2024 B Corp Report

We continued our global expansion in 2024, opening our first office in Asia and hiring a team of three new employees. To facilitate cross-cultural understanding and collaboration, a U.S.-based team member undertook a six-month assignment in our Singapore office. Additionally, several team members traveled to Singapore to support effective onboarding and foster a strong sense of belonging for our new colleagues.

•  To foster a stronger sense of community and connection among our employees, we hosted themed social gatherings across our global offices:
• Summer events were held at bocce ball courts, bringing employees together for an afternoon of fun and camaraderie.
• Winter events included festive office parties where employees were invited to bring a guest, providing an opportunity for our regional teams to connect with colleagues on a more personal level and build stronger relationships.
• Many teams hosted staff “onsites” at our San Francisco headquarters and “offsites” in other global cities. These gatherings enabled employees working remotely or in distant offices to meet and collaborate directly with their colleagues, strengthening team bonds and working relationships.

We continue to prioritize diversity at the leadership level, ensuring our executive team and Board of Directors champion our values as a mission-driven B Corp.  In 2024, this commitment included workshops and individual coaching for leaders focused on fostering effective collaboration across diverse workstyles.

We are committed to increasing diversity across our workforce. The racial diversity of our applicant pool has grown, reaching 56% in 2024 (up from 53% in 2023 and 12% in 2021). Currently, 34% of our staff identify as Black, Indigenous, and other People of Color (BIPOC).

 Our employee-managed Business Resource Groups (BRGs) play a vital role in promoting social awareness and inclusivity. In 2024, the Staff Growth BRG spearheaded a series of engaging sessions focused on employee development. These included:

• Pause for the Cause: Sessions focused on sharing industry-related topics.
• Facts and Snacks: Sessions where we share knowledge to promote skill building and growth.
• Coffee Chats: Promote company-wide networking, relationship building, and knowledge sharing across departments.

Recognizing the importance of creating an inclusive environment for all employees, we partnered with a consultant and held a workshop titled “Understanding Neurodiversity in the Workplace” to enhance understanding, empathy and support for neurodiverse colleagues.

The DEI accountability team hosted the “3Degrees 2024 DEI Updates” session to share progress on our 2024 Action Plan and gather employee feedback.

In honor of Pride Month, we hosted a fireside chat featuring a global DEI consultant and 3Degrees’ President of Environmental Markets. This candid conversation celebrated the diversity of our community and discussed effective allyship.

We transformed our onboarding process in 2024 to create a more welcoming and effective experience for new hires and hiring managers. This transformation included:

• Elevating support of our hiring managers by developing and delivering onboarding plans and learning decks for their new hires.
• Hosting onboarding kick-off meetings with new and tenured hiring managers to align training plans with job descriptions.
• Assisting with all onboarding plans for open positions to ensure foundational knowledge and learning content alignment.
• Providing hiring managers with an onboarding toolkit to ensure new employees feel a sense of belonging from day one.

In alignment with our commitment to empower employees and foster a thriving, inclusive workplace, we significantly invested in leadership development throughout 2024. The launch of our Leadership Excellence Program marks a pivotal step in strengthening our people management capabilities, crucial as we navigate our global expansion and technological advancements. This included: 

• Customized Learning Pathways: Recognizing the diverse needs and development areas of our leaders, we implemented customized learning paths with the Leadership Excellence Program. These paths were designed to address critical leadership competencies including strategic decision making, team engagement and development, and inclusive leadership. By tailoring learning experiences to individual needs, we ensured that our leaders received targeted development that directly supports our company goals and values. 
• Roundtables for Leaders at All Levels: We implemented monthly roundtable discussions among our leaders to provide a platform for open dialogue, peer learning, and collaborative problem-solving.
• Development of Key Metrics to Track Success: To ensure the effectiveness and impact of our Leadership Excellence Program, we developed robust key metrics. These metrics, including employee engagement scores, provide valuable insights into the program’s influence on leadership effectiveness and team dynamics. By tracking these metrics, we are committed to continuous improvement and ensuring our leadership development initiatives directly contribute to a positive and productive work environment.

We remain committed to ensuring that all employees have an equal opportunity to grow and develop their careers. We’ve made accessibility and inclusivity a core tenet of our learning and development programs, so employees from all backgrounds and abilities can participate and reach their full potential.

