Corporate stewardship and impact

Results and progress

Governance and ethics

In 2024, we advanced several initiatives that support the continuous evaluation and enhancement of our compliance program.

Building on existing employee feedback mechanisms, we launched a post-training survey to collect employee feedback on the relevance, frequency, and duration of specific training modules. We also launched a post-investigation survey for reporters with a focus on the investigation process and perceptions of retaliation.

In addition, we deployed the Arrow Privacy Center, detailing our organizational standards for the protection and use of personal information and allowing users to manage privacy preferences and submit data requests.

Workforce and communities

In 2024, we introduced the Authentic Leadership Program (ALP) to our training and development portfolio and trained 118 high-potential individual contributors globally; upon completion, participants are considered “ALP-certified” and belong to a pool of talent that Arrow recruiters can leverage as leadership positions become available. Building leadership skills for individual contributors boosts our internal bench strength to source the next generation of leaders from a qualified internal talent pool.

We also enhanced training content focused on inclusion in our Arrow-led development programs, promoting a culture of trust and openness where workplace issues can be raised safely and resolved to build a fairer and more harmonious work environment that benefits all employees.

In addition, in keeping with our commitment to fair, merit-based compensation for all employees, we completed a 2024 review of global compensation practices to close pay gaps in all countries with a population of 100 or more employees, representing 96.2% of our employee population.

Governance and ethics

GOAL 1: Enhance supplier due diligence program to facilitate more comprehensive assessment and management of human rights and other risks in the supply chain, including the following initiatives:

• Adopt global policies for supply chain due diligence by the end of 2025
• Scale enhanced due diligence and risk assessments for Tier 1 and Tier 2 strategic suppliers through 2026

GOAL 2: Strengthen compliance resources and build individual accountability for ethical, compliant, and socially responsible business conduct, including:

• Implementing new mechanisms to collect employee feedback on compliance resources and perception of ethical culture in 2024
• Incorporating compliance criteria into employee performance evaluation processes by the end of 2025

GOAL 3: Maintain a globally centralized, external-facing privacy management tool for administration of user privacy preferences

Workforce and communities

GOAL 1: Grow leadership talent, skills, and capabilities across our global workforce, in support of our career investor strategy, through the following approaches:

• Deliver leadership development and skills training to build capability and readiness for internal opportunities
• Deliver change management training to enhance capabilities for managers and employees across the enterprise to strengthen culture and employee engagement

GOAL 2: Reward employees in alignment with our global compensation principles, including ensuring pay range placement reflects an employee’s professional performance, skills, experience, and pay relative to other similarly situated employees in the same or similar roles.