2022 End of Year

DEI Report
 Table of 3 Foreword
Contents
6 Executive Summary
11 Vision
13 Diversity
23 Pay Equity
25 Inclusion and Belonging
39 Racial Equity
43 Awards and Recognition
45 Product

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Foreword
 Foreword This past year’s macroeconomic and societal changes have presented global challenges.
We’ve needed to pivot and adapt to this context, and we are very proud of the progress
we have made toward our long term company Diversity Equity and Inclusion objectives.

We are honored to share our end of year DEI report which reflects our
advancements and opportunities.

Our Diversity results have improved across almost all of our metrics year over year.

With regard to Equity, we continue to focus on maintaining gender pay equity (global)
and race pay equity (U.S.). We are also improving equity in our talent development
processes. In the spirit of transparency, we are sharing our new racial equity
commitments for 2023 in this report.

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 Creating an Inclusive culture where our employees feel like they belong is essential.
We have continued to invest in employee resource groups and build competencies relative
to Inclusive Leadership. We are also taking action to understand and close gaps in our
employee levels of Inclusion and Belonging and using our own employee experience
technology to listen and drive action.

We are an experience management company with a mission to make business more

human. Diversity, Equity and Inclusion is a core component of that mission.

Thank you to every Qualtrics employee for your contributions toward continued progress.
I am inspired by the commitment to our vision of Representation that matches the world
and Inclusion and Belonging that exceeds it.

Farren Roper
Head of Diversity, Equity and Inclusion,
Qualtrics

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Executive summary
 Key Diversity
highlights
from this Progress towards our 2027 goals

report GOAL 01 GOAL 02

50%
50% 27%
27%

of all employees of all employees identifying

identifying as women as underrepresented
minorities (URMs)
We are currently 74% to our target and
representation of women is up 1.3% for We are 49.6% towards our target, with
2022 (short of our own expectations as representation of URMs up 8.4% for the
a result of reduced hiring goals), and up year (in line with expectations) and up
15.7% since 2020. 24.1% since 2020

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 Key activities in 2022

+ Formed a specialized Diversity Talent + Launched a program to increase

Acquisition team to accelerate progress representation in cancer research though
our Social Impact program, 5 for the Fight.
+ We continue to invest in and build a diverse
talent pool through external partnerships + Renewed and expanded our Racial Equity
with AfroTech, Lesbians Who Tech, Women Commitments and in 2023 will be investing
Tech, and others in initiatives aligned to representation,
partnerships and skills development (see
+ Matched 47 external students with
more details in this report).
Qualtrics mentors as part of our diversity
mentorship program

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 Equity
+ In our most recent review, we have gender pay equity (global) and also racial pay equity
(US). This is the third consecutive year of gender pay equity and the first full year of
measuring racial pay equity.

Inclusion and Belonging

+ Our employee resource groups (Q Groups) continue to build communities with the
following underrepresented groups: women, URMs, people with disabilities, veterans and
our LGBTQIA+ workforce. At least 50% of our employees now belong to a Q Group and in
2022, we launched a new Q Group for sustainability (The Green Team) and started work on
our first ever sustainability audit.

+ Celebrated key moments across our communities including International Women’s Day,
Juneteenth, Pride, Earth Day, International Day of Persons with Disabilities and Veterans
Day to name a few.

+ Developed and launched Inclusive Leadership training for all managers.

+ Using our own technology we measured the Inclusion and Belonging experience, scoring
an average 80% Inclusion and Belonging throughout the year. This includes an average 7%
gap between the majority and URMs that we need to close.

