|GRI 201: Economic Performance
||Direct economic value generated and distributed
||2022 Form 10-K, Item 7
||Financial implications and other risks and opportunities due to climate change
||Equinix 2022 CDP Climate Change Survey response
|GRI 203: Indirect Economic Impacts
||Infrastructure investments and services provided
||Infrastructure investments: 2022 Form 10-K, Note 17 in Notes to Consolidated Financial Statements.
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.
||Significant indirect economic impacts
||This metric helps determine how many job opportunities were created in 2022, both as a result of growth and from a need to replace leaving employees. A total of 2,465 employees were hired externally in 2022 against the 3,855 open positions; 947 positions were filled internally, and the remaining positions not hired for, carried forward to 2023 or cancelled.
|GRI 205: Anti-Corruption
||Operations assessed for risks related to corruption
||Every organization is judged by the actions of its people. When individuals consistently act with honesty and integrity, their company builds trust and a reputation for ethical behavior. At Equinix, we believe that acting ethically is not only the right thing to do, but it also makes good business sense. Equinix is committed to the highest standards of business and professional conduct. We designed our Code of Business Conduct to reflect and document our ethical values and standards including our stance on corruption. We assign mandatory trainings on the Code of Business Conduct and anti-bribery and corruption to ensure that all Equinix employees are provided guidance on applying our ethical standards in their day-to-day decision-making and actions on behalf of our company. We also periodically survey our employees and conduct risk assessments to assess the effectiveness of our programs. Equinix continually reviews its business operations and market environment to assess the various risks that have the potential to adversely affect our business. These risks, including those related to corruption, are reported annually in the risk factors section of our SEC reporting. Please refer to our 2022 Form 10-K.
||Communication and training about anti-corruption policies and procedures
||All new hires at Equinix must complete both Code of Business Conduct and anti-bribery and corruption training courses within six months of being hired. After that, employees are expected to take online or in-person compliance trainings on an annual basis depending on the training schedule each year. Trainings are available in multiple languages through a software program that enables us to reach 100% of Equinix employees. New Board members receive training on anti-bribery and corruption (ABC) risk and Equinix’s ABC policy and training program as part of their onboarding orientation session. Equinix’s management team also participates in all employee mandatory trainings described above. Equinix’s Whistleblower Protection Policy protects corporate “whistleblowers,” ensuring that concerns around ethics and corruption can be taken seriously and acted upon by the Company.
||Confirmed incidents of corruption and actions taken
||Please review our SEC filings for detailed reporting on Corruption, Ethics and Compliance issues. Equinix strives to avoid duplicate reporting.
In 2022, Equinix had no verified violations of applicable anti-bribery and corruption laws.
|GRI 302: Energy
||Energy consumption within the organization
||Energy Consumption: Total energy consumption in 2022 was 7,905 GWh across Scope 1 and 2 (up from 7,306 GWh in 2021 or 8%). Scope 2 was 7,824 GWh (+9% YOY). The regional breakdown for Scope 2 was:
- 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)
||Energy intensity as measured by energy consumption (GWh) per unit revenue (million USD) was:
- 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.
||Reduction of energy consumption
||Demand reduction from the US$45 million of energy efficiency investments made in 2022 is roughly 8,200 kW annually.
|GRI 305: Emissions
||Direct (Scope 1) GHG emissions
||Scope 1 emissions from on-site diesel consumption for backup generation, natural gas used for heating, and refrigerant losses:
- 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.
||Energy indirect (Scope 2) GHG emissions
||Scope 2 location-based GHG emissions (electricity + chilled water), with YOY trend:
- 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).
||Other indirect (Scope 3) GHG emissions
||Scope 3 emissions come from:
- Purchased Goods & Services
- Capital Goods
- FERA – Upstream Electricity (market-based)
- 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
||GHG emissions intensity
||Carbon Intensity as measured by total emissions (Scope 1 + Scope 2 market-based emissions) per unit revenue (million USD) was:
- 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.
||Reduction of GHG emissions
||Equinix sources clean and renewable energy around the world to make progress against our 100% renewable energy goal. Renewable energy coverage vs. our electricity usage in 2022 was:
- 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)
|GRI 401: Employment
||New employee hires and employee turnover
||New employees hired and (hire rate):
- 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.).
||Retention rate after parental leave (2020, 2021 includes Americas and APAC only; 2022 includes all regions):
- 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)
|GRI 403: Occupational Health and Safety
||In 2022, Equinix had:
- 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
|GRI 404: Training and Education
||Average hours of training per year per employee
||In 2022, Equinix employees averaged 38.8 hours of training per employee per year.
||Programs for upgrading employee skill and transition assistance programs
||Learning resources available to employees include: Equinix-specific material created and deployed by various departments such as HR, Sales, Operations, Customer Care; CrossKnowledge libraries; Project Management; Agile; PMP Certification; Digital Literacy; Microsoft Office; Leadership; LinkedIn Learning; and a large variety of leadership and soft skills training resources.
