Investing in our people

As an organization rooted in its values and driven by a commitment to our people, we embrace and celebrate the uniqueness of our people. We foster an inclusive and vibrant workplace where employees feel valued and cared for, and we actively seek input and feedback to strengthen our programs and initiatives in relation to our employee value proposition. Our objective is to craft holistic and meaningful programs and experiences that not only enrich their careers but also their personal growth and well-being.

^{Employees volunteering with the Los Angeles Regional Food Bank}

We are committed to providing a comprehensive list of benefits to support our employees in the countries we operate. Benefit offerings vary by location, but they are designed to meet the diverse needs and preferences of our global workforce.

^{Fig. 4. An infographic of Huron's total rewards benefits}

Total rewards

Our market-competitive total rewards package is a core element of our employee value proposition to attract, motivate, and retain top talent. In direct response to feedback, we have introduced and enhanced employee benefits designed to support the physical and mental well-being of our employees and their families. In 2023, we:

Expanded our telehealth services to include dermatology in addition to our current offering, which covers general health and mental health services.

Made internal enhancements to our Huron Benefit pages and created an LGBTQ+ Benefit Guide in 2023 to make sure we highlight all various benefit programs and make the content more accessible.

Introduced our new healthcare navigation and advocacy vendor, Quantum Health, to help improve members' benefits experience and support with care coordination.

Talent development

Nurturing individual growth and development

Our commitment to the growth and development of our people remains at the forefront of our future success. To facilitate this, we offer a diverse array of learning opportunities and experiences that can be tailored to individual needs and applied to individual context. This encompasses both formal and informal learning pathways, hands-on practice, and real-world application. We are committed to creating learning opportunities that reflect the individual perspectives of our diverse population, enhancing a culture of belonging and inclusion.

Adapting talent development for a hybrid environment

In response to the evolving landscape, we have proactively adapted our talent development initiatives, encompassing training, certification, and performance management programs and tools, to be adopted, wherever our people are working. These adaptations are designed to accommodate the unique needs of our employees in a hybrid work environment. We've undertaken a comprehensive redesign of our leadership development experiences, introducing self-directed learning, virtual workshops, and cohort-based learning options.

Identifying and nurturing our current and future leadership talent is critical to our success. Whether an executive or an analyst, an individual’s leadership journey starts on day one. Our leadership principles are a living expression of our culture and growth aspirations, and developing our leadership talent enhances our ability to achieve our vision of empowering our clients, our people, and the communities we serve.

We continue to build a future-led leadership development experience, aligned to these principles and reflective of our diverse team and hybrid model of working. Leaders are encouraged to reflect on moments that matter, engaging in a variety of different learning opportunities such as workshops, case studies, peer networks, and online content. More specifically, we have continued to see positive success in the development of our leaders through our milestone programs, senior director cohort, and sponsorship program.

We have enhanced our approach to identifying our future leadership talent, including a greater focus on how we continue to champion development pathways for our diverse communities. We also continue to utilize personal development assessments such as our 360-degree feedback tool for our most senior levels of leadership to provide meaningful feedback and further enhance ongoing growth and development.

As our future leaders are vital to the success of our company, we remain committed to the investment in the growth and development of our leadership talent.

Empowering learning through technology

Our employees have increasingly embraced the LinkedIn Learning platform, with nearly 3,000 individuals utilizing this resource to access new learning opportunities. This includes curated content aligned with our leadership principles, content assigned or curated for critical roles and initiatives, promoting continuous growth and skill development.

Personalized learning and productivity days

We also offer dedicated learning and personal productivity days to support our employees in managing the delicate balance between work and life while advancing their professional development. These days can be flexibly utilized for learning and development pursuits, completing certifications and trainings, and personal development planning, aligning with each employee’s aspirations and objectives.

^{Fig. 5. An infographic on Huron’s learning and development stats}

Building future leaders

^{Employees attending a managing director and principal advancement program}

Milestone Schools

Within our learning programs, our overarching goal is to provide robust support for employees, particularly as they traverse significant career milestones. Each of our milestone programs is thoughtfully crafted to commemorate achievements, centering on the identification of transition priorities at each new stage. These programs also place a strong emphasis on nurturing leadership skills and competencies. Participants in these programs dedicate time to clarify their personal priorities and potential growth opportunities, thus fostering the development of their leadership abilities and expediting their journey toward success in their new role.

Senior Director Development Cohort

Our Senior Director Development Cohort is intended to provide selected senior directors with a unique and tailored leadership development experience, designed to increase self-awareness and enhance leadership potential, critical for aspirational roles.

