2023 Unity ESG Report

Company overview

At Unity, we believe the world is a better place with more creators. Our leading platform of real-time 3D tools supports creators as they build and grow games, apps, and experiences across multiple platforms – from mobile, PC, and console to spatial computing.

Creators, ranging from game and app developers to artists, architects, automotive designers, and more, use Unity to make their imaginations come to life. For more information, visit Unity.com. Unless otherwise noted, all data in this report is as of December 31, 2023, and all monetary amounts are in U.S. dollars.

Unity overview

• 6,748 employees in 19 countries and 57 offices across the world¹
• 3.7B average downloads per month of Made with Unity apps
• 1.2M monthly active creators using the Unity Editor
• 84 of the top 100 games use Unity to grow their games
• $6M+ total grants awarded
• Estimated 1M students using Unity in our ecosystem²

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¹Headcount number includes only regular staff, student workers, and Unity China employees as of December 31, 2023.

²We reached 1 million students in March 2024. As of December 2023, we had over 900K students using Unity in our ecosystem. Estimated total students who have access to active Unity Education licenses, with the assumption that three students use each school lab computer.

Who we are

Unity’s goal is to embed inclusion and diversity into every aspect of our business – from how we treat and empower our employees to how we meet and solve the needs of our creators and the communities we serve, ensuring our solutions and tools are optimized to serve creators.

Unity’s values capture what we represent and form the foundation of our company culture. They materially impact how we do our jobs and how we treat each other every day. They also guide us in making the right decisions for our customers, partners, and creators. Here are our four core values:

ESG strategy and materiality

Over the past three years, an essential part of our Environmental, Social, and Governance (ESG) strategy has been conducting, sharing, and being guided by our materiality assessment. We have prioritized issues that are significant to our stakeholders and to our business success in order to continue building an inclusive, equitable, and sustainable world. In 2023, we continued our progress of enhancing our environmental strategy and strengthening our efforts in Diversity, Equity, and Inclusion (DEI) while maintaining our commitment to responsible operations, transparent business governance, and establishing more robust policies. We view our ESG strategy as an ongoing effort and are continually striving to improve.

Progress on material issues and sustainable development goals

Our ESG efforts continue to be rooted in Unity’s material issues first disclosed in our 2021 Report. We align our ESG goals to the United Nations’ Sustainable Development Goals (SDGs) and report in accordance with the Global Reporting Initiative (GRI). In 2023, there was a significant shift in ESG regulations, particularly with evolving reporting requirements for companies, including the European Union’s Corporate Sustainability Reporting Directive (CSRD)³, and California’s SB-253,⁴ SB-261,⁵ and AB-1305.⁶

Unity is actively preparing to comply with these regulations by building internal reporting systems and enhancing transparency in our reporting practices. In the meantime, we will continue to make meaningful contributions to our ESG goals by focusing on seven of the 17 SDGs that directly align with our priority material issues. Below is a high-level snapshot of our progress to date.

UN SDGs	Unity’s Top Material Issues	Progress in 2023
ENVIRONMENT AND CLIMATE ACTION Encourage companies to adopt sustainable practices	Climate change strategy Water use Circular economy Sustainable supply chains Technology as a sustainability solution	Run operations on 100% renewable electricity⁷ Publish first Environmental Sustainability Policy
INCLUSION AND GENDER EQUALITY Achieve gender equality and empower all women and girls	Diversity and inclusion Talent recruitment and retention	Implemented a new quarterly internal audit of our structured hiring process Connected with underrepresented communities in tech by hosting and participating in 15 industry events Grew ERG program to represent nine underrepresented communities (since 2019) Incorporated annual pay equity review into the annual compensation cycle Required managers to complete training on unconscious bias and microaggressions Achieved Plan Approved status in Management Leadership for Tomorrow (MLT) as a part of Racial Equity at Work Certification program
HEALTH AND WELLBEING Democratize access to healthcare	Employee engagement Employee wellbeing	Launched Global Caregiving Benefit 5,483 hours of employee volunteer time (VTO) Trained three total cohorts of mental health first-aid peer supporters
EDUCATION Increase technical education for all, in particular underrepresented people	Philanthropy and employee volunteering Equitable access to technology Education in communities	Disburse $6M in grant donations $521K in employee giving matched by Unity Estimated 1M students using Unity in our ecosystem⁸
ECONOMIC OPPORTUNITY Add more high-value jobs, make those jobs more accessible to underrepresented people	Future of work Creator health and wellbeing Tech for good	Launched The Unity Workforce Grant
PEACE, JUSTICE AND STRONG INSTITUTIONS Promote and build effective, accountable, and inclusive institutions at all levels	Business ethics and sustainable business practices Privacy and data protection Human rights AI and machine learning Content standards Responsible use of IT products and services	Continue conducting our business honestly, fairly, and lawfully: Requiring training in anti-harassment, Code of Conduct, and anti-corruption compliance Notable reduction in work-related injuries and lost days as compared with our 2022 performance Preparing for ESG regulations compliance

