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 enrich their careers, personal growth, and holistic well-being.

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

Employee engagement

We show our commitment to our employees by providing an enriching culture that inspires, supports, and rewards. We see what's possible in each employee and help to realize that potential. One formal way we measure how we deliver on our commitment is via our engagement and pulse surveys. Our annual engagement survey asks a set of questions organized by our five pillars: deeper connections, shared purpose, holistic well-being, adaptable flexibility and personal growth. We measure engagement and participation at the enterprise level as well as other employee experience dimensions to ensure we can action plan accordingly. Engagement enterprise results for 2024 were 82 against a global benchmark of 74 and participation was 70%.

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 2024, we:

Hosted Global Well-being Week, where our benefit vendors conducted daily webinar sessions to highlight their offerings aimed at supporting our employees' physical, financial, personal, mental, and social well-being. Additionally, in recognition of World Mental Health Day on October 10, we held a global mindfulness session led by our Employee Assistance Program (EAP) provider.

Updated our Family Forming Services – Partnered with Progyny to provide inclusive family forming and fertility benefits supporting every path to parenthood. In addition to family forming benefits, the program includes guidance for expecting parents, those newly postpartum, and menopause care.

Expanded Perks at Work Program to include our global locations: India, Canada, the United Kingdom, Singapore, and Switzerland.

Introduced Student Debt 401(k) Match Program in the US to offer flexibility to employees with student loans to be able to receive the 401k match (if they couldn’t afford to contribute to the 401k plan).

Hosted an India Well-being Series throughout the year featuring webinars on financial, emotional, and physical well-being and organized a step-a-thon.

Launched a new time off policy in Singapore to help employees navigate leaves and holiday entitlements.

Implemented Workplace Banking Program in the U.S. to support our employees’ financial well-being.

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

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

The 16-week paid maternity leave benefits allowed me to fully focus on my family, and the flexibility has made this transition smoother than I ever imagined. It's clear that Huron values its employees and understands the importance of work-life balance.”

Janessa Frazier

Senior Associate

Talent acquisition

Our global talent acquisition team was responsible for hiring 1,600 professionals in 2024, covering a range of positions and levels. We thoroughly review each resume received through various channels, evaluating candidates based on the specific requirements of the role. The interview process includes behavioral and technical assessments, panel interviews, case studies, and 1:1 interviews. Our top sources of hires are employee referrals and directly sourced candidates from both internal and external networks. In addition, we have welcomed back former employees as rehires.

Our campus program is well-established in the U.S. This year, we welcomed 50 interns and hosted nine onsite and six virtual events. We take an inclusive approach to posting job openings on multiple channels and actively participate in campus chapter events and career fairs.

In the same way we focus on industry-leading practices for our clients, we believe in applying the same principles to Huron's talent management practices and processes. We work to broadly source talented candidates, with rich experiences, for all our employment opportunities.

We are committed to continuously evaluating the performance and effectiveness of our efforts and adapting them to meet the evolving needs of our growing business strategy.

Programs like Internal Career Mobility have led to a gradual increase in internal hiring, which now represents 9% of our overall hires. These programs are designed to empower employees to take control of their career paths, explore new opportunities within the company, and align their strengths with our business needs.

In 2024, our acceptance rate for experienced hires reached 90%, up from 88% in 2023. Additionally, global job applications increased by 6% in 2024 compared to 2023. At Huron, we are committed to fair employment practices, ensuring equal opportunities for all individuals, complying with global anti-discrimination laws, and fostering a workplace free from discrimination in any form. We offer self-paced learning programs on effective interviewing and talent selection, as well as live, instructor-led sessions. We ensure that all hiring managers and members of the hiring team have the opportunity to participate in these training sessions, enabling them to assess talent in alignment with Huron’s mission, vision, values, and leadership principles.