Enhanced for the 2023/2024 cohort, leaders participate in tailored learning sessions focused on developing skills across inclusive leadership, leading within a matrix, and enhancing sales and origination capacity.

Participants receive two personal leadership assessments and debriefs and have the option to match to a managing director or principal mentor, who offer support and guidance throughout the program.

Sponsorship for Diversity and Development

In 2021, we launched a sponsorship initiative tailored for underrepresented employees, aimed at fostering growth and development, cultivating an inclusive culture, and strengthening diversity within our organization. The sponsorship program pairs participants (protegés) with senior leaders (sponsors) who act as advocates, providing support and guidance for their professional advancement. This initiative has resulted in heightened visibility, career progression, and invaluable mentorship for all participants.

In 2023, we increased participation in the two-year cohort by 86%. In addition to the pairing with their sponsor, protégés also have dedicated one-on-one meetings with members of the executive leadership team. This year, participants were also provided an outside executive coach to support their leadership skills and professional development. We are pleased with the immediate progress of this initiative and how it has served as a catalyst in nurturing our future leaders and facilitating the expansion of diverse leadership representation throughout our firm.

After joining the Huron team, I quickly learned there was an intentional plan to invest in me for my professional growth and development. Senior leaders are genuinely interested in making sure I have the tools and the space to learn, grow, and advance within the organization. My voice is heard, and Huron constantly exceeds my expectations in ensuring they provide what I need. I appreciate Huron and believe they appreciate and value me as a whole person!”

Lori Blanton

Director

^{Employees at the sixth annual professional development seminar hosted by Huron's Black Alliance iMatter team}

Diversity, equity, and inclusion

^{Employees volunteering with Buffalo Niagara Waterkeeper}

As part of our commitment to our people, we prioritize embracing their distinct qualities, encouraging them to express their authentic selves, and fostering connections that celebrate diversity. Our mission is intrinsically tied to cultivating a workplace where diversity is celebrated and honored, and inclusion is seamlessly integrated into all aspects of our operations. We believe that by embracing a spectrum of perspectives, backgrounds, and experiences, we can unlock innovation, inspire creativity, and gain a deeper understanding to effectively meet the diverse needs of our clients and communities. This commitment is evident in our hiring practices, professional development opportunities, and ongoing initiatives aimed at nurturing a workplace culture that values and respects the individual uniqueness of each person. In essence, diversity and inclusion are not just aspirations at Huron; they are woven into the very fabric of who we are and guide how we strive to make a positive impact in the world.

Huron’s value of inclusion has been embedded in the organization since our founding and is fostered in our day-to-day work environment. Back in 2020, we renewed our commitment to holding ourselves accountable by developing a five-year diversity, equity, and inclusion action plan to help build a more equitable society. Through our achievements and actions in 2023, we continued to cultivate an inclusive culture, advance diverse representation across all levels of the organization, expand our community outreach and support, and remain committed to pay equity with ongoing analysis and studies. As part of these efforts in 2023, we:

Deepened the relationships of our senior leadership team by designating them as executive sponsors for each of our nine employee resource groups (iMatter teams) to focus on connection, awareness, advice, action, advocacy, and amplification of these communities.

Created a Dinner and Dialogue series for our C-suite to engage with, and learn directly from, small groups from the diverse communities represented by our iMatter teams as a way to enhance our heritage month activities and create deeper connections.

Hosted Women in Leadership summits in North America and India.

Revamped our sponsorship program, a key talent accelerator program, offering dedicated leadership coaching and C-suite coffee chats with sponsorship program participants focused on development and personal interests.

Launched the Women in India and Women of Color subcommunities to create spaces that specifically address the unique experiences and perspectives of women from diverse backgrounds.

^{Employees at the 2023 launch of the Women in India subcommunity, part of the Women Alliance iMatter team}

Board demographics

Our efforts to drive inclusion, diversity, and accountability start with our board of directors. The makeup of our board and committee leadership appointments, continue to reflect our company value of inclusion and our knowledge that diverse backgrounds, perspectives, and experiences lead to better outcomes.

Launched in 2019, the Disability Advocates iMatter team has been a driving force in advancing a culture of inclusion for employees with visible and invisible disabilities at Huron. This year, the team continued to create a safe space for employees to engage in positive dialogue about disability through its Meet, Greet, and Educate events. These events provide a unique platform for members to share experiences, overcome challenges, and increase their sense of belonging at Huron. The team’s commitment to fostering understanding and empathy ensures that all teams can collaborate effortlessly, creating a workplace where everyone’s unique abilities are valued and supported.

