DHI Group, Inc. is a provider of AI-powered career marketplaces and software services that focus on connecting technologists with employers. Our distinct websites serve as online marketplaces where employers and recruiters find and recruit prospective employees, building and supporting workforces across North America.

Our unique focus on technology careers empowers professionals to grow a career that impacts livelihoods and adds values to the communities in which they live.

DHI is committed to providing an equitable environment for its employees, clients, and shareholders. Environmental stewardship, social responsibility and corporate governance practices are upheld across our business.

Statements, Resources & Policies

Environmental Footprint

DHI has 3 physical office locations: Denver, Colorado; Des Moines, Iowa; and New York, New York. We collect energy consumption data from those locations monthly and make reasonable efforts to increase efficiency. Total energy consumed is calculated based on monthly averages for the previous quarter. Our technical infrastructure is hosted by Amazon Web Services (AWS). DHI continues to seek efficiency in use of its technology platform and under the terms of the contract we are unable to disclose total usage.

Scope 1 – DHI currently produces no Scope 1 emissions

Scope 2 - 42,348 kWh/month Total combined energy use of DHI's offices (average). This is a 19.4% reduction from last year.

Percentage Renewable vs. Non-Renewable

DHI’s renewable energy sources: biomass, hydroelectric, solar, and wind. DHI’s non-renewable energy sources: coal, natural gas, nuclear, and petroleum.

86.3% Renewable (estimate) 13.7% Non-Renewable (estimate) This is a 5.4% increase in use of Renewable energy sources over last year.

Our Scope 2 emissions result exclusively from electricity use. A major part of our energy and GHG reduction strategy are projects to reduce our electricity use and increase our use of renewable electricity. The success of these projects is seen in our results above.

DHI is committed to sourcing 100 percent renewable energy for our facilities regarding GHG Scope 2. In 2021, DHI started purchasing Green-e certified renewable energy credits (RECs) covering all non-renewable energy sourced electricity. With our current energy credits, we believe we have achieved our net zero GHG Scope 2 emissions near-term goal for 2022 as well as working towards our long-term goals for 2023. See table for details.



FY23 (est)

Total GHG Scope 2 Electricity from non-renewable sources in MWh.



Purchased RECs



% of Coverage



*FY22 Base Year


Employee Engagement

In 2022, we expanded our focus on employee engagement through offering more comprehensive mental health services, continued initiatives which encourage work/life balance and deepening our investment in employee’s careers through learning and development programs.

The results of our efforts were reflected in two separate anonymous employee feedback reports including with our existing provider, Gallup®, and a new award from Great Place to Work®. Gallup’s extensive database includes 35 million respondents from more than 195 countries and provides benchmarking data to improve productivity and overall engagement with the organization. DHI participates in this survey on an annual basis. DHI is not sponsored by nor affiliated with Gallup®.

The Great Place to Work® award is based entirely on what current employees say about their experience working at DHI. Every year, more than 10,000 companies across 60 countries apply to get Great Place to Work Certified.

Excelling in Engagement

Key findings from the 2022 Gallup survey include:

  • 87% of our employees participated in the latest engagement survey. Gallup’s median participation rate is 84%.
  • At DHI, 71% of team members are engaged. According to Gallup statistics, 32% of U.S. employees are engaged in their work and workplace, therefore DHI ranks above average.
  • DHI ranks highest in discussion about work progress and having opportunities to learn and grow.
  • Only 3% of DHI team members are actively disengaged from the organization. According to Gallup statistics, 17% of U.S. employees are actively disengaged.

DHI became certified as a Great Place to Work.

  • This year 92% of employees say it’s a great place to work – 35 points higher than the average U.S. company.
  • 95% of employees said they feel welcome at the organization.
  • According to Great Place to Work, earning this designation means that DHI is one of the best companies to work for in the country.

At DHI, 2022 was the Year of Belonging, a concerted effort to enhance employee connectiveness and feeling of inclusion at the company regardless of individual differences.
Examples include:

  • Reinforced our policy that the environment in which our employees work is an empowered choice. DHI offices are open for in-person work as an option for all team members, fully supporting a hybrid environment for team members who choose to work remotely for the foreseeable future. No employee is mandated to come into the office at any time.
  • Continued an employee stock purchase program, enabling employees to purchase DHI shares and share in DHI’s success.
  • Increased our benefits to reimburse for fitness expenses and encourage overall wellbeing.
  • Expanded our commitment to mental health by offering Talkspace, offering convenient access to a fully-credentialed network of highly qualified licensed mental health providers for all employees at no cost. The company also continues to offer the Calm app for mindfulness and meditation.
  • Further recognizing the importance of work/life balance, DHI closed all offices for a day in March for employee appreciation day and in September to enjoy an impromptu day of relaxation and mental health refresh
  • Continued Flexible Fridays to allow employees time to refresh and balance work/life commitments.

