Integral Group 2021 CSER Report Appendices by Introba

Corporate Social + Environmental Responsibility (CSER) Report APPENDICES Project: Clayton Heights Community Centre, British Columbia, Canada

2021

Introduction

Environmental Footprint

Justice, Equity, Diversity + Inclusion

Health + Well-Being

Education + Impact

Safety + Resilience

Conclusion

Performance Dashboards

Appendices Appendices

Click below to access…

APPENDICES

Environmental Footprint Performance Dashboard

Justice Equity Diversity + Inclusion Performance Dashboard

Health + Well-Being Performance Dashboard

Education + Impact Performance Dashboard

PAGES

Global Presence + Governance Acknowledgements Glossary Organizational Context Stakeholders Scope + Structure Corporate Policies Methodology Resources Roadmaps + Category Data Environmental Footprint Justice, Equity, Diversity + Inclusion Health + Well-being Education + Impact Safety + Resilience

3 4 5 6

7-8 9 10-13 14-15 16 17 18

Performance Dashboards

INTEGRAL | 2021 CORPORATE SOCIAL & ENVIRONMENTAL RESPONSIBILITY (CSER) REPORT APPENDIX

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Introduction

Environmental Footprint

Justice, Equity, Diversity + Inclusion

Health + Well-Being

Education + Impact

Safety + Resilience

Conclusion

Performance Dashboards

Appendices Appendices

2021 CSER Appendix | Global Presence + Governance Integral Group is an interactive global network of engineering and consultancy professionals collaborating under a single deep green umbrella. We are a mission-driven company that strives to be transparent, demonstrating leadership and commitment to social and environmental sustainability. In 2021, we employed ~650 talented and innovative people across Australia, Canada, Serbia, the United Kingdom and USA to work on high performance, future-forward built environment projects across the globe. Integral Group is part of The Dar Group. Company Name*

Office Location

Regions for Reporting Australia

Canada

Europe

United States

London , UK

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Oxford, UK

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Elementa Engineering DPC

New York, NY, USA

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Integral Consulting Engineering

Atlanta, GA, USA

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Austin, TX, USA

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Belgrade, Serbia

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Brisbane, QLD, Australia

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Calgary, AB, Canada

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Edmonton, AB, Canada

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Los Angeles, CA USA

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Melbourne, VIC, Australia

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Oakland, CA, USA

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Richmond, VA, USA

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San Diego, CA, USA

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San Jose, CA, USA

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Seattle, WA, USA

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Sydney, NSW, Australia

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Toronto, ON, Canada

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Vancouver, BC, Canada

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Victoria, BC, Canada

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Washington D.C., USA

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Elementa Consulting

Integral Group

INTEGRAL | 2021 CORPORATE SOCIAL & ENVIRONMENTAL RESPONSIBILITY (CSER) REPORT APPENDIX

Delivering Globally Together The Dar Group is a privately owned international professional services firm, underpinned by specialist brands, dedicated to the planning, design, engineering and project management of facilities, installations and structures that contribute to the sustainable advance of communities worldwide. Dar Group grew out of the ambitions of the Middle East region’s leading design consultancy Dar Al-Handasah, which was founded in 1956 by four engineering professors from the American University of Beirut. In 1986, the Dar Group was created to embark on a mission to build a global portfolio of premium engineering and design brands. OWNERSHIP & LEADERSHIP The Dar Group is owned by 35 shareholders who are working partners of the business leading key regions, services and ensuring connectivity across the Group. Each Dar Group company operates independently under the leadership of its own management and boards. Group strategy, including decisions on acquisitions, is led by its Chairman and CEO.

FAST FACTS Founded: 1956 Group formed: 1986 Headquartered: Dubai Headcount: 18,600 across c.200 offices Global footprint: 58 countries No. of Companies: 14

FOUR PILLARS OF GROWTH Dar Group’s vision is to connect people, places and communities, providing world-class, innovative solutions to the most complex engineering and design needs globally. Its strategy is to complement the current portfolio of premium brands through selective M&A to create a leading global engineering and consulting brand with breadth and scale across all four of its strategic growth pillars:

Integral Group form part of the Dar Group Infrastructure Pillar. PAGE 3

Introduction

Environmental Footprint

Justice, Equity, Diversity + Inclusion

Health + Well-Being

Education + Impact

Safety + Resilience

Conclusion

Performance Dashboards

Appendices Appendices

2021 CSER Appendix | Acknowledgements The CSER Program, including the report, programs, initiatives, and staff engagement events, is only possible through the contributions from so many employees across the firm. Our global team of representatives includes a network of Office Champions, CSER Initiative members, Anti-Racism Task Force members, Employee Resource Group members, Peer Reviewers, Leadership Sponsors, Operational Teams (Finance, People, Marketing, IT and Administration), and a Core CSER Team. Everyone involved provides expertise, effort, passion, and dedication which deserves recognition. Thank you to each person no matter how small or large your contribution.

Alexandra Garcia

Debbie Halifax

Kanika Sharma

Nura Darabi

Andrea Traber

Doug Kerr

Keeley O’Reilly

Paul Jacobsen

Andrew Mather

Emily Codlin

Ken Loh

Patrick Matheson

Andrew Oxley

Eric Solrain

Kevin Hydes

Preethi Santhanam

Anais Engel

Firas Hakim

Lauren Harris

Richard Palmer

Andy Chong

Gwen Welshman

Lisa Kenny

Robin Hawker

Andy Reilman

Hang Fong Lai

Louise Hamot

Roshan John

Anika Bell

Hanna Scott

Louise Wilkinson

Ruju Rathod

We are grateful to all employees who have attended and participated in workshops. Our “One Team, One Dream” mentality is what helps us to reach our ESG goals in the long-and short-term, and every contribution is valued deeply, and shapes who we are.

