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Halliburton 2021 Annual & Sustainability Report Social 50 Social S1 Health and Safety People are at the center of what we do. Our dedicated and talented employees, leaders, contractors, and S2 suppliers make the successful completion of our operations possible. In recognition of their invaluable Our People contributions to our Company’s success, we strive to S3 enhance the economic, social, and personal well-being of our team. For our global workforce, it is our goal to Training and Development provide an inclusive, safe, and satisfying workplace with best-in-class training, competitive benefits, and S4 career development opportunities that enable them to thrive and achieve their goals. Diversity, Equity, and We also rely on the support and goodwill of the Inclusion communities in which we operate — that’s why global citizenship is one of our guiding principles. It is our goal S5 to enhance the economic and social well-being of our employees and the communities where we live and Local Communities operate so we can leave a positive legacy. We stimulate economic activity, promote sound work practices, S6 share knowledge, train and develop local talent, and educate and inspire the next generation of talent who Human Rights may join our team.

Halliburton 2021 Annual & Sustainability Report Social 51 S1 Health and Safety At Halliburton, solving our customers’ operational challenges is second only to keeping our employees and contractors healthy and out of harm’s way. Because safety is paramount, Halliburton has extensive and long-term safety programs and processes in place, including our Journey to ZERO initiative, Halliburton Critical Focus Areas, Stop Work Authority, Management of Change, Significant Incident Review, and Tiered Assurance. For more information about health and safety at Halliburton, please visit the Health, Safety, Environment, and SQ section on our website. In 2021, the COVID-19 pandemic continued to create significant challenges for our business operations. To tackle these headwinds, we relied on our established crisis-management team to administer our COVID-19 response, manage our supply chain, and assign personnel to safely meet customer requirements. Our success came from close collaboration with our employees, suppliers, and customers, and our proven ability to adapt to evolving regulatory and country protocols as well as customer requirements.

Halliburton 2021 Annual & Sustainability Report Social 52 Journey to ZERO At Halliburton, Journey to ZERO is our vision to achieve ZERO safety incidents, ZERO environmental incidents, and ZERO non-productive time — every day, on every job. The following elements support and enable our Journey to ZERO progress: • Oversight from the Board of Directors’ HSE Committee Our Occupational Safety— • Robust capabilities of the Halliburton Management Journey to ZERO Sustainability System (HMS) Commitments • Training and education • Identification and communication of personal and • Target outperforming total recordable process safety risks incident rate and lost-time incident rate • Commitment to continuous process improvement in the International Association of Drilling • Verification of our HSE and SQ performance Contractors sector benchmarking. Each year, we set strategic Journey to ZERO objectives. • Achieve HSE training compliance ≥95%, Throughout 2021, we focused on risk management, driver competency ≥95%, and 100% incident investigations, and training. Our PSLs evaluated completion of our annual Journey to high-risk activities and implemented action plans to ZERO strategic objectives. eliminate or further mitigate identified personal and process safety risks. We supported these efforts through improved risk management training modules. To ensure effective communication of incident investigation learnings, our HSE and SQ team launched an updated global, centralized Lessons Learned platform to target Company-wide process improvements. We also introduced human performance principles and incorporated these in our updated leadership training. We completed 100% of our planned Journey to ZERO objectives. High-Potential Incidents Fatalities Stop Work Authority (SWA) Per year Employees and contractors per year Observations 170 205,868 162,878 143,155 4 68 65 0 0 2019 2020 2021 2019 2020 2021 2019 2020 2021

