What changed in this filing

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Item 1. Business

2023-02-16 compared with 2022-02-23 · 34 added, 39 removed, 128 unchanged (36% of the section changed)

37 unchanged sentences

We combine our proprietary research methodologies with extensive industry and academic relationships to create Gartner products and services that address each role across an enterprise.

Within the Research segment, Global Technology Sales (“GTS”) sells products and services to users and providers of technology, while Global Business Sales (“GBS”) sells products and services to all other functional leaders, such as human resources, supply chain, marketing, and finance.

Our research agenda is defined by clients’ needs, focusing on the critical issues, opportunities and challenges they face every day.

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Clients normally sign subscription contracts that provide access to our research content and advisory services for individual users over a defined period.

We typically have a minimum contract period of twelve months for our research and advisory subscription contracts and, at December 31, 2021, a significant portion of our contracts were multi-year.

We typically have a minimum contract period of twelve months for our research and advisory subscription contracts and, at December 31, 2022, over 70% of our contracts were multi-year.

• CONFERENCES.

Gartner conferences are designed for IT and business executives as well as decision makers looking to adapt and evolve their organizations through disruption and uncertainty, navigate risks and prioritize investments.

Gartner conferences are designed for information technology ( “ IT”) and business executives as well as decision makers looking to adapt and evolve their organizations through disruption and uncertainty, navigate risks and prioritize investments.

Attendees experience sessions led by Gartner research experts, and the sessions include cutting-edge technology solutions, peer exchange workshops, one-on-one analyst and advisor meetings, consulting diagnostic workshops, keynotes and more.

Our conferences also provide attendees with an opportunity to interact with business executives from the world’s leading companies.

In addition to role-specific summits and workshop-style seminars, Gartner hosts the Gartner Symposium/Xpo series, including its unique, flagship IT Symposium/Xpo ® , which is usually held at nine locations worldwide annually.

Prior to the COVID-19 pandemic, Gartner attracted more than 85,000 business and technology professionals to its 70+ destination conferences worldwide in 2019.

We also hosted 700+ live meetings each year for peer collaboration and networking, and 240+ exclusive C-level meetings through the Evanta brand.

In response to the COVID-19 pandemic, we pivoted to producing virtual conferences with a focus on maximizing the value we deliver for our clients.

During 2021, Gartner successfully held 39 virtual conferences with more than 57,000 attendees, including eight Symposiums/Xpos.

In addition, during 2021 we hosted 450+ virtual peer networking meetings, and through the Evanta brand we hosted 550+ exclusive C-level virtual meetings.

Our conferences also provide attendees with an opportunity to interact with IT and business executives from the world’s leading companies.

During 2022, Gartner successfully held 25 in-person and 16 virtual conferences with more than 60,000 attendees, including eight Symposiums/Xpos.

In addition, during 2022 we hosted 350+ peer networking meetings, and through the Evanta brand we hosted 350+ exclusive C-level meetings with close to 200 in-person.

• CONSULTING.

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Gartner Consulting combines the power of Gartner’s market-leading research with custom analysis and on-the-ground support to help clients to turn insight and advice into action and impact.

Consulting solutions capitalize on Gartner assets that are invaluable to information technology (“IT”) decision-making, including:

Consulting solutions capitalize on Gartner assets that are invaluable to IT decision-making, including:

(1) our extensive research, which ensures that our consulting analyses and advice are based on a deep understanding of the IT environment and the business of IT;

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• Superior research content - We believe that we create the broadest, highest-quality and most relevant research coverage across all major functional roles in an enterprise.

Our independent operating model and research analysis generates

unbiased insight that we believe is timely, thought-provoking and comprehensive, and that is known for its high quality, independence and objectivity.

Our independent operating model and research analysis generates unbiased insight that we believe is timely, thought-provoking and comprehensive, and that is known for its high quality, independence and objectivity.

• Our leading brand name - We have provided critical, trusted insight under the Gartner name for more than 40 years.

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From attracting diverse talent through our recruitment process, to cultivating that talent with learning and development opportunities and rewards for strong performers, to supporting overall wellness with meaningful benefits and engagement, we strive to put our people first.

At December 31, 2021, we had approximately 16,600 employees globally, and the overwhelming majority of our employees were full time.

