E-waste: - On-site: 0.0 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 Incineration without energy recovery - Off-site: 0.0 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 Landfilling - Incineration without energy recovery: - Non-hazardous waste: Other - On-site: 0.0 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 n/a n/a n/a n/a n/a n/a n/a n/a - Off-site: 47,287.2 kg in 2021, 30,999.9 kg in 2022, 66,478 kg in 2023 2022 2021 - E-waste: On-site Off-Site On-site Off-Site - On-site: 0.0 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 - Off-site: 0.0 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 n/a n/a n/a n/a n/a n/a This table displays the total water consumed in cubic meters (m3) by country in the year 2023: n/a n/a - Argentina: 15,556 m3 n/a - Belarus: 264 m3 - Brazil: 63 m3 n/a - Chile: 120 m3 n/a n/a n/a n/a n/a n/a - Off-site: 0.0 kg in 2021, 0.0 kg in 2022, 149 kg in 2023 Non-Hazardous On-site Off-Site On-site - Colombia: 3,803 m3 Off-Site On-site Off-Site - E-waste: Incineration with energy recovery - On-site: 0.0 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 - Off-site: 0.0 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 Incineration without energy recovery - Landfilling: Landfilling - Non-hazardous waste: - On-site: 0.0 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 Other - Off-site: 46,966 kg in 2021, 30,999.9 kg in 2022, 66,329 kg in 2023 0.0 0.0 0.0 0.0 0.0 0.0 66,329 0.0 - India: 1,731 m3 0.0 - Mexico: 52 m3 - Uruguay: 2,697 m3 0.0 0.0 0.0 0.0 0.0 30,999.9 0.0 0.0 0.0 0.0 0.0 0.0 0.0 46,966 0.0 E-waste - E-waste: - On-site: 0.0 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 Incineration with energy recovery - Off-site: 0.0 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 Incineration without energy recovery - Other: - Non-hazardous waste: Landfilling - On-site: 0.0 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 - Off-site: 0.0 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 Other - E-waste: Total directed to disposal waste - On-site: 0.0 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 - Off-site: 321.2 kg in 2021, 0.0 kg in 2022, 0.0 kg in 2023 - Total directed to disposal waste: Hey robots! On-site Off-Site On-site Off-Site On-site Off-Site 0.0 0.0 0.0 0.0 0.0 0.0 149 0.0 0.0 66,478 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 30,999.9 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 321.2 47,287.2 Table 17 - Globanteers per country Table 18 - US employees by ethnicity 95 This table provides information on the number of volunteers as a percentage of total payroll per country for the Volunteers (% of total payroll) years 2022-2023, as well as the total headcount for each country: 11.2% 10.4% US employees by ethnicity Total Managers Technical staff All other - Volunteers (% of total payroll) per country: - 2023: 11.2% of total payroll HEADCOUNT - 2022: 10.4% of total payroll Argentina - Headcount: Colombia - 2023: 29,150 employees - 2022: 27,122 employees Mexico 2023 29,150 969 760 183 - Argentina: 969 volunteers (17.3% of total headcount in 2023, 15.8% in 2022) Uruguay - Colombia: 760 volunteers (13.1% of total headcount in 2023, 10.7% in 2022) - Mexico: 183 volunteers (5.5% of total headcount in 2023, 6.4% in 2022) - Uruguay: 165 volunteers (16.4% of total headcount in 2023, 15.2% in 2022) - Chile: 93 volunteers (7.8% of total headcount in 2023, 8.8% in 2022) - USA: 105 volunteers (11.9% of total headcount in 2023, 12.5% in 2022) - India: 269 volunteers (6.3% of total headcount in 2023, 8.5% in 2022) Peru 190 - Spain: 108 volunteers (8.5% of total headcount in 2023, 7.8% in 2022) - Peru: 190 volunteers (14.1% of total headcount in 2023, 7.0% in 2022) - Brazil: 148 volunteers (7.7% of total headcount in 2023, 8.5% in 2022) Romania 127 - Romania: 127 volunteers (15.5% of total headcount in 2023, 20.0% in 2022) - Belarus: 4 volunteers (3.6% of total headcount in 2023, 7.1% in 2022) - Germany: 2 volunteers (10.0% of total headcount in 2023, 12.5% in 2022) - France: 0 volunteers (0.0% of total headcount in 2023, 7.7% in 2022) - Canada: 5 volunteers (5.8% of total headcount in 2023, 7.1% in 2022) - Costa Rica: 19 volunteers (24.1% of total headcount in 2023, 6.2% in 2022) Costa Rica - Ecuador: 92 volunteers (52.3% of total headcount in 2023, 2.4% in 2022) - UK: 28 volunteers (12.7% of total headcount in 2023, 16.2% in 2022) - Italy: 5 volunteers (1.2% of total headcount in 2023, not mentioned in 2022) Chile USA India