Halliburton 2021 Annual & Sustainability Report Social 53 2021 HIGHLIGHTS Halliburton Management System The HMS integrates and standardizes the policies, system. It also included the physical migration of content business practices, and procedures that we use to define, and the classification of documents to help employees plan, and execute our business activities. Our HMS defines locate them in a standardized and efficient manner. how we work by providing reliable processes that equip employees to work safely, consistently, and effectively. The benefits of the new platform include: • Improved search capabilities In September 2021, the Global HSE and SQ team and our • Enhanced reporting and analytics Public Law team launched a new platform supporting the • Easier access to documents HMS. The HMS platform manages the publishing, storage, and retrieval of our HMS documents in alignment with our You can find more details about our HMS on the policies, business practices, and global standards. Halliburton Management System section of our website or in Chapter E2 on Environmental Management This project involved the migration of approximately 36,700 in this report. active processes, forms, and checklists into the new Risk Management At Halliburton, we perform activities every day that carry and controls then auto-populate on a core job safety inherent safety and SQ risks. In response, Halliburton analysis. After the team completes the work, they can implemented an improved digital risk management share lessons learned with the organization. Overall, process in 2021. In addition, we enhanced our risk this results in a more effective process that we publish management process workflow and deployed new tools and share with the organization to increase safety such as our “5 Checks To Go” process. and SQ. Under the revised risk management process, frontline We also developed web-based training courses for all leaders and teams assess documented HMS processes frontline employees, supervisors, and leaders in critical by using our risk assessment methodology. We identify, roles. By the end of 2021, 94% of personnel completed remove, or mitigate risks at the planning stage, which the risk management training module. In 2022, the gives our frontline teams the ability to focus on identifying transition will continue with additional training and and addressing operational variabilities. When personnel coaching to support process consistency and further create a risk assessment, they can assign actions to the our project success. risk assessment team or to the frontline team. These risks Risk Management Process Plan Execute Assure Operational Leaders and Frontline Leaders Frontline Leaders, Employees, Risk Assessment Team and Employees and Operational Leaders Risk Assessment Job Safety Analysis 5 Checks to Go Lessons Learned Control risks to acceptable Determine if risks are controlled Review the plan, work Identify, share, and implement levels during service planning or if additional controls are preparation, and situational opportunities A collaborative process needed before job starts hazard awareness Lessons learned documented conducted as part of A continuous process where Provides a structured, consistent, during post job review to business, product, and frontline leaders and crew assess and disciplined approach to support sustainable continuous service delivery planning risks in each step of the task holding team conversation implementation Ask “what’s different?”

Halliburton 2021 Annual & Sustainability Report Social 54 Identification and Communication of HSE and SQ Risks Our Stop Work Authority (SWA) program authorizes all employees and contractors to stop a task if they observe unsafe actions or conditions, or if they have concerns regarding the controls over an HSE or SQ risk. In 2021, the number of SWA observations increased. Health and Safety Awareness and Training Programs Halliburton offered 638 health and safety training courses to our employees, who completed 705,739 total hours of training in 2021. To ensure that learning continued in a safe environment and that employees developed critical competencies despite the ongoing pandemic, we continued to transition to virtual training through our Learning Management System. In addition to training, Halliburton reinforces our safety culture through active safety awareness communications and targeted campaigns. As an example, last year all regions conducted campaigns highlighting hand and FACILITY CERTIFICATIONS IN 2021 finger safety — one of the most common hazards in our Number of Number of industry. We maintained a heightened awareness of hand countries Number countries Number Certifications with API of API Q1- with API of API Q2- and finger safety through communications that included Q1-certified certified Q2-certified certified safety meetings and structured hazard hunts. facilities facilities facilities facilities Lessons Learned and Incident TOTAL 6 16 14 27 Investigation HSE Recognition Incidents pose the biggest potential risks to our people. Introduced in 2020, our HSE Recognition program That is why it is important to focus on learning from each highlights the efforts of our people to advance incident. We are fortunate that, at Halliburton, we value improvements in HSE performance. This biannual award the opportunity to learn from and investigate incidents highlights the outstanding practices that employees share to avoid repeat occurrences and to support continuous across the organization. Here is an example of one of the improvement in our policies and practices. In 2021, 2021 initiatives that we recognized: Halliburton focused on two areas: 1. An investigation process that we manage through Zero HSE Incidents in Mexico for Major a tiered severity model, which ensures that we assign International Oil Company the appropriate level of support and management oversight based on the severity of the safety incident Through PSL collaboration, our team decreased and that we allocate our resources in the smartest, the number of personnel on offshore platforms most efficient way and vessels. Use of the management of change process with established roles and 2. A centralized, Company-wide Lessons Learned responsibilities enabled the team to achieve zero platform for sharing high-level alerts and learning HSE incidents. opportunities throughout the organization