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 Awards and Recognition
We are grateful and humbled to have received many external
acknowledgements for our progress to date:

+ Bloomberg Gender + Disability Equality Index + Military Friendly Employer

Equality index (2023) top scorer (2022) Bronze Award (2023)

+ Built In LGBTQ+ + Human Rights Campaign + Religious Freedom Index

Advocacy Award (2022) Corporate Equality Index (REDI) top faith friendly
95/100 (2022) company (2022)
+ Comparably Best CEO
for Women + McKenzie Delis + Women Tech Council
Foundation Case Study Shatter List (2022)
+ Comparably Best
for Anti-Racism
DEI award (2022) + Women Tech Award (2022)

Product
+ Because we believe that systemic DEI issues cannot be solved by Qualtrics alone, we made
all of our internal content available to our customers for free as part of our DEI solution.

+ We launched new product accessibility features in our platform and 99.9% of product
impressions are now WCAG 2.0 AA accessible

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DEI vision
 DEI vision We strive for representation that matches the world
around us and inclusion that far exceeds it

We’re creating an inclusive We intentionally talk about “diverse,

culture at Qualtrics where high-performing teams” because
each person can truly belong we believe that leveraging people’s
and flourish. We continue to unique backgrounds, strengths and
build with diversity because ideas leads to increased company
we know that diverse insights and individual performance. Sense
build better products, serve of community and belonging are
our customers more fully, integral to an inclusive culture, and
and make the experiences we we’re committed to fostering a
deliver even better. workplace for all.

Zig Serafin, Julia Anas

Chief Executive Officer, Chief People Officer,
Qualtrics Qualtrics

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Diversity
 Diversity We’ve set ourself some ambitious 5-year goals to achieve 50% women and 27% URMs
in our workforce by 2027. While we know that numbers don’t always tell the full story,
on the following pages you can see how we’re tracking towards those goals, with details
on both our 2022 progress as well as how we’re tracking over a 3-year period.

Notes:

+ URMs are defined as employees of African or African American, LatinX or American

Indian, Alaska Native, Native American and Pacific Islander descent and people
of two or more races.

+ All of our diversity results are based on self-identification by our employees.

+ Our goals for representation of women are across our global workforce.

+ Our goals for representation of URMs are for our US workforce.

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 Women We have set a goal that by 2027,
(global) women will make up 50% of our workforce

Overall women vs 5 year goal

Current: 37% Goal: 50%

0% 100%

74% 5-year goal

We aspire to grow much more than this, but this past year were impeded by a
reduction in hiring plans mid year.

Overall women

+1.2% growth rate

since Jan 2022 +31.6% growth rate
since Jan 2019

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 For 2023, we have formed a specialized recruiting team to accelerate our pipeline of talent,
especially for managerial and leadership roles. We believe this investment will get us back on
track to the levels of growth we have seen in years prior and on our way to our 5 year goal.

Notes:

+ We measure the representation of women across the globe as well as

women in leadership.

+ Representation of women is calculated as women as a percentage of our

total workforce population.

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 Women in technical roles Women executives
Technical roles include Engineering, Product and An executive is defined as any person in
User Experience Design. the position L8+

+97.2%

+59.3%

+8.3%
+3.1%
Growth rate since JAN 2022 Growth rate since JAN 2019 Growth rate since JAN 2022 Growth rate since JAN 2019

Women in leadership Women in management

Leadership is defined as a person in A manager is defined as a person who leads people,
the position L5+. with a span of control of at least one direct report.

41.1%
+3.5% +1.1% +18.5%
Growth rate since JAN 2022 Growth rate since JAN 2019 Growth rate since JAN 2022 Growth rate since JAN 2019

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 URMs We have set a goal that by 2027, 27% of our workforce
will be from underrepresented minorities (URMs).

Overall URMs vs 5 year goal

Current: 13% Goal: 27%

0% 100%

48% 5-year goal

We have made strides in terms of our URM representation throughout the year and this
was in line with our expectations. In 2023, we will focus on increasing the number of URMs
in manager roles not only through hiring but also through talent development. We need to
accelerate this progress in the new financial year if we are to make our 5 year goals.