Awino Hellen Rose Anyango

Harriet Lilley

Marcel Tabor

Russell Coffin

Bill Overturf

Heidi Mathena

Marcus Rochefort

Sharon McGeorge

Breanne Sombol

Hilary Pritchett

Marshall Duer-Balkind

Shane Esmore

#WeAreIntegral

Brenden McEneaney

Jacqui Foskett

Marguerita Chorafa

Sierra Dennis

Brian Goldsmith

Janika McFeely

Marilyn Specht

Silvia Misuraca

Bruno Vahedi

Jared Gow

Marissa Clark

Simon Ebbatson

Calina Ferraro

Jason Nelson

Mark Greig

Simon Umow

Caitlin Stead

Jennie Kim

Mary Casey

Sinead Brady

Cathy Chan

Jessica Derban

Matt Hydes

Stephanie Soper

Chris Doel

Jeremy Field

Matthew Sykes

Stewart Somerville

Chris Piche

Jim Burns

Megan White

Stuart Hood

Clara Bagenal George

Joanne Walledge

Michel Wizenberg

Tania Vasquez

Danilo Ilic

John Bouliane

Michael Murphy

Tom Simpson

David Arnott

Juan Contreras

Mike Godawa

Tonia Douglas

David Barker

Julia Hoffman

Mudit Srivastava

Violeta Stojkovic

Dean Willows

Kaitlin Crisanti

Noah Zallen

Yara Machnouk

INTEGRAL | 2021 CORPORATE SOCIAL & ENVIRONMENTAL RESPONSIBILITY (CSER) REPORT APPENDIX

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Introduction

Environmental Footprint

Justice, Equity, Diversity + Inclusion

2021 CSER Appendix | Glossary

Health + Well-Being

Education + Impact

Safety + Resilience

Conclusion

Agender: Individuals who identify as not having a gender. Some describe themselves as genderless, while others see themselves as gender neutral.

Demigender: Individuals who feel a partial connection to a particular gender identity. Examples of demigender identities include demigirl, and demiboy, and demiandrogyne.

IGES Factors: Institute for Global Environmental Strategies are a publisher of a global list of grid emission factors. This list is used when a regional source cannot be found.

Asexual: A lack of a sexual attraction or desire for other people. One maybe asexual, yet romantically attracted to others.

Department for Business, Energy & Industrial Strategy (DBEIS) Factors: The UK government emission conversion factors for greenhouse gas company reporting.

ILFI: International Living Future Institute

Aromantic: Individuals who experience little or no romantic attraction to others of any gender. One may be aromantic, yet sexually attracted to others. Androgyne/Androgynous: Identifying and/or presenting as neither distinguishably masculine nor feminine. Audit: A formal examination of an organization’s or individual’s processes or financial situation. Baseline: The baseline is the state against which change is measured. A baseline period is the period relative to which anomalies are computed. Bigender: Individuals who experience their gender identity as two genders at the same time or whose gender identity may vary between two genders.

Bisexual: A person emotionally, romantically or sexually attracted to more than one sex, gender or gender identity though not necessarily simultaneously, in the same way or to the same degree. Biophilia: The practice of incorporating nature and natural elements into the built environment. Capstone Project: A multifaceted body of work that serves as a culminating academic and intellectual experience for students. Carbon Intensity: The amount of emissions of carbon dioxide (CO2) released per unit of another variable such as Gross Domestic Product (GDP), output energy use or transport.

eGRID factors: The Emissions & Generation Resource Integrated Database (eGRID) is a comprehensive source of data on the environmental characteristics of almost all-electric power generated in the United States. Employee Resource Groups (ERGs): voluntary, employee-led groups that foster a diverse, inclusive workplace aligned with organizational mission, values, goals, business practices, and objectives. Energy Efficiency: A ratio of service provided to energy input (e.g., lumens to watts in the case of light bulbs). Services provided can include buildings-sector end uses such as lighting, refrigeration, and heating: industrial processes; or vehicle transportation. Unlike conservation, which involves some reduction of service, energy efficiency provides energy reductions without sacrifice of service. May also refer to the use of technology to reduce the energy needed for a given purpose or service.

Invisible Disability: Any physical, emotional or mental impairment which may go largely unnoticed (i.e. anxiety or chronic pain). JUST Label: A voluntary disclosure tool for organizations to help optimize policies that improve social equity and enhance employee engagement. Key Performance Indicator (KPI): a measurable value that demonstrates how effectively a company is achieving key business objectives and/or targets.

Appendices Appendices

REC: Renewable Energy Credit equivalent to one MWh of renewable electricity (wind or solar) . See REGO in the UK market Regenerative Design: a process-oriented whole systems approach to design. The term "regenerative" describes processes that restore, renew or revitalize their own sources of energy and materials. Resilience: The capacity of social, economic and environmental systems to cope with a hazardous event or trend or disturbance, responding or reorganizing in ways that maintain their essential function, identity and structure, while also maintaining the capacity for adaptation, learning and transformation. RTO: An acronym for “Return To Office” which describes the transition of workforce back into the office after the COVID-19 Pandemic where majority of workforce had been working from home (WFH).

LGBTQIA+: Lesbian, Gay, Bisexual, Transgender, Queer and/or Questioning, Intersex, and Asexual and/or Ally

SDGs: 17 Sustainable Development Goals (SDGs) are an urgent call for action by all countries - developed and developing - in a global partnership. They recognize that ending poverty and other deprivations must go hand-in-hand with strategies that improve health and education, reduce inequality, and spur economic growth – all while tackling climate change and working to preserve our oceans and forests.

Energy Use Intensity (EUI): The ratio of energy consumption to floor space.

NABERS Rating: the National Australian Built Environment Rating System, is an initiative by the government of Australia to measure and compare the environmental performance of Australian buildings and tenancies.

Sustainability: A dynamic process that guarantees the persistence of natural and human systems in an equitable manner. Sustainability is a triple bottom line approach = People, Planet, Profit.

Environmental, Social, Governance (ESG): a set of standards for a company’s behavior used by socially conscious investors to screen potential investments.

Net Zero Carbon: Achieved when the amount of CO2 emissions released on an annual basis is zero or negative (or offset).

Transgender: An umbrella term for people whose gender identity and/or expression is different from cultural expectations based on the sex they were assigned at birth. Being transgender does not imply any specific sexual orientation. Therefore, transgender people may identify as straight, gay, lesbian, bisexual, etc. Transgender is not a noun, nor verb and is offensive if used in that manner.

Ethnicity: A personal identification based on ancestry origin, language, and culture. Can also be based on religion, beliefs, and customs.

Circular Economy: A systems solution framework that promotes the elimination of waste and the continual safe use of natural resources

Fitwel: A building rating system to provide guidelines to design and operate healthier buildings. A cheaper alternative to the WELL Building Standard.

Cisgender: A term used to describe a person whose gender identity aligns with those typically associated with the sex assigned to them at birth. (i.e. “Cisman” & “Ciswoman”)

Gay: A person who is emotionally, romantically or sexually attracted to members of the same gender. Commonly used to describe men who are attracted to men.

CO2-equivalent (CO2e, CO2eq) emission: The amount of carbon dioxide (CO2) emission that would cause the same integrated radiative forcing, over a given time horizon, as an emitted amount of a greenhouse gas (GHG) or a mixture of GHGs. The CO2-equivalent emission is calculated by multiplying the emission of a GHG by its Global Warming Potential (GWP) for the given time horizon. For a mix of GHGs it is obtained by summing the CO2-equivalent emissions of each gas.