Halliburton 2021 Annual & Sustainability Report Social 55 Colombia: HSE Win for Wireline & Perforating and Drill Bits & Services PSLs Canacol Energy Colombia SA deemed Halliburton an outstanding supplier for formation evaluation work completed during the first two quarters of the year. We introduced Cerebro® in-bit sensor technology during the intermediate and production phases of an exploratory campaign. Not only did the customer identify potential hydrocarbon reserves and increase production, but Halliburton also executed the work with zero HSE recordable incidents. Trinidad: Pipeline & Process Services PSL Receives the Shell Goal Zero Hero Recognition This customer-initiated award recognizes personnel who exhibit exemplary behaviors in identifying and mitigating risks and potential hazards. For this project, Halliburton purged the topside platform to displace hydrocarbons to below the lower explosive limit to enable mechanical work to take place. To complete the job safely and efficiently, the team completed comprehensive toolbox talks; proactively engaged all personnel involved, including customers and third parties; and explained the job steps and the associated hazards, such as nitrogen oxide asphyxiation, cryogenic temperatures, and pressurized and flammable gases. Global Advances in Reducing Exposure to Radioactive Materials Objective 1: In 2020, the Production Enhancement PSL set a goal to remove 100% of radioactive densometers from North American operations and 80% from international operations to reduce exposure to hazardous materials when capturing density measurements. We are well on track to meet our target and, as of today, we have reduced exposure by 97% in North America and 59% internationally. Objective 2: Implement a sustainable process to ensure the timely disposal of radioactive sources with low levels of activity and usage, which will reduce personnel risks. In 2021, Halliburton has disposed more than 700 radioactive sources.

Halliburton 2021 Annual & Sustainability Report Social 56 S2 Our People Halliburton is one of the most diverse companies in the world, with 130 Our workforce is our Company’s No. 1 asset. We nationalities represented in our strive to provide our employees with a safe work workforce and a presence in more environment, as well as one that is inclusive, than 70 countries, which gives our rich with career development opportunities, employees more exposure to the and competitive in our benefits offerings. When world and to different types of people, our employees join Halliburton, they become projects, and cultures. We also play a part of a team that cares for and looks out critical role in addressing one of the for one another. Ultimately, we aim to hire top world’s most significant challenges talent and retain talent for the long term by today: advancing a sustainable energy demonstrating that we value our employees and future. To attract and retain the their contributions to our Company’s success. best, we invest in our employees and To learn more about our workplace, including prioritize their well-being. our culture, employee benefits, ethical employment practices, and compliance with applicable employment laws, please visit the Halliburton website. 2021 HIGHLIGHTS Enhancements to Benefits We provide our employees around the world with competitive benefits tailored to address the needs of our diverse workforce and their families. Our benefits package offers a wide array of programs and services, from comprehensive medical insurance, retirement accounts, and income protection while on disability, to paid time off, emergency childcare, and third-party discounts. In 2021, we enhanced our benefits offerings for U.S. employees and their eligible family members to improve their healthcare experience and to help them better plan for healthcare expenditures. These additions to our benefits package, which will go into effect for the 2022 plan year, include: Accident Insurance — This policy complements the Critical Illness Insurance — This policy complements coverage of primary medical insurance. This policy pays the coverage of primary medical insurance by paying employees or eligible family members a lump sum if they employees or eligible family members a lump sum to help incur an injury resulting from an accident to help cover the cover treatment costs if they are diagnosed with one costs of medical treatment. of the specific illnesses listed in the policy’s certificate. Halliburton offers two levels of coverage via MetLife: Hospital Indemnity Insurance — If an employee or one low ($10,000 maximum benefit) and high ($20,000 of their eligible family members is admitted to a hospital — maximum benefit). for either planned or unplanned reasons — then they are eligible for payment to help cover those costs. Halliburton offers two levels of coverage via MetLife: low ($10,000 maximum benefit) and high ($20,000 maximum benefit).

