The Belief Driven Employee

Special Report: The Belief-Driven Employee

2021 Edelman Trust Barometer Spring Update: A World in Trauma A CRITICAL ROLE FOR EMPLOYERS MY EMPLOYER MOST TRUSTED INSTITUTION EMPLOYER MEDIA MOST BELIEVABLE Percent trust Percent who believe information from each automatically, Distrust Neutral Trust or after seeing it twice or less 77 62 58 59 56 51 54 53 35 My Business NGOs Government Media My National Media reports, My employer employer government named source social media 2021 Edelman Trust Barometer Spring Update: A World in Trauma. TRU_INS. Below is a list of institutions. For each one, please indicate how much you trust that institution to do what is right. 9-point scale; top 4 box, trust.“Your employer” asked among those who are employed (Q43/1). HEAR_TIME1. When you see a new piece of information or a news story in each of the following information sources, how many times do you need to see it or hear it repeated in that same type of information source before you believe it is really true? Question asked of half of the sample. “Once or twice” is a sum of codes 2 and 3. General population, 14- mkt avg. “Employer communications” only asked of those who are an employee (Q43/1). 2

2021 Edelman Trust Barometer Spring Update: A World in Trauma EMPLOYEES NOW MOST IMPORTANT STAKEHOLDER Percent who ranked each group as most important to a company achieving long-term success Pre-pandemic (Jan 2020) May 2021 Customers/clients 40 Employees 40 Employees 37 Customers/clients 34 Communities where 12 Communities where 14 they operate they operate Shareholders 12 Shareholders 12 2021 Edelman Trust Barometer Spring Update: A World in Trauma. PPL_RNK. Please rank the following four groups of people in terms of their importance to a company achieving long-term success. Give the most important group a rank of 1 and the least important a rank of 4. Question asked of half of the sample. General population, 14-mkt avg. 3

2021 Edelman Trust Barometer Special Report: The Belief-Driven 7-market online survey Employee • 7,000 employees (1,000 per market) • Brazil, China, Germany, India, Japan, UK and U.S. • The sample was weighted to be representative of employee demographics across age, gender and region, using a historical analysis of previous Trust Barometer data Timing of Fieldwork: August 3 –August 12, 2021 All data in this report is a subset of the employee sample collected – looking at those employed at an organization or corporation Margin of error – reported sample: • 7-market global data margin of error: +/- 1.2% (n=6,446) • Market-specific data margin of error: +/- 3.1% to 3.4% (n=min 842, varies by market) 4

ANXIETY ABOUT JOB LOSS REMAINS HIGH Percent who worry I worry about losing my job I worry that the pandemic will accelerate the due to one or more of these causes rate at which companies move to replace human workers with AI and robots Looming recession Lack of training/skills Freelance/gig economy Automation Cheaper foreign competitors International conflicts Jobs moved to other countries Immigrants who work for less (net) -3 pts Change, 78%Jan 2020 to 49% Aug 2021 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. POP_EMO. Some people say they worry about many things while others say they have few concerns. We are interested in what you worry about. Specifically, how much do you worry about each of the following? 9-point scale; top 4 box, worried. Question asked of half of the sample. SOC_AGR. Please indicate how much you agree or disagree with the following statements. 9-point scale; top 4 box, agree. Question asked of half of the sample. 7-mkt. avg. All data is filtered to be among employees who work for an organization or corporation (Q43/1). “Losing my job” is a net of attributes 1-5, 22-24 at POP_EMO. 5

EMPLOYER TRUST ADVANTAGE AT RECORD HIGHS Percent trust, among employees Distrust Neutral Trust (1-49) (50-59) (60-100) Record high 79 78 79 78 My employer 75 Difference, 12pts employer trust 17pts 18pts vs. Trust Index 66 62 63 60 60 Trust Index Business 67 (avg. trust in institutions) NGOs 60 Government 56 Media 55 Jan 2020 May 2020 Jan 2021 May 2021 Aug 2021 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. The Trust Index is the average percent trust in NGOs, business, government and media. TRU_INS. Below is a list of institutions. For each one, please indicate how much you trust that institution to do what is right. 9-point scale; top 4 box, trust. “Your employer” asked among those who are employed (Q43/1).7-mkt avg. All data is filtered to be among employees who work for an organization or corporation (Q43/1). 6

PANDEMIC RAISES STAKES FOR EMPLOYER TRUST

PANDEMIC ACCELERATES POWER SHIFT TO EMPLOYEES 60 64 61 61 59 59 Which do you 53 53 agree with more? Compared to before the pandemic, our employees have more power and leverage when it 60% comes to creating change within our organization or Men Women Age Age Age Low Middle High our employees have lesspower 18-34 35-54 55+ income income income and leverage 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. EMP_CHOICE3. You are about to see a series of two choices. We want you to choose the one that best describes your perceptions of your workplace. Question asked of those who are an employee or run their own business (Q43/1 or 3). 7-mkt avg., and by demographics. All data is filtered to be among employees who work for an organization or corporation (Q43/1). 8

JOB SEEKERS ARE RAISING THE BAR Average percent who say each is a strong expectation or a deal breaker when considering a job - 0 + Change, Jan 2019 to Aug 2021 I have higher expectations for a prospective employer than I did Markets 88 83 81 78 three years ago 74 69 61 +9 +5 +6 +4 +5 +7 +4 India China Brazil U.S. UK Germany Japan Gender | Age | Income Average, global 7 76 76 79 76 71 71 76 80 +5 pts Change, +4 +6 +5 +5 +3 +5 +5 +3 76%Jan 2019 to Men Women 18-34 35-54 55+ Low Middle High Aug 2021 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. EMP_IMP. When considering an organization as a potential place of employment, how important is each of the following to you in deciding whether or not you would accept a job offer there? Please indicate your answer to each item using the scale below. 3-point scale; top 2 box, important. 7-mkt avg., and by demographics. Data is an average across all 17 attributes. All data is filtered to be among employees who work for an organization or corporation (Q43/1). 9

1 IN 5 QUITTING THEIR JOBS Percent who say they have left their job in the last six months, or plan to do so in the next six months I plan to or have done one of these within the last or next six months Markets 28 25 24 20 16 Quit my current job and look for or start a new one 15 11 Quit my current job to start my own business Retireand stop working India UK U.S. Germany China Brazil Japan Global 7 Gender | Age | Income 20 25 25 20 19 17 19 18 Highest turnover for younger, low income 20%(net) Men Women 18-34 35-54 55+ Low Middle High 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. JOB_ATT. Which of the following best describes your job situation? 7-mkt avg., and by demographics. All data is filtered to be among employees who work for an organization or corporation (Q43/1). “I plan to or have done one of these within the last or next six months” is a net of attributes 2, 3, 4, and 6. 10

