Investing in
our people

Investing in our people

_{^{Employees at the Amanda Bonser Leadership Summit in Bangalore}}

As an organization rooted in its values and driven by a commitment to our people, we embrace and celebrate the uniqueness of every individual. 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.

Employee engagement

Employees contribute to a collaborative and vibrant culture guided by leaders who embody our values and leadership principles. Employees’ success becomes ours, and together, we create a work environment where everyone feels recognized and valued and has a strong sense of belonging. Maintaining a culture of inclusion, continuous growth, and high performance enables employees to reach their full potential and supports Huron’s position as an employer of choice. We deliver on our commitment to employees through a focus on shared purpose, deeper connections, personal growth, holistic well‑being, and adaptable flexibility. To measure progress, Huron uses Microsoft Viva Glint to assess employee engagement through annual engagement surveys and periodic pulse surveys. Our engagement scores reflect employees’ overall satisfaction with working at Huron and their likelihood of recommending the company as a great place to work. The results of the 2025 annual engagement survey indicated positive sentiment and showed an engagement score of 83 compared with a global benchmark of 75, with participation of 74%. Insights from these surveys inform enterprisewide and business‑level action planning.

_{^{Fig. 4. Charts describing employee overall engagement score}}

Introduced a day care reimbursement program in India.

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 2025, we:

Enhanced our employee assistance program to include the TELUS Total Mental Health and global well-being services. This expanded benefit gives continuous and immediate access to mental health support; counselor-led, internet-based cognitive behavioral therapy programs; digital tools and assessments; and personalized care plans.

In recognition of Mental Health Awareness Month, partnered with our employee assistance program provider to host global virtual webinars offering practical strategies for managing stress and anxiety, highlighting confidential counseling resources, and encouraging open conversations about mental health.

Expanded our Wellhub program to include global locations in Canada, the United Kingdom, and Switzerland.

Integrated Rx Savings Solutions (RxSS) into our medical plan to support employees’ financial and personal health. RxSS helps identify lower-cost options for prescription medications.

Improved global risk policies, including reduced rates for voluntary supplemental life insurance plans in the U.S. and enhanced long-term disability coverage in Canada.

Enhanced our voluntary critical illness, accident, and hospital indemnity plans by implementing a $50 cash reimbursement for completing a preventive health screening.

Continued to prioritize preventive care worldwide, including increasing the India outpatient benefit wallet and including dental, vision, and an enhanced employee annual health checkup.

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

_{^{Fig. 5. An infographic of Huron’s total rewards benefits}}

Marie Frangiamore
Associate general
counsel

“After a busy year, and an especially hectic June, I had the opportunity to take a much-needed break during the summer of 2025. I spent quality time with my family, traveled, and was able to completely unplug
from work.

By the time I returned in mid-August, I felt recharged, with fresh eyes and a new perspective! Recharge leave is such an underrated perk of working
at Huron!”

Global talent acquisition overview

We support our global clients in developing growth strategies, optimizing operations, accelerating digital transformation, and empowering businesses and their people to shape their future. We apply the same principles to our internal talent acquisition strategy, actively seeking and considering a
broadly sourced pool of talented candidates with rich experiences for all employment opportunities.

Our global talent acquisition team is responsible for recruiting talent
across all levels, from high-volume roles to senior executives, spanning industries and capabilities worldwide. In 2025, our hiring volume increased by 38.5% over 2024. Additionally, our offer acceptance rate improved from
86% to 93%, reflecting the effectiveness of our candidate engagement and selection process.

Candidates undergo a robust evaluation process, including resume review, behavioral interviews, panel assessments, case studies, and one-on-one interviews, ensuring alignment with role requirements and organizational values. Our top sources of talent continue to be employee referrals and direct sourcing through internal and external networks.

At Huron, we are committed to fair employment practices, ensuring equal opportunities for all individuals, complying with global antidiscrimination laws, and fostering a workplace free from discrimination. We provide self-paced learning programs on effective interviewing and talent selection, as well as live, instructor-led sessions, ensuring that all hiring managers and team members have the opportunity to participate. This enables our teams to assess talent in alignment with Huron’s vision and mission.