Halliburton 2021 Annual & Sustainability Report Social 57 Enhancements to Benefits (continued) Expert Medical Opinions and Health Plan Navigation. Tobacco Cessation Program — Halliburton transitioned Through our partnership with 2nd.MD, we can offer our tobacco cessation program to a new partner, Well employees and their families additional support when onTarget, to provide a more clinical and consultative they need it most: approach to help our employees quit using tobacco • Expert Medical Opinions — When faced with major products. This program offers more tailored support that changes in health status, or when there is a new is integrated within our U.S.-based medical plans, enabling diagnosis or treatment plan that includes surgery, employees to seamlessly transition from their tobacco employees can consult with world-renowned medical cessation journey to other services, as required. specialists within a few days via 2nd.MD. This gives employees the second opinion they require to make informed, confident healthcare choices. In 2021, as a testament to their positive employment experience with Halliburton, • Health Plan Navigation — Nurses at 2nd.MD help we saw more than 2,800 former employees employees and their families find high-quality care join the Company. within the employee’s benefits plan. This includes the identification of providers who are local, in network, and highly recommended. In 2021, we hired employees in 60 countries with 54% of employees hired outside of the United States Employees represent We work in more than 130 nationalities worldwide 70 countries WE ARE ONE OF THE MOST 92% of our workforce DIVERSE 86% of our management is local COMPANIES IN is local 59% improvement of females in THE WORLD science, technology, engineering, 74% of our region and and math (STEM) roles over the country vice presidents are from last decade the regions they support Racial diversity in management positions improved from 2020 by 13% (U.S. staff only)

Halliburton 2021 Annual & Sustainability Report Social 58 Prioritization of Mental Health Over the last two years, the public health crisis caused by the COVID-19 pandemic has created and exacerbated Increase in Access (by Number many hardships for millions of people around the world. of Employees), During the first year of the COVID-19 pandemic, From to employees cited mental health issues — such as depression, anxiety, fatigue, grief, and bereavement — as their major concerns, second in importance only to financial concerns, via employee surveys. With the North America: 2 countries pandemic persisting for nearly two years, our workforce Middle East / continues to grapple with these issues. Latin America: Asia: 24 countries 2 countries Halliburton has worked diligently to address these emergent concerns by increasing access to our Europe / Employee Assistance Program (EAP) globally. Our Africa / CIS: 15 countries EAP offers confidential help and support to employees — at no cost to them — for a range of personal and professional challenges. Between 2020 and 2021, Halliburton expanded access to EAP services from six countries — the U.S., the UK, Canada, Papua New Guinea, New Zealand, and Australia — to an additional 37 countries across Latin America, Africa, the Middle East, and the Asia-Pacific region. Our in-house EAP team is in discussions to further expand the EAP throughout Europe and Latin America. Throughout the pandemic, the Halliburton EAP team has maintained a monthly web series called Lessons for Australia Life that feature experts who address a variety of topics related to mental health. In 2021, presentations covered In September 2021, Halliburton launched topics such as Let’s Talk Mental Health, Finding Hope in R U OK? Day — a national program in the Midst of Loss, Effective Communication, COVID-19 Australia to raise awareness of suicide and Substance Abuse, and Estate Planning in the Wake prevention — to encourage employees of a Pandemic. to check in with their family members, friends, and colleagues to inquire about Halliburton expanded other mental health initiatives their well-being. Throughout the country, around the world as well. We increased our output of we held morning teas that featured video mental health content, which includes: messages from our area manager. During the teas, employees discussed mental • Mental Health First Aid training and certification health and had the opportunity to share programs in the UK and the U.S. personal stories. Each week, we gave • Quarterly EAP newsletters that we distribute in multiple toolbox support resources about mental health to our crews. markets to raise mental health awareness and engagement globally Additionally, we organized weekly Zoom • Global mental health campaign for World Mental webinars on mental health awareness Health Day in which we delivered consistent that were led by health professionals, and we created a Yammer page to create messaging globally to all employees to raise a sense of community across this region, mental health awareness in which we regularly share mental health tools and resources. We also introduced mental-health first aiders in our Australia locations.