BURNOUT NOW A BOTTOM-LINE ISSUE Percent who say During the pandemic, I have My employer is not doing well on increased my value to my taking the issue of employee employer by taking on more work burnout seriously and actively and responsibility taking steps to prevent it Among those who feel 62% 43%that their employer isn’t addressing burnout, 25% have quit, or will quit their job in the next six months 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. EMP_ENG. Thinking about your current employer, to what extent do you agree with the following statements? 9-point scale; top 4 box, agree. Question asked of those who are an employee (Q43/1). PER_EMP. How well do you believe your employer is currently doing each of the following? Please indicate your answer using the 5-point scale below. 5- point scale; bottom 3 box, not doing well. Question asked of those who are an employee (Q43/1). 7-mkt avg. JOB_ATT. Which of the following best describes your job situation? Net of attributes 2, 3, 4, and 6. 7-mkt avg, among those who said their employer is not doing well at taking burnout seriously (PER_EMP bottom 3 box). All data is filtered to be among employees who work for an organization or corporation (Q43/1). 11

THOSE LEAVING WANT SHARED VALUES AND BETTER LIFESTYLE FIT, MORE THAN HIGHER PAY Percent of those who are currently changing jobs who say each is a reason why they are leaving/looking to leave Better fit with Better fit Better compensation my values for my lifestyle or career advancement least likely to be a reason 59% 50% 31%for leaving Net agreement, Want a job that’s more personally fulfilling Want better work-life balance Looking to earn more money or get in rank order better benefits Want to go where they feel more valued Want a job less likely to lead to burnout Looking to move up and advance Want something entirely new My employer requiring that I return my career Want more continuous learning to an office Want a safer workplace Want a more socially engaged organization Too difficult or unsafe to work in the Want a more inclusive culture country where I was/am employed 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. ATT_WHY. Which of the following best describe the specific reasons why you have left, or are looking to leave, your current job? Pick up to three. Question asked among those who have or plan to alter their current employment situation (JOB_ATT/2-4;6). 7-mkt avg. “Better fit my values” is a net of attributes 4, 7, 8, 10, 11, 17; “Better fit for my lifestyle” is a net of attributes 3, 5, 6, 15, 18; “Better compensation or career advancement” is a net of attributes 1 and 2. All data is filtered to be among employees who work for an organization or corporation (Q43/1). 12

EMPLOYEES NOW POWERED BY BELIEFS

ALL JOB EXPECTATIONS RISE; 7 IN 10 EXPECT OPPORTUNITIES FOR SOCIAL IMPACT Average percent who say each is a strong expectation or a deal breaker when considering a job - 0 + Change, Jan 2019 to Aug 2021 Career advancement Personal empowerment Social impact 82% +4 77% +5 71% +5 Average Competitive wages Regular, truthful communication Business reflects my values agreement, in rank order Valuable work experiences and training Easy for employees to give input Has a greater purpose Opportunities to move up Include employees in the planning process Meaningful work that shapes society CEO embodies the values of the organization Opportunities to address social problems Employees reflect customer diversity Would stop engaging in specific business practices if employees objected Will not promote those who do not live up to CEO addresses controversial issues I care about company values 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. EMP_IMP. When considering an organization as a potential place of employment, how important is each of the following to you in deciding whether or not you would accept a job offer there? Please indicate your answer to each item using the scale below. 3-point scale; top 2 box, important.7-mkt avg. “Career advancement” is an average of attributes 1-4; “Personal empowerment” is an average of attributes 5-11; “Social impact” is an average of attributes 12-17. All data is filtered to be among employees who work for an organization or corporation (Q43/1). 14

6 IN 10 CHOOSE THEIR EMPLOYER BASED ON BELIEFS Percent who choose employers based on their values and beliefs I would never work in some industries because they are fundamentally immoral I will not work at a company if I disagree with their stand on social issues Organizations I choose to work for are one important way I express my opinions on issues 61% I am more interested in working for an organization that prides itself on being socially responsible vs. its marketplace success I’ve left a job and taken another because I liked the values of one more than the other I’ve taken a job solely because I appreciated its Choose, leave, avoid or positions on controversial issues consider employers based on their values and beliefs I’ve left my job solely because the organization remained silent on an issue they had an obligation to address 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. Belief-driven employee segments. 7-mkt avg. All data is filtered to be among employees who work for an organization or corporation (Q43/1). See Technical Appendix for a full explanation of how belief-driven employees were measured. 15

MAJORITY NOW CHOOSE JOBS ON BELIEFS ACROSS MOST COUNTRIES AND DEMOGRAPHICS Percent of employees who choose jobs based on their values and beliefs Markets 87 79 58 58 55 54 Majority choose 39 jobs on beliefs in 61% 6 of 7 countries China India Brazil U.S. UK Germany Japan Gender | Age | Income 59 61 67 61 57 62 62 49 Choose, leave, avoid or Young employees consider employers most likely to choose jobs on beliefs based on their values and beliefs Men Women 18-34 35-54 55+ Low Middle High 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. Belief-driven employee segments. 7-mkt avg., and by demographics. All data is filtered to be among employees who work for an organization or corporation (Q43/1). See Technical Appendix for a full explanation of how belief-driven employees were measured. 16

EMPLOYEES NOW EMBOLDENED TO DRIVE CHANGE 66 Which do you 53 53 agree with more? 51 47 42 38 A large group of employees exerting strong pressure within our organization can get it to 50% change almost anything about itself or China Brazil India U.S. UK Germany Japan cannot force our organization to change anything that the organization itself does not want to change 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. EMP_CHOICE3. You are about to see a series of two choices. We want you to choose the one that best describes your perceptions of your workplace. Question asked of those who are an employee or run their own business (Q43/1 or 3). 7-mkt avg. All data is filtered to be among employees who work for an organization or corporation (Q43/1). 17

WORKPLACE ACTIVISM BECOMES THE NORM Percent who will take action I will take action to produce or motivate urgently necessary changes Work within the system within my organization Petition senior management to make changes Suggest changes to direct manager or HR 58 Send internal comms to senior management Take it public Whistleblowing Go on strike or work slow-down 40 Leak internal documents or emails 76% Social media campaign Protest outside our offices or factories 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. POW_HOW. What would you personally be willing to do in order to produce or motivate what you consider to be urgently necessary changes within the organization you work for? Pick all that apply. Question asked of those who are an employee (Q43/1). 7-mkt avg. “Will take some action” is a net of attributes 1- 10; “Work within the system” is a net of attributes 1-3; “Take it public” is a net of attributes 4, 5, 7, 8, 9. All data is filtered to be among employees who work for an organization or corporation (Q43/1). 18

