GRI Index & Results

• 20 metros in the Americas (USA, Canada, Colombia, Brazil and Mexico)
• 22 metros across Europe, Middle East and Africa (EMEA) (Bulgaria, Finland, France, Germany, Ireland, Italy, Netherlands, Poland, Portugal, Spain, Sweden, Switzerland, Turkey, UK and UAE) and;
• 13 metros in Asia-Pacific (Australia, China, Japan, Hong Kong, Indonesia, South Korea)

• Regular employees: 6,305 male employees; 1,841 female employees; and 47 employees declined to ID.
• Fixed-term employees: 212 male employees; 97 female employees; and 6 employees declined to ID.
• Contingent workers: 267 male workers; 83 female workers; and 2,758 workers declined to ID (no data available).Total number of employees by employment by type and by region:
• Americas: 3,654 regular employees and 58 fixed term employees;
• Asia-Pacific: 1,765 regular employees and 80 fixed term employees;
• EMEA: 2,774 regular employees and 174 fixed term employees;Total number of regular employees by employment type and by gender:
• Full-time employees: 6,282 male employees; 1,790 female employees; and 47 employees declined to ID
• Part-time employees: 23 male employees and 51 female employees.

• Responsibilities of our Audit Committee of the Board of Directors of Equinix, Inc. include overseeing Equinix’s accounting practices, system of internal controls, audit processes and financial reporting processes.
• Responsibilities of our Governance Committee of the Board of Directors of Equinix, Inc. include (i) overseeing the evaluation of the Board; (ii) reviewing and considering developments in corporate governance practices and recommending to the full Board a set of effective corporate governance policies and procedures applicable to Equinix; and (iii) reviewing and considering developments related to Equinix’s Governance, Risk and Compliance program (the “GRC Program”) and reporting out to the full Board on GRC Program activities and recommendations
• The Governance Committee has oversight of Equinix’s sustainability and ESG efforts including engaging on risks and opportunities. Equinix’s Chairman of the Board champions sustainability.
• Responsibilities of our Corporate Sustainability Executive Steering Committee and Working Team include: (i) setting corporate sustainability strategy and policy, (ii) monitoring and tracking Equinix’s progress, and (iii) transparently communicating our efforts externally to enhance our reputation and lead our industry.
• Our program contains three program tracks (or pillars), each led by at least one member of the executive team (these members comprise the Executive Steering Committee which includes our CEO, CFO, CHRO/CLO, and EVP, Global Operations) who are responsible for delegating ESG topics to other senior executives and employees.
• Day-to-day the program is led by a global program director and executed by a Working Team that consists of ~25 global and regional leads. The Working Team meets every other week, the Steering Committee meets 2-4x annually, and the program director with support of the Working Team has access to the CEO and Board of Directors quarterly as needed.
• Consultation with stakeholders is led by the working team and Equinix’s materiality assessment (last updated in December 2018) engaged a variety of stakeholders who provided their feedback on Equinix’s ESG programs and goals.
• Equinix’s corporate governance structure can be found on Equinix’s Investor Relations website under Corporate Governance. Additional details are available in our Annual Proxy Statement.

• In the Americas, only Brazil has collective bargaining. 100% of the workforce in Brazil is covered by collective bargaining with the union. Brazil FTEs account for 8% of the global workforce in 2019.
• In Asia-Pacific, Equinix employees are not covered by collective bargaining or labor unions. However, in Japan, China and Korea, for any change in benefit or employment terms, Equinix has an employee consultation process.
• In EMEA, the representative employee bodies cover 2,307 employees (28% of global total, 83% of EMEA employees). Collective bargaining in France applies to 136 employees, 5% of EMEA total and 2% of global employees.

In line with our values and an approach of consultation and social partnership, Equinix supports dialogue and consultation on changes affecting our employees even where there is no obligation to do so.

• 2019 = $375,000
• 2018 = $125,000
• 2017 = $195,000
• 2016 = $300,000
• 2015 = $280,000

Employee Volunteer hours:

• 2019 = 13,815
• 2018 = 16,735
• 2017 = 11,503
• 2016 = 8,717
• 2015 = 5,000

Matching gifts:

• 2019 = $447,000
• 2018 = $450,000
• 2017 = $344,000
• 2016 = $314,000
• 2015 = $212,000

• Americas: 2,470 GWh (43%, +6% YOY)
• Asia-Pacific: 1,130 GWh (20%, +26% YOY)
• EMEA: 2,130 GWh (37%, +10% YOY)

Note: This includes consumption from electric power, fuel cells operated under power purchase agreements and chilled water. It also includes the Metronode acquisition that was excluded last year. These values were assured to Limited Assurance ISO 14064-3 Requirements.