Halliburton 2021 Annual & Sustainability Report Social 59 The Halliburton Family An important element of our Company culture is that we care for and help each other, which is apparent during times of crisis. A strong example of how we assist our people is the Halliburton Disaster Relief Fund. When a natural disaster occurs, the Disaster Relief Fund may be activated. The fund distributes grants to employees who have been impacted by natural disasters such as floods, hurricanes, tsunamis, earthquakes, fires, or tornadoes. On August 29, 2021, Hurricane Ida struck Louisiana as a Category 4 hurricane. This storm ranks as the second- most-destructive hurricane in recorded history to hit the state. To provide relief to our employees who were impacted by this powerful storm, our Executive Committee approved the use of the Disaster Relief Fund. The fund provided a wide range of support for impacted employees, including: • Distribution of $163,000 in grants to employees who experienced significant losses resulting from the hurricane • Payment for hotel accommodations totaling more than $80,000 • Food drives • Volunteers on location to assist employees and families • Donations of generators and other critical supplies including gas, water, clothing, and diapers Employees Choose Halliburton Colombia as a Best Workplace For the fourth consecutive year, Computrabajo users selected the best companies to work for in Colombia. More than 1.6 million voters evaluated companies based on how they take care of their employees with salary and benefits, provide opportunities for training and growth, and protect workers with a strong safety culture. Halliburton achieved recognition as a top 10 company within all industries in the country, and as one of the top five companies in the oil and gas sector.

Halliburton 2021 Annual & Sustainability Report Social 60 S3 Training and Development Critical elements of our Company’s growth and Our Skilled and Committed success include our skilled and knowledgeable Workforce Sustainability employees who are committed to continual Commitment learning and development, the opportunity Have a skilled and committed workforce by listening for our people to flourish in their careers and and responding to our employees’ feedback and achieve their personal goals, and a strong committing to an engaged workforce that feels valued pipeline of talent prepared to join the ranks with the right support and resources to be successful. of leadership and to carry our Company into the future. To learn more about our industry-recognized, best-in-class training via our employee development programs and processes, and about our talent identification and succession management policies and processes, please visit the Halliburton website. 2021 HIGHLIGHTS Expansion of Flexible Learning In 2021, Halliburton expanded modular learning Notable examples of our flexible training and development opportunities to not only adapt to the ongoing programs in 2021 include: COVID-19 pandemic, but also to take advantage of • Our U.S. intern program, in which 86 interns worked a valuable opportunity to make our training more with our business functions and PSLs, used a mix of accessible and efficient for our global workforce, in-person, virtual, and hybrid work opportunities. We and allow personnel to tailor learning opportunities hosted a full-day HalCamp to introduce interns to the to their specific needs. Company, offering them the option of attending one In doing so, we relied on different delivery methods for of two on-site locations or joining a virtual orientation. maximum flexibility, including virtual, self-paced, and To keep interns engaged and connected to Halliburton hybrid formats. We now conduct 60% of our training and with each other, we scheduled virtual and in- outside of the traditional classroom, or in-person person lunch and learn sessions, along with virtual instructor, setting. To facilitate tailored learning closest to weekly water cooler chats and game nights. For our the point of application and more in the flow of work, we efforts, RippleMatch recognized Halliburton as one of 11 identify opportunities to shift training to a virtual or innovative companies in the U.S. hybrid format. In addition to greater access and efficiency, • The Halliburton Business Development team launched virtual learning offers the benefit of more diverse the Advanced Negotiation Program in conjunction attendees, with employees from various parts of the with the Texas A&M University Center for Executive world participating in the same class, and therefore Development. We offer this course in a virtual format. a more enriching learning experience.