1 IN 3 HAVE LEFT THEIR JOB BECAUSE THEIR EMPLOYER FAILED TO TAKE A STAND Percent who agree I have left my job at an organization solely because it Markets remained silent on a societal or 61 political issue that I believed it had 54 an obligation to publicly address 36 31 26 25 11 China India U.S. UK Germany Brazil Japan Global 7 Gender | Age | Income 35 33 42 34 35 37 34% 21 28 Men Women 18-34 35-54 55+ Low Middle High 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. BEL_DRV_EMP. Please indicate how much you agree or disagree with the following statements. 9-point scale; top 4 box, agree. 7-mkt avg., and by demographics. All data is filtered to be among employees who work for an organization or corporation (Q43/1). 19

FOR EMPLOYERS THAT TAKE A STAND, REWARDS OUTWEIGH THE RISKS Percent who would be more or less likely to work for an organization that publicly supports and demonstrates a commitment to each issue More likely Less likely Multiplier 9.5x 9.5x 8.0x 8.0x 8.0x 7.0x 7.0x More likely vs. less likely to work for an organization 68 67 65 that takes a stand 64 62 63 61 on each issue 7 7 8 8 8 9 9 Healthcare Human Economic Gender Climate COVID Racism access rights inequality equality change vaccination 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. EMP_RISK. If a company/organization were to publicly support and demonstrate a commitment to each of the following, how would that impact your likelihood of working for that company/organization? 5-point scale; bottom 2 box, less likely; top 2 box, more likely. Question asked of half of the sample. 7-mkt avg. All data is filtered to be among employees who work for an organization or corporation (Q43/1). 20

THE POWER OF BELIEF-DRIVEN EMPLOYEES

BELIEF-DRIVEN EMPLOYEES MORE LIKELY TO ENGAGE IN ACTIVISM To produce change in their organization, Belief-driven employees: choose, leave, avoid or percent who will … consider employers based on their values and beliefs 63 Belief-driven Work within the system Non belief-driven Petition senior management to make changes +12pts Suggest changes to direct manager or HR Send internal comms to senior management 51 Belief-driven employees are 18ptsmore likely to engage in workplace activism: Take it public 50 Belief-driven Whistleblowing 83 Go on strike or work slow-down % Leak internal documents or emails +24pts Social media campaign 26 Non belief-driven 65% Protest outside our offices or factories 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. POW_HOW. What would you personally be willing to do in order to produce or motivate what you consider to be urgently necessary changes within the organization you work for? Pick all that apply. Question asked of those who are an employee (Q43/1). 7-mkt avg., by belief-driven employee segments. “Will take some action” is a net of attributes 1-10; “Work within the system” is a net of attributes 1-3; “Take it public” is a net of attributes 4, 5, 7, 8, 9. All data is filtered to be among employees who work for an organization or corporation (Q43/1). See Technical Appendix for a full explanation of how belief-driven employees were measured. 22

BELIEF-DRIVEN EMPLOYEES MORE LIKELY TO ADVOCATE Percent who agree Belief-driven employees: choose, leave, avoid or consider employers based on their values and beliefs 79 Belief-driven Non belief-driven I would recommendour products +15pts or services to others 64 76 I recommendthis organization as +17pts an employer to others 59 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. EMP_ENG. Thinking about your current employer, to what extent do you agree with the following statements. 9- point scale; top 4 box, agree. Question asked of those who are an employee (Q43/1). 7-mkt avg., by belief-driven employee segments. All data is filtered to be among employees who work for an organization or corporation (Q43/1). See Technical Appendix for a full explanation of how belief-driven employees were measured. 23

BELIEF-DRIVEN EMPLOYEES MORE LOYAL AND COMMITTED Percent who agree Belief-driven employees: choose, leave, avoid or consider employers based on their values and beliefs 76 Belief-driven I want to stay working for this Non belief-driven organization for many years +13pts 63 78 I do more than what’s expected to help the organization succeed +16pts 62 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. EMP_ENG. Thinking about your current employer, to what extent do you agree with the following statements. 9- point scale; top 4 box, agree. Question asked of those who are an employee (Q43/1). 7-mkt avg., by belief-driven employee segments. All data is filtered to be among employees who work for an organization or corporation (Q43/1). See Technical Appendix for a full explanation of how belief-driven employees were measured. 24

BUILD EMPLOYER TRUST THROUGH SHARED IMPACT

MIND THE GAP: WALK THE TALK ON VALUES Percent who say each is a strong expectation or a deal breaker when considering a job, and percent who agree their employer is performing well on each Expectation Performance The organization My values are reflected acts on its values in the organization 76 67 60 48 Change, +4 -7 +6 -2 Jan 2019 to Aug 2021 Performance gap, 19pts 16pts expectation vs. performance 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. EMP_IMP. When considering an organization as a potential place of employment, how important is each of the following to you in deciding whether or not you would accept a job offer there? Please indicate your answer to each item using the scale below. 3-point scale; top 2 box, important. EMP_VAL. Thinking about your current employer, to what extent do you agree with the following statements? 9-point scale; top 4 box, agree. Question asked of those who are an employee (Q43/1). 7-mkt avg. All data is filtered to be among employees who work for an organization or corporation (Q43/1). 26

ENABLE THEM TO HAVE SOCIAL IMPACT Percent who say each is a strong expectation or a deal breaker when considering a job, and percent who agree their employer is performing well on each Expectation Performance Opportunities to address The organization has a social problems through greater purpose that my job I support 70 75 68 56 Change, +5 -4 +4 -2 Jan 2019 to Aug 2021 Performance gap, 14pts 7pts expectation vs. performance 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. EMP_IMP. When considering an organization as a potential place of employment, how important is each of the following to you in deciding whether or not you would accept a job offer there? Please indicate your answer to each item using the scale below. 3-point scale; top 2 box, important. EMP_VAL. Thinking about your current employer, to what extent do you agree with the following statements? 9-point scale; top 4 box, agree. Question asked of those who are an employee (Q43/1). 7-mkt avg. All data is filtered to be among employees who work for an organization or corporation (Q43/1). 27

SHARE THE POWER Percent who say each is a strong expectation or a deal breaker when considering a job, and percent who agree their employer is performing well on each Expectation Performance If employees objected, The organization includes employees in the organization would stop the planning and strategy certain business practices development process 76 67 60 48 Change, +6 -3 +6 0 Jan 2019 to Aug 2021 Performance gap, 19pts 16pts expectation vs. performance 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. EMP_IMP. When considering an organization as a potential place of employment, how important is each of the following to you in deciding whether or not you would accept a job offer there? Please indicate your answer to each item using the scale below. 3-point scale; top 2 box, important. EMP_VAL. Thinking about your current employer, to what extent do you agree with the following statements? 9-point scale; top 4 box, agree. Question asked of those who are an employee (Q43/1). 7-mkt avg. All data is filtered to be among employees who work for an organization or corporation (Q43/1). 28

