FY25 Dow Jones Sustainability Index
Addendum
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Table of Contents
. Introduction
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2. Talent Attraction and Retention
2.1 Training and Development
2.2. Upskilling for a Climate-Transitioning Economy
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4. Energy Management at our Production Facility
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1. Introduction
This DJSI Supplemental Addendum was prepared to support Logitech International S.A.'s Fiscal Year 2025
submission to the Dow Jones Sustainability Index (DJSI). The information presented addresses non-material aspects
of Logitech's sustainability performance that, while not central to our Non Financial Matters (NFM) Reporting, are
included here to ensure transparency and in response to the specific information needs of certain stakeholders.
2. Talent Attraction and Retention
2.1 Training and Development
Information on training and development is provided in Logitech's FY25 NFM Report. In addition and for the purpose
of DJSI reporting, Logitech wishes to make the following additional disclosures:
At Logitech, we are committed to fostering an inclusive and forward-looking workplace through targeted coaching and
mentorship opportunities that empower employees at all stages of their careers. We are committed to building a
company culture that promotes inclusive leadership and ensures team collaboration, innovation and excellence
through an environment where employees feel respected, supported and valued by Logitech and each other. We offer
relevant training opportunities to support employee goals. Collaborating closely with leaders across the organization,
we customize training options to meet the specific needs of each department. This approach has resulted in a wide
range of courses and development opportunities for our employees across Logitech. Our business groups also
develop their own programs to acquaint employees with Logitech's policies and practices and may utilize external
resources to promote development within their teams. The Operations organization provides a Program and Project
Management Essentials program for example, which focuses on project management processes and priorities. Our
Learning Library is an internal resource through which employees can access training courses provided by external
coaches. Last year, courses were offered on a wide variety of topics such as inclusive communication and
productivity. We want learning to become a natural part of an employee's work flow rather than a stand alone activity
they have to make time for. Based on the 70-20-10 approach to learning, we recommend to all employees that we
spend 70 % of their development time focused on On-The-Job activities, 20 % on Social Learning and 10 % on
Formal Training . To successfully develop a new capability, it is essential for employees to have time to actively
