Corporate Responsibility

 

In the 19 years since our founding, Guidewire has served the property and casualty (P&C) insurance industry with a resolute and consistent approach. P&C insurance serves a critical role in society by supporting people and businesses in communities all around the world. We consider it a privilege to have the opportunity to serve this industry, including our customers, partners, shareholders, and employees.” - Mike Rosenbaum, CEO

 

At Guidewire, we strive every day to live up to our values of integrity, rationality, and collegiality. These values guide our business and have contributed to a strong foundation for our Environmental, Social, and Governance (ESG) program. Looking ahead, we will continue to review and incorporate the evolving ESG expectations of our stakeholders, including customers, employees, investors, regulators, and our communities. We will ensure appropriate structures of accountability to manage ESG across our business.

  • At the highest level, Guidewire’s CEO and executive leadership team are held accountable for the company’s overall ESG performance.
  • Our newly appointed head of ESG leads the company’s integrated strategy, engaging various executive team leaders to ensure appropriate alignment and management of our ESG initiatives.

We will measure and communicate our progress, set goals, collaborate with internal and external stakeholders, and increase the transparency and disclosure of our initiatives.

Guidewire has identified six focus areas for our ESG strategy.

Governance
Shaping our core values into action through our policies, procedures, and quality improvement processes for Guidewire’s operations with a critical focus on information security and data privacy

  • Information Security and Data Privacy
  • Trust and Integrity

Social
Supporting our people through our employee experience, diversity, equality and inclusion and Guidewire Gives Back initiatives and spur social impact in local communities

  • Guidewire Gives Back
  • Diversity, Equity, and Inclusion
  • Employee Experience and Wellness

Environment
Demonstrating our commitment to reduce our environmental impact through our environmentally responsible policies and practices.

  • Environmental Sustainability

We identified these focus areas by considering their importance to both internal and external stakeholders through our first materiality review (completed by Anthesis Group.) As part of our ESG roadmap, we will develop meaningful performance metrics and goals, and expand our disclosures related to these focus areas.

Trust and Integrity

 

Safeguarding long-term success through a culture of integrity, good governance, ethical decision-making, and transparency

Our Work So Far
Integrity has always been a core value for Guidewire. Building trust is at the heart of Guidewire’s culture and is fundamental to our long-term success and customer satisfaction. We have a long tradition of strong corporate governance, and our Board of Directors continues to develop, support, and oversee the implementation of responsible, stakeholder-centric practices consistent with the evolving governance environment.

Guidewire operates under a comprehensive Code of Business Conduct and Ethics, which covers bribery, insider dealing, corruption, antitrust, and potential conflicts of interest, and includes an anonymous whistleblower process for reporting illegal or unethical behavior. All employees are required to sign this code upon hire and uphold these standards. Additionally, all field-facing personnel must complete a bribery and Foreign Corrupt Practices Act training every two years. For our suppliers, we also maintain a separate code of ethics that extends our high ethical standards into our value chain.

Guidewire is not a politically active organization, and we do not contribute to political campaigns or participate in lobbying efforts.

Looking Ahead
We will identify additional KPIs to measure our progress and expand our disclosure. In FY21, we will review our business ethics policies and look for opportunities to strengthen them. We aim to increase accountability for ESG initiatives at the executive level and seek to align executive performance with our ESG program.

Resources

 

Information Security and Data Privacy

 

In the cloud-first and mobile-first world, security and privacy continue to be our preeminent focus at Guidewire, particularly in view of the rise of infrastructure and platform cloud services and the delivery of applications as mobile apps and software-as-a-service (SaaS) solutions. Guidewire continues to focus on protecting critical systems, networks, and data from ever-evolving cybersecurity threats—including theft, damage, and disruption—to our networks and data. Moreover, because we recognize that both security and privacy are critical in the cloud-first and mobile-first world, we also commit to strong privacy principles by being transparent about our use of customer data, and we will never share or sell customer data for marketing, advertising, or other commercial purposes.

Our Work So Far
Information security and data -privacy are essential to Guidewire’s ability to maintain trust with customers, employees, and other stakeholders. Led by our Chief Information Security Officer (CISO), Chief Information Officer (CIO), and Business Technology and Data Privacy leadership, we have a security- and privacy-first mindset as we continue to grow our teams and invest in the infrastructure, personnel, best practices, and policies required to secure and protect the data entrusted with us. Guidewire maintains the ISO 27001 certification and undergoes periodic SOC 2 audits to protect and assess our security programs.

To further assess our security program, we have assigned accountability for this critical topic at the Executive level and oversight at the Board level through a risk committee established in 2019. Furthermore, in 2019 we completed an external audit of our policies and practices to help us identify opportunities for improvement. In addition, we are continually applying new approaches to identify and address data security and data privacy risks, including the use of third-party information security standards such as the National Institute of Standards and Technology (NIST) Cybersecurity Framework and the Zero-Trust Architecture. As examples of our approach, we do the following:

  • Practice table-top exercises to test incident response practices
  • Perform quarterly phishing testing with employees
  • Require multifactor authentication to access our networks
  • Provide regular training and communications to educate and engage employees

Looking Ahead
With the ever-changing cybersecurity landscape, Guidewire is committed to incorporating the latest best practices and available technologies in our data privacy and information security practices, and we continue to share knowledge and train both employees and customers. We will continue to review and (where needed) strengthen our security and privacy policies and programs to protect data security and ensure data privacy.