^{Fig. 6. Charts of Huron's board demographics}

Workforce demographics

We continue to see positive growth in our diverse representation since implementing our five-year diversity and inclusion action plan in September 2020. As our global footprint continues to expand, we are committed to expanding our diverse representation across our organization and are sharing our global gender metrics for the first time in this report. In addition to our overall population, we have shared our representation at the leadership level, which are principals, managing directors, corporate vice presidents, and executives. Since we also align our reporting to SASB standards, you can find additional breakdowns of our demographic data in the addendum of this report.

Celebrating its fifth year, the Pan-Asian American iMatter team expanded its reach by hosting several in-person events that honor Asian heritage. From Holi and Diwali celebrations to mid-autumn and Lunar New Year festivities, the team has created a vibrant space for employees to connect and share cultural traditions. By championing programs and initiatives that strengthen the relationship with employees of Asian heritage, this iMatter team plays a crucial role in fostering a sense of belonging and understanding of the Pan-Asian American community within the organization.

^{Fig. 7. Charts of Huron's workforce demographics}

_{^{*Huron’s U.S. population constitutes approximately 65% of the total full-time employee population, as of December 31, 2023.}}

_{^{*Percentages may not add up to 100% due to rounding.}}

^{Fig. 8. Graphs of Huron's workforce demographics}

At the end of 2023, racial and ethnic minorities made up approximately 28.4% of our U.S. population, an increase from 22% in 2019. At the leadership level, racial and ethnic minority representation increased to 11.6% from 6% in 2019.

_{^{*Huron’s U.S. population constitutes approximately 65% of the total full-time employee population, as of December 31, 2023.}}

_{^{*Percentages may not add up to 100% due to rounding.}}

Advancing women in the workplace

Empowering the advancement of women within the company remains a paramount focus. Our dedicated efforts to cultivate female leaders have played a pivotal role in shaping a robust pipeline of leadership talent, which has helped to increase the representation of our U.S. women in leadership to 32%, up from 25% in 2019.

To continue the firm’s momentum in advancing women in the workplace, Huron hosted its third annual Women in Leadership Summit in Chicago in October 2023. This premier event, strategically designed to foster the professional growth and development of women as leaders within the organization, served as a dynamic platform for networking, relationship building, and knowledge exchange. The summit offered a unique opportunity for female leaders to connect, share insights, and establish meaningful connections that contribute to their ongoing success.

This year’s summit provided an opportunity to dive into key themes essential for leadership skills and building successful careers at Huron. By addressing critical aspects of professional development, the summit aimed to empower women as leaders with the tools and knowledge necessary to navigate their careers successfully within the organization. The event featured engaging sessions, discussions, and workshops, offering valuable insights and actionable strategies for women to excel in leadership roles.

In an expansion of this initiative, Huron also hosted its first Women in Leadership Summit in India. This additional location and global approach illustrate Huron’s commitment to global diversity and inclusion. The summit in India not only facilitated meaningful discussions on leadership and career development but also strengthened the global network of female leaders within the company. By fostering collaboration across continents, Huron continues to demonstrate its dedication to creating an inclusive and supportive environment for women as leaders across the globe.

The objectives of these events were multifaceted, aiming to provide opportunities for networking and relationship building, explore key themes related to leadership skills, and inspire and encourage female leaders to advocate for change, act as sponsors, and contribute to the development of future talent. Through these impactful initiatives, Huron reinforces its commitment to advancing women in leadership positions, ensuring a workplace culture that values diversity, equality, and continuous professional growth.

^{Employees at the Women in Leadership Summit in India}

Alima Nickerson

Senior Director

^{Employees at the Chicago office during the Women in Leadership Summit}

I made some fantastic connections that will directly help me be successful in my role. The investment from the company is such a gift. The ability to take time to reflect on being a leader at Huron was very beneficial and I’m excited to carry my action plan forward.”

The WILS event was a great initiative by Huron to give female leaders a platform and help exchange ideas on challenges each of us face as a professional and as an individual, irrespective of our career stage. It was an eye opener towards our strengths and a great learning opportunity where we got a chance to learn more about ourselves and interact with our colleagues from different functions and geographies.”

^{Employees attending the Women in Leadership Summit in India}

Ami Mehta

Manager

In its 12th year, the Women Alliance iMatter team remains dedicated to fully engaging the highly talented women at Huron. This year, the team organized a “planning your career trajectory” workshop and leadership panels focused on embracing equity and demystifying typical archetypes to empower our female leaders to be their authentic selves and develop their leadership capacity. Local members had the opportunity to connect at in-person networking events, fostering relationships, supporting one another in their professional and personal growth, and inspiring intellectual curiosity. The team’s commitment to inclusivity and professional development contributes to a vibrant and empowered community of women at Huron.