We are committed to continuously evaluating the performance and effectiveness of our programs and adapting them to meet the evolving needs of our global business strategy. Initiatives like internal career mobility 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. These programs support individual career growth while enabling us to leverage internal talent to meet the changing demands of
the organization.

_{^{Employees volunteering with Samabhavana}}

Highlighting our North America internship
program

Voices from the internship program

“As a Healthcare intern, my day-to-day responsibilities included supporting client-facing project work and internal initiatives. I contributed to data analysis tasks, worked with tools like Excel and Visio to support client deliverables, and regularly attended internal and client meetings. I also participated in a case competition.”

“Networking is encouraged and has allowed me to connect with senior leaders; mentorship is plentiful, with three formal mentors/supervisors assigned and many informal relationships built through project work.
There are huge opportunities to learn through intern
case projects.”

“Diverse backgrounds, experiences, and perspectives
are welcomed, appreciated, and celebrated.”

The North America internship program (U.S. and Canada) hosted its largest cohort to date in the summer of 2025, welcoming 63 interns across our industries and capabilities. The program provides students with hands-on project experience, meaningful professional development, and a clear view into the day-to-day responsibilities of a full-time analyst. Interns are fully embedded within project teams, contributing directly to client deliverables under the guidance of a project supervisor and a coach. Beyond project work, they participated in social events, networking sessions, and learning opportunities that helped them build community, strengthen consulting skills, and deepen their understanding of Huron’s culture and leadership principles. In 2025, we also enhanced our intern-specific orientation to provide a more comprehensive overview of our teams and consulting methodologies, giving interns a stronger foundation as they began their projects.

At the end of the internship, students are evaluated for full-time opportunities using the company's assessment criteria. In 2025, the program achieved an 89% extension rate and an 92% acceptance rate, reinforcing its value as a critical pipeline for early-talent hiring.

Huron saw notable improvements in internship-related rankings from Vault, underscoring the quality, inclusivity, and career readiness outcomes of the program. Huron moved up to No. 9 in Consulting, with gains across key quality-of-life indicators, including Employment Prospects (No. 19) and Networking Opportunities (No. 52). For the first time, the program was also recognized for Training & Mentorship (No. 65) and received new inclusion-related recognitions such as Overall Inclusion (No. 63) and Best Internships for Women (No. 49).
Overall, Huron advanced to No. 93 on the 150 Best Internships list, up from No. 110 in 2024.

Entry-level hiring in North America

_{^{Employees at recruiting event}}

In addition to the strong conversion of the internship program, the early talent team also made over 150 entry-level hires in 2025.

To attract strong candidates and showcase Huron, the team executed a multichannel recruiting strategy. We hosted two virtual “Find your fit” sessions highlighting our internship and entry-level roles, as well as two case interview workshops, including one in partnership with the Unidos employee resource group. Complementing this virtual outreach, we attended targeted in-person events with universities, student clubs, and organizations to broaden our reach. By leveraging an online career platform for applications, we were also able to deliver excellent and sustainable results for our clients.

In spring 2025, we hosted our fourth annual professional development boot camp, providing selected students with early exposure to key consulting skills and career readiness sessions led by Huron employees, including personal branding, resume review, and interview preparation. The program also offered a long-term mentorship opportunity, allowing students to continue engaging with Huron professionals after the program concluded. Program participants were also invited to apply for campus roles prior to the main recruiting cycle, giving them early access to opportunities.

Orientation and onboarding

_{^{Fig. 6. 2025 acquisition timeline}}

We're dedicated to ensuring that the orientation and onboarding journey
for new hires 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 enriches our workplace and creates a community where everyone works together to ensure our clients receive excellent and sustainable results.

In 2025, Huron successfully onboarded more than 2,682 new employees globally. Approximately 16% of this population joined the organization as part of an acquisition. Of the new hire population, 47% 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, 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.

In 2025, Huron experienced growth through a series of acquisitions, expanding our capabilities and strengthening our position in key markets. These investments enhance our service offerings and bring exceptional talent from across the globe. The integration of these new team members enriches our culture, adds diverse perspectives, and advances innovation among our people.