At December 31, 2022, we had approximately 19,500 employees globally, approximately 9,110 of which were outside of the U.S., and the overwhelming majority of our employees were full time.

Gartner is committed to providing equal employment opportunities to all applicants and employees without regard to any legally protected status.

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equal employment opportunity policies.

We continually renew this commitment by seeking to optimize our recruitment and professional development processes, create networking and educational opportunities, celebrate heritage and history, encourage community service and outreach, and create safe spaces for all employees.

We continually renew this commitment by seeking to optimize our recruitment and professional development processes, create networking and educational opportunities, celebrate heritage and history, celebrate community service, and create safe spaces for all employees.

Our human capital management strategies are developed by executive management and overseen by the Compensation Committee of our Board of Directors.

Diversity, Equity and Inclusion

We foster an environment of professional development to help our employees reach their full potential through a culture of continuous improvement.

This includes embracing diversity and actively removing barriers to support inclusion, engagement and growth at Gartner.

Our Diversity, Equity and Inclusion (“DEI”) Executive Council, composed of our CEO, Chief Human Resources Officer, CFO, General Counsel, head of Diversity, Equity and Inclusion, and other selected leaders, drives diversity, equity and inclusion as an imperative at all levels of the organization.

In addition, the DEI Center of Excellence, which reports directly to our Chief Human Resources Officer, codifies our strategy and establishes goals against key metrics to drive greater transparency and accountability.

Gartner is committed to creating a culture of inclusion - which is critical to the objectivity and independence we provide our clients.

We celebrate diversity of thought and we welcome and encourage diverse perspectives.

We embed Diversity, Equity and Inclusion (“DEI”) concepts into our culture and our critical people processes.

Our DEI efforts are all about building the confidence and conviction in all of our associates – but particularly in our leaders - to do the right things and building a

language of inclusion to foster this.

Our DEI Executive Council, composed of our CEO, Chief Human Resources Officer, CFO, General Counsel, head of DEI, and other selected leaders, drives diversity, equity and inclusion as an imperative at all levels of the organization.

In addition, the DEI Center of Excellence operationalizes strategy and establishes goals against key metrics to drive greater transparency and accountability.

Our teams of employees are composed of individuals from different geographies, cultures, religions, ethnicities, races, genders, sexual orientations, abilities and generations working together to solve problems.

As of December 31, 2021, approximately 46% of our employees worldwide and 36% of our Board of Directors identified as female.

In addition, 18% of our Board of Directors and approximately 22% of employees in the U.S.

Currently, 33% of our Board of Directors and 23% of our executive management team identifies as female, and 25% of our Board of Directors identifies as racially or ethnically diverse.

As of December 31, 2022, approximately 47% of our employees worldwide identified as female and 24% of employees in the U.S.

identified as racially or ethnically diverse.

On a worldwide basis, our employees were represented by more than 85 self-identified nationalities working in 38 different countries and territories.

We focus on the role of unconscious bias and endeavor to build tools that help make various business processes more inclusive and accommodate a more diverse perspective.

We emphasize the importance of inclusion to leaders and managers and the value of fostering a sense of belonging within their teams.

We also continue to invest in learning opportunities to develop DEI at Gartner.

For example, our popular Embracing Diversity & Being Inclusive module has enrolled more than 5,600 associates since its inception.

For example, in addition to our popular Embracing Diversity & Being Inclusive training module, which covers the importance of diversity and inclusion at Gartner and the role of unconscious bias, we added a new module this year called Equity vs.

Equality, which focuses on fostering a more equitable workplace.

The Company supports a number of employee-driven Employee Resource Groups (“ERGs”) that bring employees together to foster a diverse, inclusive and supportive workplace.

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We believe that our equity grants facilitate retention as well as encourage performance of key personnel.

In response to the COVID-19 pandemic, we implemented significant changes to protect the health and safety of our employees, clients and the communities in which we operate.

This included the temporary closure of our offices in the United States, United Kingdom, India, and several other impacted locations around the world, as well as the cancellation of certain in-person conferences.

We have now reopened a majority of our offices (including our corporate headquarters) and are planning to reopen the remaining offices in early 2022, with safety guidelines to protect employee health.