Resources
Guidewire continually evaluates our internal security and data privacy policies. Inquiries about the following policies can be sent to ESG [at] guidewire.com.

  • InfoSec Policy
  • InfoSec Supplier Management Policy
  • Enterprise Risk and Compliance Management Policy
  • Enterprise Threat and Vulnerability Management Policy
  • Customer Data Privacy Policy

 

Employee Experience and Wellness

 

Providing an optimal employee experience and culture through professional development opportunities and personal empowerment, safe and healthy workspaces, wellness initiatives (including physical, emotional, and mental health), fair compensation, benefits, and recognition

Our Work So Far
Our values of integrity, rationality, and collegiality are the foundation for how we want to work with one another. This has contributed to numerous “Best Places to Work” awards that Guidewire has received over the past nine years. In 2011, Guidewire was named #1 in the “Top 25 Best Tech Companies to Work For” by Business Insider. In more recent years, Guidewire has earned recognition as one of the “Best Places to Work in the Bay Area” from both San Francisco Business Times and Silicon Valley Business Journal in 2017 and 2018, and has placed in the Glassdoor’s “Top 10 Best Places to Work” in 2014 and 2016. These awards are based on voluntary feedback from employees regarding their workplace experience. Guidewire has also been recognized as a “Great Place to Work” in Ireland, receiving awards for each year we have participated from 2016 to 2020. As of August 2020, Guidewire has a 4.2 out of 5.0 overall company rating and a 96% positive CEO rating on Glassdoor.

       

Through our #LetsLearn slack channel, we encourage employees to actively participate and contribute in our learner communities to share knowledge, best practices, and the application of tools. To complement the social learning, we invite employees to pull “just in time” training from our LetsLearn intranet pages, which provide a variety of module-based learning topics targeting high performance, working remotely, and leadership skills. We offer continuous learning opportunities for all employees and managers with thousands of courses available on demand. Custom sessions can also be designed to accommodate targeted skills and behavioral-based-learning. Employees develop annual performance objectives and receive feedback from their managers through quarterly check-in conversations.

The health and wellness of our employees are paramount. We also strive to foster healthy lifestyles, promote work-life balance, and provide wellness support by:

  • Integrating wellness spaces into all new office designs and offering healthy snacks
  • Sponsoring online exercise and meditation classes for employees globally
  • Giving all employees access to our paid subscription to the Headspace Meditation app
  • Helping employees get their work done during the work week by discouraging meetings on Fridays
  • Offering flexible work hours and locations for exempt employees
  • Enhancing family leave benefits by extending our policy to 16 paid weeks

To support employees during the COVID19 pandemic, we accomplished the following:

  • Transitioned quickly to working from home (WFH)
  • Supported employees with a WFH stipend to purchase home office equipment to help them adjust to their new-normal work environments
  • Encouraged employees to expense two meals a week for a 50% reimbursement to support WFH while also supporting local restaurants hit hard by the pandemic
  • Provided virtual fitness classes to help employees stay connected with one another and to provide alternatives to their normal fitness routines
  • Offered training for managers to enhance communications, stay connected with employees, and maintain the pulse of how people are doing
  • Increased employee communications globally via weekly calls with the CEO, who provided general updates on the business and addressed employee questions
  • Actively exploring virtual collaboration tools such as Miro

 

Looking Ahead
Continuous improvement is key to our growth and evolution as a company. We are actively soliciting feedback from our employees on how we can better support their physical and mental health, overall experience, and growth at Guidewire.

Resources
Inquiries about the following policy can be sent to ESG [at] guidewire.com.

  • Health and Safety Policy

 

Diversity, Equity, and Inclusion

 

Promoting a culture of diversity, inclusion, and equity at all levels of the organization, across the employee lifecycle, and across relationships with our business partners and local community partners

Our Work So Far
Guidewire is committed to creating an environment that is truly inclusive and embraces the full strength of our diversity. Led by our SVP of People, we have focused on three important aspects of our program in FY20: establishing inclusive practices, building inclusive partnerships, and providing education and resources. We are leveraging new technology and tools, improving our processes, and supporting our journey.

Inclusive Practices
In FY20 our recruiting team engaged ModelExpand to conduct D&I training, implemented Textio to ensure that our job descriptions and job postings use less biased language, and leveraged Handshake to expand our recruitment efforts to a broader pool of college graduates.

Inclusive Partnerships
We have continued to support Girls In Tech and benefit from posting to their job board.

Education
We have expanded our library of educational materials and welcomed external guest speakers to help celebrate diversity and address the issues of unconscious bias, racial inequalities, and discrimination. Our Guidewire Recognition of Women (GROW) program continues to support the growth and advancement of women in our business through mentorship and training.