ACCELERATE COMMITMENTS TO DEI Percent who say this is a strong expectation or a deal breaker when considering a job, and percent who agree their employer is performing well Employees at all levels within the Expectation Performance organization reflect the diversity of the customers and community we serve Expectation Performance Gap 75 Japan 59 +6 35 0 24 62 Brazil 78 +5 59 -7 19 U.S. 78 +5 65 -5 13 Germany 68 +10 57 +3 11 UK 72 +3 61 0 11 Change, +6 -2 India 88 +10 81 +1 7 Jan 2019 to Aug 2021 China 82 +8 79 +6 3 Performance gap, 13pts expectation vs. performance 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. EMP_IMP. When considering an organization as a potential place of employment, how important is each of the following to you in deciding whether or not you would accept a job offer there? Please indicate your answer to each item using the scale below. 3-point scale; top 2 box, important. EMP_VAL. Thinking about your current employer, to what extent do you agree with the following statements? 9-point scale; top 4 box, agree. Question asked of those who are an employee (Q43/1). 7-mkt avg. All data is filtered to be among employees who work for an organization or corporation (Q43/1). 29

ACCELERATE COMMITMENTS TO SUSTAINABILITY AND GOVERNANCE Environment Reliable employment Governance The organization being highly It is important to me that an I’m looking to leave/have left socially responsible and organization offers training my current job because I conscientious about its programs to help keep my seek an organization environmental impact skills up to date with better leadership would compel me to take a job offer there Want a more financially stable organization Want better, more competent leadership 62% 81% The organization handled a transition poorly 32%(net) 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. BIG_SELL. Jobs can come with many enticements to get you to go sign on with a particular organization over another. Using the scale below, rate each of the following enticements in terms of how compelling each would be in getting you to take a job offer with one organization over another which could not offer that same thing. 5-point scale, top 2 box, compelling. EMP_IMP. When considering an organization as a potential place of employment, how important is each of the following to you in deciding whether or not you would accept a job offer there? Please indicate your answer to each item using the scale below. 3-point scale; top 2 box, important. ATT_WHY. Which of the following best describe the specific reasons why you have left, or are looking to leave, your current job? Pick up to three. Question asked among those who have or plan to alter their current employment situation (JOB_ATT/2-4;6). 7-mkt avg. “Governance” is a net of attributes 12-14. All data is filtered to be among employees who work for an organization or corporation (Q43/1). 30

LEVERAGE THE POWER OF TRUSTED VOICES Percent trust, among employees Distrust Neutral Trust 78 77 71 70 67 59 My co-workers My direct boss My employer CEO Head of HR Head of DEI Labor/trade union or manager or work counsel officials 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. TRU_PEP. Below is a list of groups of people. For each one, please indicate how much you trust that group of people to do what is right. 9-point scale; top 4 box, trust. All attributes asked among those who are employed (Q43/1) except “Labor/trade union or work counsel officials”. 7-mkt avg. All data is filtered to be among employees who work for an organization or corporation (Q43/1). 31

CEOS MUST EMBODY EMPLOYER VALUES Percent increase in likelihood of trusting one’s employer, showing top 5 (logistical regression analysis) When employees feel … Increased likelihood of trust that the CEO’s actions embody our organization’s values +6.11% that they have a safe working environment +4.92% valued by their employer +4.70% management always tells employees the truth +4.64% management communicates regularly with employees +4.32% 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. Discrete choice analysis; results shown are marginal effects on likelihood to trust. EMP_VAL. Thinking about your current employer, to what extent do you agree with the following statements? 9-point scale; top 4 box, agree.Question asked of those who are an employee (Q43/1). TRU_INS. Below is a list of institutions. For each one, please indicate how much you trust that institution to do what is right. 9-point scale; top 4 box, trust. “Your employer” asked among those who are employed (Q43/1). 7-mkt avg. All data is filtered to be among employees who work for an organization or corporation (Q43/1). For a full explanation of how this data was calculated, please see the Technical Appendix. 32

CEOS FACE PRESSURE TO TAKE A STAND FROM CONSUMERS, INVESTORS AND EMPLOYEES Percent of U.S. investors who agree Belief-driven consumers Belief-driven employees Business leaders have an obligation to use their power and influence to advocate for Percent who choose, switch, avoid Percent who choose, leave, avoid positive change in society or boycott a brand based on its or consider employers based on stand on societal issues their values and beliefs 62% 61% 92% Source: 2021 Edelman Trust Barometer Special Report: Source: 2020 Edelman Trust Barometer Special Report: Trust, the New Brand Equity Institutional Investors 2021 Edelman Trust Barometer Special Report: Trust, The New Brand Equity. Belief-driven buyer segments. 14-mkt avg. See Technical Appendix for full explanation of how belief-driven buyers were measured. 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. Belief-driven employee segments. 7-mkt avg. All data is filtered to be among employees who work for an organization or corporation (Q43/1). See Technical Appendix for a full explanation of how belief-driven employees were measured. 2020 Edelman Trust Barometer Special Report: Institutional Investors. US4. Please indicate the extent to which you agree or disagree with the following statements. Shown T2B. United States n=100 33

WHY IT MATTERS: CRITICAL ROLE FOR EMPLOYER TRUST IN A MULTI-STAKEHOLDER SOCIETY Average trust across institutions (Trust Index) for each level of employer trust Distrust Neutral Trust As employer trust increases, so Trust Index does trust in other institutions 76 76 67 52 24 27 16 19 11 Levels of 1 2 3 4 5 6 7 8 9 employer trust Business 12 18 20 24 30 63 76 85 86 NGOs 18 19 22 26 29 53 67 77 76 Government 4 12 17 21 23 48 65 72 71 Media 11 15 16 25 25 44 61 71 71 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. The Trust Index is the average percent trust in NGOs, business, government and media. TRU_INS. Below is a list of institutions. For each one, please indicate how much you trust that institution to do what is right. 9-point scale; top 4 box, trust. “Your employer” asked among those who are employed (Q43/1).7-mkt avg. Data is showing the top 4 box trust score (6-9) for each level of “employer” trust from 1 to 9. All data is filtered to be among employees who work for an organization or corporation (Q43/1). 34

THE NEW EMPLOYER-EMPLOYEE COMPACT 1 2 3 4 Employees first Share the power Take a stand Upskill your workforce Consumers, investors and Employees know they Greater social impact is a A broader societal remit employees all agree that now hold more power and strong expectation for the doesn’t relieve employers employees are now your want more participation. majority of job seekers. from the urgent need to most important—and Practice bottom-up strategy Center your business train workers for the jobs of influential—stakeholder. planning to create more strategy and employer the future. Enabling Meeting theirexpectations involvement. brand around your workers to thrive in the age brings advocacy and commitments on critical of automation and AI is a loyalty. Employers who social issues such as competitive advantage and don’t, risk disruptive healthcare, the builds employee trust. activism and higher environment and DEI. turnover. 35

