We may also rely on trade secrets and copyrights to protect our technology. However, trade secrets and copyrights are difficult to protect. We seek to protect our technology and product candidates, in part, by entering into confidentiality agreements with those who have access to our confidential information and proprietary rights agreements with those who develop our technology, including our employees, contractors, consultants, collaborators, and advisors. We also seek to preserve the integrity and confidentiality of our proprietary technology and processes by maintaining physical security of our premises and physical and electronic security of our information technology systems. Although we have confidence in these individuals, organizations, and systems, agreements or security measures may be breached and we may not have adequate remedies for any breach. In addition, our trade secrets may otherwise become known or may be independently discovered by competitors. To the extent that our employees, contractors, consultants, collaborators, and advisors use intellectual property owned by others in their work for us, disputes may arise as to the rights in related or resulting know-how and inventions. Despite our efforts to protect our proprietary technology and our intellectual property rights, unauthorized parties may attempt to copy or obtain and use our technology to develop applications with the same functionality as our applications. Policing unauthorized use of our technology and intellectual property rights is difficult, and protection of our rights through civil enforcement mechanisms may be expensive and time consuming. Companies in our industry often own a number of patents, copyrights, trademarks, and trade secrets, and enter into litigation based on allegations of infringement, misappropriation, or other violations of intellectual property or other rights. We may face allegations in the future that we have infringed the patents, trademarks, copyrights, trade secrets, and other intellectual property rights of others. We expect that we and others in our industry will continue to be subject to third-party infringement claims as the functionality of applications in different industry segments overlaps. A third party might make a claim of infringement against us at any time. For this and more comprehensive risks related to our proprietary technology, inventions, improvements and products, please see the section captioned “Risk Factors-Risks Related to Intellectual Property.” Human Capital and Culture Our key human capital management objectives are focused on attracting, retaining, and developing the highest quality talent. To support these objectives, our human resources programs are designed to develop talent to prepare them for critical roles and leadership positions for the future; reward and support employees through competitive pay, benefit, and recognition programs; enhance our culture through efforts aimed at making the workplace more engaging and inclusive; acquire talent and facilitate internal talent mobility to create a high-performing, diverse workforce; engage employees as brand ambassadors of our products and services; and evolve and invest in technology, tools, and resources to enable employees at work. We view our employees and company culture as integral to the successful execution of our vision and mission. As a result, our leadership team prioritizes establishing trusting relationships with our customers, our partners, and each other. We encourage our employees to “rise up” to the challenge and believe that this collective mindset has enabled us to attract and retain some of the best minds in technology, bioscience and healthcare to build and advance our offering. Our core values, which we seek to reflect in our work are: • Clarity: conveying our mission clearly, coherently and intelligibly, and empowering our stakeholders with information required to make good decisions. • Empathy: understanding and sharing the feelings of others by putting yourself in another’s place. • Collaboration: working with others to create solutions. • Pioneering: exploring and developing original solutions that make a meaningful impact on our community, the market, or society at large. • Community: creating a feeling of identity and fellowship with others resulting from common values and goals. • Integrity: always being honest, honorable and accountable with adherence to moral and ethical principles. As of December 31, 2021, we employed a total of 340 employees in the United States, Canada, and the United Kingdom. Our global workforce is comprised of approximately 96% full-time and 4% part-time employees. Employee engagement and retention are core tenets of our leadership focus and are monitored and measured as gauges of our corporate performance and organizational health. None of our employees are represented by a labor union or covered by a collective bargaining agreement. We have not experienced any work stoppages, and we consider our relations with our employees to be good. - 18 -
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