Orientation and onboarding

Huron’s commitment to our new employees and our collective employee teams forms the foundation of our culture. It pushes us to achieve our shared goals and aspirations. We're dedicated to ensuring that the orientation and onboarding journey is fulfilling, rewarding, and full of opportunities for growth and connection.

Our people truly differentiate Huron and the unique cultural environment of which we are incredibly proud. Our dedication to deeper connections, shared purpose, holistic well-being, adaptable flexibility and personal growth. This enriches our workplace and creates a community where everyone works together to ensure our clients receive excellent and sustainable results.

In 2024, Huron successfully onboarded more than 1,700 new employees globally. Of the new hire population, 50% were based in India while 48% were located in North America. Our orientation program brings our employee value proposition to life. Over two days of structured virtual sessions, leaders from various businesses welcome new hires, building networks, and fostering deeper connections and offering themselves as valuable resources to support their growth and success. To strengthen our connections in the first week, North America also invites new hires to participate in a voluntary Cultural Sensitivity, Unconscious Bias, and Allyship workshop as part of the enterprise orientation. These sessions offer a valuable opportunity to celebrate our unique perspectives and collaborate on how to foster belonging in the workplace. After the first week, new hires transition into the industry and capability onboarding, where they have the opportunity to connect with their respective teams for a customized learning experience.

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 an 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. In 2024, employees across the enterprise logged more than 67,000 hours of internal development training (not inclusive of compliance-related trainings). This amounts to an average of 8.6 hours of internal training per employee (an average of 9.3 hours for women and 8.1 hours for men). We are committed to creating learning opportunities that reflect the individual perspectives of our global population, enhancing a culture of belonging and inclusion.

Empowering learning through technology

More than 2,000 employees have embraced the LinkedIn Learning platform, leveraging it as a valuable resource for continuous growth and skill development. This includes leadership development courses aligned with our leadership principles, as well as role-specific and acumen-based materials, fostering new learning opportunities across the organization.

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

Personalized learning and productivity days

Huron supports employees in managing work and life while fostering professional growth through personalized learning and productivity days. These dedicated days provide flexibility for individuals to focus on their development goals, whether enhancing skills, pursuing learning opportunities, or addressing personal priorities. By offering this tailored approach, we empower our employees to balance their commitments while continuing to grow and thrive professionally.

Empowering growth at every stage

At Huron, we are committed to fostering a culture of continuous learning and development for our colleagues worldwide. As a learning organization, we focus on providing the right support at pivotal moments in our employees’ careers, tailoring opportunities to meet their needs and aspirations.

Our learning and talent strategy combines customized leadership development programs with a broad range of training and experiential learning initiatives. These offerings build on the skills and mindsets our colleagues bring to our company, empowering them to thrive in roles ranging from their first job to seasoned leadership.

By aligning training opportunities and assessment tools like 360-degree feedback and Hogan with individual growth trajectories, we allow our employees to develop their self-awareness to enable greater contributions to our clients and communities. Through this holistic approach, we empower our employees to realize their potential, advance their careers, and drive impact—creating a dynamic and resilient workforce prepared to meet the challenges of today and tomorrow.

_{^{Fig. 6. A table of the average hours of training by management level}}

Advancing leaders in the workplace

Within our leadership development initiatives, Huron is committed to empowering our employees as they navigate critical career milestones. Each Milestone School is designed to celebrate achievements while focusing on the key priorities of transitions at every stage. These programs are thoughtfully aligned with our commitment to cultivating leadership excellence, enabling participants to enhance their leadership impact and identify opportunities for growth. By fostering self awareness and accelerating readiness for new roles, we help people increase their impact, performance, and overall effectiveness irrespective of their level. These outcomes are foundational to maintaining the culture of trust, effectiveness, accountability, collaboration, and inclusivity that we hold dear.