Gender-fluid: A person who does not identify with a single fixed gender; of or relating to a person having or expressing a fluid or unfixed gender identity.

CSER: Corporate Social & Environmental Responsibility; Integral’s interpretation of Corporate Social Responsibility which has a deeper focus on the environment

Greenhouse gas emissions (GHG): Greenhouse gases are those gaseous constituents of the atmosphere, both natural and anthropogenic, that absorb and emit radiation at specific wavelengths within the spectrum of thermal infrared radiation emitted by the Earth’s surface, the atmosphere itself, and by clouds. This property causes the greenhouse effect. Water vapor (H2O), carbon dioxide (CO2), nitrous oxide (N2O), methane (CH4) and ozone (O3) are the primary greenhouse gases in the Earth’s atmosphere.

Decarbonization: The process by which countries or other entities aim to achieve a low-carbon economy, or by which individuals aim to reduce their consumption of carbon.

Indirect Emissions: Emissions that are a consequence of the activities within well-defined boundaries of, a region, an economic sector, a company or process, but which occur outside the specified boundaries of the activity.

Performance Dashboards

Genderqueer: Genderqueer people typically reject notions of static categories of gender and embrace a fluidity of gender identity and often, sexual orientation. People who identify as “genderqueer” may see themselves as being both male and female, neither male nor female or as falling completely outside these categories.

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Lesbian: A woman who is emotionally, romantically or sexually attracted to other women.

NGA Factors: National Greenhouse Accounts Factors are prepared by the Department of the Environment and Energy and is designed for use by companies and individuals to estimate greenhouse gas emissions Non-Binary: An adjective describing a person who does not identify exclusively as a man or a woman. Non-binary people may identify as being both a man and a woman, somewhere in between, or as falling completely outside these categories. While many also identify as transgender, not all non-binary people do.

Trans-Man: A man who was assigned female at birth. Can be based on gender or sex. Trans-Woman: A woman who was assigned male at birth. Can be based on gender or sex.

Offsets: An investment in an external, carbon positive project which can be purchased to balance out emissions already generated

Underrepresented Group: A group who are fewer in number than the statistical norm for their group in society, such as women.

Pansexual: Describes someone who has the potential for emotional, romantic or sexual attraction to people of any gender though not necessarily simultaneously, in the same way or to the same degree.

Underrepresented Minority Group: persons who identify as Indigenous or as a racial or ethnic minority in their region (as per minorityrights.org)

Passive House (Passive House):

Water Use Intensity (WUI): The ratio of water consumption to floor space.

Personal Gender Pronoun: The pronouns that individuals self-select. Asking an individual for their personal pronouns versus assuming based on appearances can go a long way in allowing someone to self-identify. PESTLE: Political, Economic, Social, Technological, Legal, Environmental Queer: A term people often use to express fluid identities and orientations. Often used interchangeably with “LGBTQ.” Race: A personal identification based on physical/biological attributes, such as skin tone, facial features, hair, etc.

Wellness: An active process of becoming aware of and making choices toward a healthy and fulfilling life. Wellness is more than being free from illness, it is a dynamic process of change and growth. WFH: An acronym for “work from home” which describes work being done remotely, instead of at an office. The acronym “WFH” is used as a nickname for the concept.

WGBC: The World Green Building Council is a global network of Green Building Councils which is transforming the places we live, work, play, heal and learn.

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Introduction

Environmental Footprint

Justice, Equity, Diversity + Inclusion

2021 CSER Appendix | Organizational Context SCOPE + STRUCTURE

This report contains data from January 1, 2021 through December 31, 2021. This is in alignment with Integral’s fiscal year. The data in this report pertains to all offices across all of our regions in 2021.

STAKEHOLDERS

This report is intended to be viewed by Integral’s employees, clients, partners, and others with whom we collaborate. The intention of this report is to inspire employees, to continue to reflect our company values, and to support our goals. We hold annual internal stakeholder engagement sessions each year as part of the CSER program to ensure we stay aligned with changing trends in sustainability and social justice topics, and to create a program that reflects the needs of our people. We hope our clients will gain a better understanding of what makes Integral Group unique and how we are able to continuously strive for innovation and performance in our projects by taking action across all aspects of sustainability.

CSER PERFORMANCE DASHBOARDS

Integral have produced additional online Performance Dashboards to ensure we remain accountable to all our strategic commitments. The dashboards include data that goes beyond that disclosed within this report: • • • •

Environmental Footprint Justice, Equity, Diversity + Inclusion Health + Well-being Education + Impact

Health + Well-Being

Education + Impact

Safety + Resilience

CORPORATE POLICIES

Integral Group operates within a framework of policies, some of which are global and others which are regionally specific. These include: • • • • • • • • • • • • • •

Anti-Bribery & Anti-Corruption (ABC) Charitable Donations Policy Equal Opportunity Environmental Employee Relations Discrimination, Harassment & Retaliation Prevention Domestic Violence Health and Safety Mental Health Paid Parental Leave Political Activities Policy Professional Development and Training Travel Whistle Blower

The following additional policies are available online through our JUST 2.0 Certification: • • • • • • • • • • • • • •

Animal Welfare Charitable Giving + Volunteering Engagement, Full-Time Employment Equitable Purchasing Family/Medical Leave, Training/Education Freedom of Association Gender Pay Equity Healthcare, Retirement Provisions Living Wage Local Communities Pay Scale Equity Physical Health + Wellbeing Positive Products Workplace Diversity + Equity

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Conclusion

Performance Dashboards

Appendices Appendices

METHODOLOGY

Using an outcomes-based approach holds us accountable to our goals and allows us to identify gaps and areas of opportunity to ensure a forward trajectory is maintained in building the future we want to create. This report is based on the data available at the time of publication to measure our environmental, social and governance performance. To improving future tracking and reporting we are continually developing processes for data collection. Where environmental data was not available, we used proxy values based on industry benchmark data as representative of the local region and building type.

For reporting on our carbon emissions, we are currently focused on Scope 1 (direct) and Scope 2 (indirect) building emissions globally, as well as select Scope 3 operational emissions. We collected employee commute data by analysing the results of an annual all staff survey. We collect flight data by reviewing our travel records and expense forms, in addition to working with our regional travel agents. Measuring our Justice, Equity, Diversity + Inclusion (JEDI) performance is done annually through an all staff survey, and uses analysis methodologies recommended by ILFI as part of the JUST 2.0 label requirements, in addition to using data from standard employee records. Data from employee records is provided directly to the CSER team analyst, and the data stored in a private location. Health + Well-being data is obtained partially through our all staff survey. In addition to the survey, data is collected through certification mechanisms in select offices, our JUST 2.0 label, and from our internal CSER tracking mechanisms with the help of our local CSER Office Champions. Education + Impact data is collected through internal tracking mechanisms, as well as the all staff survey, and our JUST 2.0 label. This report has been reviewed for accuracy and validity. The final report was approved by the CEO, and Global Director, People.

