Corporate Responsibility

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 engaging 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

Employee Engagement

Diverse And Skilled Workforce

Data Privacy

Data Security

Data Security Risks

Business Disruption

System Performance

 

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 - 24,211 kWh/month Total combined energy use of DHI's offices (average) This is an 8.1% increase 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.

86.4% Renewable (estimate) 13.6% Non-Renewable (estimate). This is an 8.7% increase in use of Renewable energy sources over last year.

Our Scope 2 emissions result exclusively from electricity use. A key focus of our energy and GHG reduction strategy involves initiatives to lower electricity usage and increase reliance on renewable energy sources. The success of these projects is seen in our results above.

DHI is committed to offsetting our GHG Scope 2 emissions with renewable energy credits (RECs). In 2021, DHI started purchasing Green-e certified 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 2025 as well as working towards our long-term goals for future years. We have purchased additional RECs to offset our energy-usage over the next 2 years. See table below for details.

KPI FY24 FY25 FY26 (est)
Total GHG Scope 2 Electricity from non-renewable sources in MWh. 34.216 37.638 41.402
Purchased RECs 100 120 140
% of Coverage* 292% 319% 338%

*FY23 Base Year

Employee Engagement

DHI's 2025 cultural theme "Explore the Possibilities" focused on empowering employees to identify new opportunities, realize their full potential, support overall wellbeing, and foster meaningful connections with inspiring colleagues.

Supporting our workforce through change management, a primary focus was helping employees navigate change by providing tools, resources and trainings, while also supporting mental health to cope with external and internal factors.

The results of our efforts were reflected in the attainment of employer awards, receiving Great Place to Work® certification for the fourth year in a row, earning a Most Loved Workplace® certification for the third year while also ranking #44 in the Top 100 America's Most Loved Workplaces. Additionally, the company earned Most Loved ® CEO, Most Loved Workplaces ® for Parents and Caregivers, Most Loved Workplaces ® for LGBTQ+ inclusion and Best Companies to Work For from U.S. News & World Report.

Promoting transparency from leadership and providing employees with an opportunity to give anonymous feedback, DHI enlists Gallup® as its third-party provider. Gallup's extensive database includes 64 million respondents 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.

The Most Loved Workplace certification is the result of an index from the Best Practice Institute to more than 2.6 million employees at companies ranging from 50 – 10,000, in addition to an interview with DHI management. The ranking of #44 on the Wall Street Journal's Top 100 America's Most Loved workplaces included results from the Love of Workplace Index™ survey, derived from analysis of external public ratings from sites such as Comparably, Careerbliss, Glassdoor, Indeed, Google, and others, interviews with company officials and a survey of employees.

Prioritizing Engagement

Key findings from the 2025 Gallup survey include:

  • 66% of our employees participated in the latest engagement survey. Gallup's median participation rate is 84%.
  • At DHI, 57% of team members are engaged. According to Gallup statistics, 31% of U.S. employees are engaged in their work and workplace, therefore DHI ranks above average.
  • DHI's highest areas of engagement include recognition and employees feeling their managers care about them as a person.
  • Only 7% of DHI team members are actively disengaged from the organization. According to Gallup statistics, 16% of U.S. employees are actively disengaged.

DHI became certified as a Great Place to Work for the fourth year in a row:

  • 93% 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.
  • Key examples of advancing engagement in 2025 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 the majority of team members; DHI also fully supports a hybrid environment for certain team members who work from offices three days a week.
    • Continued an employee stock purchase program, enabling employees to purchase DHI shares and share in DHI’s success.
    • Continued our commitment to mental health by offering Talkspace sessions, 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, as well as Employee Assistance Programs (EAP).
    • Further recognizing the importance of work/life balance, DHI closed all offices for a day in April in conjunction with its Kindness Week for employee appreciation day.
    • Continued Flexible Fridays year-round to allow employees time to refresh and balance work/life commitments.

Spotlighting Collaboration & Development:

  • DHI continued its Small Group Forum program in 2025. These forums are monthly, self-directed, virtual peer support groups consisting of team members in similar roles and career stages. They're designed to be confidential spaces to seek advice, share creative solutions to problems and offer an opportunity to collaborate with peers not directly on work teams.
  • Developing the workforce of tomorrow, DHI re-imagined its internship program to be more comprehensive and immerse students into a real-world work environment. DHI hosted interns across technology, product, marketing and finance groups in June & July 2025. To underscore the company's One Team and Innovate with Purpose values, the internship culminated with presentations to senior leadership and college credit (where applicable).
  • DHI maintains a budget for training across functional groups and individuals each year. Professional development may 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. In 2025 key trainings included navigating change.
  • Additionally, DHI has a tuition reimbursement program designed to provide employees with financial assistance in continuing their education.