Overall URMs

+8.5% growth rate

since Jan 2022 +44.1% growth rate
since Jan 2019

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 URMs in technical roles URM executives
Technical roles include Engineering, Product and An executive is defined as any person in
User Experience Design. the position L8+

+32% -3.1%
+9.3% +35.5%
Growth rate since JAN 2022 (decreased) since JAN 2019
Growth rate since JAN 2022 Growth rate since JAN 2019

URMs in leadership URMs in management

Leadership is defined as a person in A manager is defined as a person who leads people,
the position L5+. with a span of control of at least one direct report.

+40%
+10.1% +4.7% +6.4%

Growth rate since JAN 2022 Growth rate since JAN 2019 Growth rate since JAN 2022 Growth rate since JAN 2019

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 Workplace While we still have plenty of progress to make globally, in the US, almost a third of our
workforce by the end of 2022 was made up of racial and ethnic minorities. We continue to
Demographics invest in new initiatives to increase this number, including talent acquisition and building
(United States Only) long-term external partnerships with third party organizations.

Racial and Ethnic

Minorities at Qualtrics

18% Asian

32% 3% Black and

African American

6% Hispanic and
Latin American

4% Two or
more races

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 Talent Our university team continues to invest in ‘early in career talent’ and in 2020 we established
our mentorship program which matches students from diverse backgrounds with Qualtrics
attraction best mentors. This year we have mentored 92 students of whom 47% identified as URMs and
practices 54% as women.

In 2022, our US Early Career Talent team took a strategic, multi-pronged approach to
build a diverse pool of candidates to start in 2023. This team identified qualified, diverse
talent early and nurtured this pipeline over time. They used a technology solution called
Greenhouse Inclusion to keep close tabs on pipeline trends and acted on downtrends
quickly by prospecting through multiple sourcing channels.

Ultimately, this team has hired 80 candidates to start in 2023 of which 51% identify as
women and 17% as URMs.

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 Specialized DEI Talent Acquisition Team

In Q4 2022, we formed a new specialized DEI Talent Acquisition team in order to

accelerate the progress of our DEI goals.

Diversity partnerships

We continue to invest and increase our funnel of diverse talent through our external
partnerships with organizations such as AfroTech, Blacks in Technology, Fairstream,
HBCU20x20, Latinas in Tech, Lesbians Who Tech, Techqueria, and Women in Tech.

Our partnerships go well beyond just the numbers; they require our authentic
commitment to showing up, as well as cultivating long-term relationships with diverse
communities. To that end, in H1 we sponsored and participated in several events,
including AfroTech Metaverse, Blacks in Technology career fairs, HBCU20x20 Tech
Forward Program, and Lesbians Who Tech & Allies Pride Summit.

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Equity
 Equity Our internal process review as well as an
independent third party review has confirmed
pay equity by gender (global) and by race (US).
Pay equity compares what groups are paid versus their majority coworkers, “controlling
for” or “statistically adjusting” for factors such as job, seniority, and geography. It is
often referred to as “equal pay for equal work.”

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Inclusion and belonging
 Inclusion and We want everyone to bring their whole selves to work. Our Employee Resource Groups
(internally known as Q Groups) play a vital role in creating a culture of inclusion. These are
belonging entirely run by our staff with the support and backing of the company.

By the end of 2022, at least 50% of all Qualtrics employees belong to a Q Group.

In the first quarter of 2022, we also added a new employee resource group for sustainability,
called “The Green Team”. Their charter is to create a community of connection, education,
and action with our employees and to assist in furthering Qualtrics’ sustainability goals.

Inclusive Leadership

We have invested into Inclusive Leadership learning and development starting with our
executives. All of our executives have recently completed Inclusive Leadership coaching
and we have rolled out training to all managers across the company with close to 70% of all
managers already completed.

Our Employee
Resource Groups

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 What we do

Q&Able empowers all employees, regardless of their ability, to succeed by promoting

accessibility in physical and online spaces for employees and clients with mental,
intellectual, and/or physical disabilities.