Renewable Energy Consumption: Total renewable energy consumption in 2019 was 5,250 GWh (+10% YOY)

• Americas: 2,300 GWh (+4% YOY)
• Asia-Pacific: 850 GWh (+23% YOY)
• EMEA: 2,100 GWh (+13% YOY)

• 2019: 1.028 GWh electricity per million USD (change of +1% year-over-year)
• 2018: 1.021 GWh electricity per million USD (change of -2% year-over-year)
• 2017: 1.040 GWh electricity per million USD (change of +1% year-over-year)
• 2016: 1.029 GWh electricity per million USD (change of +8% year-over-year)
• 2015: 0.953 GWh electricity per million USD

Note includes electric power and chilled water for all years. Equinix’s energy intensity as is driven both by site efficiency as well as how we generate revenue around the world.

• 2019: 40,700 mtCO2e
• 2018: 46,700 mtCO2e
• 2017: 14,800 mtCO2e
• 2016: 9,400 mtCO2e
• 2015: 9,100 mtCO2e

• 2019: 2,079,000 mtCO2e (+9%)
• 2018: 1,916,400 mtCO2e (+9%)
• 2017: 1,756,200 mtCO2e (+36%)
• 2016: 1,526,800 mtCO2e (+11%)
• 2015: 1,122,400 mtCO2e

The regional breakdown in 2019 was: 40% AMER (824,000 mtCO2e); 31% APAC (641,000 mtCO2e); 30% EMEA (614,000 mtCO2e).

Scope 2 Market-based GHG emissions (electricity + chilled water) including contribution of renewable energy purchasing, with YOY trend:

• 2019: 306,000 mtCO2e (+36%) – driven by acquisitions
• 2018: 224,000 mtCO2e (-52%)
• 2017: 466,900 mtCO2e (-41%)
• 2016: 797,800 mtCO2e (+4%)
• 2015: 766,100 mtCO2e

The regional breakdown in 2019 was: 25% AMER (77,000 mtCO2e); 68% APAC (209,000 mtCO2e); 7% EMEA (20,000 mtCO2e). Market-based methodologies take into account Equinix’s large renewable energy purchases which allow us to use a 0 mtCO2e/MWh emissions factor (or net zero emissions from electricity)

• Business air travel
• Business car rentals
• Business hotel stays
• Employee commuting
• Upstream diesel and natural gas (new category for 2019)
• Transmission & Distribution losses

Scope 3 totals were:

• 2019 = 155,000 mtCO2e
• 2018 = 135,200 mtCO2e

• 2019: 62 mtCO2e per million USD (change of +16% YOY)
• 2018: 53 mtCO2e per million USD (change of -52% YOY)
• 2017: 110 mtCO2e per million USD (change of -51% YOY)
• 2016: 224 mtCO2e per million USD (change of -21% YOY)
• 2015: 284 mtCO2e per million USD

Carbon intensity is driven both by our supplier-based emissions factors and our purchases of low-carbon and renewable energy, as well as how we generate revenue around the world. The trend of intensity increasing in 2019 was driven by the acquisition and inclusion of Metronode sites in the global portfolio. Overall, since 2015, carbon intensity has trended down 78%.

• Americas: 2,300 GWh out of 2,480 GWh (93%)
• Asia-Pacific: 850 GWh out of 1,130 GWh (75%)
• EMEA: 2,100 GWh out of 2,130 GWh (99%)
• Global: 5,250 GWh out of 5,740 GWh (92%)

Specifically, Renewable Energy purchases reduce Scope 2 GHG emissions (from location-based to market-based):

• 2019: 1,773,000 mtCO2e reduction (2,079,000 reduced to 306,000 mtCO2e)
• 2018: 1,692,000 mtCO2e reduction (1,916,400 reduced to 224,000 mtCO2e)
• 2017: 1,289,000 mtCO2e reduction (1,756,000 reduced to 467,000 mtCO2e)
• 2016: 729,000 mtCO2e reduction (1,527,000 reduced to 798,000 mtCO2e)
• 2015: 356,000 mtCO2e reduction (1,122,000 reduced to 766,000 mtCO2e

(Note, Scope 2 includes electric power, fuel cells under power purchase agreement, and chilled water) Equinix also invests in energy efficiency upgrades, retrofits and improvements. Our $130 million in investment since 2011 results in annual emissions reductions of approximately 430,000 mtCO2e per year.

• 2019: 1,666 (20%)
• 2018: 1,243 (17%)
• 2017: 1,350 (20%)
• 2016: 1,105 (22%)
• 2015: 959 (24%)

Note, numbers depict how many people were hired during the year both for newly created positions and for positions that became vacant as a result of employee attrition. Employees added as a result of acquisitions are not included. New Hire rate = # of new hires / average annual head count. Employee turnover rate:

• 2019: 13%
• 2018: 12%
• 2017: 10%
• 2016: 11%
• 2015: 13%

Represents how many employees left the organization voluntarily (includes retirement and death) as well as involuntarily (due to dismissal, misconduct, job performance etc.). The 2019 attrition rate is lower than industry benchmark of 20%. In 2019, attrition was observed to be higher among millennials and women as compared to other employee groups.