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 2025, more than 85,400 hours of internal development training (not inclusive of compliance-related trainings) were completed by employees throughout the enterprise. This total
includes participation from full-time staff, part-time staff, interns, and members of Huron's extended workforce. This amounts to an average of 9.14 hours of internal training per employee (with an average of 9.0 hours for women and 7.9 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

Building on our foundational learning programs, we further support individualized growth through technology‑enabled development tools. More than 4,646 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. 7. An infographic on Huron’s learning and development stats}}

Huron’s long-term success is rooted in our commitment to the growth and development of our employees. Guided by this commitment, we continue to strengthen a global learning culture that equips our employees with the skills,
insights, and support they need at every stage of their careers.

Our learning and talent development strategy brings together structured leadership programs, enterprise training, and high-impact learning. These initiatives are designed not only to deepen technical and leadership capabilities but also to foster curiosity, adaptability, and strategic thinking essential in today’s complex business environment.

To support meaningful and personalized development, we integrate tools such as 360-degree feedback and Hogan assessments into our programs. This approach enables individuals to better understand their strengths, uncover growth opportunities, and chart a clear path for advancement. We also launched an enterprisewide coaching certification program called Coaching at Huron, which elevates the
capabilities of all performance coaches and sets a new standard for coaching excellence across
the enterprise.

Through this continued investment in learning, Huron continues to build a workforce that is agile, future-ready, and empowered to deliver exceptional value to our clients, our teams, and the communities we serve.

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

_{^{Fig. 8. A table of the average hours of training by management level}}

Advancing leaders in the workplace

Across our leadership development portfolio, Huron remains deeply committed to equipping our people to excel at pivotal moments in their careers. Our milestone schools are intentionally designed to mark key transitions with rigor and purpose, celebrating progress while building the capabilities required at each new stage of leadership. Inspired by Huron’s leadership principles, these programs build the self- awareness, enterprise mindset, and inclusive leadership competencies essential for future-ready leaders. This investment strengthens the trust, accountability, and collaborative culture at the core of Huron’s success.

Our senior director development cohort program equips senior directors with the leadership capabilities required to operate with an enterprise mindset, elevate people leadership, and apply strategic thinking in complex environments.
Through a blended and immersive experience, including the Hogan assessment, individualized coaching, sales and client leadership development, and a two-day in-person leadership immersion,
participants strengthen the judgment, adaptability, and strategic acumen expected of Huron’s senior leaders.

The opportunity to engage with C-suite leaders throughout the program further deepens participants’ understanding of Huron’s strategic priorities and reinforces how strong leadership effectiveness enables meaningful contribution to our long-term goals.

The iLead Program supports managers, senior managers, and directors by enhancing leadership development, expanding cross-enterprise networks, and fostering an inclusive culture. Participants receive group coaching and create personalized development plans to support their professional development.

Huron hosted its second Advancing Women in Leadership (AWL) 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 program engaged over 400 participants across Canada, India, and the U.S. Delivered virtually and opened to all employees at the applicable levels, 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 15 groups met 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 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 an aspiration at Huron; it is a core value that is woven into the very fabric of who we are and guides how we strive to make a positive impact in the world.

_{^{Employees participating in the Los Angeles San Fernando Valley Regional Food Bank Day of Service event}}

Huron’s value of inclusion has been embedded in the organization and is fostered in our day-to-day work environment. Through our actions in 2025, we continued to develop an inclusive culture that supports employee growth and empowers them to create impact within Huron and beyond. As part of these efforts in 2025, we:

Hosted our fourth Amanda Bonser Leadership Summit in both North America and the Asia-Pacific region, bringing together colleagues across the enterprise to connect and learn from one another.
Expanded the Working Families and Pride iMatter teams to the Asia-Pacific region to enhance the communities' reach, impact, and ability to create deeper connections.
Grew the iMatter Mentorship Program,
which is open to all employees, to provide guidance and support for employes through colleague interaction.

_{^{Employees at the Amanda Bonser Leadership Summit in Chicago}}

Board demographics

As of Dec. 31, 2025, 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. 9 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.}}

_{^{*Workforce demographics data as of December 31, 2025}}

_{^{*Huron’s U.S. population constitutes approximately 55.8% of the total full-time employee population, as of December 31, 2025.}}

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

_{^{Fig. 10. Charts of Huron’s workforce demographics}}

At the end of 2025, racial and ethnic minorities made up approximately 28.1% of our U.S. population. At the leadership level, racial and ethnic minority representation was 14.5%.