Q&Able in 2022

Over the past year Q&Able created and published an employee accessibility handbook
to help employees with disabilities more quickly and easily find resources to make the
workplace more accessible. 2022 also marked Qualtrics’ first ever submission to the
Disability Equality Index and we are grateful to be recognized as a best place to work for
people with disabilities.

Q&Able also celebrated International Day of Persons with Disabilities with an engaging
keynote speaker, Mike Schlappi, and in-office activations across the globe.

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 MEMBER SPOTLIGHT

Disability kind of forces you to learn adaptability; to see new ways of

approaching tasks, even if only because the old ways simply aren’t
maintainable for you. Part of the really awesome thing about being in a group
like Q&Able is that we get to make each other’s journeys easier by sharing
what we’ve learned through our own. I grew up in the disability community,
so being able to help people who are at the start of their journey or learn from
those who graciously share their experiences is incredibly important to me.

I really hope that the efforts of everyone in Q&Able helps people feel like they
aren’t alone in trying to adapt to life’s challenges. Moreso, I hope people feel
empowered to reach out. It’s an honor for me to be able to listen, learn, and
help wherever I’m able.

Alexandria Reynolds
Accessibility Senior
Software Test Engineer

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 What we do

QPride makes Qualtrics a welcoming place to work for members of the LGBTQ+ community.

Q Pride in 2022

This year Q Pride partnered with the DEI team for our first ever submission to the Human
Rights Campaign’s Corporate Equality Index and achieved a 95/100 score. Qualtrics also
received the 2022 Built In LGBTQIA+ Advocacy Award, honoring the company’s efforts to
create inclusive workplaces.

Q Pride partnered externally with California LGBTQ Health and Human Services Network
to use our technology to drive progress in the state of California, and also sponsored the
Lesbians Who Tech Conference and hosted a panel.

MEMBER SPOTLIGHT

Belonging is a human need. As a social species, we need a sense of belonging and

community to strive. Belonging is the experience of connection to others, feeling seen for
how you are. It is vulnerable in that you recognize the need for others to see you. It is the
birthplace of authenticity and trust. Most importantly, It fosters an environment where you
can speak up, share ideas, be creative and innovate without fear of retaliation.

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 I think there is a misconception that in order to belong, people must look and act the
same. That’s not belonging, that’s fitting in. We’ve all done it, we all still do it sometimes,
but it has a bitter aftertaste. For me, it was 3 years of football practice to fit in with the
boys, buying brand clothes I didn’t really like or having that drink while I just wanted water.

Belonging is not necessarily finding people that look and think like you. It’s finding people
you are willing to celebrate and who are willing to celebrate you. It crosses differences if
we want it to. For example, I find a sense of belonging at my local LGBTQ center, listening
to the stories of people from all paths of life. I found it as part of a gospel choir or chanting
for a sports team. I can also find it organizing and celebrating Pride in the Dublin & Munich
offices, or simply catching up with my team on our daily lives.

As long as we celebrate each other’s cultures, backgrounds and identities thanks to the
work of the Q groups, we foster a culture of belonging.

Nicolas Chrétien
EX Solution
Technology Consultant

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 What we do

We strive to build community and camaraderie that enables successful careers for Veterans
and their families in the civilian world starting at Qualtrics. Our focus is to recruit and retain
military talent, and engage members of the internal/external military community and to
harvest value from Qualtrics’ military network.

Q Salute in 2022

This year Q salute honored Memorial Day and celebrated Veterans Day. Even though
this was a day off in the US, in that week we hosted an event where we highlighted the
accomplishments of a decorated Veteran through a lens of intersectionality.

Q Salute has also partnered with our Talent Acquisition teams to hire more Veteran talent
through the Skllbridge program. On a weekly basis they host sessions and a connection
meeting for Veterans to come together and support one another. Additionally, Qualtrics
announced increased paid Military Training Leave benefits from 10 to 30 days to better serve
the military community and received two Military Friendly Employer Awards!