UN SDGs

UN SDGs	Unity’s Top Material Issues	Progress in 2023
ENVIRONMENT AND CLIMATE ACTION Encourage companies to adopt sustainable practices
Unity’s Top Material Issues Climate change strategy Water use Circular economy Sustainable supply chains Technology as a sustainability solution
Progress in 2023 Run operations on 100% renewable electricity⁷ Publish first Environmental Sustainability Policy

UN SDGs	Unity’s Top Material Issues	Progress in 2023
INCLUSION AND GENDER EQUALITY Achieve gender equality and empower all women and girls
Unity’s Top Material Issues Diversity and inclusion Talent recruitment and retention
Progress in 2023 Implemented a new quarterly internal audit of our structured hiring process Connected with underrepresented communities in tech by hosting and participating in 15 industry events Grew ERG program to represent nine underrepresented communities (since 2019) Incorporated annual pay equity review into the annual compensation cycle Required managers to complete training on unconscious bias and microaggressions Achieved Plan Approved status in Management Leadership for Tomorrow (MLT) as a part of Racial Equity at Work Certification program

UN SDGs	Unity’s Top Material Issues	Progress in 2023
HEALTH AND WELLBEING Democratize access to healthcare
Unity’s Top Material Issues Employee engagement Employee wellbeing
Progress in 2023 Launched Global Caregiving Benefit 5,483 hours of employee volunteer time (VTO) Trained three total cohorts of mental health first-aid peer supporters

UN SDGs	Unity’s Top Material Issues	Progress in 2023
EDUCATION Increase technical education for all, in particular underrepresented people
Unity’s Top Material Issues Philanthropy and employee volunteering Equitable access to technology Education in communities
Progress in 2023 Disburse $6M in grant donations $521K in employee giving matched by Unity Estimated 1M students using Unity in our ecosystem⁸

UN SDGs	Unity’s Top Material Issues	Progress in 2023
ECONOMIC OPPORTUNITY Add more high-value jobs, make those jobs more accessible to underrepresented people
Unity’s Top Material Issues Future of work Creator health and wellbeing Tech for good
Progress in 2023 Launched The Unity Workforce Grant

UN SDGs	Unity’s Top Material Issues	Progress in 2023
PEACE, JUSTICE AND STRONG INSTITUTIONS Promote and build effective, accountable, and inclusive institutions at all levels
Unity’s Top Material Issues Business ethics and sustainable business practices Privacy and data protection Human rights AI and machine learning Content standards Responsible use of IT products and services
Progress in 2023 Continue conducting our business honestly, fairly, and lawfully: Requiring training in anti-harassment, Code of Conduct, and anti-corruption compliance Notable reduction in work-related injuries and lost days as compared with our 2022 performance Preparing for ESG regulations compliance

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³EU Corporate Sustainability Reporting Directive (Corporate sustainability reporting (europa.eu)), came into effect on January 5, 2023 with first report to be published in 2025

⁴California Corporate Data Accountability Act (Bill Text – SB-253 Climate Corporate Data Accountability Act. (ca.gov)), signed into law on October 7, 2023

⁵Climate Related Financial Risk (Bill Text – SB-261 Greenhouse gases: climate-related financial risk (ca.gov)), signed into law on October 7, 2023

⁶Voluntary Carbon Market Disclosure Act (Bill Text – AB-1305 Voluntary carbon market disclosures (ca.gov)), came into effect on January 1, 2024

⁷Renewable electricity source includes direct procurement and energy attribute certificates (EACs) that follow the regional EAC standards such as Green-e Energy, European Energy Certificate System (EECS), and I-RECs.

⁸We reached 1 million students in March 2024. As of December 2023, we had over 900K students using Unity in our ecosystem.

In 2023, we narrowed our environmental sustainability focus to the issue of Climate Change Strategy among the other material issues of Water Use, Circular Economy and Sustainable Supply Chains, and Technology as a Sustainability Solution.

We are continuing to invest in energy attribute certificates (EACs) and voluntary carbon offset (VCO) credits that equal our total emissions¹¹ retrospectively after each financial year’s emissions measurement since 2021. The annual EAC purchase covers 100% of our office and data center electricity consumption.¹² We assessed the level of utilization of all global offices and committed to a plan to close approximately 14 global offices¹³ to improve operational efficiency. This also resulted in the reduction of the environmental impact associated with them. 

We signed our first five-year virtual power purchase agreement (VPPA) along with other companies to finance solar projects in the state of Michigan in the U.S. Starting in 2025, this VPPA contract will cover 4,716 MWh of our electricity consumption¹⁴ annually for five years through solar power. These solar projects will not only contribute to greening Michigan’s energy grid but also benefit job creation for the local communities.