_{^{*Huron’s U.S. population constitutes approximately 55.8% of the total full-time employee population, as of December 31, 2025.}}

_{^{*Workforce demographics data as of December 31, 2025}}

_{^{Fig. 11. Charts of Huron’s workforce demographics}}

This partnership has made a meaningful impact on the first-generation, low-income students we serve. Huron’s investment in our mission, both financially and through the time and expertise of their team, has opened doors for many of our Advisees. Through educational programs, hands-on case interview workshops, and a growing network of Advisors from their team, our students have gained critical skills and invaluable access to real-world professionals. Watching students secure internships and full-time roles has been a true testament to the power of our collaboration.

— Laura Duelm, National Director of job placement

“The HACE partnership with Huron reflects a shared commitment to building inclusive workplaces where every employee can thrive. Together, we delivered impactful career fairs, inclusion-focused learning sessions, and professional development workshops that empowered Huron employees to grow with confidence and purpose. We are proud to collaborate with a company that puts people at the center of its culture and invests intentionally in equity and opportunity.”

“This partnership has made a meaningful impact on the first-generation, low-income students we serve. Huron’s investment in our mission, both financially and through the time and expertise of their team, has opened doors for many of our Advisees. Through educational programs, hands-on case interview workshops, and a growing network of Advisors from their team, our students have gained critical skills and invaluable access to real-world professionals. Watching students secure internships and full-time roles has been a true testament to the power of our collaboration.”

Patricia Mota

Laura Duelm

President
and CEO
HACE

National director
of job placement
CareerSpring

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.

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. 12. 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 recognize contributions, promote awareness, and provide a safe and supportive space for our colleagues to share their experiences and perspectives. In North America, 58% of our employee base is a member of at least one iMatter team. Likewise, globally, 40% of our employees are members of at least one team. 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 2025, our iMatter teams played a vital role in promoting inclusivity, organizing
over 275 events that saw more than 4,300 individuals participate.

_{^{Employees celebrating Pride Month}}

Black Alliance

iMatter team

In its 14th year, the Black Alliance iMatter team (BAiM) continued to expand its impact by fostering a more inclusive workplace and strengthening ties within local communities. A standout collaboration with the University of Michigan Preparation Initiative brought over 20 aspiring students to the New York office for an immersive career trek. The team further advanced its mission by hosting two dedicated BAiM professional development events, alongside a comprehensive seminar designed to empower participants with essential skills and insights for career advancement.

Demonstrating its dedication to social responsibility, BAiM also organized its annual blood drive in honor of Black History Month, mobilizing employees to contribute to a vital cause and reinforcing the team’s commitment to giving back. Through these signature programs, BAiM continues to foster a culture of belonging, growth, and impact both within the workplace and throughout the broader community.

_{^{Employees at the NYC Michigan Prep Career Trek}}

_{^{Employees attending the National Association of Health Services Executives Annual Educational Conference}}

_{^{Employees volunteering for the Michigan Victory Games}}

Disability Advocates

iMatter team

Launched in 2019, the Disability Advocates iMatter team (DAiM) continues to champion inclusion and accessibility at Huron, creating spaces for education, advocacy, and connection. DAiM hosted a series of Meet, Greet, & Educate networking calls and new member meetups, fostering a welcoming community for employees with disabilities and allies. The team led impactful programming, such as the disabilities in the workplace and reasonable accommodations sessions and Circle of Support discussions, empowering members to share experiences and resources. DAiM partnered with other iMatter teams for cross-community events, including a joint networking session with the Jewish subcommunity and a Global Diversity Awareness speed networking event with members from all iMatter teams. Members also participated in service initiatives like the Special Olympics North Carolina Summer Games and the Letters to Strangers Helping Hands event. Through these activities, DAiM strengthened support networks, promoted disability awareness, and encouraged authentic career journeys, advancing Huron’s commitment to a culture of belonging and respect for all.