Our Senior Director Development Cohort equips senior directors with the tools and insights needed to navigate complex organizational challenges and drive impact. It offers an immersive learning experience designed to

increase self-awareness through leadership assessments and coaching, enhance sales capabilities, and foster inclusive and enterprise leadership skills across cultural and functional boundaries.

To further enrich the experience, participants have the option to be matched with a managing director or principal mentor for guidance and support. Additionally, networking opportunities with C-suite leaders enable participants to deepen their understanding of organizational vision and explore how their leadership effectiveness can contribute to achieving strategic goals.

The Sponsorship Program is tailored to managers and directors, aimed at fostering leadership growth and development, cultivating an inclusive and engaging culture, and building one's network. The sponsorship program pairs participants (proteges) with senior leaders (sponsors) who act as advocates, providing support and guidance for their professional advancement.

Huron hosted an Advancing Women in Leadership (AWL) pilot program aimed at empowering professionals at the Analyst through Senior Associate levels. With a mission to cultivate leadership skills, promote cross-functional collaboration, and support career growth, the pilot program engaged over 400 participants across Canada, India, and the U.S. Delivered virtually and opened to all employees, the AWL program featured interactive workshops, thought-provoking panels with Huron leaders, open group discussions, and a robust curriculum designed to align with the company’s core competencies, values and leadership principles.

To deepen the learning experience, AWL offered optional Accountability Groups, where 22 groups met bi-weekly to explore topics such as confidence building, decision-making, adaptability, and giving and receiving feedback.

This peer-driven structure fostered meaningful connections and created a collaborative environment for participants to share insights and challenges.

Diverse culture and community

As part of our commitment to our people, we prioritize embracing their distinct qualities, encouraging them to express their authentic selves, and foster connections. Our mission is intrinsically tied to cultivating a workplace where inclusion is seamlessly integrated into all aspects of our business. We believe that by embracing a spectrum of perspectives, and experiences, we can unlock innovation, inspire creativity, and gain a deeper understanding to effectively meet the 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 everyone. In essence, inclusion is not just aspirations at Huron; it is woven into the very fabric of who we are and guides how we strive to make a positive impact in the world.

_{^{Employees celebrating Childhood Cancer Awareness Month}}

Huron’s value of inclusion has been embedded in the organization since our founding and is fostered in our day-to-day work environment. Through our achievements and actions in 2024, we continued to cultivate an inclusive culture. As part of these efforts in 2024, we:

Hosted our first employee resource group (iMatter) leaders summit to enhance collaboration among teams, provide an opportunity to plan for 2025, and recognize the dedication and achievements of iMatter Team leaders.

Created an iMatter mentorship program open to all employees.

Launched a First-Generation (First Gen) professionals' network.

_{^{Employees volunteering with N Street Village}}

Board demographics

Our board and committee leaders reflect our company value of inclusion and our knowledge that varied backgrounds, perspectives, and experiences lead to better outcomes.

_{^{Fig. 7. Charts of Huron’s board demographics}}

Workforce demographics

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, as well as historical data, in the appendix.

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

_{^{*Huron’s U.S. population constitutes approximately 61.4% of the total full-time employee population, as of December 31, 2024.}}

_{^{Fig. 8. Charts of Huron’s workforce demographics}}

At the end of 2024, racial and ethnic minorities made up approximately 27.9% of our U.S. population. At the leadership level, racial and ethnic minority representation was 13.7%.

_{^{*Huron’s U.S. population constitutes approximately 61.4% of the total full-time employee population, as of December 31, 2024.}}

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

_{^{Fig. 9. Charts of Huron’s workforce demographics}}

External organizations

We know that an inclusive workplace is essential to our success. As part of our efforts to cultivate a sense of belonging among our employees, Huron collaborates with several organizations that represent professionals. These collaborations are aligned with our employee value proposition, ensuring that we not only can attract new talent, but can provide meaningful resources for our employees to cultivate deeper connections in the community.