Investing in Learning & Development

  • In 2022, DHI further invested in learning and development and enabled new opportunities to grow careers.
  • All managers participated in coaching training, which teaches leaders how to have impactful and inclusive conversations with team members to create a greater sense of self awareness and commitment to growing careers within DHI. In addition to group coaching training, some individuals within the organization engage in executive coaching one-on-one sessions on a monthly basis.
  • To further advance skills-based training, DHI added enablement teams to sales and technology in 2022. The enablement training is focused on specific skills that help sales representatives close deals or technology talent further improve our products and services. The enhanced learning programs offer learning credits for sales and tech talent to use toward conferences, online courses and skills classes. DHI budgets for professional development training across all functional groups and individuals each year. Professional development could include attending an online class to learn a new skillset, attending a conference or finding opportunities within the organization to grow skillsets with the end goal to put learnings into practice at DHI.
Additionally, DHI has a tuition reimbursement program designed to provide employees with financial assistance in continuing their education.

All employees participate in annual security and anti-corruption training.

Diverse and Skilled Workforce

At DHI, creating a workplace that celebrates diversity and promotes inclusivity is embedded in the culture and values of our organization. To achieve our mission of Connecting Futures Now and serve as an ideal employer, we promote diversity, equity and inclusion as programs lead by leadership as well as employees.

It is a strategic objective of DHI to focus on building a culture of inclusivity, anchored by four pillars: diversity training, inclusive hiring practices, volunteering in marginalized communities and employee resource groups. We are committed to building a diverse and inclusive workforce and making meaningful progress on making DHI an inclusive environment and driving improvements in this area over time.

DHI has office locations in Denver, Colorado; Des Moines, Iowa; and New York City. The distribution of employees by location is as follows: 

  • Denver 33%
  • Des Moines 35%
  • New York 7%
  • Field 25%

According to 2020 United States Census Bureau data, the demographic populations where the majority of our team members reside is: Denver 67% white and 33% other; Des Moines 80% white and 20% other; and New York 47% white and 53% other.

As part of our ongoing effort to attract and retain a diverse workforce, DHI partners with to post open positions and attract a broader pool of diverse candidates. We are especially focused on attracting more women in technology and sales positions, as well as a more racially diverse management team. DHI also expanded its hiring practices, allowing positions to be hired remotely, significantly widening our pool of available talent beyond the cities where our offices are physically located.

During 2022, we expanded several programs to assist in diversity and inclusion efforts, including:

  • Nearly all team members within DHI participating in The Power of Belonging trainings with our diversity partner, PowerToFly. New hires within the organization were also trained prior to December 30, 2022 with Unconscious Bias and Allyship trainings as is standard for all employees.
  • Continued Team Member Resource Groups (TMIG) for employees of underrepresented populations to share experiences and have a shared space. DHI has four groups: BIPOC, LGBTQIA+, Women and Allyship. All TMIG’s host events and promote awareness for inclusivity across the organization.
  • Continued to offer inclusive fertility benefits which support everyone and everything and all paths to parenthood and expanded benefits to cover travel expenses related to women’s health.
  • Continuing into 2022, DHI closed all offices in honor of the Juneteenth holiday and Martin Luther King, Jr. Day. Additionally, DHI continued its policy of Veteran’s Day being a paid holiday for any team member who served in the armed services. 

Workforce Diversity Table
Management 1 0 5 107 1 1
Technical Staff 16 8 5 101 4 2
All Other Employees 6 9 17 232 14 3
Other includes the classifications: Native American or Alaska Native, Native Hawaiian or Pacific Islander, and “Two or More Races”
Workforce Gender Diversity Table
Management 37 78 0
Technical Staff 26 110 0
All Other Employees 146 135 0
Technical staff includes employees categorized in the 15-0000 group (Computer and Mathematic Occupations) or 17-0000 group (Architecture and Engineering occupations) or the U.S. Bureau of Labor Statistics’ 2018 Standard Occupational Classification System.