SUPPLEMENTAL DATA

MY EMPLOYER TRUSTED IN ALL MARKETS Percent trust, among employees - 0 + Distrust Neutral Trust Change, Jan 2020 to Aug 2021 90 89 77 77 77 74 61 Global 7 -- 1 78 pt 0 +3 -3 +2 +3 -3 -3 Change, Jan 2020 to India China Brazil Germany U.S. UK Japan Aug 2021 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. TRU_INS. [YOUR EMPLOYER] Below is a list of institutions. For each one, please indicate how much you trust that institution to do what is right. 9-point scale; top 4 box, trust. “Your employer” asked among those who are employed (Q43/1).7-mkt avg. All data is filtered to be among employees who work for an organization or corporation (Q43/1). 37

MY EMPLOYER TRUSTED ACROSS DEMOGRAPHICS Percent trust, among employees - 0 + Distrust Neutral Trust Change, Jan 2020 to Aug 2021 79 78 78 78 84 76 77 68 Global 7 -- 1 78 pt 0 -3 -3 -1 -1 -6 -1 0 Change, Jan 2020 to Men Women Age Age Age Low Middle High Aug 2021 18-34 35-54 55+ income income income 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. TRU_INS. [YOUR EMPLOYER] Below is a list of institutions. For each one, please indicate how much you trust that institution to do what is right. 9-point scale; top 4 box, trust. “Your employer” asked among those who are employed (Q43/1).7-mkt avg., and by demographics. All data is filtered to be among employees who work for an organization or corporation (Q43/1). 38

EMPLOYERS TRUSTED ACROSS SECTORS Percent trust, among employees - 0 + Distrust Neutral Trust Change, Jan 2020 to Aug 2021 86 84 83 82 81 79 79 77 77 75 72 72 70 -2 -3 n/a -2 -3 n/a n/a +4 -3 +2 n/a +2 -4 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. TRU_INS. [YOUR EMPLOYER] Below is a list of institutions. For each one, please indicate how much you trust that institution to do what is right. 9-point scale; top 4 box, trust. “Your employer” asked among those who are employed (Q43/1). 7-mkt avg., among those employed in each sector (Q420/1-18). All data is filtered to be among employees who work for an organization or corporation (Q43/1). *CPG, Telecommunications, Energy, and Automotive all have too low of a basesize (less than 100) to report the Jan 2020 data. 39

EXPECTATIONS AND PERFORMANCE IN DETAIL -MARKETS Percent who say each is a strong expectation or a deal breaker when considering a job, and percent who agree their employer is performing well on each Global 7 Brazil China Germany India Japan UK U.S. Expectation Performance EXP PER EXP PER EXP PER EXP PER EXP PER EXP PER EXP PER EXP PER +/- : change from Jan 2019 to Aug 2021 +/- +/- +/- +/- +/- +/- +/- +/- +/- +/- +/- +/- +/- +/- +/- +/- CAREER ADVANCEMENT 82 3 63 -2 89 7 62 -3 88 4 83 6 75 5 59 0 91 7 84 4 68 3 36 -6 80 4 61 4 85 4 66 -1 They offer training programs to keep skills up to date 81 3 66 -1 89 9 65 -1 88 4 84 6 72 0 61 -2 91 8 85 5 64 2 41 -5 80 4 66 5 85 4 66 -1 Opportunities to move up 78 4 59 -1 88 8 59 -2 88 6 80 9 65 6 52 2 91 8 82 3 63 6 30 -6 72 2 54 2 82 5 63 1 Competitive wages 85 3 59 -3 89 5 54 -6 89 4 82 7 84 6 54 1 91 7 81 3 74 2 30 -7 85 4 58 4 89 4 62 -1 They offer me interesting and valuable work experiences 82 3 69 -2 88 5 69 -1 86 1 84 3 77 6 67 -2 92 6 86 3 70 3 41 -7 82 6 66 3 84 4 71 -2 PERSONAL EMPOWERMENT 77 5 60 -1 81 7 58 -4 83 5 78 6 71 7 55 4 88 9 79 1 63 4 37 -3 75 4 57 2 80 2 62 -3 Employees reflect customer diversity 75 6 62 -2 78 5 59 -7 82 8 79 6 68 10 57 3 88 10 81 1 59 6 35 0 72 3 61 0 78 5 65 -5 Management always tells the truth 84 7 60 1 87 7 55 -5 86 6 77 8 81 7 58 11 90 12 78 3 73 6 40 -3 84 5 56 6 86 3 61 -3 Will not promote those who do not live up to company values 67 4 48 -7 67 5 45 -9 79 5 75 6 60 12 41 -2 80 6 65 -7 53 2 24 -10 64 3 45 -3 70 2 49 -6 Management communicates regularly with employees 83 5 65 0 87 6 63 -2 85 3 80 5 76 4 61 3 92 10 81 2 73 7 43 -3 82 4 63 3 85 3 68 0 CEO embodies the values of the organization 75 2 62 -1 79 9 61 1 81 -2 80 3 69 3 56 1 87 6 83 2 59 4 38 -3 74 4 57 3 80 0 65 -1 Easy for employees to give input 80 4 63 1 86 8 61 0 86 5 81 9 74 7 57 8 90 6 84 4 64 2 37 -2 77 2 61 4 84 0 66 -3 Include employees in the planning process 76 6 60 0 86 9 61 -4 80 8 77 8 69 6 53 5 88 10 80 3 60 4 39 -3 74 7 55 3 77 3 59 -4 SOCIAL IMPACT 71 5 57 -2 74 4 56 -6 81 8 79 7 63 8 50 1 85 9 78 1 54 5 32 -4 68 7 53 2 72 6 59 -1 Opportunities to address social problems 70 5 56 -4 79 4 56 -6 81 10 80 8 62 8 46 1 88 12 78 0 45 2 32 -3 67 6 51 -1 71 7 56 -5 Has a greater purpose 75 4 68 -2 78 4 69 -2 84 0 83 3 65 10 61 -1 88 4 85 3 62 7 45 -3 74 9 66 1 77 7 72 0 CEO addresses controversial issues I care about 62 6 51 -1 64 0 52 -4 74 15 75 9 56 8 44 3 76 7 70 -1 46 3 25 -4 58 8 45 5 62 7 51 3 Business reflects my values 76 6 60 -2 81 7 59 -5 85 5 81 3 70 7 54 1 88 10 81 1 56 7 30 -4 74 7 57 4 78 5 64 2 Meaningful work that shapes society 75 5 61 -2 81 6 61 -6 83 5 82 7 68 8 55 1 90 9 82 2 61 5 37 -2 72 9 55 0 75 4 61 1 67 48 62 41 79 74 59 40 81 72 54 23 64 43 71 49 Would stop engaging in specific business practices… 6 -3 2 -10 15 12 7 0 9 1 7 -6 0 0 5 -4 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. EMP_IMP. When considering an organization as a potential place of employment, how important is each of the following to you in deciding whether or not you would accept a job offer there? Please indicate your answer to each item using the scale below. 3-point scale; top 2 box, important. EMP_VAL. Thinking about your current employer, to what extent do you agree with the following statements? 9-point scale; top 4 box, agree. Question asked of those who are an employee (Q43/1). 7-mkt avg. All data is filtered to be among employees who work for an organization or corporation (Q43/1). 40