Spain Brazil Belarus Germany France Canada Ecuador UK Italy Vietnam Denmark 165 93 105 269 108 148 4 2 0 5 19 92 28 5 6 1 - Vietnam: 6 volunteers (6.0% of total headcount in 2023, not mentioned in 2022) - Denmark: 1 volunteer (1.4% of total headcount in 2023, not mentioned in 2022) 17.3% 13.1% 5.5% 16.4% 7.8% 11.9% 6.3% 8.5% 14.1% 7.7% 15.5% 3.6% 10.0% 0.0% 5.8% 24.1% 52.3% 12.7% 1.2% 6.0% 1.4% 853 626 226 169 118 93 365 72 98 99 37 14 2 1 2 6 3 36 - - - This table provides a more detailed breakdown of US employees by ethnicity and their respective roles within 2022 the company: Hispanic or Latino 51.0% 27,122 - Hispanic or Latino: 51.0% of US employees (33.4% managers, 17.6% technical staff, 0.0% all other) White/Caucasian 30.3% - White/Caucasian: 30.3% of US employees (18.7% managers, 10.4% technical staff, 1.3% all other) 15.8% - Asian: 15.6% of US employees (8.2% managers, 7.3% technical staff, 0.1% all other) 15.6% - Black or African American: 0.7% of US employees (0.1% managers, 0.6% technical staff, 0.0% all other) 10.7% Asian - Native Hawaiian or other Pacific Islander: 0.1% of US employees (0.0% managers, 0.0% technical staff, 0.1% all Black or African American 0.7% 6.4% other) 15.2% - Two or more races: 1.8% of US employees (1.0% managers, 0.6% technical staff, 0.3% all other) - American Indian or Alaska Native: 0.4% of US employees (0.3% managers, 0.1% technical staff, 0.0% all other) 8.8% Native Hawaiian or other 0.1% 33.4% 18.7% 8.2% 0.1% 17.6% 10.4% 7.3% 0.6% 0.0% 0.0% 0.0% 1.3% 0.1% 0.0% 0.1% 1.8% 1.0% 0.6% 0.3% 0.4% 0.3% 0.1% 0.0% Pacific Islander 12.5% 8.5% This table provides information on Globant’s suppliers for the year 2023: Two or more races 7.8% - Total Suppliers: 8,500 - Main Suppliers: 177 7.0% - Critical Suppliers: 87 8.5% - IT & related suppliers: 160 20.0% American Indian or Alaska Native - Annual distributed value (USD): $385,000,000 7.1% Table 19- Suppliers - % procurement budget used for significant locations of operation that is spent on suppliers local* to that operation: 84% 12.5% 7.7% Suppliers *A vendor is considered “local” if it is located in the same country as the Globant purchasing organization Total Suppliers 7.1% Main Suppliers Critical Suppliers IT & related suppliers 6.2% 2.4% 16.2% -% -% -% 2023 8,500 177 87 160 *A vendor is considered “local” if it is located in the same country as the Globant purchasing organization. - TOTAL: 3,279 volunteers (11% of total headcount in 2023, 2,820 volunteers in 2022, 10.4% of total headcount) TOTAL 3,279 11.2% 2,820 10.4% Annual distributed value (USD) $385,000,000 % procurement budget used for significant locations of operation that is spent on suppliers local* to that operation. 84% Hey robots! Globant has reported in accordance with the GRI Standards for the period January 1st to December 31st 2023 GRI 1: Foundation 2021 GRI Standard Disclosure title Page number / Answer General Disclosures Omission Reason Omission Explanation Externally verified SDG’s GRI Content 96 2-1 Organizational details 4, 6, 111 We were founded in 2003 by Martín Migoya, our Chairman and Chief Executive Officer; Guibert Engle- bienne,Director and our President of Globant X and Globant Ventures and President for Latin America; Martín Umaran, Director and our Chief Corporate Development Officer and President for 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. Today, we are a publicly-traded company, with our common shares listed on the NYSE under the ticker symbol “GLOB”. 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. 2-2 Entities included in the organization’s sustainability reporting Form 20F 2023 2-3 Reporting period, frequency and contact point 111 2-4 Restatements of information 2-5 External assurance GRI 2: General Disclosures 2021 2-6 Activities, value chain and other business relationships 19, 40, 52, 53 4, 111, 112 23 to 28 2-7 Employees 32, 52, 53, 58, 88, 89, 90 2-8 Workers who are not employees 2-9 Governance structure and composition 88, 89 9, 10, 11 2-10 Nomination and selection of the highest governance body 10, Form 20F 2-11 Chair of the highest governance body 9 2-12 Role of the highest governance body in overseeing the management of impacts 10, 11 2-13 Delegation of responsibility for managing impacts 10, Form 20F 2-14 Role of the highest governance body in sustainability reporting 10 2-15 Conflicts of interest 10, 12, Form 20F 8 5,8 8 4 4 GRI Standard Disclosure title Page number / Answer 2-16 Communication of critical concerns 10, 