Directors and Corporate Governance

DHI’s Board of Directors is an extension of this culture and similarly strives to foster inclusivity and diversity. Our Overall Board Diversity is below, which includes the diversity characteristics of race, gender and LGBTQ+. Our directors’ diversity characteristics are described (to the extent self-identified) in their biographies found in the DHX annual proxy.

Data Privacy

Data privacy is at the foundation of DHI’s and each of our brands’ values and the way in which we treat both our users, professionals and clients. We are committed to safeguarding the privacy of our users, whether they are our customers or candidates on our sites. It is vital that those utilizing our services and visiting our websites trust our platforms and our ability to protect any information provided to us. As such, we pride ourselves on our ability to maintain that trust through compliance with the stringent data protection regulations that apply to our products and services.

Our approach to data privacy aligns with the following principles:
Transparency – we make it clear to the user what data is collected, how it is collected, how it is used, and with whom it is shared.
Accountability – we make ourselves available to our users through multiple avenues if there are any questions or concerns about their data.
Control – we provide tools that allow our users to inquire what data we have about the user, to update the data we hold, to retrieve the data, and, if the user chooses, to delete the data.

DHI engages a Data Protection Officer who not only assists our brands with compliance but also keeps the company updated on the constantly evolving world of data privacy. This allows the company to keep pace with changing rules and regulations, and ensures our users are provided with the most up to date rights and protections possible.

Each of our brand’s privacy practices are audited on an annual basis by our third-party data privacy auditor, TrustArc, to ensure we practice what we preach. As evidence of our compliance, TrustArc provides a badge displayed on both Dice’s and ClearanceJobs’ privacy policies.

Our practices and procedures regarding data privacy are outlined in detail in each brand’s privacy policy, available at:
Dice Privacy Policy:
ClearanceJobs Privacy Policy:

Data Security

DHI recognizes that protecting data is fundamental to maintaining the trust of our customers and candidates. All data that flows across our network is secured at every level.  We utilize tools and techniques to monitor our platform for anomalies and engage our security incident response process to take further action.

DHI is vigilant about Privacy and Data security and incorporates industry standards to implement our security and compliance programs. DHI uses a security incident response process and tracking system for every incident to ensure the appropriate actions are taken and the incident is fully resolved. Any member of the company can report a potential data breach, and we will immediately investigate. As a part of that process, we determine if the characteristics of the incident resulted in a data breach, and if so, we evaluate the data classification. Depending on the data classification we will take actions to report and communicate the breach. 

DHI has implemented data security standards in our architecture and system design techniques. Standards are applied at the various levels within the platforms, services, and integrations. We perform periodic reviews and testing of our subsystems to ensure compliance with the standards. When deploying new software, we run operational readiness reviews where data security of the new software is reviewed and demonstrated.

Metrics for this reporting period:

  • 0 Data Breaches
  • 0 PII Data Breaches
  • 0 User(s) affected

Data Security Risks

Cybersecurity Standards

DHI has implemented and maintains a cybersecurity framework based on the National Institute of Standards and Technology Cybersecurity Framework (NIST CSF). Every quarter we assess the organization’s implementation of each control, evaluating policies, standards, and procedures and the output is represented in a heatmap providing visibility to specific areas needing improvement. The heatmap is presented to the Security Council, which includes members of our organization’s senior management team and the Audit Committee of our board of directors each quarter.

Approach for Identifying Vulnerabilities

DHI uses third party services to perform external vulnerability scanning and testing of our web properties and cloud infrastructure. These scans run on a continuous basis and identify several categories of vulnerabilities including Open Web Application Security Project (OWASP) Top 10 application risks and Center for Internet Security (CIS) Benchmark best practices. In addition to external scanning, DHI also runs weekly internal scans on all servers and workstations to detect Operating System and application vulnerabilities.

Approach for Addressing Security Risks

Risks are analyzed for impact and probability to determine severity from Critical, High, Medium, or Low risk. All risks are prioritized by severity and tracked in a Risk Registry. Risks are reviewed during monthly meetings with the teams responsible for remediating the risks. Critical risks are escalated for immediate research and remediation.
Each year DHI requires security awareness training for all employees. All new employees are also required to complete training within thirty days of their start date. The training includes data security best practices in addition to awareness of other security risk categories. DHI performs three "tabletop" exercises per year to test the readiness of team members, vendors, and processes to identify and respond to critical events involving security risks. After-action reports are completed and recommendations for improvement are incorporated into operating processes and documentation. 