We published our first Environmental Sustainability Policy on our corporate website in December 2023. This policy publicly communicates our sustainability program and pillars, governance structure, and our commitment, actions, and external resources.

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⁹Renewable electricity source includes direct procurement through utility companies and procurement of energy attribute certificates (EACs) that follow the regional EAC standards such as Green-e Energy, European Energy Certificate System (EECS), and I-RECs.

¹⁰The agreement will cover years 2025–29 for the fixed amount of 4,716 MWh from solar-generated electricity annually. If the company uses more electricity than this amount, we will procure energy attribute certificates (EACs) for the excess amount.

¹¹Unity funds voluntary carbon offset credits through our Donor Advised Funds (DAFs), partnered with Tides Foundation in 2020–23 and will partner with Impact Assets from 2024.

¹²Renewable electricity source includes direct procurement and energy attribute certificates (EACs) that follow the regional EAC standards such as Green-e Energy, European Energy Certificate System (EECS), and I-RECs.

¹³The approximate 14 global offices that we closed or committed to close include Zurich, Dublin, Beijing, Bristol, Kaunas, Kilkenny, Dundee, Suresnes, Lille, Grenoble, Lexington, Ghent, Compiègne, and Santa Barbara.

¹⁴Our electricity consumption mainly consists of office and data center electricity use from the power grid. The agreement will cover years 2025–29 for the fixed amount of 4,716 MWh from solar-generated electricity annually. If the company uses more electricity than this amount, we will procure energy attribute certificates (EACs) for the excess amount.

Our 2023 emissions and environmental impact

We completed a merger with ironSource on November 7, 2022. In order to reflect this change, we added ironSource’s corporate greenhouse gas (GHG) emissions data for the financial year of 2023. As a result of the merger between the two companies and efforts to improve operational efficiencies, our emission intensity per $1 million revenue reduced by 31.5% in 2023.

We avoided 7,204 lbs (3,268 kg)¹⁵ of electronic waste by finding a second life for used company laptops through donations and refurbishments.

Reporting boundary, emission scopes, and GHG categories

Emission scopes and GHG categories included¹⁶:

Scope 1

• Direct release of greenhouse gas from sources we own or control
• Direct emissions from natural gas use at our offices and data centers

Scope 2

• Emissions from the generation of electricity, steam, heat, or cooling that we purchase from companies
• Emissions from purchased electricity use at our offices and data centers (this portion of emissions will be neutralized by renewable energy procurements mentioned in footnote 7.

Scope 3

• Category 3.1 Purchased goods and services
• Category 3.2 Capital goods
• Category 3.3 Fuel and energy-related activities
• Category 3.5 Waste generated in operations
• Category 3.6 Business travel
• Category 3.7 Employee commuting
• Category 3.8 Upstream leased assets

Emissions, intensity, and year-over-year (YoY) change

The ironSource merger resulted in the expansion of the company’s size, which is reflected in the increase in our absolute emissions. By enhancing operational efficiencies, we achieved 31.5% improvement in the revenue intensity of emissions in 2023, measured as metric tons of CO₂ equivalent per million dollars of revenue. We designated 2023 as our baseline year for tracking future progress in reducing GHG emissions, which provides an accurate representation of the business size.

Emission categories used in the barchart

• Goods & services: emissions from the products we buy from suppliers
• Cloud: Emissions from the cloud usage we have through cloud service providers
• Buildings: Emissions from electricity, natural gas, waste, and other activities to operate our buildings
• Business travel: Emissions from employee business travels (flights, hotels, meals, ground transportation)
• Marketing: Emissions from our spend on marketing including the cost of purchasing ads and any agency, consulting, professional expenses
• Others: Includes emissions associated with waste (emissions from landfill, recycling, compost, and other waste in our operations), and data centers (emissions from our data center operations, usage, and hardware)

Total emissions and revenue intensity year-over-year (YoY) change

Note: Scope 2 and 3 emission categories included are market-based.

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¹⁵Applies to financial year 2023.

¹⁶2021 emissions had impacts from COVID-19. 2023 emissions reflect post-ironSource merger. Scope 2 and 3 emission categories included are market-based.

Partnering for climate action

Climate games launchpad

The Adrienne Arsht-Rockerfeller Foundation Resilience Center and Unity ran a six-week innovative accelerator program called the “Climate Games Launchpad” from October 11 through November 15, 2023, to build climate resilience through gameplay. We selected six participating teams and conducted 13 workshop sessions that covered the topics of Theory of Change, Impact Planning & Measurement, and Business Operations. The cohort designed games that encourage behavioral change or cover the topic of climate change. The games and studios that participated in the Launchpad program¹⁷ include:

• Arctic Lighthouse by Plato Cultural
• Out and About by Yaldi Games
• Race for the Arctic by Episod Studio
• Water 2050 by Totem Games
• Imagine Earth by Serious Bros
• Anima Interactive

MIT WORLDING

WORLDING,¹⁸ the second annual workshop co-hosted by MIT Co-Creation Studio and MIT Open Documentary Lab using the Unity game engine and digital twins to co-create climate stories, was held virtually from October 25 through November 7, 2023. The five multidisciplinary incubator teams selected from an open call participated in a series of research and development gatherings, and meetings with MIT scientists, staff, fellows, students, and graduates as well as industry experts. WORLDING’s open call received a total of 123 submissions from 372 individuals that span all seven continents.