In 2021, we announced a hybrid virtual-first working arrangement, which provides additional flexibility to employees, enabling most of them to continue working remotely a substantial portion of the time.

We operate under a hybrid virtual-first working arrangement, which provides additional flexibility to employees, enabling most of our employees to work remotely a substantial portion of the time.

We also provide a number of free mental and behavioral health resources, including access to the Employee Assistance Program for employees and their dependents.

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We also offer rotational programs and an online learning experience platform for employees called GartnerYou.

In 2021, GartnerYou offered close to 45,000 learning resources, with more than 321,000 completions globally.

Since our Sales and Research & Advisory teams make up of approximately 50% of total employees worldwide, we also have formal, dedicated programs to help train and onboard new hires as well as more experienced managers and leaders within Sales and Research & Advisory.

In 2022, GartnerYou offered more than 46,000 learning resources, with over 400,000 completions globally.

Since our Sales and Research & Advisory teams make up approximately 50% of total employees worldwide, we also have formal, dedicated programs to help train and onboard new hires as well as more experienced managers and leaders within Sales and Research & Advisory.

In 2021, Gartner transformed how we onboard new sales hires so they more quickly develop the core competencies tied to sales success.

Rooted in learning and development best practices, the reimagined program operates in a scalable model that provides new sales hires in their first year with access to as many as 2,100 well-paced, just-in-time learning assets.

More than 1,200 sales associates went through this program in 2021.

In 2022, we expanded the program, and more than 3,100 sales associates participated.

Through these programs, we believe our teams develop role-specific knowledge and skills, increase productivity and improve performance.

We also strive to develop an inclusive and engaging environment that makes Gartner a vibrant, exciting place to work.

We believe the greatest catalyst to engagement comes from leadership — particularly their efforts to set direction, allocate

resources, and build individual and organizational capability.

We believe the greatest catalyst to engagement comes from leadership — particularly their efforts to set direction, allocate resources, and build individual and organizational capability.

We embed our associate survey efforts within our business units so that the insight we glean can help leaders understand the opportunities for effecting organizational growth.

Business-unit-specific survey results are used for a number of leader-specific interventions, from individualized coaching to team-based skill-building to business-unit-wide initiatives targeting key areas of engagement.

Although, like many companies, we experienced an uptick in associate turnover in 2021, the average employee tenure decreased only slightly from 5.2 years in 2020 to 5.1 years in 2021.

Moreover, average employee tenure increased year over year for our sales team.

Our Communities

While we experienced a decrease in associate turnover in 2022, our average employee tenure decreased from 5.1 years in 2021 to 4.5 years in 2022, primarily due to increased new hires in 2022.

Our Communities and the Environment

Our associates have a long history of individual and team volunteering.

In addition to providing the flexibility for associates to spend time volunteering, we facilitate and support on- and off-site volunteer projects for teams, and encourage non-profit board

service, skills-based volunteerism and in-house drives.

In 2021, Gartner associates logged approximately 18,800 hours supporting over 420 nonprofit organizations around the world.

We encourage you to review the “Our Associates” section of our Corporate Responsibility Report located on our website at gartner.com , under the “Corporate Responsibilities” link in the “About” tab for more detailed information regarding our Human Capital programs and initiatives.

Gartner facilitates a charity match program.

In 2022, over 19% of associates made matched donations to more than 3,600 nonprofits, amounting to over $7.1 million donated by Gartner and its associates.

In 2022, Gartner associates also logged approximately 24,300 hours supporting over 580 nonprofit organizations around the world.

Finally, in 2022, we announced our commitment to achieve net-zero greenhouse gas emissions by 2035 in accordance with Science Based Target initiative’s (SBTi) Net-Zero Standard.

We encourage you to review our Corporate Responsibility Report located on our website at gartner.com , under the “Corporate Responsibilities” link in the “About” tab for more detailed information regarding our Human Capital programs and initiatives.

Nothing on our website, including our Corporate Responsibility Report or sections thereof, shall be deemed incorporated by reference into this Annual Report, or any other filing we make with the SEC.

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Compared sentence by sentence after normalising whitespace, quotation marks, case and digits, so re-formatting and restated figures do not read as changed language. Wording changes appear as one removal and one addition. The current filing and the prior one are authoritative.

What changed 10-K

Item 1. Business