Halliburton 2021 Annual & Sustainability Report Social 61 Expansion of Flexible Learning Talent Identification and Succession (continued) Management • After pausing for most of 2020 because of the Halliburton has more than 8,000 leaders among our pandemic, our executive education programming employees. The ongoing identification and development resumed in 2021. When required, we moved a portion of of potential leadership talent ensures business continuity this programming, including Level III of the four-tiered and strengthens our competitive advantage, both of Business Leadership Development (BLD) Program and which are critical for our short- and long-term success. the President’s Leadership Excellence Program (PLEP), to a virtual format. In 2021, we identified more than 18,000 potential • Multiple PSLs have converted classroom training into successors — our most diverse roster of successors modular, learner-driven formats with flexible delivery to date. One of our most significant investments in options to maximize the benefits of virtual instructor- developing future leaders in the Company is our executive led, self-paced, and on-the-job training for thousands education programs (BLD I, II, and III, and PLEP). Even in a of employees. This has reduced travel time, limited the year with travel restrictions impacting many countries, of impact of travel restrictions, and allowed motivated our 324 program attendees, 40 different nationalities were employees to own their development and accelerate represented and 25% were female. their careers. Despite recent disruptions and continual changes, the quality of our training and education is unrivaled in our industry. For the ninth consecutive year, the Halliburton Global Competency Assurance Program maintained its status as the only full-spectrum oilfield services company to enjoy global accreditation by the International Association of Drilling Contractors (IADC) with no restrictions. Launch of the Data Science Academy In alignment with our Halliburton 4.0 digital approach, we introduced the Halliburton Data Science Academy in 2021. This new online, self-paced learning program enhances employees’ analytical skills and further expands our capabilities to address the large amounts of data to which we have daily access. During this year-long program, participants enhance their skills in functions such as data analytics, data engineering, data science, and machine learning. Upon completion of the program, participants understand how to use innovative solutions to effectively respond to complex business challenges. In March, PSL technology directors nominated more than 170 technology and Landmark employees for the pilot phase of the academy’s introduction, later expanding curricula access to an additional 160 employees.

Halliburton 2021 Annual & Sustainability Report Social 62 S4 Diversity, Equity, and Inclusion With 130 nationalities represented in our Our Diversity, Equity, and workforce and operations in more than 70 Inclusion Sustainability countries, we are among the world’s most Commitment diverse companies. As a result, we take Provide a diverse, equitable, and inclusive deliberate steps to foster a culture of respect environment that upholds our core values of and inclusion, supported by our COBC and collaboration and respect, and provides all employees employment practices. For more extensive opportunities for growth and development. background information on our diversity initiatives, please visit the Halliburton website. 2021 HIGHLIGHTS Female Diversity Racial Diversity Racial Diversity in All Minority and Female Representation in STEM Fields in STEM Fields Management Positions (U.S. staff only) (U.S. staff only) Increased diversity is an ongoing priority at Halliburton — and we made strides in advancing our Company’s 33% 34% 25% 27% 16% 16% 32% 24% diversity in 2021. In the U.S., the percentage of minorities 15% in management positions improved 13% year over year. Female representation in leadership roles has improved 8% year over year. In addition, 19% of new hires in STEM roles were female. These types of roles feed into higher leadership positions within the Company, and we are pleased to report improving diversity. Listen and Respond 2019 2020 2021 2019 2020 2021 2019 2020 2021 As part of our commitment to inclusivity, Halliburton solicits feedback from employees on their workplace workplace. Notably, 95% of our employees agreed that challenges, and empowers them to share their perspective being part of an essential industry and contributing and ideas to improve the overall employee experience to solving energy challenges around the world is an — including performance, development, and work-life important endeavor. Regarding diversity and inclusion, balance. In fact, employee feedback about mental health 87% of our employees agreed that they can be their during the pandemic initiated our expansion of the EAP. authentic selves at work, and they feel that the Company One of our tools that we use to solicit feedback is the and their colleagues value their unique traits and ways biannual Employee Pulse Survey (EPS). of working. Our August 2021 EPS yielded our highest response rate yet at 77%. Through this survey, we confirmed that our employees are engaged, they know that their work matters, and they feel welcomed and included in our