Playing for the Planet – Untangling the carbon complexities of the video gaming industry

We are an industry support member of Playing for the Planet and have funded the Alliance’s Decarbonization Working Group to publish a report that tries to bring clarity on where the biggest sources of emissions in games are, who is liable for them, and what might be the new areas to address in the year ahead. Untangling the carbon complexities of the video gaming industry¹⁹ was published in November 2023 through a collaboration between the members of the Alliance and the Carbon Trust. This report is a practical guide for the gaming industry to explain emissions in games and what climate actions are needed to address the findings.

Looking ahead

We remain committed to our 2021 Science Based Target Initiative (SBTi) Business for Ambitions for 1.5 degrees²⁰ and will submit the near-term science-based target²¹ for validation in 2024. This process helps us shape specific emissions reduction strategies that we will disclose in our 2024 report. We will be conducting a double-materiality assessment that is compliant with CSRD²² to reassess and revisit our material issues, including environmental-sustainability-related issues.

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¹⁷onebillionresilient.org/project/climate-games-launchpad

¹⁸cocreationstudio.mit.edu/worlding-2023

¹⁹playing4theplanet.org/post/carbon-complexities-report

²⁰Unity’s commitment shows as “removed” on SBTi’s Companies Taking Action website (as of May 2023), but we intend to submit our near-term target before the end of 2024.

²¹GHG reduction targets that are in line with what the latest climate science deems necessary to limit warming to 1.5°C above pre-industrial levels and that are achieved within a 5–10-year time frame from the date of submission to the SBTi (definition from SBTi Glossary Version 1.0).

²²EU Corporate Sustainability Reporting Directive (Corporate sustainability reporting (europa.eu)), came into effect on January 5, 2023 with first report to be published in 2025

Global representation by gender

As of December 31

Underrepresented ethnic groups (U.S. only) as percentage of our employees

As of December 31

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²³In the first quarter of 2024 we announced plans to reduce approximately 1,800 employee roles, or approximately 25% of our then current workforce, as we restructured and refocused on our core business. Changes as a result of this reduction will be reflected in our 2024 ESG Report.

²⁴Headcount number includes only regular staff, student workers, and Unity China employees as of December 31, 2023.

²⁵Data includes only regular staff, student workers, and Unity China employees. Terminations exclude terminations due to redundancy and workforce reduction.

²⁶Leadership refers to the Director+ population at Unity. Director+ is any employee in Levels 09 and above.

²⁷Tech refers to employees in a Compensation Grade Profile equal to one of the following: Product Development, Engineering Specialty, Artist, Customer Support (Developer Support), Customer Support (Professional Services), or Information Security. Or in a Job Profile equal to Division/Business Unit General.

Diversity recruiting

Everyone at Unity shares the responsibility for building a workforce that reflects the diversity of our customers and community. We embed our Inclusion framework of Empathy, Respect, and Opportunity throughout our recruiting process.

The foundation of diversity recruiting is in our structured hiring process, which defines role requirements, skills, and attributes for a successful candidate before a job is opened and focuses on providing a consistent and equitable interview experience. As part of our structured recruiting process, we start our job searches with a two-week diversity sourcing sprint to find excellent qualified candidates from underrepresented backgrounds. In 2023, we also implemented a new quarterly internal audit of our structured hiring process.

In 2023, we enabled our hiring teams through inclusive interviewer, hiring manager, and recruiter training with Unity-specific inclusion resources. We also empowered our recruiting team with the provision of inclusive hiring tools including SeekOut, Gem, and Textio, and live dashboards to track diversity recruiting progress toward our set goals and guidelines.

Diversity recruiting events foster pipeline creation, inclusivity, and enhance employer brand and visibility with underrepresented candidate communities. They provide a platform to engage with a diverse pool of candidates, promote ERO, and work to address workforce underrepresentation. Diversity recruiting events expand our talent pool and also signify a strong commitment to equity and inclusion. Our engagement in these events supports active recruitment, builds relationships with potential candidates, strengthens relationships with current employees, and creates a future hiring pipeline. The increased visibility strengthens Unity’s reputation, attracting top talent and contributing to a more inclusive and innovative workplace. We connected with underrepresented communities in tech by hosting and participating in 15 industry events focused on relationship building and resource sharing. We collaborated with Unity Employee Resource Groups (ERGs) to host community events like “An Afternoon Cafecito with Unity! A Latinx ERG Mixer” and a “Veterans Fireside Chat & Networking Event.” Unity is also thrilled to partner with Brilliant Black Minds to improve the representation of Black software engineers within our workforce and help advance the careers of the next generation of leaders.