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Introduction

Environmental Footprint

Justice, Equity, Diversity + Inclusion

2021 CSER Appendix | Methodology (1 of 2) PEOPLE DATA

Aside from the Gender Distribution analysis, People data was collected based on a series of voluntary all-staff surveys released in 2021. All-staff survey response rates were consistently over 70% so is a statistically significant sample. Employee numbers listed are a snapshot in time based on the staff headcount when the surveys were opened, are based on the number of active employees in the HR system, and are not representative of a Full Time Equivalence (FTE). Corporate employees and regionally allocated employees were assigned to the office they most frequent for the purpose of analysis. Leadership demographics data was collected using a mandatory, targeted survey.

PLANET DATA

Utility Data| Requested from all offices, either from the property manager or from our finance team in the case of direct billing. The quality of this data falls into one of data quality categories of: •

GOOD – unobtainable from the source, therefore regional benchmark data to be applied (i.e. CBECS COM Energy / LEED Water Assumptions);

•

BETTER - Whole Building Metered Data OR Utility Bills - prorated usage by rentable area

•

BEST - Actual Sub-metered usage

Employee Commute | Emissions data has been prorated for transportation based on survey respondents and actual employee counts for December 2021 when the survey was completed. Where employees entered a time for their journey instead of a distance their response was not included in the calculation.

Health + Well-Being

Education + Impact

Safety + Resilience

For the metrics on % of employees using each travel method, the predominant method was chosen per person to calculate the result. Where two methods were equal, the method that theoretically takes the most time was chosen. All offices were reported by assuming the data collected was representative of 250 working days in the year. Waste | No waste data was collected in 2020 or 2021 as COVID-19 restrictions meant that the majority of our locations were using Work From Home (WFH) or hybrid-working model. Business Travel | Corporate travel was split out from regional travel this year to allow us to analyze the environmental cost of our business travel in more detail. Since 2020, data quality has improved as Integral had started using travel agencies that produce a report for all flights booked through them. Where business travel was tracked through the expense records, in most cases the starting and destination airports were recorded in the expense description, which allowed the emissions to be calculated based on air distance travelled, obtained using https://www.airmilescalculator.com/, and the UK Government DBEIS carbon factor for an average flight applied. Where expense records were unclear, The individual who submitted the expense was contacted for additional information in instances when the flight details were missing. If clarity could not be obtained an average distance / $ value was applied to estimate the distance travelled. Fleet Vehicle Emissions| Odometer readings from each vehicle were obtained to capture the mileage over the 2021 year. The vehicles were categorized using SMMT Vehicle data and the appropriate DBEIS carbon emissions factor applied.

Where employees were unable to provide a fuel efficiency for their vehicle, the UK Government DBEIS carbon factor for an average gas/petrol vehicle was applied even if they were not based in the UK where the factor is most relevant due to the difficulty in finding localized carbon factors for vehicles.

INTEGRAL | 2021 CORPORATE SOCIAL & ENVIRONMENTAL RESPONSIBILITY (CSER) REPORT APPENDIX

Conclusion

Performance Dashboards

Appendices Appendices

BASELINES

Baselines are set depending on category or key performance indicator in different ways. Most baselines are set using datasets from specific performance years, when we feel the dataset hit a high enough quality standard. Where no previous baseline data exists, the current year will become the baseline for future years only if the data quality is deemed good enough. Where the data quality is not yet optimal, the baseline will be set from a future year’s data once we hit the data quality target. Baselines have been set or will be set based as follows: PEOPLE DATA Baselines are set using the first dataset which reflects >70% of the workforce. PLANET DATA • Energy and Water - the first year for which there is GOOD data for an office will be the baseline year (see data quality framework on page 9). • Business Travel – 2018 to 2022 data is to be used for comparison only. Strategically, it was intended that 2020 was to be the assigned baseline year, however as the pandemic continues to affect travel significantly, we expect 2023 to be our new target for baseline data. • Employee Commute - 2018 performance (prorated by headcount) is the baseline for most offices. Where new offices opened in 2019, this data is considered to be their baseline. New offices for 2020 and 2021 will not be baselined until 2022, assuming that the pandemic does not continue to affect commuting habits. • Waste - we have set a target to collect baseline data in the 2022 calendar year. • Fleet Vehicles – 2020 has been set as the baseline year.

Electrical Grid Carbon Factors • • • • •

DBEIS - UK Government (UK) eGRID - US Environmental Protection Agency (USA) ES Portfolio Manager Technical Reference Guide (Canada) IGES List - Global Emissions Factor Listing (Serbia) NGA – National Greenhouse Accounts Factors (Australia) PAGE 7

Introduction

Environmental Footprint

Justice, Equity, Diversity + Inclusion

2021 CSER Appendix | Methodology (2 of 2) BENCHMARKING

Benchmarked data ideally comes from third party sources, and does not reflect actual performance of our buildings. Its primary use is to compare our performance to that expected of a similar building, in a similar location. It is also used where actual consumption data was not available for an office. In these cases, standard benchmarking datasets and tools were used to determine typical electric, gas, and water use intensities for office buildings within similar regional zone.

Where benchmarked data is not available for non-utility based KPI’s, we use high quality annual data sets (baseline) normalized for current headcount to create an internal benchmark. This is typical of our Scope 3 measurements such as Employee Commute and Business Flights.

Energy & Water Data | For offices that needed to rely on benchmarking proxy data either:

• Data was collected from pro-rated landlord building data • Data was benchmarked from publicly disclosed data • Data was benchmarked from other published data These methods introduce a margin of error that is difficult to quantify – as the data is not from raw data, nor is it representative of only office use (it includes all common areas and can be particularly problematic for mixeduse buildings - particularly if the other uses have energy-intensive uses, such as hotels, or have industrial uses). It was assumed that the Electrical Grid Carbon Factor sources (listed to the right) were representative of 2020 energy generation. Knowing that not all factors are updated annually, the most current data available was used for all calculations.