Global Alliance
iMatter team

_{^{Employees celebrating International Yoga Day}}

_{^{Employees celebrating Holi in India}}

In its 12th year, the Global Alliance iMatter (GAiM) team continues to foster cross-cultural understanding and global engagement at Huron. GAiM welcomed new members through meet and greet events and hosted an array of programs celebrating international cultures and traditions, including Holi celebrations in India, International Yoga Day, and sessions demystifying Eid and other global holidays. The team’s Global Connections Series featured thought-provoking panels and guest speakers and explored topics ranging from leadership to cultural heritage. The ninth annual Global Village event series embraced the theme “cultural traditions and celebrations,” spotlighting employees as they shared meaningful traditions, vibrant celebrations, and customs that showcase the richness of their communities. Global Village events are designed to promote understanding and appreciation of our employees’ cultural backgrounds and to leverage varied perspectives that foster innovation, teamwork, and stronger connections across Huron. GAiM also includes the Jewish Alliance and Middle East North Africa (MENA) Alliance subcommunities, which host events that celebrate cultural heritage, foster dialogue, and support connection among employees.

Pan-Asian American
iMatter team

In 2025, the Pan-Asian American iMatter team (PAAiM) elevated its impact at Huron by establishing the Pan-Asian American iMatter team advisory council, bringing together leaders to guide the team’s mission and support its members. Throughout the year, PAAiM hosted a vibrant mix of virtual and in-person events. Members engaged in professional development through the Rising Together professional development series, mock interview workshops, and sessions on building and leveraging networks. The team fostered cultural appreciation and community through events like a virtual Asian street food tour,
a Los Angeles County arts event, museum visits, and boba and board game socials in numerous city locations. PAAiM also led discussions on important topics such as Asian American stereotypes and intersectionality, and celebrated Asian American, Native Hawaiian, and Pacific Islander (AANHPI) Heritage Month with a dedicated panel. By creating spaces for connection, learning, and advocacy, PAAiM continued to empower Asian American employees and allies, enriching Huron’s culture of inclusion and belonging.

_{^{Employees at the Chicago Dragon Boat Race for Literacy}}

Pride

iMatter team

The Pride iMatter team continued to champion inclusion and belonging at Huron in 2025, building on its commitment to support LGBTQ+ employees and allies across the organization. In 2025, the team expanded its reach with global events, including a kickoff in the Asia-Pacific region, and hosted regular networking and community calls to foster connection and dialogue. The team celebrated Pride Month with special programming and partnered with other iMatter teams for cross- networking initiatives. Through ongoing conversations, community service, and acts of allyship, the Pride iMatter team helped make Huron a more inclusive workplace, empowering employees to bring their authentic selves to work and
strengthening the company’s culture of inclusivity and support.

_{^{Employees celebrating different Pride events}}

Unidos iMatter
team

In 2025, the LatinX iMatter team embraced a new identity as Unidos, reflecting its commitment to unity and inclusion for Hispanic and Latin American employees and allies at Huron. The Unidos iMatter team (UiM) hosted a variety of engaging events throughout the year, including monthly technical knowledge office hours and quarterly calls that fostered professional growth and community. The team organized social gatherings and sessions that shared country spotlights and travel recommendations, celebrating the diversity of Latin American cultures. Hispanic Heritage Month was a particular highlight, featuring a “Staying connected to our roots” session, a professional panel on Unidos in the workplace, and an informational session about doing business in Spanish-speaking countries. Through these activities, Unidos strengthened connections, celebrated heritage, and empowered members to thrive both personally and professionally within Huron’s inclusive culture.

_{^{CEO and President Mark Hussey and CFO and Treasurer John Kelly participating in the Dinner & Dialogue}}

Veterans Alliance

iMatter (VAiM) team

In 2025, the Veterans Alliance iMatter team (VAiM) continued to honor and support veterans and allies at Huron through impactful programming and collaboration. VAiM successfully partnered with the Women Alliance iMatter team for the National Coalition for Homeless Veterans (NCHV) drive, collecting more than 15,200 items to benefit veterans in need. Throughout the year, VAiM hosted quarterly member meetings and a fireside chat with its executive sponsor, providing spaces for connection, mentorship, and dialogue. The team’s programming included a lunch and learn with The Honor Foundation, which focused on volunteering and support for veterans, and the “Veterans Day fireside chat: Navigating the
transition from service to civilian life,” featuring multiple guest speakers who shared insights and experiences. Through these initiatives, VAiM fostered community, raised awareness, and empowered veterans and allies to thrive within Huron’s inclusive culture.

