GRI指標と実績

• Americas: Brazil, Canada, Chile, Colombia, Mexico, Peru and the U.S.
• Asia-Pacific: Australia, China, India, Japan, Singapore and South Korea
• EMEA: Bulgaria, Côte d’Ivoire, Finland, France, Germany, Ghana, Ireland, Italy, Netherlands, Nigeria, Oman, Poland, Portugal, Spain, Sweden, Switzerland, Turkey, UAE and the UK

Sustainability Program Office
Sustainability@equinix.com
1.800.322.9280

Equinix designs, builds and operates multi-tenant retail interconnection data centers globally. Our supply chain consists of the materials and utilities contracts needed to provide the space, power and cooling that we offer our customers. The space consists of the materials used to build our data centers and the contractors we hire during the construction phases. The power and cooling infrastructure consist of equipment inside the sites that bring power to our customers’ electronic equipment reliably (including backup generators and UPS units) and maintain the necessary temperatures, airflow and humidity needed to keep our customers’ equipment running effectively and reliably (HVAC equipment). Our power supply chain is monitored and managed for both price and environmental concerns. We also use a variety of suppliers who help us maintain some aspects of data center operations and reliability, such as physical security measures and security personnel, janitors, waste management companies, etc. And we use a variety of consultants and suppliers to help us improve our business strategy and processes. We are committed to ensuring that our suppliers maintain high standards of ethics and environmental compliance. Our Business Partner Code of Conduct details our supplier ESG requirements.

In 2022, we opened or acquired 13 new IBX data centers, opened three new xScale data centers via our joint ventures, and entered three new markets resulting in an increase in our total number of IBX and xScale data center facilities to 248. See 2022 Form 10-K, Item 1 for details.

Total number of regular employees by type:

• Permanent employees: 11,872 permanent employees
• Temporary employees: 459 temporary employees
• Non-Guaranteed hours employees: N/A

Total number of regular employees by type and by gender:

• Permanent employees: 8,641 Men employees; 3,065 Women employees; and 166 employees declined to ID
• Temporary employees: 283 Men employees; 160 Women employees; and 16 employees declined to ID
• Non-Guaranteed hours employees: N/A

Total number of regular employees by type and by region:

• Americas: 5,467 permanent employees and 113 temporary employees
• Asia-Pacific: 2,636 permanent employees and 138 temporary employees
• EMEA: 3,769 permanent employees and 208 temporary employees

Total number of regular employees by employment type and by gender:

• Full-time employees: 8,833 Men employees; 3,104 Women employees; and 181 employees declined to ID
• Part-time employees: 91 Men employees; 121 Women employees; and 1 employee declined to ID

Total number of regular employees by employment type and by region:

• Americas: 5,471 full-time employees and 109 part-time employees
• Asia-Pacific: 2,749 full-time employees and 25 part-time employees
• EMEA: 3,898 full-time employees and 79 part-time employees

Note: Headcount may differ from 10-K numbers due to a difference in employment types included.

All of the above categories are not included in the full-time employee headcount.

Delegation of responsibility for managing impacts

Role of the highest governance body in sustainability reporting

The Nominating and Governance Committee is responsible for ESG oversight at Equinix and reviews strategies, policies, practices, performance and reporting related to corporate ESG matters. The Nominating and Governance Committee provides periodic updates to the full Board. In 2022, the Nominating and Governance Committee updated its charter to include oversight of ESG compensation incentives. This Committee receives updates, including an overview of ESG, from the Sustainability Program Office on behalf of the Sustainability Executive Steering Committee as needed, as well as a focused environmental metrics review at least once a year.

Responsibilities of our Sustainability Executive Steering Committee and Sustainability Program Office (SPO) 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.

The sustainability program contains three program tracks (or pillars). In 2022, each pillar was led by at least one member of the executive team (these members comprise the Executive Steering Committee which includes our Executive Chairman, CEO, CFO, CHRO/CLO, EVP, Data Center Services and EVP, Global Operations) who are responsible for delegating ESG topics to other senior executives and employees.

Day-to-day the sustainability in 2022 was led by a global program director and executed by a Working Team that consists of ~30 global and regional leads. The Working Team meets periodically, 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 Nominating and Governance Committee quarterly as needed.

