MESSAGE FROM ABOUT SUSTAINABILITY AT PRODUCTS WITH ENVIRONMENTAL SOCIAL GOVERNANCE AND GRI, SASB, AND TCFD OUR CEO HUBBELL HUBBELL IMPACT STEWARDSHIP RESPONSIBILITY ACCOUNTABILITY DISCLOSURES GRI STANDARD DISCLOSURE EXPLANATION EMPLOYEE EXPERIENCE GRI 3: Material 3-3 Management of material topics Our e昀昀orts to attract, engage, retain, and advance our talent are led by a comprehensive team of HR senior leaders dedicated to Topics 2021 helping our workforce 昀氀ourish. A crucial part of Hubbell’s employee experience is our commitment to developing our people. Across the enterprise and within our businesses and teams, there are a variety of ways we encourage our employees and leaders to learn on the job, in the classroom, through self-directed learning, or through a variety of leadership programs. Our primary employee development mechanism is Hubbell University, our company-wide learning management system that o昀昀ers a variety of educational resources and curricula. In addition, to support the health and wellbeing of our employees and their families, we provide comprehensive health, mental, and 昀椀nancial bene昀椀ts through our “myLife” program. We also partner with third-party employee bene昀椀ts organizations to further our employees’ access to mental, physical, and social support. Moreover, we believe that employees should be motivated to help the company succeed, and that they should share in that success. We provide market competitive compensation programs which are a mix between base pay and variable 昀椀nancial awards where appropriate. We also recognize and reward great contributors through Hubbell’s global “WIN AS ONE” program. This recognition program was established with the aim of reinforcing and expanding a performance- driven culture that celebrates success. 1 GRI 401 401-1  New employee hires and employee New hires (headcount/FTE): 6,828 Employment 2016 turnover 2 Employee turnover (as a ratio) : 32% 1. T his number is a global number of new hires (inclusive of joint venture employees) for year 2022 excluding contingent workers from temporary agencies and contractors. 2. Our 20 22 global turnover ratio does not include contingent workers and contractors. It also excludes following termination reasons (Death, Disability, Lay O昀昀s, RIFs, Retirement). 401-2  Bene昀椀ts provided to full-time Hubbell’s myLife program supports our global employees on their journey to health, wealth, and peace of mind. myLife bene昀椀ts, which employees that are not provided are available to full-time employees and part-time employees working at least 20 hours per week, include, but are not limited to: to temporary or part-time •  Health Bene昀椀ts O昀昀ered: healthcare plans, health navigation, expert opinion, virtual care, subsidized on-premise cafes featuring healthy employees dietary options, diabetes and hypertension management, physical therapy, weight loss, fertility planning, and sleep support programs. •  Wealth Bene昀椀ts O昀昀ered: competitive 401(k) plan, educational reimbursement, 昀椀nancial education, identity theft coverage, group legal plan, and employee discounts. •  Peace of Mind Bene昀椀ts O昀昀ered: paid vacation, paid volunteer time o昀昀, paid sick time, paid parental leave, pet insurance, home and auto insurance, 昀氀exible work arrangements for greater work-life balance, and charitable and volunteering programs with company matching of employee donations. NOTE: Hubbell’s market-competitive bene昀椀t o昀昀erings vary by jurisdiction and in collectively bargained locations. GRI 404 Training 404-1  Average hours of training per 82,193+ learning hours were completed by employees globally in 2022 through Hubbell University and external training providers. and Education year per employee 2016 404-3  Percentage of employees 100% of our global salaried regular employee population received a performance review in 2022, excluding any employees who were receiving regular performance on a leave of absence. Our employees set objectives for the year in January with their managers, create individual development plans in and career development reviews March, and participate in regular update meetings throughout the year through continuous feedback. 74