Halliburton 2021 Annual & Sustainability Report Social 63 Employee Resource Groups at Halliburton. The training features videos of Halliburton leaders from around the world describing what each of the To further support a positive and inclusive work behaviors mean to them. environment, Halliburton has employee resource groups (ERGs) for employees who share an interest in a particular Inquire across differences topic or mission. These groups encourage engagement, Nurture collaboration collaboration, networking, and professional development Challenge yourself and others while enhancing leadership skills and enabling career Lean into discomfort mobility within Halliburton. We engage with these ERGs to listen, empower, and help educate our workforce. Understand differences Diversify your network Participation in our ERGs is voluntary and open to Empathetic listening all employees. Building on a 2020 global townhall meeting focused on Halliburton has five ERGs: implicit bias and race, we assigned mandatory training • Women Sharing Excellence (WSE) on achieving racial equality in the workplace to all North • Black Employees Leading in Inclusion, Excellence, American employees. We also made this training available Vision, and Education (BELIEVE) globally. Topics covered in the training include practical • Veterans Leadership Forum (VLF) strategies to address concerns about racial equality • iMPACT and the initiation of conversations about how we can • PRIDE recognize differences, seek understanding, and create a more inclusive environment. Development of Local Workforces As one of the world’s most diverse companies, we positively impact communities around the world by investing in the development of the local workforce. We make this investment to: • Be able to conduct business in native languages and with First All-Female Halliburton Completion Tools an understanding of local values and cultures, which (HCT) Crew Completes Operational Installation facilitates better communication and improved day-to- in Australia day operations Halliburton achieved an important milestone: • Improve local economies installing our VersaFlex® liner hanger system for a • Make our workforce more representative of the major oil and gas producer in Australia with an all- female crew. This is a first for any HCT operational local population installation in the area. • Enhance the quality of life for employees and their The operation involved running liner to a depth of families through job creation, skill advancement, and 13,232 ft through a 5,906-ft-long highly deviated career development section. The HCT completed the job without any HSE or SQ incidents. We hire locals and give them access to our classroom and virtual training, on-the-job training, and competency programs. Additionally, we develop local relationships and DE&I Training align with universities and national oil companies to further skills and awareness of opportunities within our industry. In 2021, the Company created and assigned a DE&I Our focus is to increase the percentage of our workforce training course to the global workforce and required and our leadership that is localized, and we have made its completion by all full-time employees. This training tremendous progress on our goals through these efforts. introduces the acronym INCLUDE, with each letter in the Currently, 92% of our workforce and 86% of our managers acronym detailing an essential behavior supporting DE&I are locals of the areas where they work.

Halliburton 2021 Annual & Sustainability Report Social 64 Halliburton Opens a Mud Learning Lab at the University of Guyana In 2021, as part of an ongoing commitment to Our partnership with the university dates back promote our industry in Guyana, the Halliburton to 2019 when we signed a memorandum of Guyana team — which includes Global Business understanding (MOU) valued at $2 million. Under the Development, Landmark, and Baroid — launched the MOU, we seek to transfer our knowledge, expertise, Mud Learning Lab at the University of Guyana. and technology to help develop local talent and, particularly, to invest in the future of the students The team also provided a software grant that who will one day be the leaders of the energy will enable students and lecturers to train on the industry in Guyana and will shape the sustainability DecisionSpace® suite of petrotechnical applications of the industry. in drilling, geosciences, information management, and platform technology. This collaboration facilitates In Guyana, Halliburton employs more than 50 enhanced training for students of petroleum and nationals working as full-time employees and geological engineering, chemistry, and earth and more than 10 Guyanese Co-Op participants. With environmental sciences. Other aspects of the project our Company’s investment and partnership with include maintenance, training, and technical support the University of Guyana, these figures will continue for staff and student development. to grow. All-Angolan Halliburton Team Successfully Completes Deepwater Openhole Logging Operation Recently, the Wireline and Perforating Angola team successfully completed a deepwater openhole logging operation for a major international oil company in Angola. This project marked the first time that a crew comprising all Angolan nationals — two field engineers and four operators — serviced the rig. It was also the first time that an entirely local Angolan crew completed an openhole logging operation in Angolan deep water.