EXPECTATIONS AND PERFORMANCE IN DETAIL -DEMOS Percent who say each is a strong expectation or a deal breaker when considering a job, and percent who agree their employer is performing well on each Men Women 18-34 35-54 55+ Low Middle High Expectation Performance EXP PER EXP PER EXP PER EXP PER EXP PER EXP PER EXP PER EXP PER +/- : change from Jan 2019 to Aug 2021 +/- +/- +/- +/- +/- +/- +/- +/- +/- +/- +/- +/- +/- +/- +/- +/- CAREER ADVANCEMENT 82 3 65 -3 81 4 62 -1 84 4 67 -3 82 4 64 1 78 4 56 -3 76 4 51 -4 82 3 64 -1 86 3 71 -1 They offer training programs to keep skills up to date 81 4 67 -1 81 3 65 -1 84 4 69 -2 81 3 67 2 76 4 60 -3 76 3 54 -2 81 4 66 -1 85 3 75 0 Opportunities to move up 78 3 61 -2 77 5 57 -1 83 5 65 -3 78 5 59 2 69 4 50 0 72 6 47 -3 77 3 59 0 83 3 68 -1 Competitive wages 85 3 61 -3 85 3 57 -2 86 3 63 -4 85 3 60 1 85 7 51 -4 81 3 47 -6 85 3 60 -2 89 5 67 -1 They offer me interesting and valuable work experiences 82 2 69 -4 82 3 68 -1 84 3 71 -2 82 4 69 -1 80 2 64 -4 76 4 56 -4 83 3 70 -2 85 1 75 -2 PERSONAL EMPOWERMENT 77 3 61 -3 77 6 58 -1 79 5 63 -3 77 5 60 1 74 2 54 -1 72 5 47 -5 77 6 61 0 81 2 67 -2 Employees reflect customer diversity 73 4 62 -5 76 7 61 -1 78 5 64 -5 74 7 62 0 69 4 57 -2 71 7 50 -5 75 7 63 -1 78 3 69 -2 Management always tells the truth 83 5 61 0 84 7 59 2 83 6 64 -2 84 7 60 4 83 4 54 1 79 7 48 -4 84 7 62 3 87 5 66 0 Will not promote those who do not live up to company values 67 3 50 -8 67 5 46 -6 71 5 53 -7 67 5 49 -4 61 0 39 -8 62 1 37 -10 68 7 50 -5 70 0 54 -7 Management communicates regularly with employees 83 4 66 -1 82 5 63 -1 84 6 67 -3 82 4 66 3 81 2 60 0 79 6 50 -4 83 5 66 1 86 3 72 -1 CEO embodies the values of the organization 76 2 64 -2 75 3 60 -1 77 2 65 -3 75 2 62 0 73 2 58 2 68 3 48 -4 76 3 64 1 81 1 69 -3 Easy for employees to give input 79 2 64 -1 81 5 62 3 82 4 67 0 79 4 63 3 77 1 57 0 76 7 48 -5 80 4 64 2 83 2 72 2 Include employees in the planning process 76 4 61 -2 75 7 58 0 78 4 64 -2 76 8 60 2 71 4 53 -1 72 6 47 -5 76 7 60 1 79 3 68 -1 SOCIAL IMPACT 71 4 59 -3 71 7 56 -1 75 7 62 -3 70 6 58 -1 63 3 49 -3 66 7 45 -6 71 7 58 -1 75 2 65 -3 Opportunities to address social problems 68 3 57 -4 71 7 55 -3 76 7 62 -3 69 5 56 -3 59 4 46 -4 67 8 44 -5 70 6 57 -2 72 2 63 -5 Has a greater purpose 75 4 69 -2 76 6 67 -1 78 4 69 -3 75 6 68 -1 70 3 67 0 69 4 53 -6 76 6 70 0 79 2 75 -2 CEO addresses controversial issues I care about 62 4 52 -3 62 8 49 1 68 8 57 -1 61 6 51 2 53 4 39 -4 59 8 41 -4 62 7 52 1 66 3 57 -3 Business reflects my values 75 4 61 -4 76 7 59 -1 79 7 64 -4 75 5 60 0 70 4 54 -2 70 6 48 -6 76 7 60 -2 80 3 68 -3 Meaningful work that shapes society 76 5 62 -3 75 6 60 -1 79 6 65 -3 75 6 62 0 69 2 52 -4 70 5 48 -6 76 6 62 -1 79 3 69 -1 67 50 67 46 71 54 67 48 58 36 62 37 67 49 71 55 Would stop engaging in specific business practices… 3 -4 8 -2 7 -4 6 -1 3 -6 8 -7 8 -2 1 -3 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. EMP_IMP. When considering an organization as a potential place of employment, how important is each of the following to you in deciding whether or not you would accept a job offer there? Please indicate your answer to each item using the scale below. 3-point scale; top 2 box, important. EMP_VAL. Thinking about your current employer, to what extent do you agree with the following statements? 9-point scale; top 4 box, agree. Question asked of those who are an employee (Q43/1). 7-mkt avg., by demographics. All data is filtered to be among employees who work for an organization or corporation (Q43/1). 41

