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
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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
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Additional Information
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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!
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Additional Information
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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
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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.
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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+
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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
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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!
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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
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Additional Information
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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.
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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!
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Additional Information
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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!
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Additional Information
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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.
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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.
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• 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.
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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.
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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.
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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.
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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
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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.
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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.
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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.
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• 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.
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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%
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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.
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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.
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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
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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
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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.
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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.
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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
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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.
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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!
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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.
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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.
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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.
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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.
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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.
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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
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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