11 GRI Content 97 Omission Reason Omission Explanation Externally verified SDG’s 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 2-23 Policy commitments 2-22 Statement on sustainable development strategy 2-24 Embedding policy commitments 2-25 Processes to remediate negative impacts 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 10 10 11 11 - 3 3, 10 12 44 - 80 10 - 11 No significant instances of non-compliance with laws and regulations, fines or non-monetary sactions during the reporting period 82, 83 82 Form 20F 85 86, 87 86, 87 Confidentiality constraints Not disclosed due to confi- dentiality con- staints 8 8 17 8 GRI Standard Disclosure title Page number / Answer Economic performance GRI 3: Material Topics 2021 3-3 Management of material topics 16-19 GRI Content 98 Omission Reason Omission Explanation Externally verified SDG’s 201-1 Direct economic value generated and distributed GRI 201: Economic Perfor- mance 2016 16-19 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, ecruiting, training and other employee expenses) - USD $1,877M Economic value retained - USD $219 M 201-2 Financial implications and other risks and opportunities due to cli- mate change 70 201-3 Defined benefit plan obligations and other retirement plans 201-4 Financial assistance received from government Market presence GRI 3: Material Topics 2021 3-3 Management of material topics GRI 202: Market Presence 2016 Indirect economic impacts 202-1 Ratios of standard entry level wage by gender compared to local minimum wage 202-2 Proportion of senior management hired from the local community 37-38 16-19 91 - 91 GRI 3: Material Topics 2021 3-3 Management of material topics 7, 60-68, 83 GRI 203: Indirect Economic Impacts 2016 Procurement practices 203-1 Infrastructure investments and services supported 67-68, 83 203-2 Significant indirect economic impacts 7, 60-68, 83 GRI 3: Material Topics 2021 3-3 Management of material topics 46, 74 Confidentiality constraints Not disclosed due to confi- dentiality con- staints 8, 9 13 8 8 5,9,13 8,9,13 GRI Content GRI Standard Disclosure title Page number / Answer GRI 204: Procurement Practices 2016 Anti-corruption 204-1 Proportion of spending on local suppliers GRI 3: Material Topics 2021 3-3 Management of material topics 95 12 205-1 Operations assessed for risks related to corruption GRI 205: Anti-corruption 2016 205-2 Communication and training about anti-corruption policies and pro- cedures 205-3 Confirmed incidents of corruption and actions taken Anti-competitive behavior 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. Corporate Policies apply to all governance body members. 100% organization’s anti-corruption policies and procedures have been communicated to governance bodies. Globant's Corporate Policies are published on our website with free access to third parties and we have a mandatory training covering all main topics from the Company’s Code of Ethics, including anticorruption, that has been completed by almost 90% of our Globers During 2023 we didn't have any incidents when contracts with business partners were terminated or not re- newed due to violations related to corruption. Neither had public legal cases regarding corruption brought against the organization or its employees during the reporting period and the outcomes of such cases. GRI 3: Material Topics 2021 3-3 Management of material topics 12 GRI 206: Anti-competitive Behavior 2016 206-1 Legal actions for anti-competitive behavior, anti-trust, and monopoly practices Zero legal actions pending or completed during the reporting period regarding anti-competitive behavior and violations of anti-trust and monopoly legislation in which the organization has been identified as a par- ticipant 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 69-78 71, 75 71 71 302-4 Reduction of energy consumption 71, 73-76 302-5 Reductions in energy requirements of products and services 76-78 99 Omission Reason Omission Explanation Externally verified SDG’s 8 4 8, 13 8, 13 8, 13 8 8 Information unavailable / incomplete GRI Standard Disclosure title Page number / Answer Water and effluents GRI 3: Material Topics 2021 3-3 Management of material topics 76, 94 303-1 Interactions with water as a shared resource 76, 94 GRI 303: Water and Effluents 303-2 Management of water discharge-related impacts 76, 94 2018 Emissions 303-3 Water withdrawal 303-4 Water discharge 303-5 Water consumption 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 76, 94 76, 94 76, 94 69-80 72 72 Location-based GHG emissions: 2,773.80 tn CO2e Market-based GHG emissions: 0 tn CO2e 305-3 Other indirect (Scope 3) GHG emissions 72 GRI 305: Emissions 2016 305-4 GHG emissions intensity 0.77 Ton CO2e/Glober Calculated as the total emissions of Scope 1, 2 (Market-based) and 3 in tonCO2e / the number of em- ployees, 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. 