Inclusive workplace

Leadership, transparency, and engagement

Central to our approach is leadership engagement. In 2023, we created internal dashboards to provide our leaders with real-time access to metrics on representation (hiring), engagement (retention), and development/mobility (promotion) for women and underrepresented racial/ethnic employees overall, in leadership and in technical roles within their areas of the business. Leaders are now able to directly engage in driving progress within their respective business units. The Inclusion team customizes action plans for each business unit, based on an analysis of work needed to address inconsistencies in the employee experience in their business, and meets quarterly to review progress. We will continue updating the dashboards and meeting with leaders quarterly to review and assess action plans in 2024.

Employee Resource Group (ERG) program

ERGs are employee-led networks that foster an inclusive workplace by providing support around shared identities and life experiences. At Unity, our ERGs are for underrepresented and historically marginalized groups and their allies. Since 2019, Unity has grown its ERG program to represent nine underrepresented communities. ERGs promote learning, partnership, and allyship across different experiences of culture and identity and are vital to advancing an inclusive environment and culture at Unity. All of our ERGs support DEI initiatives centered on the following pillars: recruitment and retention, professional development, and community engagement.

Pay equity

Pay equity is a priority for Unity as part of our broader commitment to diversity and inclusion. We work to ensure that employees are paid fairly for the role they are in. In 2023, an annual pay equity review was incorporated into the annual compensation cycle. The goal of the review is to ensure that employees performing substantially similar roles are paid comparably based on objective, predefined factors, regardless of gender, race, or whether they are in an underrepresented ethnic group. Our approach includes changes to recruiting and compensation programs aimed to systematically reduce inequities over time.

Sponsorship and mentorship

We believe engaged employees contribute to productivity, innovation, and overall organizational performance. In 2023, we piloted multiple programs focused on coaching and sponsorship to reduce attrition, provide strategic mentorship, and foster a sense of belonging and commitment. Implementing these programs has led to an increase in the visibility and retention of underrepresented communities and a strong understanding among our leaders of the inclusive behaviors needed to enhance the performance of their teams.

Benchmarking

We are proud to partner with Management Leadership for Tomorrow (MLT) as a part of their Racial Equity at Work Certification program. In 2023, we achieved Plan Approved status, a key milestone on Unity’s path to achieving MLT Black Equity at Work Certification and, ultimately, racial equity.

To achieve Plan Approved status, we conducted a root cause analysis to identify opportunities and gain a deeper understanding of the necessary key activities needed to progress equity. Becoming Plan Approved included developing a strategic plan across the MLT Black Equity at Work Certification Pillars, which includes employee representation, compensation, workplace culture, business practices, contributions, and investments.

We are committed to taking measurable actions against the opportunities identified in the analysis and becoming a more equitable and inclusive workplace.

DEI learning

Since 2022, Unity has provided diversity, inclusion, and equity-related learning modules to all employees, with a focus on new-hire onboarding and manager enablement. These self-paced, on-demand modules serve our global workforce needs while focusing on topics such as microaggressions, bias, allyship, and discrimination. Our program aims to build empathy and encourage connection in a way that empowers us all to actively interrupt problematic habits and consider the benefits of becoming better allies.

In 2023, we focused our efforts on maximizing learning impact – requiring people managers to complete training on unconscious bias and microaggressions, facilitating discussion groups for recruiters and regional managers, and embedding additional DEI topics into our annual global anti-harassment training.

Internal mobility

Unity is dedicated to helping employees grow within the company, and one way we do this is through our Internal Mobility program. We launched a formal program in mid-2019, and since then we’ve seen over 1,250 internal moves take place. In 2023, internal mobility represented 21.6% of our overall hires.

Employee engagement and wellbeing

Mission

The mission of our Wellbeing program is to empower our employees to be well at work and beyond. We do this through our global benefits offerings and initiatives aimed at supporting workplace wellbeing.

Well at Unity

Our Well at Unity program aims to support employees’ wellbeing in a holistic way. We use a broad definition of wellbeing that encompasses professional, mental, physical, and financial wellness.

The Well at Unity program strategically focuses on these key areas:

Wellbeing Advocate Network

Composed of an average of 75 global employees spanning multiple countries and teams, the Unity Wellbeing Advocates are united by their commitment to promoting employee wellbeing. Beyond fostering a supportive community, the Advocates actively champion Unity’s wellbeing resources and tools within their teams and act as our voice of users, doing focus groups and escalating the needs of their peers. Our Advocates are a highly engaged group, boasting nearly an 80% participation rate. 