Health + Well-Being

Education + Impact

Safety + Resilience

Conclusion

Performance Dashboards

Appendices Appendices

Using building-specific disclosed data means that we are assuming energy consumption is equivalent in all leased areas of that building, and for regional benchmarks, it is assumed that the consumption is equivalent to an average building performance. Whole building utility bills (pro-rated for leasable space) were used for: • Australia: None – all spaces are sub-metered for electricity. No gas • Canada: Edmonton, Vancouver (partial sub-meter available), Victoria • Europe: Belgrade, Oxford (floor-level sub-meters), London (Water, part year) • USA: San Diego, Austin, Washington DC, Richmond

Benchmarking Data Sources • US Department of Energy Commercial Building Energy Consumption Survey (CBECs) 2012 - US and Canada • EIA EUI Median Data; EU Average Non Residential - Serbia • Statistics Canada Survey on Commercial and Institutional Energy Use (SCIEU), 2014 - Canada • BOMA BEST National Green Building Report, 2021 – Canada (water) • Better Buildings Partnership Real Estate Environmental Benchmark, 2020 typical practice Air Conditioned Office – UK (all) + Serbia (water)

• National Australian Built Environment Rating System (NABERS) - Whole Building Office Data Report 2020-2021 - Australia

Publicly disclosed, or benchmark data had to be used for: • Calgary – 5th Avenue office Leased Area consumption (2 months) was calculated from the Canadian Median EUI for offices (SCIEU 2014) for gas and electricity. Water consumption was benchmarked using the 2021 BOMA National Green Buildings Report data • Los Angeles – Data disclosed through the California Building Energy Benchmarking Program (Data Year 2020) was prorated • New York - NY City Energy and Water Data Disclosure (Data Year 2020) was prorated • Brisbane, Melbourne, Sydney Offices - base-building water consumption data was calculated from the NABERS disclosure where available, and the NABERS regional median from the 2020-21 Annual Report where is was not.

INTEGRAL | 2021 CORPORATE SOCIAL & ENVIRONMENTAL RESPONSIBILITY (CSER) REPORT APPENDIX

“You never change things by fighting the existing reality. To change something, build a new model that makes the existing model obsolete.” - Buckminster Fuller

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Introduction

Environmental Footprint

Justice, Equity, Diversity + Inclusion

Health + Well-Being

Education + Impact

Safety + Resilience

Conclusion

Performance Dashboards

Appendices Appendices

2021 CSER Appendix | Resources ENVIRONMENTAL FOOTPRINT

JEDI DATA

CENSUS DATA

Better Buildings Partnership Real Estate Environmental Benchmarks

McKinsey + Company, Delivering through Diversity report

Beyond Buildings Report

Harvard Implicit Bias/Association Test

.idcommunity – the population experts, Australia Community Profile, Greater Brisbane Ancestry

BOMA National Green Building Report 2021

The Standing United Project, by Jenae Butler

ENERGY STAR Portfolio Manager

National Museum of African American History + Culture and Smithsonian, Talking About Race

MEP 2040 Challenge NABERS Annual Report 2020-21 Oxford Principles for Net Zero Aligned Carbon Offsetting Radiant Whole Life Carbon Study United States Office of Energy Efficiency & Renewable Energy, Commercial Reference Buildings World Green Building Council (WGBC), The Net Zero Carbon Buildings Commitment WGBC: Advancing Net Zero WGBC: Case Study Library World Resource Institute (WRI), The Greenhouse Gas Protocol for the U.S. Public Sector Zero Carbon Implementation Plan

HEALTH + WELL-BEING

Mashable, 6 ways to be antiracist because being ‘not racist’ isn’t enough, by Rebecca Ruiz CNBC make it, What it really looks like to lead an anti-racist organization, by Jennifer Liu BlackSpace Manifesto Simon Fraser University, Beyond Inclusion: Equity in Public Engagement guide

Office for National Statistics (UK), 2011 Census Analysis, Oxford Local Authority Office for National Statistics (UK), 2011 Census Analysis, London Region

Statistics Canada, 2016 Census, Calgary Census Metropolitan Area Statistics Canada, 2016 Census, Edmonton Census Metropolitan Area Statistics Canada, 2016 Census, Toronto Census Metropolitan Area Statistics Canada, 2016 Census, Vancouver Census Metropolitan Area

Minority-rights.org

Statistics Canada, 2016 Census, Victoria Census Metropolitan Area

M.I.T Living Wage Calculator

Statistical Office of the Republic of Serbia, Population by ethnicity, age and sex by municipalities and cities - Belgrade

Native-Land.ca Stanford University Gendered Innovations Project

Anti-Racism Task Force Action Plan

Fitwel JUST Label – International Living Future Institute

Reconciliation Australia – Reconciliation Action Plans

UC Davis Student Health and Counseling Services Dimensions of Wellness

LGBTQIA+

WGBC: Better Places for Better People

.idcommunity – the population experts, Australia Community Profile, Greater Sydney Ancestry

Disabled World

Canadian Council for Aboriginal Business – Progressive Aboriginal Relations (PAR) Program

WGBC: Health + Wellbeing Framework

.idcommunity – the population experts, Australia Community Profile, Greater Melbourne Ancestry

United States Census Bureau, Race and Ethnicity by state: California, Georgia, Texas, Virginia, Washington, Washington DC

OTHER United Nations Sustainable Development Goals (SDGs)

GLAAD, Tips for Allies of Transgender People Human Rights Campaign Out & Equal Workplace Advocates Out & Equal Workplace Advocates, Allies Tips for the Workplace Stonewall: Creating Inclusive Workplaces Stonewall: The Sustainable Development Goals and LGBT Inclusion UMASS. LGBTQIA+ Terminology

INTEGRAL | 2021 CORPORATE SOCIAL & ENVIRONMENTAL RESPONSIBILITY (CSER) REPORT APPENDIX

PAGE 9

Introduction

Environmental Footprint

Justice, Equity, Diversity + Inclusion

Health + Well-Being

Education + Impact

Safety + Resilience

Conclusion

Performance Dashboards

Appendices Appendices

Environmental Footprint | Decarbonization Roadmap Global Performance Desired Outcomes

Zero Carbon Operations (energy, commute, flights, waste)

Resource Reduction as part of a responsible purchasing that ultimately support a Circular Economy

Delta (+/-)

Global Targets

UN SDGs

Key Performance Indicators (KPIs)

Unit of Measurement

2018

2019

2020

2021

Progress since baseline

2025 NEXT

2030 FUTURE

11.6 and 12.2

Total combined gas and electricity emissions* per person (pre-offset)