As an example, as part of Huron’s relationship with the Hispanic Alliance for Career Enhancement (HACE), HACE CEO Patricia Mota facilitated an engaging session on Leading with an Intersectional Lens for Huron’s employee resource group leaders. Participants shared personal stories, deepening their connections with one another.

_{^{Employees at the Leading with an Intersectional Lens event}}

Employee resource groups and networks

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

_{^{Fig. 10. An infographic of Huron’s iMatter teams and networks}}

Employee resource groups (iMatter teams)

Our employee resource groups, or iMatter teams, create personal connections and foster a sense of belonging, community, and inclusivity across our organization. Open to all, these teams celebrate diversity, recognize contributions, promote awareness and provide a safe and supportive space for our colleagues to share their experiences and perspectives. In North America, 59% of our employee base is a member of at least one iMatter team; globally, 42% 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.

Collectively in 2024, our iMatter teams played a vital role in promoting inclusivity, organizing 160 events that saw more than 2,800 individuals participate.

_{^{Employees celebrating Pride Month}}

iMatter Leadership Summit

The inaugural iMatter Leadership Summit, held in November 2024, marked a milestone for Huron's inclusion and belonging efforts, bringing together over 50 iMatter team leaders. This groundbreaking event was designed to strengthen connections and collaboration among teams, offer a clear framework for planning in 2025, and honor the dedication and achievements of iMatter Team leaders.

The summit featured an impactful agenda, including workshops such as Leading with an Intersectional Lens by HACE, Navigating Change: Fostering Engagement and Belonging at Huron, and Building Community & Increasing Belonging: Strategies for Success. Additionally, there were sessions highlighting Award-Winning Initiatives where leaders shared their successes, as well as a session on Becoming an iMatter Ambassador: Building Your Personal Brand and Impacting Your Career.

A special highlight of the summit was a fireside chat with Kristen Bruner, CHRO, and Mark Hussey, CEO and president, discussing the role of the iMatter teams in shaping the company’s culture. Leaders also participated in team planning and breakout sessions to strategize for a successful 2025.

The summit proved to be a resounding success, providing invaluable insights, fostering cross-team collaboration, and setting the stage for an even more impactful year ahead for our iMatter teams.

_{^{Employees at the iMatter Leadership Summit}}

^{I really enjoyed meeting my iMatter team in person and getting to know other folks that I wouldn't have if I hadn't attended. This event was so intentional in every session and it was a great way for me to feel like my effort on internal work is appreciated.”}

Jessica Quintana

Associate

Black Alliance

iMatter team

In its thirteenth year, the Black Alliance iMatter team (BAiM) continued to expand its impact by fostering a more inclusive workplace and strengthening ties within local communities. The team’s City Leads program led initiatives like the Back-to-School Drive in Atlanta and Juneteenth celebrations in Chicago, Atlanta, and New York, which fostered a strong sense of community and belonging. Firm-wide events focused on collaboration, networking, growth, and showcased the power of cross-team collaboration.

_{^{Employees at the iMatter Leadership Summit}}

Disability Advocates

iMatter team

Launched in 2019, the Disability Advocates iMatter team (DAiM) continues to advance a culture of inclusion for employees with visible and invisible disabilities at Huron. In 2024, DAiM raised awareness and empathy through initiatives like the "Making Invisible Disabilities Visible" presentation and the "Meet, Greet, & Educate" networking calls, which provided a safe space for members to share experiences and overcome workplace challenges. The team also promoted mental health destigmatization through the "Letters to Strangers" Global Day of Service event and collaborated with Pan-Asian American iMatter team on an intersectional book club to explore shared perspectives. These efforts reinforce DAiM’s commitment to creating a workplace where everyone’s unique abilities are valued and supported.