Employee resilience

We prioritized employee wellbeing by offering a total of 46 workshops and support sessions with close to 1,500 total attendees.²⁸ Of these offerings, four dedicated sessions were aimed at people managers with a focus on providing actionable strategies for optimizing professional wellbeing. Over 100 managers attended these sessions,²⁹ demonstrating a strong interest in tools and techniques to enhance workplace wellbeing.

Mental health aid training

In 2023, we continued our commitment to employee mental health by offering a multiphase mental health aid training program. This program equips employees with the skills and knowledge to support peers experiencing a mental health crisis.

We are proud to announce that we now have trained three total cohorts of mental health first-aid peer supporters, with 94 employees completing a five-hour live training in 2023. These dedicated individuals continue to play a vital role in fostering a supportive workplace environment and ensuring peers are directed to appropriate resources.

Mental health support utilization

In 2023, we surpassed our goal of 17% utilization by achieving a 43% participation rate in our global mental health benefit in the U.S. and 18% outside the U.S. – with over 14,000 unique mental health touchpoints,³⁰ including courses, live facilitated conversations, and more.

This program removes financial barriers to mental health care by offering no out-of-pocket costs to employees and their families for 25 sessions per person, per year. As a result, the majority of employees enrolled in mental health care self-reported either improvement or recovery, demonstrating the benefit’s positive impact on our global workforce. In total, we offered 17 hours of group crisis support and hosted over 500 attendees in 36 workshops and support sessions.³¹

Promoting inclusive benefits

• Our Inclusive Benefit Audit is a key tool used by the Global Benefits³⁰ team to identify and address gaps in care offerings. This audit is conducted in conjunction with benchmarking data and employee feedback to inform future benefits planning.
• In 2023, we launched our Global Caregiving Benefit, providing all employees globally with 120 hours of subsidized backup care and access to a care concierge service, supporting diverse caregiving needs throughout life stages. Our Caregivers ERG was a key partner in this launch to improve the support of our global caregiver community.
• In partnership with our LGBTQ+ ERG and executive sponsors, we laid the foundation for expanding our coverage to create a Global Gender-Affirming Care Benefit. This significant step included securing executive sponsorship and financial resources, and gathering targeted employee survey data. We look forward to expanding this important benefit offering in 2024.

Benefit harmonization

Following our merger with ironSource, a key focus was harmonizing benefit plans to ensure consistent benefit experience across countries in our newly combined workforce.

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²⁸Reports calculate attendance and not necessarily completion of the workshop.

²⁹Considering only manager sessions.

³⁰Data reported from our third-party vendor, Lyra.

³¹Reports of improvement are self-reported by our employees using Lyra's validated clinical assessment tools and Lyra reports back in aggregate.

Unity Charitable Fund

The Unity Charitable Fund provides the financial means to bring our social impact goals to life. In 2023, we gave approximately $6 million³² in charitable donations. One of our largest areas of grant support goes to future creators who are building real-time 3D experiences with a meaningful impact on society and the planet. We work in partnership with our grant recipients to track their progress and impact through conversations and surveys, and we continue to evolve our program by monitoring success metrics. We have also created impactful, multiyear grant partnerships, expanding our trust-based philanthropic approach. Below is an overview of a few grant recipients:

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³²The grant funding amounts indicated throughout the report are part of the $8 million total grant donation number.

Philanthropy and employee volunteering

Our Employee Giving Program empowers Unity staff to contribute to the communities and causes that matter most to them. Through the program, employees can volunteer up to 20 working hours of paid time annually with a nonprofit charitable organization, civic engagement organization, or cause. Unity also matches up to $1,000 of an employee’s contributions to any nonprofit within our donation platform, and employees can guide a one-time corporate donation of $100 to eligible organizations. Throughout 2023, Unity employees volunteered to help communities around the globe. Below are a few examples:

Hours of volunteer time off (VTO)* logged: 5,483

Global causes supported: 723 through individual and company donations (does not include support through grants)

Donations: $521,088 – Total employee donations, company match, and seeded donation funding

• $280,384 – Employee donations
• $240,704 – Company matching donations and seeded employee donation funding

* VTO is calculated from the Volunteer Time Off report supplied by Workday.

2023: Creator grantee spotlight

Unity for Humanity uplifts and connects creators using real-time 3D to achieve a more sustainable and inclusive world. In 2023, we awarded grants to eight impact-driven real-time 3D projects through the Unity for Humanity Grant. All projects are evaluated against a rubric to ensure that they align with at least one of the 17 UN Sustainable development goals. The following projects received a share of $500,000 in funding plus technical and marketing support to develop their change-making work.

Empowering future creators

Real-time 3D (RT3D) technology is transforming the way we work, learn, and socialize. Amid this transformation, the RT3D job market is growing rapidly, driven largely by increasing demand for immersive technologies in areas such as health care, gaming, architecture, and education.