Kg CO2e

830.1

885.5

949.1

830.4

+0.1%

20% Reduction

30% Reduction

3.9 and 11.2

Total employee commute emissions per person

Kg CO2e

735.6

956.6

837.0

130.8

-86.3%

20% Reduction

30% Reduction

3.9 and 11.6

Total emissions* from fleet vehicles

Kg CO2e

Not measured

2240.5

4573.0

+104.1%

100% Offset

10% Reduction from 2025

3.9 and 11.6

Total flight emissions per person

Kg CO2e

1,033.0

1,251.5

286.2

185.0

-85.2%

100% Offset

10% Reduction from 2025

Not measured

No baseline set

Set Audit Process, Baseline + 25% Reduction

50% Reduction

12.3, 12.3 and 12.5

Total waste emissions per person

Kg CO2e

14.0

4.6

Not measured

11.6 and 12.2

Total emissions for waste, energy*, flights, fleet vehicles and employee commute per person (pre-offset)

t CO2e

2.6

3.0

2.1

1.2

-44.8%

20% Reduction

30% Reduction

7.3

Average energy use intensity (EUI) (normalized averages to m2)

kWh / m2

262.8

173.8

152.8

150.5

-13.4%

20% Reduction

30% Reduction

7.3

Total energy consumption per person

kWh

2318.9

2604.0

2532.9

2860.0

+9.8%

20% Reduction

30% Reduction

6.4 and 12.2

Total water consumption per person

13.2

12.20

11.9

9.6

-27.2%

20% Reduction

30% Reduction

* Emissions have been fully offset through onsite energy generation, switching some offices to green power, and the purchase of Renewable Energy Credits (RECs) and Carbon Offsets.

INTEGRAL | 2021 CORPORATE SOCIAL & ENVIRONMENTAL RESPONSIBILITY (CSER) REPORT APPENDIX

PAGE 10

Introduction

Environmental Footprint

Justice, Equity, Diversity + Inclusion

Health + Well-Being

Education + Impact

Performance Dashboards

Conclusion

Safety + Resilience

Appendices Appendices

New York WeWork (NY)

Oakland, CA (OAK)

Oxford (OX) - Milton Park

San Diego (SD)

Toronto (TOR)

Vancouver (VAN) - Floor 1

Vancouver (VAN) - Floor 2

Victoria (VIC)

N/A

BETTER

BEST

BETTER

N/A

BETTER

N/A

BETTER

N/A

BEST

N/A

BEST

BETTER

GOOD

BEST

BETTER

BEST

BETTER BETTER BETTER BETTER

N/A

BETTER BETTER

GOOD

BETTER

GOOD

BETTER

BEST

Washington DC (DC)

Melbourne (MEL)

BETTER

N/A

Leonards

London (LON)

GOOD

N/A

Sydney (SYD) - St

Los Angeles (LA)

N/A

Street

Brisbane (BNE)

N/A

Sydney IG (SYD) - Spring

Belgrade (BEL)

N/A

Edmonton (EDM)

Austin (ATX)

N/A

Calgary (CAL)

Atlanta (ATL)

2021 Data Quality Performance

BETTER

Rating

Our data quality is categorized using a “Good, Better, Best” framework to delineate the relative accuracy of data sets per office – details are described on the key below. Our goal is to achieve “Best” data quality for all datapoints by 2030.

Global Performance

This table summarizes our data quality targets per the World Resource Institute (WRI) emissions scopes.

2021

Environmental Footprint | Data Quality

SCOPE 1 - Direct A

Company Facilitis - Gas

Gas

Company Fleet Vehicles

Fleet Vehicle

BETTER BETTER

SCOPE 2 - Indirect C (1)

Purchased indirect Utilities (Electricity,

Electricity

BETTER

BEST

C (1)*

District Steam*, Heating & Cooling for

District Steam*

BETTER

N/A

BETTER BETTER

C (2)

Own Operations Use; Water)

Water

BETTER BETTER BETTER BETTER

N/A

GOOD

BETTER BETTER

BETTER BETTER N/A

N/A

BETTER BETTER BETTER

GOOD

N/A

BETTER BETTER BETTER BETTER BETTER

SCOPE 3 - Indirect Upstream D

Purchased Goods and Services

Capital Goods

Office Supplies

BEST

N/A

BETTER

Fuel & Energy activities (not included in F

Scopes 1+2)

Upstream transportation and distribution

Waste Generated in Operations

Waste

Business Travel

BEST

Employee Commuting

BEST

N/A

Not Applicable to our Business

Not Reported at this time (Data points not available currently)

GOOD

Benchmarking Data (i.e. CBECS COM Energy / LEED Water Assumptions); preliminary data collection efforts which could use improvement (waste, flights, commute)

BETTER

Whole Building Metered Data OR Utility Bills - prorated usage by rentable area; better data quality, improvements made (waste, flights, commute)

BEST

Actual Sub-metered usage; great data quality, confident in accuracy (waste, flights, commute)

INTEGRAL | 2021 CORPORATE SOCIAL & ENVIRONMENTAL RESPONSIBILITY (CSER) REPORT APPENDIX

PAGE 11

Introduction

Environmental Footprint

Justice, Equity, Diversity + Inclusion

Health + Well-Being

Education + Impact

Safety + Resilience

Conclusion

Performance Dashboards

Appendices Appendices

Environmental Footprint | Emissions Profile This graph represents the 2021 greenhouse gas (GHG) emissions per category by region, based on collected utility data where available, and using benchmarking standards where actual data was not available.

GHG Emissions in KgCO2e by Region (Average Headcount)

800,000

Offset emissions Electricity Steam

700,000

Gas

600,000

Employee Commute Business Travel

500,000 Fleet Vehicles

400,000

300,000

200,000

100,000

0 Benchmark

2021 Performance

Australia (97)

Benchmark

2021 Performance

Canada (252)

INTEGRAL | 2021 CORPORATE SOCIAL & ENVIRONMENTAL RESPONSIBILITY (CSER) REPORT APPENDIX

Benchmark

2021 Performance

Europe (107)

Benchmark

2021 Performance

USA (109)

Benchmark

2021 Performance

Corporate (84)

PAGE 12

Introduction

Environmental Footprint

Justice, Equity, Diversity + Inclusion

Health + Well-Being

Education + Impact

Safety + Resilience

Environmental Footprint | Offset Strategy

Conclusion

Performance Dashboards

Appendices Appendices

What Makes a Good Quality Offset?