Diverse and Skilled Workforce

To achieve our mission of Connecting Futures Now and serve as an ideal employer, we promote inclusion led by leadership as well as employees.

It is a strategic objective of DHI to focus on building a welcoming culture, including employee resource groups and volunteering in communities we serve. We are committed to building an engaged 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 and Des Moines, Iowa. The distribution of employees by location is as follows:

  • Denver: 26%
  • Des Moines: 45%
  • Field: 29%

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.

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 2025, we continued several programs to assist in inclusion efforts, including:

  • 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 2025, 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.
  ASIAN BLACK OR AFRICAN AMERICAN HISPANIC OR LATINO WHITE OTHER^ N/A*
Management 1 0 3 60 1 0
Technical Staff 12 2 3 47 1 0
All Other Employees 3 3 6 125 3 0

^Other includes the classifications: Native American or Alaska Native, Native Hawaiian or Pacific Islander, and “Two or More Races”

 

  FEMALE MALE N/A*
Management 23 42 0
Technical Staff 12 53 0
All Other Employees 76 64 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.

Data Privacy

Data privacy is at the foundation of DHI’s and 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 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 as to 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 assists our brands with compliance and 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.

Our brands' 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 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: https://www.dice.com/about/privacy-policy

ClearanceJobs Privacy Policy: https://about.clearancejobs.com/privacy-policy

Data Security

DHI is committed to safeguarding data as a cornerstone of maintaining trust with our customers and candidates. We secure all data that flows through our network at every stage—from transmission to storage—utilizing advanced tools and techniques to monitor for anomalies and activate our security incident response when necessary.

We uphold rigorous standards for Privacy and Data Security, integrating industry best practices into our compliance and security programs. Our security incident response process ensures that every reported incident is addressed promptly and thoroughly. Any employee can report a suspected data breach, which will trigger an immediate investigation. If an incident is classified as a breach, we assess the data involved and communicate actions, accordingly, based on its classification.

Data security standards are embedded in our architecture and system design across all platforms, services, and integrations. Regular reviews and testing of our systems ensure ongoing compliance with these standards. Before deploying new software, we conduct operational readiness reviews to validate data security. In 2025, we took further steps to enhance our security framework by implementing additional emerging threat detection capabilities, underscoring our commitment to the continuous advancement of data security.

Metrics for this reporting period:

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

Data Security Risks

Cybersecurity Standards

DHI has established and maintains a robust cybersecurity framework aligned with the National Institute of Standards and Technology Cybersecurity Framework (NIST CSF). Each quarter, we evaluate the organization's implementation of the framework's controls, assessing policies, standards, and procedures. The results are visualized in a heatmap, which highlights specific areas requiring improvement and provides actionable insights.
This heatmap is presented quarterly to the Security Council, comprising members of senior management and the Audit Committee of our board of directors, ensuring oversight and alignment with organizational priorities.

Approach for Identifying Vulnerabilities

DHI leverages third-party services to conduct continuous external vulnerability scanning and testing of our web properties and cloud infrastructure. These scans identify various categories of vulnerabilities, including those outlined in the Open Web Application Security Project (OWASP) Top 10 and Center for Internet Security (CIS) Benchmark best practices. In addition to external scanning, DHI performs weekly internal scans across all servers and workstations to detect operating system and application vulnerabilities. Further, in 2025, we engaged with a third-party company conducting manual penetration testing to further understand risk and improve defenses.

Approach for Addressing Security Risks

DHI conducts a thorough analysis of risks based on their impact and likelihood, categorizing them as Critical, High, Medium, or Low severity. Risks are prioritized accordingly and documented in a Risk Registry, where they are monitored and reviewed during monthly meetings with the teams responsible for mitigation. Critical risks are escalated immediately for in-depth investigation and prompt remediation. To foster a culture of security, we require all employees and contractors to complete annual security awareness training. New employees are mandated to complete this training within their first thirty days. The program emphasizes data security best practices and provides insights into various security risk categories. Additionally, DHI conducts three "tabletop" exercises annually to evaluate the readiness of team members, vendors, and processes in responding to critical security events. These exercises produce after-action reports, and the resulting recommendations are integrated into operational processes and documentation to strengthen our security posture.