Women Alliance

iMatter team

In its 14th year, the Women Alliance iMatter (WAiM) team continued to empower women and allies across Huron, fostering connection, professional growth, and community impact. WAiM also includes three vibrant subcommunities — Women in India, Women of Color, and Women in Tech — each offering tailored programming and support. Throughout the year, WAiM hosted quarterly networking mixers, co-working days in cities like Cincinnati and Dallas, and a series of new member welcome calls spanning North America, India, Singapore, England, Asia, and Europe. The team organized multiple community outreach events, including a professional clothing drive that collected nearly 1,400 items benefiting Dress for Success and other local organizations. WAiM programming included International Women’s Day speed networking sessions, leadership workshops, promotion readiness panels, and health awareness events. WAiM also facilitated Circle of Support discussions for the Women of Color subcommunity, all-member calls for the Women in Tech subcommunity, and social gatherings such as yoga socials and volunteer events. Through these initiatives, WAiM strengthened networks, advanced inclusivity, and inspired all to thrive and lead within Huron’s inclusive culture.

_{^{Employees at the Amanda Bonser Leadership Summit in Chicago}}

_{^{Employees at the Amanda Bonser Leadership Summit in Bangalore}}

Working Families

iMatter team

Since its founding in 2011, the Working Parents iMatter team has continually evolved to meet the changing needs of employees. In 2025, the group was renamed the Working Families iMatter team, reflecting a broader commitment to supporting colleagues through every stage of family life.

The team’s programming is both innovative and responsive to the realities faced by working families. Recent highlights include event panels such as “Caring for the caregiver: Nurturing yourself while supporting others,” which provided practical strategies for self-care and resilience, and “AI at home: Empowering your family with smart everyday solutions,” offering insights into leveraging technology for family well-being.

A major highlight this year was the expansion of Bring Your VIP to Work Day. In 2025, the event reached new cities, including Montreal and Singapore, reflecting the team’s commitment to inclusivity and global engagement. Further amplifying its impact, the team launched the inaugural Period Poverty Project, a fundraiser and donation drive held during VIP Day. This initiative not only raised over $2,600 but also collected more than 6,000 essential items, directly benefiting those in need. The success of this project highlights the team’s ability to mobilize resources and inspire collective action for social good.

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

Employee
networks

Huron supports six networks, including Experienced Industry 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 foster opportunities for growth and connection for employees at all career stages.

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 Industry
Hires network

The Experienced Industry 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 in 2024 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.

In 2025, the FGP network hosted a variety of impactful events, including two in collaboration with our new corporate partner, CareerSpring. These events featured case interview workshops and live case walk-throughs tailored for first-generation and low-income students. Additional programming included sessions on financial empowerment for first-generation professionals and guidance on self-advocacy during midyear reviews and promotions.

_{^{Employees at Nourishing Hope volunteering event}}

Helping Hands network

Public Health network

_{^{Employees volunteering at DC Central Kitchen}}

In 2025, the Public Health network (PHN) continued to strengthen its foundation, broadening its impact through a range of dynamic initiatives and events. The network organized in-person volunteer events in four cities. Speaker events remained a highlight, featuring sessions around the future of health policy, value-based care methodology, and relevant client project spotlights. The Journal Club continued its success, hosting regular discussions on topics like the built environment and the loneliness epidemic, encouraging members to explore current research and trends in public health while promoting interactive learning and knowledge-sharing.