305-5 Reduction of GHG emissions 73-78 305-6 Emissions of ozone-depleting substances (ODS) - Not applicable Globant does not have Emissions of ozone-deplet- ing substances (ODS) 305-7 Nitrogen oxides (NOx), sulfur oxides (SOx), and other significant air emissions For Scope 1 calculation, Nitrogen oxides (NOX) were included with the following emission factors: Natural Gas (0.10 kg NO2/ Tj), Diesel oil (0.60 kg NO2/Tj) Not applicable Omission Reason Omission Explanation Externally verified SDG’s 100 6,13 6,13 6,13 6,13 6,13 13 13 13 13 13 13 13 GRI Standard Disclosure title Page number / Answer GRI Content 101 Omission Reason Omission Explanation Externally verified SDG’s 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 76, 80 76, 80 76, 80 93-94 93-94 93-94 30-38 32, 92 37-38 37-38 12-13 GRI 402: Labor/Manage- ment 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 rea- son 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 47-49, 93 47-49, 93 GRI 403: Occupational Health and Safety 2018 403-2 Hazard identification, risk assessment, and incident investigation 47-49, 93 403-3 Occupational health services 47-49, 93 3 5, 8 5, 8 5, 8 8 8 8 8 GRI Content GRI Standard Disclosure title Page number / Answer 403-4 Worker participation, consultation, and communication on occupa- tional health and safety 403-5 Worker training on occupational health and safety 403-6 Promotion of worker health 47-49, 93 47-49, 93 47-49, 93 GRI 403: Occupational Health and Safety 2018 403-7 Prevention and mitigation of occupational health and safety impacts directly linked by business relationships 47-49, 93 403-8 Workers covered by an occupational health and safety management system 47-49, 93 403-9 Work-related injuries We had 2 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 2023 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 Edu- cation 2016 404-2 Programs for upgrading employee skills and transition assistance programs 39-42, 91 40 39-42, 91 404-3 Percentage of employees receiving regular performance and career development reviews 41-42 Diversity and equal opportunity GRI 3: Material Topics 2021 3-3 Management of material topics 9, 50-59, 88-92, 95 GRI 405: Diversity and Equal Opportunity 2016 Non-discrimination 405-1 Diversity of governance bodies and employees 9, 50-59, 88-92, 95 405-2 Ratio of basic salary and remuneration of women to men 53 GRI 3: Material Topics 2021 3-3 Management of material topics 12, 21, 51 102 Omission Reason Omission Explanation Externally verified SDG’s 8 8 3, 8 3, 8 8 3, 8 3, 8 4, 5, 8 4, 8 8 5, 8 5, 8 GRI Standard Disclosure title Page number / Answer 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: 11 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 21 cases from the year 2023 in which the Reporter selected the option “Harassment, discrimination and unfair treatment”. There is also 2 cases from the same year that has been received by mail that contain a claim of discrimination. Of these 23 reports, 11 contain claims that are somehow related to discrimination, the rest are related to allegations of unfair treatment and/or harassment. The 11 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 2023 and the results of these remediation plans have been reviewed internally. None of these remediation plans are still being implemented. Cases are considered closed once reviewed and resolved by the Legal Compliance area. 103 Omission Reason Omission Explanation Externally verified SDG’s 5,8 Security practices GRI 3: Material Topics 2021 3-3 Management of material topics 12, 21 GRI 410: Security Practices 2016 Rights of indigenous peoples 410-1 Security personnel trained in human rights policies or procedures 12, 21 GRI 3: Material Topics 2021 3-3 Management of material topics 12 GRI 411: Rights of Indigenous Peoples 2016 Local communities 411-1 Incidents of violations involving rights of indigenous peoples Zero incidents of violations involving the rights of indigenous peoples during the reporting period. GRI 3: Material Topics 2021 3-3 Management of material topics 413-1 Operations with local community