The growth of the RT3D industry has created a demand for talent, leading to a challenge for institutions and training providers to adequately prepare learners for future careers in this field. For example, there are still gaps in access and equity, particularly for those from underserved backgrounds. Factors such as training costs can make it difficult for learners to gain the skills needed for RT3D jobs, creating a demand for programs that can address these challenges.

To support this, Unity Social Impact has partnered with Jobs for the Future (JFF), a leading nonprofit organization that works to create economic opportunities for underserved populations through innovative education and workforce development initiatives. Together, Unity and JFF launched The Unity Workforce Grant, an open call for proposals designed to empower workforce development organizations to inspire and support learners. It unlocks learners’ full professional and earning potential through immersive training programs with Unity. The $500,000 fund supported four workforce development programs that will help more than 1,000 learners find job placement in the real-time 3D industry over the next three years.

Role of the Board and ESG oversight

The role of our Board of Directors (Board) is to provide oversight and strategic guidance to senior management. More specifically, the Board has responsibilities to review, approve, and monitor fundamental financial and business strategies; assess our major risks; consider ways to address those risks; select and oversee management; and establish and oversee processes to maintain our integrity. Our global leader of Social Responsibility and ESG reports directly to our CEO and, as a member of our Executive Leadership team, has oversight over our ESG efforts.

Composition of the Board

The majority of our Board members are independent as determined under the rules of the New York Stock Exchange. Every member of our Audit Committee, Human Capital and Compensation Committee, and Nominating and Corporate Governance Committee, including each committee chair, is independent.

When evaluating director candidates, our Nominating and Corporate Governance Committee considers a candidate’s qualifications, expertise, and characteristics, including such factors as business experience, diversity, professional background, education, skill, and other individual attributes, that contribute to the total mix of viewpoints and experience represented on the Board. We ended 2023 with 12 board members³³, three of whom are from underrepresented communities and four of whom are women. More information about our Board independence and compensation can be found in our annual proxy statement, available on the SEC’s website.

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³³In May 2024, Matt Bromberg joined Unity’s board, bringing total board members to 13.

Business ethics and sustainable business practices

Conducting our business honestly, fairly, and lawfully is critical to living up to our mission and values. Accordingly, we comply with the corporate governance requirements of applicable law, as well as the governance standards of the New York Stock Exchange. In addition, we maintain and follow the principles of our Corporate Governance Guidelines and our Global Code of Conduct and Ethics.

Our Global Code of Conduct and Ethics is critical for realizing our company values and applies to all employees, members of the Board of Directors, and all other Unity team members globally. It is a set of detailed rules, but it is also a guide to living our values and a resource for understanding what is expected and how to conduct business in an ethical manner. All Unity personnel are required to complete annual training on the Code of Conduct.

All Unity personnel must also abide by our Anti-Corruption Policy to ensure compliance with the U.S. Foreign Corrupt Practices Act, the U.K. Bribery Act 2010, and all other applicable anti-corruption laws. Measures taken to ensure compliance with the Anti-Corruption Policy include due diligence on key third-party partners and completion of quarterly compliance certifications by senior executives, sales, and other customer-facing personnel. Further, all Unity personnel receive training on anti-corruption compliance as part of Unity’s required annual Code of Conduct training, and additional specialized training is provided to employees in sales roles and other relevant functional areas.

Our Export Control and Economic Sanctions Policy governs the use of our products, services, software, and technical data (both physical transfers and transfers completed using electronic means) to ensure compliance with export control and economic sanctions laws and regulations of all relevant jurisdictions, including but not limited to rules administered by the U.S. Commerce and Treasury Departments and the European Union. Our Finance department also maintains our Global Gifts, Travel, and Entertainment Policy to provide employees with guidance on how to maintain transparent, accurate, and complete documentation.

Protecting our employees and community

Unity’s mission and values are ambitious, and to achieve them we have established comprehensive rules and guidance for how we conduct business, both internally and externally. Along with our Global Code of Conduct and Ethics, our Anti-Harassment and Anti-Discrimination Policy, and our Environment, Health & Safety Policy provide a framework for our employees to understand what is expected of them and how to conduct business in a safe, just, and ethical manner.

These policies underpin our commitment to maintaining a positive and supportive environment where we are all proud to work – one where we are truly In it together.

Anti-Harassment and Anti-Discrimination Policy

In order to feel confident enough to Go bold and to let the Best ideas win, we believe that people need to feel safe and respected in the workplace.

To maintain our respectful workplace, we do not tolerate harassment of, or discrimination against, any employee, applicant, or contractor because of race, color, religion, national origin, sex, gender, gender identity and/or expression, genetic predisposition or carrier status, ancestry, age, physical or mental disability, medical condition, marital status, parental status, registered domestic partnership status, military or veteran status, sexual orientation, citizenship status, victim of domestic violence status, or any other status protected by applicable laws.

We require all employees to complete anti-harassment training during onboarding and at least once every two years thereafter.