Global Alliance

iMatter team

In its 11th year, the Global Alliance iMatter team continues to promote inclusion by celebrating the rich cultural backgrounds of Huron employees. In 2024, the team hosted impactful events like International Yoga Day in Bangalore and the eighth Annual Global Village, which explored global traditions through cuisine and cultural practices. The team also engaged employees with celebrations such as Holi in India and observances like National Native American Heritage Month. The Global Alliance iMatter team includes the Middle East North Africa Alliance (MENA) and Jewish Alliance subcommunities, which contribute to fostering understanding, collaboration, and innovation across Huron.

LatinX

iMatter team

Founded in 2020, the LatinX iMatter team continues to play a vital role in advancing inclusion at Huron. In 2024, the team hosted successful professional development events for undergraduate attendees like the "Spring Forward into Consulting" and "Meet Huron’s LatinX iMatter team" panels, while also collaborating with various iMatter teams on initiatives such as career preparation events. The team continued its quarterly newsletter, highlighted Latino-serving organizations for charitable giving, and hosted impactful Hispanic Heritage Month events. Through these efforts, the LatinX iMatter team fosters engagement, and builds community.

Pan-Asian American

iMatter team

The Pan-Asian American iMatter team (PAAiM) had an impactful year in 2024, continuing to strengthen its presence and engagement across Huron. Leadership members were deeply involved in various initiatives, which helped elevate PAAiM’s visibility, celebrate diversity, and promote its community. This year also saw increased engagement from Asian American Huron leadership, with active participation in PAAiM events and sponsorship of initiatives during AANHPI Month and the mentorship program. Collaboration with other iMatter teams led to joint events that reinforced a sense of community and shared goals. PAAiM created meaningful networking opportunities through events like Tea Time and in-person meetups, allowing members to connect and build relationships. PAAiM’s dedication to cultural celebration and community-building marked a successful year.

Pride

iMatter team

In its thirteenth year, the Pride iMatter team continues to foster inclusion and community at Huron through impactful initiatives and engagement. In 2024, the team raised funds for the Center on Halsted, celebrated Pride Month with local events and an employee panel, and strengthened connections through social activities like book clubs and movie discussions. The team also welcomed new members with quarterly calls, supported LGBTQ refugees through mentorship opportunities, and presented to diverse audiences, including interns and prospective hires. Through these efforts, the Pride iMatter team advances Huron’s mission to create a supportive, inclusive workplace and attract talent.

_{^{Employees celebrating a Pride event}}

_{^{Empoyees participating in a Pan-Asian American iMatter team networking event}}

Veterans Alliance

iMatter team

In 2024, the Veterans Alliance iMatter team at Huron made a significant impact through various initiatives that supported veterans and raised awareness about their needs. The team successfully partnered with the Women Alliance iMatter team for a National Coalition for Homeless Veterans (NCHV) drive, collecting more than 14,000 items. They also hosted a PTS Awareness Auction, raising $2,600 for the Mark Divine Courage Foundation, which provides long-term support for veterans. During Global Diversity Awareness Month, the Veteran Storytelling event brought together veterans and their supporters to share service stories. Additionally, the Veterans Day Fireside Chat, in collaboration with Huron Risk Insights, featured a powerful discussion on veteran suicide and mental health. Through these impactful events, the Veterans Alliance team continues to foster a strong sense of community and support for veterans within Huron.

_{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

In its thirteenth year, the Women Alliance iMatter team (WAiM) continued to foster engagement through a wide range of initiatives and events.

WAiM organized multiple community outreach events, including a Professional Clothing Drive, collecting nearly 1,830 items across 20 cities, benefiting Dress for Success and other local organizations.

In addition to its focus on community engagement, WAiM expanded its subcommunities, including Women of Color and Women in India, while continuing its commitment to empowering women in technical fields through the Women in Technology Subcommunity. This year, WAiM hosted its first integrated Women in Tech Summit in India, marking an exciting expansion of the team's growth in that region, alongside the successful Women in Tech Summit – North America. Both events focused on themes such as career advancement, leadership expansion, and

making an impact at any level, showcasing the team’s commitment to supporting women in tech across Huron globally.