Systemic Risk – Business Disruption

DHI recognizes the critical value of our services to customers and candidates and prioritizes maintaining high service availability. To support this commitment, we conduct annual risk analyses to identify, evaluate, and prioritize business continuity risks. Our disaster recovery strategy encompasses both software and IT systems and includes annual tabletop exercises to prepare for various scenarios such as ransomware attacks, natural disasters, office disruptions, and data breaches, reflecting industry trends and challenges.

We have developed a robust disaster recovery plan as part of our broader continuity strategy. Partnering with industry leaders, we assess, refine, and test our recovery program with a focus on three core areas:

  • People: Clearly defined roles, responsibilities, decision authorities, and training, supported by a RACI (Responsible, Accountable, Consulted, Informed) matrix to ensure accountability.
  • Process: Robust response and recovery workflows, communication and collaboration protocols, integration with other business processes, and regular testing of these plans.
  • Technology: A secure, clean data analytics environment and a streamlined strategy for rebuilding or replacing compromised servers.

Our technical architecture leverages cloud-based and third-party SaaS services, ensuring distributed, scalable, and highly reliable network, application, and infrastructure services. Proactive monitoring enables us to take immediate action through our incident management processes in the event of service disruptions.

To further strengthen organizational resilience, we support a hybrid work environment by equipping employees with the tools and technologies needed to work effectively both on-site and remotely, including from home. Leadership remains closely aligned to ensure consistent decision-making, clear priorities, and a coordinated response to operational needs. Ongoing collaboration across leadership and departments helps address challenges, incorporate feedback, and maintain streamlined communication.

 

Systemic Risk - Performance

DHI actively monitors and addresses performance issues, service risks, and downtime in alignment with the Information Technology Infrastructure Library (ITIL) framework. Our documented processes include Incident Management, Problem Management, and Change Management, each designed to ensure effective stakeholder engagement, clear escalation paths, governance, and rapid problem resolution. We utilize industry-leading Information Technology Service Management (ITSM) software to log and manage information throughout these processes, enabling efficient tracking and response. Committed to reliable service, DHI makes commercially reasonable efforts to maintain a monthly uptime of at least 99.8% for each of our web properties. The reporting period for these metrics is one year.

Performance Issues

DHI understands that performance issues can significantly impact our clients. To ensure that our teams, platform, and third-party services consistently meet expected standards, we have implemented a Monthly Metrics review process. This process involves collecting and analyzing key performance indicators (KPIs) for each area, benchmarking them against defined performance targets, and assessing any substantial operational changes. When necessary, our team members promptly take corrective actions to address any identified issues and maintain optimal performance. Performance issues are defined as greater than 10 minutes and up to 30 minutes.
1 Performance Issues during this reporting period

Service Disruptions

DHI has implemented an Incident Management process based on ITIL standards to define service levels for each platform component and establish protocols for responding to service disruptions. We operate two primary workflows: one for handling Critical Incidents and another for managing all other incidents. Our Problem Management process focuses on identifying recurring issues that lead to incidents and aggressively pursuing solutions to prevent future occurrences. Additionally, our Change Management process supports our engineering and infrastructure teams, striving for a best-in-class change success rate of .04. All processes and metrics are reviewed monthly with IT and Technology Leadership to ensure continuous improvement and alignment with organizational goals. 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

DHI's business primarily serves customers who purchase recruitment packages that include job postings, applications, or candidate views. While significant service disruptions may impact customer retention and revenue, these activities can typically resume once the system is restored. Importantly, no data is lost during customer-impacting service disruptions. Our cloud-based architecture supports rapid recovery, ensuring that 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 24 business hours per day for the Service Disruptions listed above.
1.26 Cumulative Days of Feature Disruption and 0.00 Cumulative Days of System Downtime over 1 Year Achieving 99.655% Availability. We did not meet our web application availability target due to a major outage from a Cloud Service Provider. The outage caused widespread service disruptions outside of our control, resulting in feature degradation despite our mitigation and recovery efforts.

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 https://www.sasb.org/standards/download/. 

Reporting Period: 1/1/25 – 12/31/25