Systemic Risk – Business Disruption

DHI recognizes the value that our services provide our customers and candidates and the importance of service availability. To support high service availability DHI performs annual risk analysis to describe, rate, and prioritize business continuity risks. Software and IT systems are included in our disaster recovery strategy. We have also identified several scenarios to evaluate and prepare for tabletop exercises. Our plan includes annual execution of tabletop exercises. Scenarios may include ransomware, natural disaster, loss of an office, and data breach.

DHI has established a detailed disaster recovery plan which will be utilized as a part of overall disaster recovery strategy. DHI partners with known industry leaders in disaster recovery to assess, assist, and exercise our Disaster Recovery program. The following are considered key focus areas of our strategy: 

  • People: Roles, responsibilities, decision authorities, training, and RACI (responsible, accountable, consulted, informed) responsibility assignment matrix
  • Process: Response and recovery process, communication and collaboration protocols, points of integration with other processes and plans, and exercising response and recovery
  • Technology: Clean data analytic environment and compromised server rebuild/replace strategy

DHI’s technical architecture uses cloud and third-party SaaS services providing distributed, scalable, reliable, highly available network services, application services, and infrastructure services. We actively monitor these services and in the event of failure take immediate mitigation action using our incident management processes.

DHI employees are equipped with technology to work from remote locations, including their home.  In addition, we have established an incident task force with senior leadership to meet frequently, decide on critical tasks, approve any needed spend and address any concerns. To communicate with departments and other teams, we set up a group of liaisons to gather feedback and address challenges and any operational issues. Decisions by the task force are communicated and implemented through existing communication channels and with the liaisons.

Systemic Risk - Performance

DHI tracks and manages performance issues, service risk, and downtime utilizing guidance and standards set forth in the Information Technology Infrastructure Library (“ITIL”) framework. We have documented processes in the following areas: Incident Management, Problem Management, and Change Management. All these processes include stakeholder management, paths for escalation, governance, and quick resolution to detected problems. Information tracked during these processes is logged and managed in our Information Technology Service Management (“ITSM”) software, industry leading service desk software. DHI uses commercially reasonable efforts to maintain availability for each web property with a monthly uptime percentage of at least 99.8%. The reporting period for these metrics is one year. 

Performance Issues

DHI recognizes that performance issues can impact our clients in significant ways, therefore we have established a Monthly Metrics review process to ensure our teams, platform and third-party services are performing at expected levels. For each of these areas, we have key performance indicators that are collected and examined against performance targets and evaluated for significant change in operation. Team members will take necessary actions if we determine something is not operating properly. Performance issues are defined as greater than 10 minutes and up to 30 minutes. 
2 Performance Issues during this reporting period

Service Disruptions

DHI has established a process using Incident Management standards from the ITIL framework mentioned above. This process identifies service levels for each component of our platform as well as actions to take when services are disrupted. We have two primary processes, one of which handles Critical Incidents and the other is used for all other incidents. We utilize a Problem Management process where we identify recurring issues causing incidents and ruthlessly drive solutions to these issues. We have a Change Management process aligned to our engineering and infrastructure efforts, targeting a best-in-class change ratio of .04. These processes and metrics are reviewed in monthly meetings with IT & Technology Leadership. Disruptions are defined as greater than 30 minutes and include disruptions for both critical features and full system downtime. 
3 Critical Feature Service Disruption Events and 0 Full System Downtime Service Disruption Events

Customer Downtime

Our business is largely based on customers who purchase recruitment packages that outline a counts of job postings, applications, or candidate views. While significant service disruptions could adversely impact our ability to retain customers and, in turn, effect revenue, these activities can generally be performed the next time the system is available. No data is lost during service disruptions that impact customers. Because we have selected a cloud-based architecture to delivering our services, outages are generally short in nature, are resolved quickly if caused by a change, and normal business operations can resume in less than a business day. Customer downtime is based on 11 business hours per day across the United States time zones for the Service Disruptions listed above.

.66 Cumulative Business Day of Feature Disruption and 0.20 Cumulative Business Day of System Downtime over 1 Year Achieving 99.9% Availability

DHI’s ESG reporting is based on and in conformance with the Sustainability Accounting Standards Board (SASB) SOFTWARE & IT SERVICES Sustainability Accounting Standard, available at

Reporting Period: 1/1/22 - 12/31/22​