engagement, impact assessments, and development programs 50-68 50-68 GRI 413: Local Communities 2016 Public policy 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 83 GRI Standard Disclosure title Page number / Answer GRI 415: Public Policy 2016 415-1 Political contributions No political contributions were made during the reporting period GRI Content 104 Omission Reason Omission Explanation Externally verified SDG’s Customer health and safety GRI 3: Material Topics 2021 3-3 Management of material topics GRI 416: Customer Health and Safety 2016 Marketing and labeling 416-1 Assessment of the health and safety impacts of product and service categories 416-2 Incidents of non-compliance concerning the health and safety im- pacts of products and services 66 66 66 GRI 3: Material Topics 2021 3-3 Management of material topics 22-29 417-1 Requirements for product and service information and labeling - GRI 417: Marketing and La- beling 2016 417-2 Incidents of non-compliance concerning product and service infor- mation 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 Customer privacy GRI 3: Material Topics 2021 3-3 Management of material topics 21 GRI 418: Customer Privacy 2016 418-1 Substantiated complaints concerning breaches of customer privacy and losses of customer data Zero complaints concerning breaches of customer privacy and losses of customer data Not applicable Globant works according cli- ent's needs Table 1. Sustainability Disclosure Topics & Accounting Metrics Topic Accounting Metric Category Unit of Measure Code Page number / Answer SASB Content 105 Externally verified Environmental Footprint of Hardware Infrastructure (1) Total energy consumed, (2) percentage grid electricity, (3) percentage renewable Quantitative Gigajoules (GJ), Percentage (%) TC-SI-130a.1 74 (1) Total energy consumed: 540.62 MWh equivalent to 1946.23 GJ , Includes consumption corresponding to technological equipment located in own Data Centers and in third-party buildings. Data reported from February 23, 2023 to February 9, 2024, according to information availability. (2) Percentage grid electricity: 100% , Data reported from February 23, 2023 to February 9, 2024, according to information availability. (3) Percentage renewable: 47.54% ,Corresponds to energy consumption in data centers located in own buildings that have renewable energy consumption. The remaining 52,46% of power consumption comes from third-party data centers. Environmental Footprint of Hardware Infrastructure (1) Total water withdrawn, (2) total water con- sumed, percentage of each in regions with High or Extremely High Baseline Water Stress Quantitative Thousand cubic meters (m³), Percentage (%) TC-SI-130a.2 76 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 74 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 21 Regarding user privacy and behavioral advertising, we periodically review and update our website privacy policy and cookies policy to ensure appropriate disclosures and that consent is obtained. Both policies consider the applicable laws and regulations in the countries where we operate and best industry practices. Both policies consider 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 21 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 We did not incur any fines or penalties relating to data privacy and freedom of expression. SASB Content Topic Accounting Metric Category Unit of Measure Code Page number / Answer Data Privacy & Freedom of Expression (1) Number of law enforcement requests for user information, (2) number of users whose infor- mation was requested, (3) percentage resulting in disclosure Quantitative Number, percentage (%) TC-SI-220a.4 We also maintain at zero the number of law enforce- ment requests for user information and the number of users whose information was requested. 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 To this point in time our core products or services are not subject to government-required monitor- ing, blocking, content filtering, or censoring in any county. 