SCOPE 1

SCOPE 2

Direct emissions Indirect emissions Company-owned Company-used electricity buildings and equipment and energy generation

2021 Scope 1, Gas + Fleet Vehicles Scope 2, Electricity + District Steam

SCOPE 3 Part I

Other indirect emissions Supply chain, employee travel and embodied carbon

2025 All 2021 Offsets PLUS: Scope 3, Employee Commute + Business Travel

SCOPE 3 Part II

Other indirect emissions Supply chain, employee travel and embodied carbon

2030 All 2025 Offsets PLUS: Scope 3, Operational Waste + Water

Updated guidance has been provided by the WorldGBC which requires that offsets are to be consistent with the Oxford Principles for Net Zero Aligned Carbon Offsetting:

• Verifiability • • •

• Additionality •

HEIRARCHY OF GREEN POWER PURCHASING OPTIONS:

Onsite green power generation is ideal. There are two primary sources of onsite green power generation: solar photovoltaic (PV) panels and small wind turbines. In most cases, the energy generated onsite will not be sufficient to provide for the building’s total demand. Net-metered energy from the grid is the best way to supplement onsite energy generation. This method includes electricity provision through a direct line (i.e., no grid transfers) or a microgrid or district system. When onsite green power generation is not feasible, building operators can partner with certified green power providers. Ideally, the green power purchased should be local and not counted for any other entity. The order of preference for green power is: •

Direct procurement from offsite grid-connected generators via a direct procurement contract or power purchase agreement (PPA);

•

Contract with green electricity suppliers to match the electricity consumed by the building/entity within the grid;

•

Purchase unbundled energy attribute certificates (e.g. RECs, Guarantees of Origin, or I-RECs) and verified carbon offsets.

Look at onsite renewable energy.

Obtain a Direct-line 100% renewable electricity provision (i.e. no grid transfers prior to use).

Directly procure electricity from offsite grid-connected generators via a direct procurement contract or Power Purchase Agreement (PPA).

Purchase local Green Power which is both local and certified from a third-party certified provider billing.

Purchase Renewable Energy Credits (RECs) (North America), Guarantees of Origin (Europe), or I-RECs (other regions) and other.

Purchase verified carbon Offsets from a third-party certified provider.

INTEGRAL | 2021 CORPORATE SOCIAL & ENVIRONMENTAL RESPONSIBILITY (CSER) REPORT APPENDIX

Confidence that the project will yield the expected result. i.e. 1 tonne purchased = 1 tonne offset. Certified by a trusted verification body. Ensuring that the project being sponsored would not have happened without the purchase of the credit.

• Social Impact • •

Projects that supports environmental justice. Often, the dirtiest grids are located in the poorest areas. Investments in green energy in these areas can reduce air pollution and provide employment for marginalized groups.

• Shift to Carbon Removal Offsetting •

Actively sequester carbon dioxide from the atmosphere to decrease atmospheric CO2.

• Permanence

• Long-lasting solution reduce the risk of reintroducing the captured carbon into the atmosphere.

PAGE 13

Introduction

Environmental Footprint

Justice, Equity, Diversity + Inclusion

Health + Well-Being

Education + Impact

Safety + Resilience

Conclusion

Performance Dashboards

Appendices Appendices

Justice, Equity, Diversity + Inclusion Roadmap (page 1 of 2) Global Performance Desired Outcomes

Integral strives to achieve pay equity across all position classifications, including intersections of gender, race/ ethnicity.

Integral is a safe and inclusive workplace where staff feel that they can show up, are celebrated and supported as their authentic selves.

Key Performance Indicators (KPIs)

Unit of Measurement

Gender pay equity evaluation

Just Label Score (out of 4)

Pay scale equity

Just Label Score (out of 4)

4.5 and 5.c

Gender distribution of all staff

5.5

Delta (+/-)

Global Targets

2021

Progress since baseline

2025 NEXT

2030 FUTURE

Level 2

No change

Level 3

Level 4

+1 Level

Level 4

32.3%

34.5%

+1.6%

45%

50%

Noncertification year

Level 1

+1 Level

Level 2

Level 3

28.9%

25.4%

26.9%

29.1%

+ 0.2%

40%

50%

% of total staff

7.3%

8.5%

7.8%

7.1%

- 0.2%

Evaluate data + create strategy

TBD

Gender identity representation

To Be Determined (TBD)

Data Collected

n/a

Evaluate data + create strategy

TBD

10.2

% of workforce made up of underrepresented groups*

Process Determined

47.6%

50.7%

59.6%

+12.0%

60%

70%

10.2

% of workforce made up of underrepresented minority groups

not collected

collected, not analyzed

20.8%

33.7%

+ 12.9%

25%

30%

5.1 and 10.2

% complete on unconscious bias training

% of staff

not collected not collected

95%

87%

-8%

100%

10.2, 16.7 and 16.b

Inclusion Just label score

Just Label Score (out of 4)

n/a

Level 2

Level 3

Ethnic diversity

Just Label Score (out of 4)

Noncertification year Noncertification year

Level 1

10.3

Noncertification year NonLevel 2 (2017 certification certification) year

Level 1

-1 Level

Level 2

Level 3

UN SDGs

2018

2019

2020

Level 2 (2017 certification) Level 3 (2017 certification)

Noncertification year Noncertification year

% Female

32.9%

32.0%

Gender diversity

Just Label Score (out of 4)

Level 0 (2017 certification)

5.c

Gender distribution of all technical staff

% Female

1.3, 1.4, 4.1, 4.7, 16.3

Sexual orientation representation

1.3, 1.4, 4.1, 4.7, 16.3

5.1, 5.a and 8.5

not part of Just label

*Underrepresented groups include the following groups; underrepresented minority groups, women, LGBTQIA+, persons with disabilities, active military and veterans.

INTEGRAL | 2021 CORPORATE SOCIAL & ENVIRONMENTAL RESPONSIBILITY (CSER) REPORT APPENDIX

PAGE 14

Introduction

Environmental Footprint

Justice, Equity, Diversity + Inclusion

Health + Well-Being

Education + Impact

Safety + Resilience

Conclusion

Performance Dashboards

Appendices Appendices

Justice, Equity, Diversity + Inclusion Roadmap (page 2 of 2) Global Performance Desired Outcomes

Integral's leadership includes representation from underrepresented and minority groups, which reflect the local communities in which we work, including active mentorship within the organization to create pathways for mobility.

UN SDGs

Global Targets

Key Performance Indicators (KPIs)

Unit of Measurement

2018

2019

2020

2021

Progress since baseline

2025 NEXT

2030 FUTURE

Gender distribution of Associates

% Female

34.8%

24.4%

17.8%

17.6%

-17.2%

40%

50%

Gender distribution of Associate Principals

% Female

10.0%

19.1%

20.5%

24.4%

+14.4%

35%

50%

Gender distribution of Principals

% Female

4.9%

15.9%

14.0%

20.0%

+15.1%

30%

50%

Gender distribution of Office Leadership

% Female

9.1%

11.8%

22.2%

20.0%

+10.9%

30%

50%

Gender distribution of Senior Management

% Female

28.6%

23.1%

14.3%

18.8%

-9.9%

30%

50%

5.5 and 16.7

10.2 and 16.7

Integral is committed to social equity which is reflected through our partnerships and projects. We are recognized as a leader within the AEC industry as a Deep Green + Equitable Engineering firm.