The expansion of these subcommunities, coupled with the success of the Women in Tech initiatives, demonstrates the ongoing dedication of the Women Alliance iMatter team to creating a positive and inclusive environment at Huron.

The Women of Color and Women in India subcommunities have been essential in creating spaces for women from diverse backgrounds to connect, share experiences, and engage in professional development. The Women of Color subcommunity organized a successful Book Club 3-Part Series and a collaboration with the MENA subcommunity for Global Diversity Awareness Month, while the Women in India subcommunity hosted several impactful events for Women’s Month, including a financial planning session and the Women in Tech Summit India. These efforts have contributed to building a more inclusive and supportive network.

_{^{Employees at the Talk Me Up Career Workshop}}

Working Families

iMatter team

Established in 2011 the Working Parents iMatter team was renamed to the Working Families iMatter team in 2024 to account for different life stages. This group continues to support employees navigating the challenges of balancing family life and career. The team hosted successful events such as a webinar focused on highlighting benefits for working families and continued its impactful New Child Mentorship program. It also launched a new channel dedicated to caregivers, fostering ongoing conversations with the benefits team about caregiving challenges and support options. One of the team’s standout initiatives was bringing back Bring Your VIP to Work Day in person for the first time since 2019. This inclusive event allowed employees to invite the person who means the most to them to experience Huron firsthand. Additionally, the team organized a Feeding America fundraiser and hosted panel discussions on key topics such as parent burnout and balancing work and travel. Moving forward, the team will continue to partner with Huron’s corporate initiatives to maximize impact and engagement.

_{^{Employees at Huron’s Bring Your VIP to Work Day event}}

Employee networks

Huron supports six networks including Experienced Hires, First Gen Professionals, 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.

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.

First Gen Professionals network

The First Gen Professionals (FGP) network was launched this year with the mission to create a supportive community for first-generation professionals at Huron. Its objectives include raising visibility for first-generation professionals, educating allies about their experiences, and fostering a sense of belonging through networking and mentorship.

The FGP network kicked off with engaging events, including a panel discussion, aimed at increasing awareness and celebrating the unique challenges and strengths of first-generation professionals within the broader Huron community.

Helping Hands network

The Helping Hands network has exemplified our commitment to community service by organizing over 200 local service events in 2024, resulting in more than 13,300 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.

Public Health network

In 2024, the Public Health network (PHN) built on its strong foundation, expanding its impact through a variety of initiatives and events. The network hosted its first in-person volunteer event for food insecurity in Denver, DC, and Chicago. Speaker events continued to play a central role, with notable sessions like Regulating AI: Future Uses in Healthcare and Effective Guardrails and an overview of one of Huron’s Humanitarian Emergency Response and Relief Centers for Asylum Seekers projects. Additionally, the network introduced a quarterly spotlight to highlight PHN members and their public health interests. The Journal Club continued its success, providing a space for members to engage with the latest studies and trends in public health, fostering knowledge-sharing and interactive learning.

Rising Professionals network

The Rising Professionals network (RPN), established in 2023, has continued to play a key role in supporting the growth of early career professionals at Huron. In 2024, the network expanded its offerings with the continuation of the Meet Huron Series, featuring specialized sessions like Meet Business Advisory and Meet Corporate Finance. RPN also hosted social networking events, coffee chats, and a successful kick-off event for new members. In addition, the network supported leadership initiatives like the Advancing Women in Leadership program and organized valuable opportunities for networking, including Intern Networking Breakfasts and an After Leadership Summit Panel. The RPN also consolidated resources on its dedicated page to further support professional development. These initiatives foster a community that emphasizes mentorship, networking, and development, equipping the next generation of leaders at Huron.

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.

^{Employees in Bangalore volunteering with Rise Against Hunger}

_{^{Fig. 11 A timeline of Huron's inclusion journey}}