Contents Sustainable Impact Footprint Integrity and human rights Supply chain responsibility Operations Products and solutions Appendix Employee development In 2021, approximately 99% of employees Leadership development from senior sponsors. HP also sponsored leaders participated in learning and development, and and talent to participate in external development programs, on average, spent an estimated 34 hours8 such as the ITSMF and the McKinsey Black Human capital development underpins our efforts participating in these activities during the year. We have a rich leadership curriculum, designed Leadership Academy. to transform and grow HP. Our employees’ talent, for managers at all organizational levels. diversity, and drive fuel HP, and we prioritize The 2021 VIA survey highlighted that 84% of Leadership programs provide self-directed Technology and digital skills investment in career growth. We are passionate employees feel that HP actively supports their learning, coaching, and experiential workshops about supporting an inclusive culture and learning and development. It also showed that enabling shared learning and networking. We invest in technical and digital skill capabilities practicing a growth mindset to unlock business 79% of employees believe their career goals The New Manager Journey, a 12-month virtual across HP to fuel our future productivity, product innovation and opportunities. Our ongoing can be met at HP. During the year, 35% of job program, is delivered to all newly appointed development, and technology innovation success depends on enabling our diverse vacancies were filled internally. people managers. We have also created the strategies, in support of our company’s workforce of skilled employees and maintaining Senior Leader Meeting Connect program to transformation strategy robust leadership pipelines. We believe that We equip managers to support and coach develop global business leadership insights and a strong professional development program their teams, and in 2021, we launched a new support learning from external best practices. In 2021, we continued our focus on HP’s digital provides employees with the opportunity to build talent development approach to help all people In addition, we continue to improve our diversity literacy campaign, Speak Digital, to increase world-leading expertise, while enabling HP to managers create personalized development hiring practices. employees’ knowledge of digital technologies meet emerging customer needs. plans for each team member. These plans and emerging trends in customer experience and focus on skill advancement, new experiential Our executive leadership team places particular innovation. This included delivering the HP Digital Personalized development and opportunities, and readiness for future roles. focus on developing the executive leadership Explorer series, which aims to deepen insights career pathways pipeline through targeted talent strategies, about how to apply digital skills in process and HP’s Power Your Possible platform helps including external assessments of leadership product design. We also launched programs We encourage continuous learning to help employees identify learning that will support their candidates, executive coaching, job rotations, designed to increase knowledge of data analytics support career development. Employees career plans, while the HP Degree Assistance and experiential leadership development and robotic process automation. have access to a wide range of development Program provides funding to more than 500 assignments. opportunities, including virtual, social, self- employees worldwide each year, investing in HP has more than 18,000 technical employees directed, mentoring, coaching, face-to-face their careers through higher education. To We also invest in emerging and underrepresented who work across a wide range of digital, (when safely permissible) and external programs. complement our development portfolios, we also leadership talent through formal programs, information, and physical sciences. We support We offer a variety of collaborative learning provide opportunities to attend conferences mentoring, and sponsorship. Our programs their continuous development, including through experiences, connection to a network of subject and seminars, and acquire professional focus on team development, new business HP’s Affinity Groups and Virtual Communities matter experts, and a social learning platform memberships, accreditation, and certifications. models, and opportunities to deepen inclusion (AGVC) platform, which connects technologists that enables employees to integrate development and growth mindset practices. In 2021, 259 according to technical capabilities and common into their daily routines. leaders participated in the HP Fast Forward and interests. Across over 30 communities and a Catalyst programs. These 12-month experiences range of topics, the AGVC platform provides strengthen leadership capabilities through classroom and virtual learning, practical projects, monthly peer mentoring, coaching, and guidance and opportunities to solve business challenges. 50 2021 HP Sustainable Impact Report www.hp.com/sustainableimpact