PERFORMANCE GAP BY MARKETS Percentage point gap between those who say each is a strong expectation or a deal breaker when considering a job, and percent who agree their employer is performing well on each Global 7 Brazil China Germany India Japan UK U.S. CAREER ADVANCEMENT 18 27 5 16 8 32 19 20 They offer training programs to keep skills up to date 15 24 4 11 6 23 14 19 Opportunities to move up 19 29 8 13 9 33 18 19 Competitive wages 26 35 7 30 10 44 27 27 They offer me interesting and valuable work experiences 13 19 2 10 6 29 16 13 PERSONAL EMPOWERMENT 17 24 4 16 9 26 18 18 Employees reflect customer diversity 13 19 3 11 7 24 11 13 Management always tells the truth 24 32 9 23 12 33 28 25 Will not promote those who do not live up to company values 19 22 4 19 15 29 19 21 Management communicates regularly with employees 18 24 5 15 11 30 19 17 CEO embodies the values of the organization 13 18 1 13 4 21 17 15 Easy for employees to give input 17 25 5 17 6 27 16 18 Include employees in the planning process 16 25 3 16 8 21 19 18 SOCIAL IMPACT 14 18 2 13 7 22 15 14 Opportunities to address social problems 14 23 1 16 10 13 16 15 Has a greater purpose 7 9 1 4 3 17 8 5 CEO addresses controversial issues I care about 11 12 -1 12 6 21 13 11 Business reflects my values 16 22 4 16 7 26 17 14 Meaningful work that shapes society 14 20 1 13 8 24 17 14 19 21 5 19 9 31 21 22 Would stop engaging in specific business practices… 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. EMP_IMP. When considering an organization as a potential place of employment, how important is each of the following to you in deciding whether or not you would accept a job offer there? Please indicate your answer to each item using the scale below. 3-point scale; top 2 box, important. EMP_VAL. Thinking about your current employer, to what extent do you agree with the following statements? 9-point scale; top 4 box, agree. Question asked of those who are an employee (Q43/1). 7-mkt avg. All data is filtered to be among employees who work for an organization or corporation (Q43/1). 42

PERFORMANCE GAP BY DEMOGRAPHICS Percentage point gap between those who say each is a strong expectation or a deal breaker when considering a job, and percent who agree their employer is performing well on each Men Women 18-34 35-54 55+ Low Middle High CAREER ADVANCEMENT 17 20 17 18 21 25 18 14 They offer training programs to keep skills up to date 14 16 15 14 16 22 15 10 Opportunities to move up 17 20 18 19 19 25 18 15 Competitive wages 24 28 23 25 34 34 25 22 They offer me interesting and valuable work experiences 13 14 13 13 16 20 13 10 PERSONAL EMPOWERMENT 16 19 16 16 20 26 16 13 Employees reflect customer diversity 11 15 14 12 12 21 12 9 Management always tells the truth 22 25 19 24 29 31 22 21 Will not promote those who do not live up to company values 17 21 18 18 22 25 18 16 Management communicates regularly with employees 17 19 17 16 21 29 17 14 CEO embodies the values of the organization 12 15 12 13 15 20 12 12 Easy for employees to give input 15 19 15 16 20 28 16 11 Include employees in the planning process 15 17 14 16 18 25 16 11 SOCIAL IMPACT 12 15 13 13 14 21 13 10 Opportunities to address social problems 11 16 14 13 13 23 13 9 Has a greater purpose 6 9 9 7 3 16 6 4 CEO addresses controversial issues I care about 10 13 11 10 14 18 10 9 Business reflects my values 14 17 15 15 16 22 16 12 Meaningful work that shapes society 14 15 14 13 17 22 14 10 17 21 17 19 22 25 18 16 Would stop engaging in specific business practices… 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee. EMP_IMP. When considering an organization as a potential place of employment, how important is each of the following to you in deciding whether or not you would accept a job offer there? Please indicate your answer to each item using the scale below. 3-point scale; top 2 box, important. EMP_VAL. Thinking about your current employer, to what extent do you agree with the following statements? 9-point scale; top 4 box, agree. Question asked of those who are an employee (Q43/1). 7-mkt avg., by demographics. All data is filtered to be among employees who work for an organization or corporation (Q43/1). 43

TECHNICAL APPENDIX

HOW WE CALCULATED Even if an organization offers me a lot more money than I 1. currently make, I will not work there if I disagree with the BELIEF-DRIVEN EMPLOYEES company’s stand on important social issues I have taken a job with an organization for the sole reason Respondents were asked a series of questions regarding the role their 2. that I appreciated its positions on controversial societal or values, opinions about social issues, and political beliefs played in their political issues choice of employers. The Belief-Driven Employee (BDE) scale was created I have left a job at one organization and started working by averaging respondents’ answers to the seven 9-pt agree/disagree scale 3. somewhere else because I liked the values of one items, shown in the table to the right. organization more than the other •Non belief-driven employees were those that scored between 1 – 4.99 on the BDE scale, meaning on average they disagreed with these statements. I have strong opinions about many societal and political •Respondents who scored between 5.00 –9.00 on the BDE scale were 4. issues. The organizations that I choose to work for, and not work for, are one important way I express those opinions classified as belief-driven employees, meaning on average they saw themselves reflected at least to some extent in these statements I have left my job at an organization solely because it 5. remained silent on a societal or political issue that I believed it had an obligation to publicly address There are some industries or business sectors I would never 6. work in regardless of how much money they would pay me because I think they are fundamentally immoral Respondents were asked: Please indicate how much you agree or disagree I am more interested in working for an organization that with the following statements 7. prides itself on its financial and marketplace success than one that prides itself on being one of the most socially responsible in its sector (reversed scored) 45

I am being paid fairly for the work I do HOW WE My employer makes sure that wages keep up with the cost of living over time My employer provides me with many opportunities to move up within the organization CALCULATED My job offers me interesting and valuable work experiences My employer offers training programs to help employees keep their skills up-to-date INCREASED I feel that I have a safe working environment LIKELIHOOD I have received a significant raise or increase in pay within the last five years My company makes it easy for me to give input and feedback to management The employees at all levels within the organization reflect the diversity of the customers and community we serve TO TRUST ONE’S EMPLOYER Management always tells employees the truth Management communicates regularly with employees about what is happening within the organization Employees were asked to indicate whether My organization includes employees in the planning and strategy development process a series of statements (see the table on the I feel valued by my employer right) described their current employment situation. Their responses were then The CEO’s actions embody the values of our organization incorporated into a discrete choice analysis My employer does not promote or reward people who do not live up to our organization’s values, even if they perform well in other ways to determine which characteristics, if I can bring my whole self to work. I am free to express who I am and all aspects of my culture, sexual or gender orientation, and heritage present versus not, provide the greatest My values are reflected in the way the organization goes about its business I understand and support my organization’s greater purpose potential lift to trust in one’s employer. The top five statistically significant drivers, My employer offers me opportunities within my job to engage in activities that help address social problems or support the local community defined in terms of their marginal effect on My organization’s CEO speaks out publicly about controversial social and political issues that I care about the likelihood to trust one’s employer are I have the opportunity to do work that will shape the future of society in some meaningful way displayed on the slide. I feel comfortable voicing my opinion even when it is different from my boss’ Respondents were asked: If employees objected, my employer would stop engaging in specific business practices or working with certain organizations Thinking about your current employer, to what I am more likely now than a year ago to voice my objections to management or engage in some other sort of workplace protest if I were to extent do you agree with the following statements? strongly disagree with an action the organization has taken or a policy they have implemented 46