Consultation with stakeholders is led by the working team and Equinix’s materiality assessment (last updated in the fall of 2022) engaged a variety of stakeholders who provided their feedback on Equinix’s ESG programs and goals.

Equinix’s Investor Relations (IR) team also met with numerous investors around the world by attending or hosting over 35 investor conferences, non-deal roadshows, and investor group events. Certain investors also requested engagement meetings to discuss topics related to our corporate governance model, ESG issues or our executive compensation program. Additionally, Equinix’s IR team proactively reached out for meetings with our 25 largest stockholders in the fall of 2022 to discuss these topics and solicit feedback.

Equinix’s corporate governance structure can be found on Equinix’s Investor Relations website under Corporate Governance. Additional details are available in our 2023 Proxy Statement.

As a global company, we embrace honesty and integrity because it’s fundamentally the right thing to do, but ethical behavior also makes good business sense. When we place integrity and ethical values at the center of our business, our customers and partners know they can trust our Company and the products and services we deliver.

Our Code of Business Conduct reflects and documents our ethical standards and policies each of us must uphold. It provides us with the information, resources and tools necessary to create clear, consistent global standards for ethical business conduct and compliance with laws. We are all expected to know our Code and to use it to guide our daily interactions. It is designed to help us make the right choices when we encounter challenging ethical situations.

As Equinix employees, we all have the right and the responsibility to protect our Company culture from any conduct that threatens our values or harms our reputation. Holding each other accountable to live our values is what makes Equinix a special place to work. If you ever have questions or concerns that our Code of Business Conduct is being violated, please speak up. You are encouraged to talk with your manager, Equinix’s Chief Compliance Officer, the chief legal officer and chief HR officer. You may also report anonymously using the Ethics and Compliance Helpline available online or through our multilingual phone service.

The Equinix Code of Business Conduct applies to every Equinix officer, director and employee, including part-time and temporary employees. It should also be followed by those acting on Equinix’s behalf, such as agents, representatives and consultants. And we are all expected to comply with the letter and the spirit of the Code of Business Conduct.

Equinix maintains a Business Partner Code of Conduct, which applies to all Business Partners, including, but not limited to suppliers, resellers, consulting partners and service providers. It states our expectations from our Business Partners and their employees, agents and subcontractors when conducting business with or on behalf of Equinix.

At Equinix, there are a number of appropriate ways for you to speak up about questions or concerns you may have, including:

Talking to your manager
Raising a case with Human Resources
Contacting Equinix’s Chief Compliance Officer
Emailing the Ethics and Compliance Office at ethicsandcompliance@equinix.com
Reaching out to your local legal representative
Contacting the Ethics and Compliance Helpline at www.equinix.ethicspoint.com

• Talking to your manager
• Contacting your HR representative or HRDirect@equinix.com
• Raising a case with Human Resources Contacting Equinix’s Chief Compliance Officer
• Emailing the Ethics and Compliance Office at ethicsandcompliance@equinix.com
• Reaching out to your local legal representative
• Contacting the Ethics and Compliance Helpline at www.equinix.ethicspoint.com

Equinix’s Code of Business Conduct also details the company’s whistleblower protection practices. Equinix’s Whistleblower Policy protects corporate “whistleblowers,” ensuring that concerns around ethics and corruption are taken seriously and acted upon by the Company.

Trade Organizations

Asia Cloud Computing Association
Data Center Coalition (DCC)
Dutch Data Centre Association
European Data Centre Association (EUDCA)
France Datacenter
German Datacenter Association
Host in Ireland
Information Technology Industry Council (ITI)
National Association of Real Estate Investment Trusts (Nareit)
Northern Virginia Technology Council (NVTC)
TechUK (United Kingdom)
US India Business Council
US Colombia Business Council

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 will have to go through the employee consultation process and get their consent.

In EMEA; France, UK, Germany, Netherlands, Spain, Finland and Sweden have formal works councils or representative employee bodies. France has collective bargaining in place with the current scope applying to 65% of employees.

Our Community Impact program promotes connection and belonging, and enables employees to give back, with the support of Equinix, to the communities in which we work and live. In total, our Community Impact efforts in 2022 resulted in approximately $2.04 million in employee donations, corporate matching and grants, and more than 22,760 volunteer hours, to approximately 1,610 nonprofits worldwide.