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.
|GRI 405: Diversity and Equal Opportunity
||Diversity of governance bodies and employees
||The 2022 composition of Equinix’s governance bodies and Executive team was as follows:
- 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%)
||Ratio of basic salary and remuneration of women to men
||We are advocates of pay equity. Our Rewards & Compensation team engages in regular market studies about pay, and since 2017, our global guidance to hiring managers is to refrain from asking candidates about their salary history, and instead focus on the appropriate pay for the job being offered. Globally, Equinix representation of women in the workforce and in leadership roles is on par with our peers in the industry.
|GRI 406: Non-discrimination
||Incidents of discrimination and corrective actions taken
||Equinix recognizes the value of providing a work environment free from unjustified discrimination, harassment and retribution. Discrimination is prohibited by our company policies, which include our Employee Handbooks and Code of Business Conduct. These documents also describe how Equinix prohibits unlawful discrimination, harassment and retaliation, as well as the many resources available to staff members who wish to report any potential violations of these guidelines. Additionally, in the United States and Asia-Pacific, Equinix offers anti-harassment training. Members of Equinix’s Human Resources and/or Legal departments immediately and appropriately respond to all notifications of possible policy infractions. Equinix opposes contemporary slavery and human trafficking in all its manifestations, and we insist that everyone with whom we do business also opposes these practices.
- In 2022, Equinix had 0 verified incidents of discrimination.
|GRI 417: Marketing and Labeling
||Requirements for product and service information and labeling
||Equinix data centers provide a secure and reliable place for our customers’ IT equipment. Equinix supplies the power needed to run that equipment 24/7. In 2022, Equinix tracked the energy content for 100% of its IBX data centers globally and makes available energy consumption, energy efficiency and renewable energy data to its customers. We believe that data centers can leverage their large electricity loads for positive social and environmental impact, and Equinix’s 100% renewable energy goal is bringing more renewable energy generation sources online both locally and regionally in order to address the urgent need to move utility grids away from fossil fuels to address climate change. Upon request, customers can access custom Green Power Reports for their deployments within Equinix data centers. All deployments covered 100% with renewable energy in the calendar year result in a net zero market-based carbon emissions factor (CEF) for electricity at those sites.
|GRI 418: Customer Privacy
||Substantiated complaints concerning breaches of customer privacy and losses of customer data
||In 2022, no material complaints concerning breaches of data privacy impacting our customers or losses of customer data were substantiated.
|SOC-3-a (Equinix Internal Metric)
||Employee satisfaction – survey response rate
||The Pulse Survey was released four times in 2022:
- 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%).
|SOC-3-b (Equinix Internal Metric)
||Employee satisfaction – survey results
||In 2022, employee satisfaction is determined by the score in response to the survey question “How happy are you working at Equinix?”. In 2022, employees responded with a satisfaction score of 84 in Q1, 83 in Q2, 80 in Q3 and 82 in Q4. Overall 2022 employee satisfaction score average was 82.
|SOC-10 (Equinix Internal Metric)
||Total customer uptime in a given year as measured in yearly availability
||Equinix IBX data centers feature advanced design, security, power and cooling elements to provide customers with industry-leading reliability, including average uptime of 99.9999% globally in 2022. All Equinix IBX data centers are equipped with UPS power, backup systems and N+1 (or greater) redundancy. The company guarantees certain service levels, such as uptime, as outlined in individual customer contracts.
|SOC-11 (Equinix Internal Metric)
||Annual Average Power Usage Effectiveness (PUE)
||Equinix measures PUE, a measure of data center efficiency, at all of its sites. We are transitioning to PUE1, a 12-month rolling average of PUE. Although currently sites are reporting data differently, we report an annual average PUE of 1.46 across our global portfolio in 2022. This excludes recent and planned acquisitions such as Entel and MainOne.