^{Fig. 9. An infographic of Huron's iMatter teams and networks}

Employee resource groups and networks

We recognize that connecting through community is key to fostering belonging. Our employee resource groups and networks provide supportive spaces for our colleagues to cultivate growth and development, learn from one another, celebrate their unique identities, and make a positive impact both within and outside of the workplace.

Employee resource groups (iMatter teams)

Our employee resource groups, or iMatter teams, create personal connection and foster a sense of belonging, community, and inclusivity across our organization. They provide a safe and supportive space for our colleagues to share their experiences and perspectives, bringing our core value of inclusion to life in a meaningful and authentic way. In North America, 53% of our employee base is a member of at least one iMatter team; globally, 43% of our employee base participates in our employee resource groups. Our employee resource groups provide a platform for employees to connect, exchange stories and perspectives, and contribute to the advancement of our inclusive culture.

Huron has nine iMatter teams, including the Black Alliance, Disability Advocates, Global Alliance, LatinX, Pan-Asian American, Pride, Veterans Alliance, Women Alliance, and Working Parents. Collectively in 2023, our iMatter teams played a vital role in promoting inclusivity, organizing 110 events that saw more than 3,000 individuals participate.

^{Employees celebrating Pride Month}

Black Alliance

iMatter team

In its 11th year, the Black Alliance iMatter team has continued to make an impact with promoting diversity and inclusion across Huron. This year marked the team’s sixth annual Black Alliance Professional Development Seminar. The event served as a dynamic forum for networking, learning, and inspiration, creating a vibrant and

enriching experience for all participants. Throughout the development of programs and efforts, the Black Alliance iMatter team

continues to strengthen the connection

between Huron and its Black employees, fostering a more supportive and inclusive workplace.

^{Employees attending a dinner the night before the Black Alliance professional development seminar}

One key takeaway from the professional development seminar is the power of shared stories and experiences in creating a unified, supportive work environment. It’s a reminder that every individual’s journey is valuable and contributes to our collective success.”

Matthew Berkley

Director

Disability Advocates

iMatter team

Global Alliance

iMatter team

In its 10th year, the Global Alliance iMatter team remains dedicated to promoting diversity and inclusion by celebrating the cultural backgrounds of all employees. The team, which includes the Middle East North Africa Alliance and Jewish Alliance subcommunities, hosted the seventh Annual Global Village. This year’s theme, “Music & Moves Around the World,” showcased the rich diversity within the organization through sessions exploring music and dance from various cultures. The Global Alliance iMatter team continues to foster innovation, teamwork, and performance by capitalizing on diverse perspectives and promoting a deeper understanding of cultural backgrounds.

Pride

iMatter team

The Pride iMatter team celebrated its 12th year at Huron and continues to play a vital role in promoting inclusion and bringing colleagues together for networking, mentoring, professional development, and community outreach. Through its community outreach efforts, the team hosted various Pride Month events and sponsored a Queer Prom that benefited the Center on Halsted in Chicago. The team also actively contributes to making Huron a welcoming and supportive environment, and attracting, recruiting, and retaining LGBTQ talent.

LatinX

iMatter team

Established in 2020, the LatinX iMatter team has quickly become an integral part of Huron’s commitment to diversity and inclusion. This year, the team organized various events for Hispanic Heritage Month, including the “Somos LatinX” panel event, which featured panelists representing different Latinx countries at different career stages. The event provided insights into culture, language, and identity within the Latinx community.

Working Parents

iMatter team

Celebrating its 12th year, the Working Parents iMatter team at Huron continues to connect and support working parents in balancing family life and a meaningful career. This year, the team hosted its annual Cooking with Kids Challenge and Spring Break activity, providing opportunities for parents to share resources and experiences.

With sessions on decoding your child’s love language, helping children cope with grief, and raising LGBTQ+ youth with love and acceptance, the Working Parents iMatter team contributes to a supportive and understanding environment for all employees navigating the challenges of parenthood.

Pan-Asian American

iMatter team

Veterans Alliance

iMatter team

The Veterans Alliance iMatter team at Huron has consistently created a community for military veterans and employees to connect and share experiences. This year, the team celebrated its 10th annual donation drive, partnering with the Women Alliance iMatter team to collect over 16,000 items benefiting the National Coalition for Homeless Veterans.

The team also hosted The Honor Foundation in our Chicago office to help former special operations soldiers move into the private sector. Through initiatives like these, the Veterans Alliance iMatter team continues to exemplify Huron’s commitment to supporting veterans

and fostering a sense of community within the organization.