In 2022, Equinix had no verified violations of applicable anti-bribery and corruption laws.

• Americas: 3,219 GWh (41%, +6% YOY)
• Asia-Pacific: 1,685 GWh (22%, +13% YOY)
• EMEA: 2,919 GWh (37%, +9% YOY)Note: Scope 2 includes consumption from electric power, fuel cells operated under power purchase agreements and chilled water. These values were assured to Limited Assurance ISO 14064-3 Requirements.

Renewable Energy Consumption: Total renewable energy consumption in 2022 was 7,434 GWh (+10% YOY). The regional breakdown was:

• Americas: 3,195 GWh (+7% YOY)
• Asia-Pacific: 1,326 GWh (+18% YOY)
• EMEA: 2,913 GWh (+9% YOY)

• 2022: 1.077 GWh electricity per million USD (change of -1% YOY)
• 2021: 1.084 GWh electricity per million USD (change of +1% YOY)
• 2020: 1.077 GWh electricity per million USD (change of +5% YOY)

Energy intensity as measured by energy consumption (GWh) per data center floor area (gross sq. ft) was:

• 2022: 278 GWh electricity per million sq. ft
• 2021: 263 GWh electricity per million sq. ft
• 2020: 258 GWh electricity per million sq. ft

Note: Energy consumption includes electric power, fuel cells operated under power purchase agreements and chilled water. Equinix’s energy intensity is driven both by site efficiency as well as how we generate revenue around the world.

• 2022: 40,300 mtCO2e
• 2021: 50,700 mtCO2e
• 2020: 55,100 mtCO2e

The regional breakdown in 2022 was: 51% AMER (20,600 mtCO2e); 23% APAC (9,200 mtCO2e); 26% EMEA (10,500 mtCO2e). Not included in the Scope 1 emissions total are 30 mtCO2e of biogenic emissions from hydrotreated vegetable oil (HVO) that was piloted at our sites.

The primary drivers for the decrease in Scope 1 emissions include an overall reduction in refrigerant leakages due to focused efforts across our operations and the shutting down of the on-site natural gas based cogeneration facility at MX1.

• 2022: 2,405,200 mtCO2e ( +4%)
• 2021: 2,307,600 mtCO2e ( +1%)
• 2020: 2,280,200 mtCO2e (+10%)

The regional breakdown in 2022 was: 37% AMER (900,800 mtCO2e); 36% APAC (874,300 mtCO2e); 26% EMEA (630,100 mtCO2e).

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

• 2022: 228,200 mtCO2e (-10%)
• 2021: 254,800 mtCO2e (-22%)
• 2020: 327,700 mtCO2e (+7%)

The regional breakdown in 2022 was: 2% AMER (4,300 mtCO2e); 97% APAC (222,400 mtCO2e); 1% EMEA (1,500 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).

• Purchased Goods & Services
• Capital Goods
• FERA – Upstream Electricity (market-based)
• Waste
• Business travel (Air, Hotel, Rail, Rental Car)
• Employee commuting (Employee commuting to office, work from home associated with COVID-19 Pandemic)

Scope 3 totals were:

• 2022 = 1,292,000 mtCO2e
• 2021 = 1,504,000 mtCO2e
• 2020 = 1,318,000 mtCO2e

• 2022: 37 mtCO2e per million USD (change of -20% YOY)
• 2021: 46 mtCO2e per million USD (change of -28% YOY)
• 2020: 64 mtCO2e per million USD (change of +2% YOY)

Carbon intensity is driven by both our operational efficiency efforts and renewable energy procurement, as well as how we generate revenue around the world.

• Americas: 3,195 GWh out of 3,196 GWh (100%)
• Asia-Pacific: 1,326 GWh out of 1,641 GWh (81%)
• EMEA: 2,913 GWh out of 2,915 GWh (100%)
• Global: 7,434 GWh out of 7,752 GWh (96%)

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

• 2022: 2,177,000 mtCO2e reduction (2,405,200 reduced to 228,200 mtCO2e)
• 2021: 2,052,800 mtCO2e reduction (2,307,600 reduced to 254,800 mtCO2e)
• 2020: 1,952,500 mtCO2e reduction (2,280,200 reduced to 327,700 mtCO2e)

(Note: Scope 2 includes electric power, fuel cells under power purchase agreement, and chilled water)

• 2022: 2,465 (21.5%)
• 2021: 1,751 (17%)
• 2020: 1,803 (20%)

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 = Number of new hires / average annual head count.