• 2019: Of 61 employees who took leave in 2018, 93% were still at Equinix in 2019 (100% of men, 83% of women)
• 2018: Of 82 employees who took leave in 2017, 79% were still at Equinix in 2018 (85% of men, 73% of women)
• 2017: Of 49 employees who took leave in 2016, 98% were still at Equinix in 2017 (100% of men, 96% of women)
• 2016: Of 54 employees who took leave in 2015, 98% were still at Equinix in 2016 (97% of men, 100% of women)
• 2015: Of 55 employees who took leave in 2014, 89% were still at Equinix in 2015 (92% of men, 82% of women)

• In the first half of 2019, the Pulse Survey was sent out to 7,684 employees globally, of which 89% (6,874 employees) completed the survey.
• In the second half of 2019, the Pulse Survey was sent out to 7,848 employees globally, of which 87% (6,843 employees) completed the survey.

When averaged, the Pulse Survey response rate was 88%, which is a slight decrease from 89% in 2018.

• 2019: 1st half 85%; 2nd half 85% (85% avg)
• 2018: 1st half 85%; 2nd half 85% (85% avg)
• 2017: 1st half 84%; 2nd half 85% (85% avg)
• 2016: 1st half 88%; 2nd half 88% (88% avg)
• 2015: 85%

In 2017, in addition to Engagement, Equinix has also introduced questions to assess whether employees feel like they belong at Equinix. Data from these questions will be used to inform and create a more inclusive workplace.

• No fatalities as a result of work-related injury;
• 0% high consequence work-related injury rate; and
• A recordable work-related injury rate of 0.78 globally per 200,000 hours worked.

Equinix previously reported its absentee rate and lost day rates for the U.S. and Canada, but it is not a recommended disclosure in the new version of the GRI Standards: GRI 403: Occupational Health and Safety 2018. To request this information, please contact sustainability@equinix.com.

Equinix also offers tuition reimbursement for academic programs, which contributes to overall employee development.

In 2019, Equinix averaged $884 in training costs per FTE. And the average total hours on training and development per FTE was 21.8 hours.

• Board of Directors: 8 male: 2 female (80%; 20%)
• E-staff members: 9 male: 2 female (82%; 18%)

The 2019 composition of Equinix’s employees was as follows:

• Regional FTEs: Americas (3,654), Asia-Pacific (1,765), EMEA (2,774), TOTAL (8,193)
• Regional diversity: Americas (45%), Asia-Pacific (22%), EMEA (34%)
• Gender diversity: Female (22%), Male (77%), Not identified (1%)
• Age diversity: Millennials (1982 – 1999) (42%), Gen X (1965-1981) (48%), Baby Boomers (1946-1964) (10%), Decline to ID (0.3%)
• Age diversity: Under 30 (14%), 30-50 (67%), Over 50 (19%), Decline to ID (0.28%)
• Skills diversity: General & Administrative (28%), Sales & Marketing (17%), Operations (46%), Technology (9%)

• Our company policies, including our Employee Handbooks and Code of Business Conduct, prohibit discrimination and outline Equinix’s policies preventing unlawful discrimination, harassment and retaliation, and the numerous resources employees have if they wish to report any potential violations of these policies.
• Equinix also conducts harassment training in the U.S. and Asia-Pacific.
• All reports of potential violations of policy are promptly and adequately addressed by members of Equinix’s HR and/or Legal departments
• Equinix is opposed to modern slavery and human trafficking in all its forms and expect the same opposition from all who work for us and we demand it from anyone with whom we have business dealings.
• In 2019, Equinix had 0 verified incidents of discrimination

• Listening – We listen through voice-of-the-customer programs that aggregate feedback from a variety of sources, including outbound surveys, events and focus groups, passive forms/surveys, online feedback buttons and employee collected forms.
• Analyzing the Data – We measure feedback from customers’ experiences during value moments and by collecting data on how they feel about our overall relationship. Learnings from the analysis inform our strategy and shape our customer improvement initiatives and focus areas.
• Taking Action – As we prioritize, implement and track customer improvements across the company, our goal is to ensure our actions are delivering value and positively impacting our customers’ experience.
• Sharing Progress – Finally, we recognize that customer improvements aren’t meaningful if no one knows about them. We follow up with customers so they know their voice is being heard and to demonstrate how their feedback makes a difference in how they can expect to do business with us.

• Americas: 99.999918%
• Asia-Pacific: 99.999992%
• EMEA: 99.999995%
• Global: 99.999962%