^{The Veterans Alliance iMatter team hosting The Honor Foundation in the Chicago office}

Transitioning from military to civilian life isn’t easy and shouldn’t be done alone. Talking about my transition from the military to the private sector made me realize how much support I received along the way, and how important it is to support those about to experience it. The Honor Foundation is walking the walk and actively preparing our nation’s finest men and women for the next phase of their lives.”

Mike Ricciardi

Senior Manager

Women Alliance

iMatter team

^{Employees attending the Women in Tech Summit in the Chicago office}

In 2023, Huron expanded the Women Alliance iMatter team to include communities for Women of Color and Women in India. This expansion further demonstrates our commitment to empowering the advancement of women within the Huron team as we embrace the unique experiences and perspectives of our employees around the globe. Recognizing the importance of creating spaces that specifically address the unique experiences and perspectives of women from diverse backgrounds, these subcommunities are designed to further engage and support underrepresented populations across the organization.

The Women of Color subcommunity aims to provide a supportive network for women from diverse ethnic backgrounds, offering a platform for shared experiences, mentorship, and professional development. Through targeted initiatives, such as workshops and events focused on addressing the unique challenges faced by women of color in the workplace, this subcommunity strives to create an inclusive space where all voices are heard and valued.

The Women in India subcommunity seeks to empower and connect women professionals within Huron who are based in or have ties to India. By addressing specific cultural and professional nuances, this subcommunity enhances the support system for women working in a global organization, promoting cultural exchange and fostering a sense of community across geographical boundaries.

These communities join the existing Women in Tech subcommunity focused on highlighting, promoting, and supporting women who work in technical fields. This year the Women in Tech subcommunity hosted its first integrated Women in Tech summit event, which focused on areas such as taking control of your career and making an impact at any level, expanding your leadership, and demystifying archetypes.

^{Employees attending the Women in Tech Summit, hosted by the Women Alliance iMatter team}

Experienced Hires network

The Experienced Hires network plays an important role in creating a conducive environment for the recruitment, retention, and success of experienced industry hires at Huron. This year, the group focused on sharing valuable knowledge and resources tailored for experienced hires while actively promoting training programs specific to its members. The commitment to fostering a supportive atmosphere has resulted in enhanced collaboration and knowledge-sharing among this vital segment of our workforce.

Employee networks

Huron supports five networks including Experienced Hires, Helping Hands, Public Health, Rising Professionals, and Sustainability. These networks collectively strive to empower our workforce through various avenues, fostering professional development, social engagement, and community impact. By providing platforms for mentorship, networking events, and skill development, these networks help ensure that employees at all career stages find opportunities for growth and connection.

Moreover, our commitment extends beyond the workplace with initiatives promoting sustainability, open discussions on public health, and community service. These networks underscore Huron’s dedication to fostering a holistic and inclusive environment that goes beyond professional growth to encompass broader social and environmental responsibilities.

Helping Hands network

The Helping Hands network has exemplified our commitment to community service by organizing over 200 local service events in 2023, resulting in more than 12,000 employee service hours. With local city leads in every area where Huron has employees, the network has played a pivotal role in connecting employees passionate about giving back. The network’s dedication to planning and executing meaningful service events has not only strengthened bonds among colleagues but has also positively impacted the communities in which we live and work.

^{Employees presenting a monetary contribution to Omashram Trust in Bangalore, India}

Public Health network

In its inaugural year, the Public Health network has already left a mark by hosting insightful speakers on health equity and the intersection of faith-based communities with public health. The network’s monthly journal clubs, featuring suggested articles and open discussions, have fostered a dynamic space for interactive learning and knowledge-sharing. The Public Health network is instrumental in providing a platform for our colleagues to engage in discussions on data-driven public health topics and stay informed about emerging studies in the field.

Rising Professionals network

The Rising Professionals network, established in 2023, has been instrumental in fostering the growth of our early career professionals. Hosting the Meet Huron Series, the network provided interactive sessions for analysts and associates to gain a broader understanding of the various industries Huron serves. Additionally, the network organized workshops on self-advocacy and imposter syndrome, emphasizing both professional development and the well-being of rising professionals. The network’s commitment to mentorship, networking events, and overall development opportunities has created a supportive community for the next generation of Huron leaders.

Sustainability network

The Sustainability network has actively promoted environmental awareness through various initiatives. The network’s commitment to promoting sustainability within our offices and project sites aligns with our broader environmental goals and corporate responsibility.

^{Fig. 10. A timeline of Huron's diversity and inclusion journey}

^{Employees volunteering with the Chicago Park District}