106 Externally verified (1) Number of data breaches, (2) percentage in- volving personally identifiable information (PII), (3) number of users affected Quantitative Number, percentage (%) TC-SI-230a.1 21 Data Security Data Security Description of approach to identifying and ad- dressing 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 require a work visa Quantitative Percentage (%) TC-SI-330a.1 Recruiting & Managing a Global, Diverse & Skilled Workforce Employee engagement as a percentage Quantitative Percentage (%) TC-SI-330a.2 Recruiting & Managing a Global, Diverse & Skilled Workforce Percentage of gender and racial/ethnic group rep- resentation for (1) management, (2) technical staff, and (3) all other employees Quantitative Percentage (%) TC-SI-330a.3 53, 58, 88, 90, 95 As part of our approach to identifying and ad- dressing 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 securi- ty 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). 5.48% of our employees required a work visa during the reporting period 36 Working Mood Favorable Score:77% Employee Engagement Index : 84% Working Mood % of participation: 64% Topic Accounting Metric Category Unit of Measure Code Page number / Answer Externally verified SASB Content 107 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 During this past year, we did not have any finan- cial losses whether as a result of legal proceed- ings associated with anticompetitive behavior regulation. 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 acces- sible: 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: 30,214 Google: 56,000 Trello:55 Jamf:12,050 Intune: 9,900 Azure AD P1: 9,000 Atlassian:14,450 Zoom: 3,193 Github: 3,737 TOTAL:138,599 licenses Outsourced:100% (1) Data processing capacity, (2) percentage outsourced Quantitative (1) Amount of data storage, (2) percentage outsourced Quantitative Number, percentage (%) Petabytes, Percentage (%) TC-SI-000.B (1) Data processing capacity: 5,490 vCPU (2) Percentage outsourced :35.57% TC-SI-000.C (1) Amount of data storage: 778 Tb (2) percentage outsourced : 18.81% Integrated Report Content 108 Contents Organizational overview and What does the organization do and what are the circumstances external environment 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 Competitive landscape and market positioning Position within the value chain Page 4,12, 34,35,36 6,10 22-29 5,15, 22-29 5,22-29, 46 Key quantitative information 5-9 , 17-20 , 32 , 45, 52-53 , 58 Significant factors affecting the external environment Leadership structure, including the skills and diversity Specific processes used to make strategic decisions How the organization’s culture, ethics and values are reflected in its use of and effects on the capitals 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 5 9-11 10-11 10-11 11-11 11 5 5 5 5 Integrated Report Content 109 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 13-15,84 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 13-15,84 Strategy and resource allocation Where does the organization want to go and how does it intend to get there? Objetctives and strategic plans 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? Quantitative information Impact on capitals Relationships with stakeholders 15 5 5, 17-20 5, 17-20 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 12,82, 85-87 Mechanisms to address challenges and opportunities 12,82, 85-87 Performance Outlook 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 4, 85-87 4 5 Report Profile 110 Stock Globant is listed on the NYSE under the ticker GLOB Independent Audit Firm Sustainability Advisor PwC Crowe Transfer Agent American Stock Transfer & Equiniti Trust Company, LLC Date of Last Report 2022 Reporting Cycle Annual IR Contact Arturo Langa Pons Sustainability Contact arturo.langa@globant.com Francisco Michref francisco.michref@globant.com Website www.globant.com Reporting Period January 1, 2023 December 31, 2023 World Trade Center Free Zone Torre 2 Luis bonavita 1294, piso: 1. Montevideo, Uruguay 37A, Avenue JF Kennedy, L-1855 Luxembourg BP 2501 • L-1025, Luxembourg 251 Park Ave S, 11th floor New York, NY 10010 Carlos M. Della Paolera 261, Globant Tower C1001ADA. Ciudad Autónoma de Buenos Aires 875 Howard St, 3rd floor, Suite 320 CA 94103, San Francisco 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 with a single location or office. Independent practitioner’s limited assurance report on the identified sustainability information in Globant S.A.’s 2023 Integrated Report To the Board of Directors of Globant S.A. We have undertaken a limited assurance engagement in respect of the selected sustainability information listed below and identified with a in Globant S.A.’s Integrated Report for the year ended December 31, 2023 (the ‘2023 Integrated Report’) (the “Identified Sustainability Information”). This engagement was conducted by a multidisciplinary team including