Employee turnover rate:

• 2022: 12%
• 2021: 10%
• 2020: 7%

Represents how many employees left the organization voluntarily (includes retirement and death) as well as involuntarily (due to dismissal, misconduct, job performance, etc.).

• 2022: Of 265 employees who took leave in 2021, 94% were still at Equinix in 2022 (96% of men, 90% of women)
• 2021: Of 147 employees who took leave in 2020, 99% were still at Equinix in 2021 (100% of men, 96% of women)
• 2020: Of 350 employees who took leave in 2019, 90% were still at Equinix in 2020 (90% of men, 92% of women)

• No fatalities as a result of work-related injury;
• 0% high consequence work-related injury rate; and
• A recordable work-related injury rate of 0.27 globally per 200,000 hours worked

Equinix also has robust training programs covering our global policies and procedures. These are mandatory courses assigned to all employees, and are available in multiple languages. Examples include: Global Code of Business Conduct; Anti-Bribery and Corruption; Preventing Workplace Harassment (in the U.S. and Asia-Pacific); Security Awareness and Responsibility; Business Continuity Training; and an introduction to REITs. Training and resources are also provided through external channels such as function-specific conferences and function-specific trainings such as Tableau training.

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

In 2022, Equinix averaged $682 in training costs per FTE.

• Board of Directors: 8 men, 4 women (64%, 36%)
• E-staff members: 11 men, 2 women (85%, 15%)

The 2022 composition of Equinix’s employees was as follows:

• Regional FTEs: Americas (5,489), Asia-Pacific (2,687), EMEA (3,939), TOTAL (12,115)
• Regional Breakdown: Americas (45.3%), Asia-Pacific (22.2%), EMEA (32.5%)
• Gender diversity: women (25.9%), men (72.6%), Decline to ID (1.4%)
• Race/Ethnic Diversity: Black/African American (7.2%), Hispanic/Latinx (13.7%), Asian (24.5%), White (46.2%), Other (4.6%), Decline to ID (3.9%)
• Age Diversity: Gen Z (1999-2012) (1.5%), Millennials (1982 – 1999) (51.1%), Gen X (1965-1981) (40.1%), Baby Boomers (1946-1964) (6.2%), Decline to ID (1.1%)
• Age Diversity: Under 30 (13.9%), 30-50 (64.4%), Over 50 (20.6%), Decline to ID (1.1%)
• Skills Diversity: General & Administrative (28.1%), Sales & Marketing (13.5%), Operations (41.0%), Technology (17.4%)

Representation of women in 2022 by level, globally:

• Representation of women at VP and above levels: 30.5%
• Representation of women at Manager to Sr. Dir. levels: 27.2%
• Representation of women below Manager levels: 25.2%

Representation of women in 2022 in technical roles, globally:

• Representation of women in technical roles are 14.6%, an increase of 0.8% from 2021

Representation at each level by Race/Ethnicity in the U.S. only:

• At Manager level to Senior Director level: Black/African American (3.2%), Hispanic/Latinx (6.9%), Asian (29.2%), White (53%), Other (3.6%), Decline to ID (4.1%)
• At levels below Manager: Black/African American (10.9%), Hispanic/Latinx (20.2%), Asian (20.8%), White (38.8%), Other (5.7%), Decline to ID (3.6%)
• At VP levels and above: Black/African American (3.8%), Hispanic/Latinx (4.8%), Asian (14.3%), White (70.5%), Other (1.0%), Decline to ID (5.7%)

• In 2022, Equinix had 0 verified incidents of discrimination.

• In Q1 of 2022, 80% of employees completed the survey.
• In Q2 of 2022, 79% of employees completed the survey.
• In Q3 of 2022, 79% of employees completed the survey.
• In Q4 of 2022, 80% of employees completed the survey.

When averaged across the quarters, the response rate was 80%, slightly greater than the average in 2021 (79%).