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 MEMBER SPOTLIGHT

Being able to moderate a group of highly intelligent, driven, and interesting veterans and
allies has been an incredible experience. We do not only stay at the surface level of topics in
our weekly 30-minute meetings, as this does not allow us to truly know each other.

Bi-weekly a veteran or ally will volunteer to be the subject of an interview so that we can learn
about their service journey, challenges, aspirations, and more. This has resulted in a very
tight-knit community that enables us to enjoy our camaraderie and lean on each other in
times of need - with those who understand. Having this community at Qualtrics enables me
to go somewhere when I need to be heard and understood in a way that others might not.

Although I may lead the meetings, I am far from the only leader in the meetings.
In Q Salute, I have found mentorship, career development, and wisdom from others.
It is not an exaggeration to say that I truly would not be where I am currently without the
support of this group. Whether you are a veteran, from a military family, an ally, or just
interested, everyone is welcome.

Max Dreyer
Federal Team
Account Executive

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 What we do

MosaiQ aims to advance the careers, goals, and well-being of BIPOC employees by
intentionally and continuously creating spaces for them to connect, amplifying their voices,
and supporting their professional careers.

MosaiQ in 2022

This year Mosaiq led programming to celebrate Black History Month, Asian American Pacific
Islander Heritage Month, Latinx/ Hispanic Heritage Month, and Juneteenth with record
turnout and engagement on topics such as mental health, AAPI leadership, activism, and
music. Mosaiq launched random coffee connects to create spaces for BIPOC employees and
allies to connect. We held our second annual volunteer Month in the US and first ever in APJ
with 200+ hours served across 17 organizations.

MEMBER SPOTLIGHT

This is my second year at Qualtrics and I have been pleased to see how much the
company cares about all the diversity we have in cultures, religions and all the other
ways here. We have regular events organized by the ‘Mosaiq team’ to celebrate
different heritages and cultures across the globe.

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 There are events which happen in various offices in-person to celebrate this diversity as
well. I am of Indian origin and I feel empowered and supported by the team each time
I approach them for any Indian celebrations, the last one being Diwali celebrations in
the Seattle office (October 2022). This year, Diwali was celebrated on Oct. 24 and we
celebrated this festival in the Seattle office during the week. The Workplace experience
team helped decorate the office place and we got traditional Indian snacks and sweets
for everyone to celebrate the festival together. We also did a virtual Zoom hang-out for the
North America region where people shared their different traditions for Diwali and what
this festival means for them and their families.

The value of community is conspicuous for everyone. It is the community that unites us
and makes us feel as a part of something greater than ourselves. I feel blessed to be a
part of a company which fosters such community building in different forms be it WLD
chapters, AAPI heritage, Black history, Latinx/Hispanic history etc.

Vidhi Jain
Treasurer and Head of
Global Shared Services

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 What we do

The Qualtrics Green Team is a vibrant community of employees who are passionately
helping Qualtrics be a force for good in creating a healthier planet.

Green team in 2022

In 2022, the Green Team debuted as a QGroup by hosting an educational keynote by

Stefan Rahmstorf, a Nobel Prize winning climate scientist. The team partnered with local
offices on environmentally friendly programs such as community trash pickup walks and
meatless Mondays.

Plus, Green Team kicked off Qualtrics’ first ever carbon reporting initiative.

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 MEMBER SPOTLIGHT

My passion for sustainability began just before joining Qualtrics, around 4 years ago.
I had recently learned that humankind was contributing to a mass extinction event,
and I felt a need to do something about it. At Qualtrics, I soon discovered the Green
Team, a grassroots group of employees interested in helping Qualtrics become more
environmentally sustainable. Finding a community of colleagues who shared my
concern helped me direct my existential anxiety toward meaningful progress.

The Green Team became an official QGroup in early 2022, and with our launch we
pledged to help Qualtrics account for its carbon emissions by completing a company
greenhouse gas inventory. I have been honored to help lead a cross-functional team
to gather our 2022 emissions data and prepare it for the company’s first annual
sustainability report. I feel proud to work at a company that sees sustainability as a
priority and I am optimistic about the path ahead of us.