assurance practitioners, environmental and Corporate Social Responsibility specialists. Identified Sustainability Information The Identified Sustainability Information for the year ended December 31, 2023 is summarized below: • 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 . •S tatement from the Board of Directors of Globant S.A. regarding that the Integrated Report 2023 has been prepared in accordance with the GRI Standards (“Global Reporting Initiative”), 2021 version, and the compliance with the guidelines of the SustainabilityA ccounting Standards Board (SASB); and the International Integrated Reporting Council (IIRC) framework. Our assurance was with respect to the year ended December 31, 2023 information only and we have not performed any procedures with respect to earlier periods or any other elements included in the 2023 Integrated Report and, therefore, do not express any conclusion thereon. Criteria The criteria used by Globant S.A. to prepare the Identified Sustainability Information is set out in the 2023 Integrated Report 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 Board of Directors of Globant S.A. regarding that the 2023 Integrated Report has been prepared in accordance with the GRI Standards (“Global Reporting Initiative”), 2021 version, and the compliance with the guidelines of the Sustainability Accounting Standards Board (SASB); and the International Integrated Reporting Council (IIRC) framework. Globant S.A.’s responsibility for the Identified Sustainability Information Globant S.A. is responsible for the preparation of the Identified Sustainability Information in accordance with the Criteria. This responsibility includes the design, implementation and maintenance of internal control relevant to the preparation of Identified Sustainability 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. 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. Restriction on distribution and use This report, including the conclusion, has been prepared solely for the directors of Globant S.A. as a body, to assist them in reporting on Globant S.A.’s sustainable development performance and activities. We permit the disclosure of this report within the 2023 Integrated Report, to enable the directors to demonstrate they have discharged their governance responsibilities by commissioning an independent assurance report in connection with the 2023 Integrated Report. 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, March 12, 2024. Our Independence and quality management •m ade inquiries of the persons responsible for the Identified Sustainability Information; PRICE WATERHOUSE & CO. S.R.L 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 forA ccountants (IESBA Code), which is founded on fundamental principles of integrity, objectivity, professional competence and due care, confidentiality and professional behavior. Our firm applies International Standard on Quality Management 1, which requires the firm to design, implement and operate a system of quality management including policies or 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 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),A ssurance Engagements other than Audits or Reviews of Historical Financial Information issued by the International Auditing and Assurance Standards Board. 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 Globant S.A.’s 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 • • • obtained an understanding of the process for collecting and reporting the Identified Sustainability Information. Our work did not include testing the operating effectiveness of controls for the period under analysis; performed limited substantive testing on a selective basis of the Identified Sustainability Information at corporate head office to check that data had been appropriately measured, recorded, collated and reported; and considered the disclosure and presentation of the Identified Sustainability Information. 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. LimitedA ssurance 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 Globant S.A.’s Identified Sustainability Information for the year ended December 31, 2023 is not prepared, in all material respects, in accordance with the Criteria. (Partner) Sergio Cravero Price Waterhouse & Co. S.R.L., Bouchard 557, 8th floor, C1106ABG - Autonomous City of Buenos Aires, Argentina. T: +(54.11) 4850.0000, www.pwc.com/ar 

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