An ESG report is a public disclosure of a company’s operations and performance in three areas: Environmental, Social, and Governance. The report provides stakeholders – including but not limited to customers, potential customers, employees, and shareholders – with the latest information about a company’s initiatives within each core area.

Yes, this is our inaugural ESG report and our plan is to publish a new one each year to continually and regularly share positive and meaningful updates with our stakeholders.

Greenhouse gas (GHG) emissions are categorized into three “scopes” by the GHG Protocol. Scope 1 refers to direct emissions from controlled sources (like facilities). Scope 2 refers to indirect emissions from purchased electricity (like data centers). Scope 3 refers to indirect emissions (like travel, commuting, purchased goods, events, etc.).

While no amount of carbon emissions is desirable, our carbon footprint (38,400 metric tons) is in line with our peers and we are taking real steps to decrease it. Our hope is that as the world continues to decarbonize, we’re not just focused on our own emissions, but that we’re providing services that help our customers decarbonize as well.

Science-based targets are an industry-standard benchmark that show companies how much and how quickly they need to reduce their GHG emissions to prevent the worst effects of climate change. In 2018, the Intergovernmental Panel on Climate Change warned that to avoid the catastrophic impacts of climate change, global warming must not exceed 1.5°C.

The Unity Social Impact team, in collaboration with the Unity Executive team, sets annual goals for the Unity Charitable Fund in terms of the amount of funding and how many organizations that funding will serve on average. The budget and number of organizations is evaluated each quarter, and we track annual KPIs related to impact.

We’ve been investing in understanding and addressing pay equity over the last few years and have made significant progress. This work will enable us to get to 100% pay equity for underrepresented groups on our way to pay fairness for all employees. Actions will include adjustments to hiring, promotion, and pay processes.

Our leadership recruiting, starting with our Board of Directors, includes a commitment to diverse sourcing and slates. In addition, we conducted Org Reviews with all of our CEO’s direct reports last year that included discussions of career development for diverse talent. Org Reviews will be an annual process.

Increasing representation and diversity within Unity is a top priority. We recently hired a new Senior Director of Inclusion and Diversity, who is actively reviewing our current strategies and challenging us to think outside the box. We are rethinking inclusive hiring practices, performance management, promotion processes, bias, and more.

Legally, we can only collect demographic data in the U.S., which is why you see gender data for global employees but underrepresented ethnic group data reflects U.S. employees only.

In 2021, Unity’s median U.K. gender hourly pay gap was 19%, which is a reflection of lower representation of women in senior, higher paying roles in the U.K. However, a review of pay equity by level and by job in the U.K. indicated no statistically significant difference in base pay by gender (1.39%). Further details can be found here.