The Helping Hands network has exemplified our commitment to community service by organizing 191 local service events in 2025, resulting in more than 16,600 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 at Consulting Magazine's Rising Stars award ceremony}}

Rising Professionals network

Sustainability network

The Rising Professionals network (RPN), established in 2023, continued to play a key role in supporting the growth of early-career professionals at Huron. In 2025, RPN expanded its offerings by hosting three professional development and skill-building sessions, a summer intern networking social event in the Chicago office, and quarterly networking coffee chats across Huron. Thanks to RPN's efforts and impact, Huron was recognized by Consulting Magazine for our recruiting and retention programs at the Rising Stars awards dinner. Through these initiatives, RPN fostered a community that emphasizes mentorship, networking, and development, equipping the next generation of leaders at Huron.

The Sustainability network has actively promoted environmental awareness through a variety of initiatives, including this year’s Huron Chooses Green Challenge and our Earth Day speaker event, where we explored simple, everyday actions that make a meaningful impact. These efforts reflect the network’s ongoing commitment to fostering sustainable practices across our offices and project sites, supporting our broader environmental goals and corporate responsibility.

Dinner &
Dialogue

Kashaka Nedd

Director

“Dinner & Dialogue reminded us that when people from different backgrounds and levels of leadership sit together with openness and honesty, we create space for conversations that deepen trust, broaden understanding, and strengthen our culture.
Every voice at the table mattered, and the perspectives shared will continue to shape how we lead and support one another.”

Dinner & Dialogue, now in its third year, is a signature initiative at Huron designed to foster authentic connections and open conversation between iMatter team and network members and senior leadership. Throughout 2025, the program continued to bring together small groups of employees and leaders for intimate dinners centered around meaningful dialogue on inclusion, belonging, and professional growth. Each event provided a welcoming space for participants to share experiences, exchange ideas, and deepen relationships across the organization. The program’s unique format encouraged honest feedback and collaborative discussion, strengthening Huron’s commitment to a culture where every voice is valued. Dinner & Dialogue remains a rewarding experience for participants, energizing teams and reinforcing the company's dedication to inclusion and connection.

_{^{CEO and President Mark Hussey, along with iMatter executive sponsors Mark Finlan (Women Alliance) and Hope Katz (Pan‑Asian American), participating in Dinner & Dialogue events}}

Amanda Bonser Leadership Summit

In 2025, Huron hosted the fourth Amanda Bonser Leadership Summit (ABLS) in Chicago and Bangalore, welcoming approximately 50 attendees in Chicago and 75 in Bangalore. The event was renamed in 2025 to honor Amanda Bonser, whose vision and leadership shaped the inaugural summit in 2019. Managers through senior directors from across the business were selected to participate in networking sessions, small group discussions, and interactive workshops — focused on leading in the digital age, adaptability, resilience, and emotional intelligence. Amanda’s legacy was celebrated throughout the summit, with attendees making friendship bracelets and contributing to a scrapbook for her family. Presented by the Women Alliance iMatter team and employee and community experience team, ABLS reflects Huron’s commitment to fostering growth, collaboration, and impact, and embraces the Huron leadership principle “inspire possibility,” encouraging leaders to unlock new opportunities and empower themselves and others to achieve excellence.

_{^{Employees at the Amanda Bonser Leadership Summit in Chicago}}

_{^{Employees at the Amanda Bonser Leadership Summit in Bangalore}}

“This was one of the most supportive spaces I've worked in my career. To be in a room full of colleagues and learn so much and also see all the support that we have for one another, I'm walking away with new relationships, new ways of thinking, and having more confidence in myself.”

“What I genuinely liked about the Amanda Bonser summit is that the sense and the spirit of networking that I felt among all the participants that came from all walks of life and from different parts of the world in one roof, interacting, networking, connecting, discussing, and bonding.”

“Even amongst a year of AI workshops with leadership across Huron, I can’t name one that was more collaborative, supportive, and focused on benefiting the actual people on their teams over the bottom line numbers than the leaders at the Amanda Bonser Leadership Summit.”

“The biggest takeaway I'm leaving with is about continuing to lead human first and connect human first. Amanda Bonser epitomized that and her leadership, and I think that was really present throughout the whole summit and everyone will be cascading that forward.”

Chante Evans
. Manager

Ananya Sen
Senior analyst

Chris Landtiser
Manager

Maggie Barlow
. Managing director

Huron’s inclusion journey

_{^{Fig. 13. A timeline of Huron's inclusion journey}}