Environment, Health & Safety Policy

Unity’s Environment, Health & Safety (EHS) team remained focused in its commitment to upholding high standards of safety, environmental responsibility, and regulatory compliance across our operations. Efforts were targeted at fostering a culture of safety, ensuring regulatory compliance is being addressed continuously, optimizing processes and systems that make up Unity’s EHS Management System, and enhancing training, competence, and awareness among our workforce.

Throughout 2023, Unity achieved significant milestones in its EHS initiatives. We made considerable progress in addressing audit findings from 2022, demonstrating our commitment to continual improvement. Conducting comprehensive and regular office safety and accessibility audits, inspections, and ergonomic assessments enhanced the wellbeing of many of our employees across all regions. Our reimagined new-hire health and safety onboarding program provided useful insights into Unity’s EHS standards, empowering employees to contribute to our safety culture effectively.

By revising our health and safety standards, we improved clarity and compliance company-wide, leading to a notable reduction in work-related injuries and lost days as compared with our 2022 performance. The revised standards enable Unity to provide a framework to identify, assess, and manage EHS risks associated with its operations, products, and services, and to cover some key areas, including:

• Office and remote health & safety
• Contractor safety
• Occupational health
• Ergonomics
• Fire and life safety
• Occupational hygiene and medical support
• Fatigue management

Looking forward, Unity is committed to advancing its health and safety objectives with a focus on empowerment, accountability, and compliance. We aim to empower our employees to take ownership of safety by providing ample opportunities for involvement and feedback. Through fostering a culture of accountability, we will encourage proactive reporting of hazards, near misses, and safety observations. Additionally, we will conduct a thorough review of Unity’s EHS Management System in accordance with Sections 9.1, 9.2, and 9.3 of the ISO 45001 and ISO 14001 standards, ensuring the effectiveness of the EHS Management System and its alignment with best practices.

Privacy and data protection

Unity is deeply committed to its privacy and security programs, and we devote considerable efforts to regularly testing the security of user assets utilized by our services and developing easy-to-use features that content creators can leverage to enhance the privacy protections of their creative products. This allows us to protect our community and support them as they positively impact the world.

Our Privacy Policies govern our information practices for all of our products and services, including how we collect, use, share, and protect information collected from developers, players, ad recipients, or people browsing or using our sites, in order to protect our community. We employ a variety of measures to safeguard the collection, transmission, and storage of the information we collect. These measures vary based on the sensitivity of the information that we collect, process, and store, and the current state of technology.

We issue Unity Privacy Standards to support compliance with applicable regulatory requirements, Unity requirements, and industry best practices, and evaluate our third parties to ensure that our Privacy Standards are upheld throughout our supply chain. All Unity personnel receive annual privacy training, with additional targeted training for key participants in our privacy program. We also have procedures in place to deal with any suspected personal-data breach, and notify any user and any applicable regulator of a breach where we are legally required to do so. 

These processes are governed by our Unity Global Privacy Program, developed and implemented by the Global Privacy team, Data Governance Council Members, and Operations Management, overseen by the Executive Data Steering Committee and the Audit Committee for the Board, and will continue to be evaluated and refined. Additionally, we have made progress on formalizing our AI Ethics evaluations to meet pending legal requirements. This programmatic approach allows us to live up to our Guiding Principles on AI. The program lives within our legal product and privacy groups, both of which are already dedicated to protecting privacy rights through data use analysis and controls.

Making Unity and its customers more secure

The security of our customer and employee data is of paramount importance to us at Unity. The mission of Unity Security is to enable customers, employees, and the company to protect our data from intended and unintended security risks.

To accomplish this mission, we’ve implemented an approach to our security program that complies with the industry-standard National Institute of Standards and Technology (NIST) Cybersecurity Framework (CSF).

The Unity Security Policy outlines mandatory security requirements for all of Unity. This policy is supported by standards, directives, and procedures.

Our security program includes implementation of software security development life cycle (SSDLC), vulnerability, and configuration management across all infrastructure, products, and services. This approach assists us with the identification and management of attacks and compromises, allowing us to carry out our duties to protect our data with the utmost urgency and care.

The program also oversees physical security management that protects the people, workplaces, assets, and products of Unity from intentional and unintentional physical harm, and employee environmental health and safety (EHS) management that ensures safe spaces for our employees and guests. We perform security due diligence in our supply chain and provide security training to employees and contractors to ensure everyone understands their responsibility and acts accordingly.

Our program is driven by a risk-management process that includes education and annual solicitation of risks from across the company, which are then prioritized for remediation. Quarterly governance management is completed for all stakeholders to ensure transparency, and we will continue to refine and improve our security program as we progress.

These commitments to corporate governance and data privacy and security will evolve as we grow, continuing to guide our decision-making and ensuring that we protect our communities while maintaining the highest levels of business responsibility in our operations.

GRI Index Disclosures 2023