Ben Romney
Sr. Software Engineer

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 What we do

WLD (Women’s Leadership Development) has a mission to empower all women at

Qualtrics to globally thrive through attracting and developing top talent and elevating
the voices of all women.

WLD in 2022

In 2022, WLD launched new chapters in South Korea, Hong Kong, India, Japan, Singapore,
and Australia - broadening the group’s reach and member support. This year , WLD hosted
a series of community connection sessions with topics ranging from Women’s Equality Day,
self advocacy, leadership development. Additionally, in support of Qualtrics’ goal to increase
Women leadership, WLD launched a Leadership Shadow Experience to equip even more
women for senior- level leadership roles.

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 MEMBER SPOTLIGHT

Some of the most important learnings and connections that I’ve made at Qualtrics have been
through my role co-leading WLD in APJ. In 2022 our communities grew in South-East Asia, Japan,
Greater China, South Korea, India and Australia - many launching for the first time, with these
women leading the conversation around DEI in their offices. The Asia Pacific region is incredibly
diverse, which means that we are intentionally intersectional in the way we create communities for
advancing gender equity across many different cultures. Growing and learning along the way with
the amazing leaders in the committee this year has been massively impactful for me.

Because of my experiences living in Asia whilst employed by western companies for most of my
career, I’m determinedly focused on ensuring that WLD is a grassroots movement with
local leaders being empowered to do what is right for them in their unique country. Many of
these Qualtrics offices are still quite new, and I’m so inspired everyday by the courage, creativity
and bravery of these leaders for starting the conversations about DEI and leading the charge for
equity. I couldn’t be more proud of the work we are doing in APJ, and I’m so excited to continue
this work into 2023.

Kate Jory
Account Executive

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Racial Equity
Commitments
 Racial Equity We stand against violence, hate, injustice and systematic racism and affirm our
position as a company that is anti-racist.
Commitments
Our FY23 commitments

Representation + Increase overall representation of underrepresented minorities

and equity + Pay equity by race
+ Fulfill our Reconciliation Action Plan commitments in Australia
for the Aboriginal and Torres Strait Islander communities

Partnerships + Increase our spend with diverse suppliers

+ Partner with Historically Black Colleges and Universities
(HBCUs) and Hispanic Serving Institutions (HSI’s)
+ Invest in Partnerships that build trust in communities
(AfroTech and Latina’s in Tech)

Skills + Global adoption of our anti-racism training

development + Increase representation of AABL cancer researchers
through our 5FTF program
+ Executive pledge to mentor and sponsor at least one
underrepresented minority woman

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 Representation Status: in progress

In 2023 we aim to increase our representation of AABL employees in leadership.

Pay Equity Status: achieved and ongoing

In 2022 we announced that we have pay parity by gender and race. In 2023 we
pledge to maintain pay parity by both dimensions and report on this semi annually.

Reconciliation Action Plan in Australia Status: In progress

In 2022 we implemented a 2 year Reconciliation Action plan in Australia. In 2023 we will

continue to fulfill those commitments.

Diverse Supplier Spend Status: In progress

In 2023 we will increase our spend with diverse suppliers.

HBCU and HSIs Status: ongoing

In 2022 we partnered with and recruited from Historically Black Colleges and
Universities and Hispanic Serving Institutions. We will continue to do so in 2023.

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 Diversity Partnerships Spend Status: in progress

In 2022 we invested in organizations that support and promote underrepresented

communities. In FY23 we will continue to partner and invest in amongst others Afrotech
and Blacks in Technology, HBCU 20x20, and Latinas In Tech.

Anti-Racism training Status: in progress

We have made Anti-Racism, Inclusive Leadership and Unconscious Bias training available
to all our global employees. In 2023 we will continue to drive adoption of this training.

Investing in future African, African American and

Black Researchers Status: In progress

Qualtrics has partnered with Howard University on a program that provides internships for
Black students to participate in. In 2023 we will provide internships to at least 10 students.