Guidewire has a zero tolerance stance with anti-harassment and anti-discrimination policies, and in FY20 we added a bullying policy to our Employee Handbook. We continue to require all employees to complete training on Anti-Harassment, Anti-Discrimination, Hostile Work Environments, and Abusive Conduct when they join our team. Managers receive additional and more frequent training to maintain our high standards for a safe and inclusive workplace.

Looking Ahead
Guidewire remains committed to growing our diversity, equity, and inclusion (DEI) initiatives and defining KPIs to measure our progress and expand our disclosure. In FY21, we are developing a committee to establish governance and oversight on our DEI workstreams and efforts. These workstreams—Recruitment, Education, Employee Resource Groups (ERGs), and Ally and Activation, will focus on efforts that work toward our DEI goals.

Recruitment efforts will center around our Talent Acquisition channel to broaden sourcing channels for hiring more diverse candidates. Education efforts will center around establishing and executing an education strategy for all employees. ERGs will champion and empower employees to connect and to foster a workplace of understanding, continual learning, and community. The Ally and Activation workstream will focus on activation efforts across various groups to advance the culture of inclusion.

We are also focused on increasing diversity among our leadership and Board of Directors.

Recognition and Awards

Resources


Gender Diversity
 


Inclusivity

 

 

 

 

 

 

 

 

 

 

 

 

Guidewire Gives Back

A cornerstone of Guidewire’s culture is investing in local communities where we operate by encouraging employee volunteerism, philanthropy, and social impact investment. Guidewire works in close collaboration with local organizations to respond to crises and build resilient, thriving communities.

 

Our Work So Far
Guidewire’s legacy focuses on supporting communities in crisis—internally and externally. Guidewire Gives Back (GGB) was launched in 2015 to give employees the opportunity to volunteer in their communities with Volunteer Time Off. To date, our employees have spent 22,000 volunteer hours supporting causes that are important to them. Since its beginning, GGB has expanded to include our Month of Giving, a targeted month during which Guidewire teams participate in community service events together. Launching in 2019, we introduced our annual Impact Award to celebrate four employees and their chosen charities with a charitable donation of $2,000 based on their work in growing Guidewire’s community service culture. Moving forward, the GGB program continues to innovate, and we will provide a significant increase in volunteer opportunities, expanded corporate financial donations, and a new Guidewire Gives Back technology platform to engage employees.

Volunteerism
In FY21, Guidewire will expand paid volunteer time (VTO) from two days per year to three days per year to motivate and enable employees to give more time to the causes they care about. Three days of community service (VTO) will also be matched with a $100 charitable donation per VTO day to an employee’s charity of choice. In FY20, 30% of employees used their VTO days; the new program enhancements will hopefully expand this participation significantly.

Philanthropy
With the introduction of the Guidewire Gives Back technology platform in FY21, employees will have access to a new employee financial gift-matching program for approved philanthropic donations. Employee donations are matched dollar for dollar by Guidewire up to $1,000 per year.

Social Impact Investment
We also work with our customers and local communities to support community programs and events that align with Guidewire’s values. For example, we supported DV Hacks II for two years in the Bay Area for high school students exploring computer science and creative problem solving. In August 2020, Guidewire teamed up with Give To Get to support Operation Gratitude and engaged 22 North American summer interns in a Give From Home event making paracord bracelets and writing cards of appreciation to send to first responders.

Looking Ahead
As we look to FY21, we aim to track additional KPIs to measure our progress and expand our disclosure. We aim to increase engagement across the business and increase the percentage of employees using their VTO. We look forward to reporting on our new employee matching contributions annually.

 

Environmental Sustainability

 

Reducing our environmental footprint by minimizing waste, energy consumption, and greenhouse gas (GHG) emissions; measuring and reducing our emissions; and optimizing the performance of our buildings through the application of green building standards in office design, construction, and operation

Our Work So Far
Guidewire recognizes the importance of a healthy planet for our employees, customers, and communities. Climate change poses significant risks to our collective future and motivates us to act. Guidewire first developed an environmental policy in 2016 and has since expanded our environmentally responsible business practices.

With integrity at the core of our business, we go beyond meeting environmental regulations where we operate and seek to minimize our impact. We have integrated green building principles into our internal design standards for all new office projects. Our design standard aligns with Leadership in Energy and Environmental Design (LEED). We’ve installed electric vehicle charging stations, worked hard to eliminate single-use plastics, and diverted waste from landfills by leveraging municipal recycling and composting programs where they exist.

Most recently, we established our first GHG inventory, with a baseline of our fiscal year 2019 GHG emissions. While our 2019 measured GHG emissions are average for a company of our size, we will continually refine our GHG inventory to reflect our growing operations and associated GHG emissions impact. This marks an important first step toward developing a GHG emissions reduction strategy aligned with climate science.

FY19 Emissions Sources

*Scope 2 (location-based) emissions are 2,219 metric tons of CO2.

Looking Ahead
We will expand our GHG inventory to include additional scope 3 categories in FY21. We will evaluate ways to reduce our emissions through energy efficiency, travel reduction initiatives, renewable energy purchasing, and additional efforts. We will also develop and implement plans to engage our employees in this journey.

Resources
Inquiries about the following policy can be sent to ESG [at] guidewire.com.

  • Environmental Policy
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