FULL TEXT FOR ANSWER CHOICES ABBREVIATED IN THE REPORT REASONS THEY ARE LEAVING THEIR JOB ATT_WHY: Which of the following best describe the specific reasons why you have left, or are looking to leave your current job? Shortened Full Want a job that’s more personally fulfilling Seeking a job that is more personally fulfilling Want something entirely new Looking to do something entirely new and different Want to go where they feel more valued Seeking an organization where I will feel more valued Want more continuous learning Seeking an organization that provides more continuous learning and reskilling opportunities Want a more socially engaged organization I want to work for an organization that is more active and engaged in addressing social and community problems that I care about Want a more inclusive culture Seeking a more inclusive and welcoming organizational culture Want better work-life balance Seeking better work-life balance Want a job less likely to lead to burnout Seeking a job that is less stressful or less likely to lead to burnout My employer requiring that I return to an office My employer is requiring that I return to an office or workplace on a more regular basis than I am willing to commit to Want a safer workplace Seeking a safer workplace Looking to earn more money or get better benefits Looking to earn more money or get better benefits Looking to move up and advance my career Looking to move up and advance my career 47

FULL TEXT FOR ANSWER CHOICES ABBREVIATED IN THE REPORT FORMS OF WORKPLACE ACTIVISM POW_HOW. What would you personally be willing to do in order to produce or motivate what you consider to be urgently necessary changes within the organization you work for? Shortened Full Petition senior management to make change Band together with other employees to petition senior management to make changes Suggest changes to direct manager or HR Reach out to my direct manager or HR representative and suggest the changes I would like to see Send internal comms to senior management Send internal communications directly to senior management urging change Whistleblowing Engage in whistleblowing Go on strike or work slow-down Go on strike or engage in a work slow-down Leak internal documents or emails Leak internal documents or emails Social media campaign Engage in a publicly-facing social media campaign pressuring management to make changes Protest outside our offices or factories Publicly protest outside of our corporate offices or factories 48

FULL TEXT FOR ANSWER CHOICES ABBREVIATED IN THE REPORT EMPLOYER EXPECTATIONS EMP_IMP. When considering an organization as a potential place of employment, how important is each of the following to you in deciding whether or not you would accept a job offer there? Shortened Full Competitive wages They ensure that their employees’ wages keep up with increases in the cost of living over time They offer training programs to keep skills up to date They offer training programs to help employees keep their skills up-to-date Opportunities to move up There are many opportunities for me to move up within the organization They offer me interesting and valuable work experiences My job offers me interesting and valuable work experiences Management always tells the truth Management always tells employees the truth Management communicates regularly with employees Management communicates regularly with employees about what is happening within the organization Easy for employees to give input They make it easy for employees to give input and feedback to management CEO embodies the values of the organization The CEO’s actions embody the values of the organization Include employees in the planning process They include employees in the planning and strategy development process 49

FULL TEXT FOR ANSWER CHOICES ABBREVIATED IN THE REPORT EMPLOYER EXPECTATIONS (CONTINUED) EMP_IMP. When considering an organization as a potential place of employment, how important is each of the following to you in deciding whether or not you would accept a job offer there? Shortened Full Employees reflect customer diversity The employees at all levels within the organization reflect the diversity of the customers and community it serves Will not promote those who do not live up to company values The organization refuses to promote or reward people who do not live up to its values even if they perform well in other ways Meaningful work that shapes society There are opportunities within my job to engage in activities that help address social problems or support the local community Business reflects my values My values are reflected in the way the organization goes about its business Has a greater purpose The organization has a greater purpose that I understand and support Opportunities to address social problems I would have the opportunity to do work that will shape the future of society in some meaningful way Would stop engaging in specific business practices If its employees objected, my employer would stop engaging in specific business practices or working with if employees objected certain organizations CEO addresses controversial issues I care about The CEO speaks publicly about controversial social and political issues that I care about 50

FULL TEXT FOR ANSWER CHOICES ABBREVIATED IN THE REPORT EMPLOYEE VALUES EMP_VAL. Thinking about your current employer, to what extent do you agree with the following statements? Shortened Full They offer training programs to keep skills up to date My employer offers training programs to help employees keep their skills up-to-date Opportunities to move up My employer provides me with many opportunities to move up within the organization Competitive wages My employer makes sure that wages keep up with the cost of living over time They offer me interesting and valuable work experiences My job offers me interesting and valuable work experiences Employees reflect customer diversity The employees at all levels within the organization reflect the diversity of the customers and community we serve Management always tells the truth Management always tells employees the truth Will not promote those who do not live up to company values My employer does not promote or reward people who do not live up to our organization’s values, even if they perform well in other ways Management communicates regularly with employees Management communicates regularly with employees about what is happening within the organization 51

FULL TEXT FOR ANSWER CHOICES ABBREVIATED IN THE REPORT EMPLOYEE VALUES (CONTINUED) EMP_VAL. Thinking about your current employer, to what extent do you agree with the following statements? Shortened Full CEO embodies the values of the organization The CEO’s actions embody the values of our organization Easy for employees to give input My company makes it easy for me to give input and feedback to management Include employees in the planning process My organization includes employees in the planning and strategy development process Opportunities to address social problems My employer offers me opportunities within my job to engage in activities that help address social problems or support the local community Has a greater purpose I understand and support my organization’s greater purpose CEO addresses controversial issues I care about My organization’s CEO speaks out publicly about controversial social and political issues that I care about Business reflects my values My values are reflected in the way the organization goes about its business Meaningful work that shapes society I have the opportunity to do work that will shape the future of society in some meaningful way Would stop engaging in specific business practices if employees objected If employees objected, my employer would stop engaging in specific business practices or working with certain organizations 52

On The Cover 1Sign text closeup for help wanted with red and white colors 2 3 by entrance to store shop business building during corona 1 virus covid 19 pandemic: ablokhinvia Getty Images 2 Before the train driver strike in passenger traffic - Munich: Peter Kneffel/picture alliance via Getty Images 3 Video call from home during lockdown: Alistair Berg via Getty Images 4 Cashier 8 4 scanning products at a grocery store wearing a facemask: Hispaniolisticvia Getty Images 5 Overworked sign in UK: EhimetalorAkhere Unuabona/Unsplash6 Two workers are moving goods: WeiquanLin via Getty Images 7 Young Family using a Laptop during Breakfast: Geber86 via Getty Images 8 Frontline 6 5 Medical Workers Fight Against COVID-19 In Guangzhou: Shi 7 Jianhua/VCG via Getty Images