We continue to prioritize our employees’ holistic well-being by offering a comprehensive suite of benefits and support, designed to empower them both personally and professionally. This includes:

• Flexible Time Off: To support employees in recharging, attending to personal needs, and maintaining a healthy work-life balance.
• Wellness Days: Dedicated time for employees to focus on self-care and mental health.
• Wellness Resources: Financial support and access to resources that promote healthy habits and overall wellness.
• Paid Volunteer Time: To encourage employees to connect with their communities and support causes they care about.

An Arizona-based organization working to empower Native American families to achieve energy independence by growing renewable energy capacity and affordable access to off-grid power.

A nonprofit organization building career pathways for economic equity and climate resilience via green training, employment, and residential energy efficiency grounded in equity.

This San Francisco-based climate justice nonprofit equips nonprofits in underserved communities nationwide with solar energy solutions. It raises awareness about equitable climate solutions and cultivates the next generation of clean energy leaders. Its local focus allows communities to accelerate clean energy adoption. Its mission: Building a Brighter Solar Future.

• Our Board of Directors launched its Environment, Social, and Governance (ESG) Committee to oversee and guide our sustainability efforts. This Committee is chaired by one of our independent directors.
• We staffed our Sustainability Office, right-sized at a Chief Sustainability Officer and a sustainability professional shared with our consulting team.
• We developed a comprehensive ESG Management System to clarify and assure accountability to our ESG goals and programs. Included in the system are new policies – an Environmental Policy, an overarching ESG policy, and revised policies on Business Ethics and Compliance and on applying certain business principles regarding client decarbonization programs. We also put the system into action through cross-company quarterly meetings and reports to the Board ESG Committee.
• We completed our enrollment in the Science-Based Targets Initiative, receiving approval for our commitment to greenhouse gas emission targets aligned with limiting planetary warming to 1.5° C.
• We increased transparency in our climate commitments by selecting a new venue for reporting our impacts, commitments, and progress – the SME Climate Hub – in addition to our website and certain third-party assessors such as B Lab.
• We began a multi-year project to address one of our largest emission sources: the use of cloud-based software services. 

• We continued our employee education and engagement efforts via environment-focused Lunch & Learn sessions that featured Food Sovereignty with Linda Black Elk, and How to Increase your Environmental Handprint (the positive actions and contributions that individuals, organizations, or products make toward sustainability and combating climate change). 
• We partnered with the National Forest Foundation and continued a program that invites employees to opt to plant trees in place of receiving company gifts. To date, 3Degrees employees are responsible for planting over 5,000 trees.

In 2024, we formalized our dedication to ethical behavior by developing and distributing a comprehensive Business Ethics Policy. This policy provides clear guidance to all employees on expected conduct, ensuring integrity in our operations and interactions with stakeholders. It outlines our commitment to:

• Fair dealing in all business relationships
• Prohibiting corruption and bribery in any form
• Promoting accurate records and reporting
• Addressing conflicts of interest
• Safeguarding confidential information and intellectual property
• Protecting company resources
• Ensuring compliance with insider trading regulations
• Adhering to fair competition and trade laws
• Providing channels for employees to report concerns and suspected violations

Our B Corp Business Resource Group (BRG) remains a vital advocate for social and environmental responsibility. In 2024, the BRG collaborated with our People Operations team and was actively engaged in the company’s B Corp recertification efforts. The BRG also plays a key role in promoting the B Corp movement’s objectives by sharing informative content internally and championing policies that align with our mission.

We actively engage with the B Corp community through various channels:

• We utilize social media platforms to communicate our B Corp story, emphasizing the social and environmental impact of our work and celebrating the achievements of fellow B Corps.
• We organize themed events and collaborations, particularly during B Corp Month, to showcase B Corp products and services through webinars, resources, and educational initiatives.
• Our team members participate in workshops and retreats that further the B Corp movement’s goals, fostering collaboration and knowledge-sharing within this impactful community.

3Degrees is structured as both a B Corp and a benefit corporation under Delaware law, solidifying our commitment to delivering public benefits to our clients, employees, and the community. We measure our public benefit impact using the B Lab Impact Assessment, a tool we’ve utilized since our B Lab registration in 2012. We recently received our fifth recertification.

3Degrees shareholders with an ownership stake of more than 5% include Daniel Kalafatas, M. Hadley Mullin, Stephen McDougal, Jan McDougal, The McDougal Family Foundation, Mark Mondik, Erin Craig, and ARB, a family investment office..