Delta (+/-)

10.2

% of leadership made up of underrepresented groups*

% not collected not collected underrepresented

35.3%

46.4%

+11.1%

50%

60%

% of leadership made up of underrepresented minority groups

% underrepresented not collected not collected minority

2.9%

10.7%

+7.8%

15%

20%

% of IG awards submissions that positively % JEDI submissions not collected not collected represent JEDI category

7.8%

7.4%

-0.4%

10%

25%

*Underrepresented groups include the following groups; underrepresented minority groups, women, LGBTQIA+, persons with disabilities, active military and veterans. INTEGRAL | 2021 CORPORATE SOCIAL & ENVIRONMENTAL RESPONSIBILITY (CSER) REPORT APPENDIX

PAGE 15

Introduction

Environmental Footprint

Justice, Equity, Diversity + Inclusion

Health + Well-Being

Education + Impact

Safety + Resilience

Conclusion

Performance Dashboards

Appendices Appendices

Health + Well-being Roadmap Global Performance Desired Outcomes

UN SDGs

Key Performance Indicators (KPIs)

Unit of Measurement

Integral is recognized as an organization on the global list of "best places to work"

Employee engagement

Integral provides superior offices and work environments (WFH, remote) that support our people that improves productivity and cognitive function. A culture that celebrates connection with self, others, the communities in which we work, achievements, and nature. Our benefits and activities around health + well-being within the organisation support and encourage employees to make positive progress in their physical, emotional, mental well-being in all aspects of their lives.

Delta (+/-)

Global Targets

2018

2019

2020

2021

Progress since baseline

2025 NEXT

2030 FUTURE

Just Label Score (out of 4)

Level 2 (2017 certification)

Noncertification year

Level 4

+2 Levels

Level 4

Average work station satisfaction (e.g. desk, seat)

Average Score of 7 Questions (out of 10)

7.7

7.5

7.3

Data not collected*

-0.37**

5% Improvement (8.09)

10% Improvement (8.47)

Average workplace environment satisfaction (e.g. office as a whole)

Average Score of 8 Questions (out of 10)

7.5

7.4

7.2

Data not collected*

-0.27**

5% Improvement (7.84)

10% Improvement (8.20)

Recognition for achievements

All-staff survey Score (out of 10)

7.8

Baseline set

Evaluate data + create strategy, assign targets

TBD

16.7

Manager incorporates feedback (all-staff survey)

All-staff survey Score (out of 10)

7.7

7.9

+0.2

8.00

8.20

3.4

Physical health

Just Label Score (out of 4)

Level 2

Baseline set

Level 3

Level 4

3.4

Well-being

Just Label Score (out of 4)

Level 2

Baseline set

Level 3

Level 4

* Due to the COVID-19 pandemic, most locations implemented a working from home (WFH) strategy, so questions about office comfort were removed from the all-staff survey. ** Progress to 2020 from baseline

INTEGRAL | 2021 CORPORATE SOCIAL & ENVIRONMENTAL RESPONSIBILITY (CSER) REPORT APPENDIX

PAGE 16

Introduction

Environmental Footprint

Justice, Equity, Diversity + Inclusion

Health + Well-Being

Education + Impact

Safety + Resilience

Conclusion

Performance Dashboards

Appendices Appendices

Education + Impact Roadmap Global Performance Desired Outcomes Integral commits to probono projects and volunteer activities that assist our communities to lift themselves up, with a focus on those who are systemically underresourced.” Integral actively supports educational organizations to build a talent pipeline that that bolsters our JEDI goals and works towards achieving demographic parity through community outreach and charitable giving (eg, National Society of Black Engineers, Society of Women Engineer, girlswhoengineer.com, etc). All employees have access to mentors and are provided resources to support their professional and personal development.

Key Performance Indicators (KPIs)

Unit of Measurement

% utilization of company supported volunteer hours (Integral Gives)

% utilization

Community volunteering

Just Label Score (out of 4)

Charitable giving

UN SDGs

Delta (+/-)

Global Targets

2021

Progress since baseline

2025 NEXT

2030 FUTURE

Program in Program in Program in development development development

18.5%

25%

30%

not part of Just label

Noncertification year

Level 1

Baseline set

Level 2

Just Label Score (out of 4)

not part of Just label

Noncertification year

Level 2

Baseline set

Level 3

Level 4

Utilization rate of annual professional development funds (%)

% utilization

Tracking process in development

38.6%

56.8%

+18.2%

50%

80%

Training + education

Just Label Score (out of 4)

not part of Just label

Noncertification year

Level 2

Baseline set

Level 3

Level 4

2018

2019

2020

17.7

INTEGRAL | 2021 CORPORATE SOCIAL & ENVIRONMENTAL RESPONSIBILITY (CSER) REPORT APPENDIX

PAGE 17

Introduction

Environmental Footprint

Justice, Equity, Diversity + Inclusion

Health + Well-Being

Education + Impact

Safety + Resilience

Conclusion

Performance Dashboards

Appendices Appendices

Safety + Resilience Roadmap Global Performance Desired Outcomes

Our people feel confident that they are coming to a safe place to work.

Integral's operational processes are flexible and agile in order to sustain across changing times (PESTLE) allowing us to continue our mission of making positive impact on the planet. Integral is recognized and respected as an Ethical & Responsible Business and is sought after as a partner of choice within the industry.

Delta (+/-)

Global Targets

UN SDGs

Key Performance Indicators (KPIs)

Unit of Measurement

2018

2019

2020

2021

Progress since baseline

2025 NEXT

2030 FUTURE

Total work days lost to incidents

# of days

n/a

-1

Average number of days lost to incidents (per person)

# days per person

n/a

0.002

0.001

-17%

Average employees safety score

All-staff survey Score (out of 10)

n/a

Under Development

7.5

Baseline set

Evaluate data + create strategy, assign targets

TBD

13.1

% of offices with formalized Emergency Response Plans (ERP)

% offices

n/a

Not Recorded

52.6%

Baseline set

70%

100%

16.5

ABC training % complete

% complete

n/a

98%

87%

-9%

100%

10.1

Living wage

Just Label Score (out of 4)

Level 1 (2017)

Noncertification year

Level 3

+2 Levels

Level 3 Minimum

INTEGRAL | 2021 CORPORATE SOCIAL & ENVIRONMENTAL RESPONSIBILITY (CSER) REPORT APPENDIX

PAGE 18

Introduction

Environmental Footprint

Justice, Equity, Diversity + Inclusion

Health + Well-Being

INTEGRAL | 2021 CORPORATE SOCIAL & ENVIRONMENTAL RESPONSIBILITY (CSER) REPORT APPENDIX

Education + Impact

Safety + Resilience

Conclusion

Performance Dashboards

Appendices Appendices

PAGE 19