Executive Sponsorship Status: Will commence 2023

In 2023 we will roll out a program where executives can mentor and sponsor
underrepresented minority women.

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Awards and Recognition
 Awards and
Recognition

+ Bloomberg Gender Equality index (2023) + Military Friendly Employer (2021)

+ Built In LGBTQ+ Advocacy Award (2022) + Human Rights Campaign Corporate

Equality Index 95/100 (2022)
+ Comparably: Best CEO for women
+ McKenzie Delis Foundation Case
+ Comparably: Best Companies for
Study for Anti-Racism (2022)
Diversity list (2022)
+ Religious Freedom Index (REDI) top
+ Disability Equality Index
faith friendly company (2022)
top scorer (2022)
+ Women Tech Award (2022)

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 Product

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 Product DEI Solution

We measure Inclusion and Belonging experiences of our employees and also the
experience between majority groups and underrepresented groups at Qualtrics using our
custom DEI solution.

We developed this solution not only to give us our own means of measuring inclusion
at Qualtrics, but to also be a guiding light to our customers and to use our tech as a
force for good.

MEASURES OF MEASURES OF
DRIVERS OF INCLUSION
DIVERSITY INCLUSION
TOP DOWN BOTTOM UP

my I think this
Ability Status
Inclusive
leadership
Inclusive
teams
company is
Age Equitable

Career Status
Inclusive Psychological
I feel as if I
Gender Identity managers safety
Belong
Race/Ethnicity
Sexual Orientation
Fair Individual I can be
Veteran Status processes buy-in
Authentic

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 We averaged 80% inclusion across the company, but had an average gap of 7% between
the majority group and underrepresented groups that we need to close in 2023.

We updated our manager success guidelines to specifically call out Inclusive Leadership
and managers are empowered with dashboards on how Inclusive their teams feel. We
believe that managers hold the keys to inclusion. Here are the reflections of a manager that
achieved some of the best results throughout the year.

(For illustration purposes only)

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 INCLUSIVE LEADERSHIP MANAGER SPOTLIGHT

Over the past year, inclusion has been a focus area for the business planning and product
experience team. Our success have been driven by the following three themes:

First, create awareness of unconscious bias. Acknowledging the presence of unconscious

bias and addressing it head on is a critical first step in fostering an inclusive team. Our
team is dispersed, with some employees working remotely while others are returning to
Chris Rayburn offices. These changes in the work environment have the potential to exacerbate existing
Strategy and Business inclusion challenges if not proactively addressed.
Operations Leader
Second, we facilitate open discussions about diversity and inclusion with a twice monthly
round table and speaker series. In the monthly roundtable we discuss a topic chosen
by the rotating session leader (volunteer basis), learn about the life story of the team
members, and also have an open forum for discussions related to D&I and team culture.
In the speaker series, we invite other leaders in the organization to share their career
experiences and advice with the team.

Third, we encourage ongoing feedback via both structured and unstructured forums.
Diversity, equity, and inclusion efforts take time so we track progress quarterly via
engagement surveys to assess how their efforts are moving the needle. We supplement
this by structured 1:1 and skip level meetings to ensure we are identifying and correcting
gaps in real time.

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 Accessibility

Qualtrics is committed to building products and

solutions that are accessible to everyone, and
our customers and partners care deeply.

In 2022, we made significant strides in

making our platform accessible for those with
disabilities. We have built support features and
tooling for those with visual impairments across
survey taking, simple layouts, website feedback,
CoreXM, EmployeeXM and CustomerXM that
adhere to global standards. This will not only
allow us to fulfill our customer’s needs, but their
customers as well.

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Conclusion
 Conclusion Thank you for taking the time to read our
2022 end of the year DEI report.

Our ultimate goal is to push for progress by

being transparent to our employees, customers,
stakeholders, and more.

We are grateful for all of those who are making

such big strides in DEI, both within and outside
of our company.

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