Halliburton 2021 Annual & Sustainability Report Social 65 Investment in the Future Recruitment Through our Recruiting Inclusive Scholars in Energy Halliburton has recruiting programs in place at (RISE) program, we support historically black colleges and academic institutions for internships and entry-level universities (HBCU). As a result, we have deepened our roles. To carry out our recruiting activities, we have diversity and inclusivity mission while building our pipeline developed relationships with diversity-focused student of future talent. In Texas, Halliburton provided a $1 million organizations, provide professional development sessions scholarship fund to Prairie View A&M University. Over five to students, engage our ERGs to participate in select years, this fund will support 72 scholarships for students university events, and participate in outreach efforts of engineering, accounting, finance, and management through programs supported by our Educational information systems. We assign a Halliburton mentor Advisory Board. to each scholarship recipient and offer professional development opportunities. We also invite scholarship Halliburton prioritizes diversity because it creates a more recipients to join our internship program. Additionally, diverse pipeline for sourcing entry-level roles. We give our Halliburton is developing a relationship with Texas interns the opportunity to interact with our ERGs so they Southern University through charitable giving, career understand our focus on diversity and inclusion. In the development support, and internships. last two years, our percentage of total female interns has increased from 39% to 43%. During that same time, we Halliburton also supports initiatives to increase the have increased the percentage of female interns in field representation of women in STEM roles. For Girl Day at The operations from 48% to nearly 67%. University of Texas at Austin, presented by the Women in Engineering Program (WEP), Halliburton provided financial In 2021, Halliburton remained well positioned in support to give more than 8,000 female elementary recruitment efforts despite the tight labor market. Our and middle school students the opportunity to explore Global Talent Acquisition team engaged candidates in STEM roles through hands-on activities, videos, and a variety of ways that included relationship building demonstrations. Another event, the Halliburton Program at universities, virtual career fairs, apprenticeship for Women at Georgia Tech, serves to recruit and retain programs, employee referrals, and partnerships with local female engineering students in the academic program governments in their job candidate programs. We attracted that produces the largest number of female engineering candidates with clear career progression opportunities graduates in the U.S. Once the students arrive on with a system that outlines the competencies and levels campus, Halliburton assists them through mentorship of proficiency required to advance within the Company. and professional development opportunities. We also published job structures and salary bands for all positions globally, and published pay structures for the majority of countries where we operate, for transparency on job progression and associated compensation.

Halliburton 2021 Annual & Sustainability Report Social 66 S5 Local Communities We aim to enhance the economic and social Our Community Relationships well-being of the communities in which we Sustainability Commitment operate. Halliburton provides support to Enhance the social value of communities in charitable organizations, and we encourage which we live and work through effective our employees to serve as active participants engagement and social investment. in their communities as well. Our main vehicles to deliver community support are our Energy to Help™ volunteer program; our two foundations, the Halliburton Foundation and the Halliburton Charitable Foundation; our corporate giving program; and our Giving Choices program, through which the Company matches employee donations to charities of their choice. In all our charitable endeavors, we focus exclusively on education, the environment, health and safety, and social services. For more information about these programs, please visit the Employee Volunteerism page on our website, as well as the Halliburton Foundation Giving Guidelines page on our website. inspire new ideas, broaden perspectives, or hone details. 2021 HIGHLIGHTS Students then presented their ideas to a panel of judges. Preparing for the First Day of School Halliburton Volunteers Youth Engaged in Service (YES) Prep is a network of more than 20 high-performing public charter schools in the Education Houston, Texas, area that aims to boost the academic performance and success of children from underserved Inspiring Houston Students Through STEM communities. In the weeks leading up to the first day of school at North Forest Elementary — and the first-ever Halliburton volunteers attended a virtual GoIT event day of school at this brand-new campus — Halliburton hosted by Tata Consultancy Services, Aldine Independent volunteers helped teachers and staff deliver books to School District (ISD), and Humble ISD in Houston, Texas. classrooms, sort supplies, set up the library, and establish At this event, organizers challenged students to design the car-rider-identification system so that the campus a STEM-oriented app to solve a specific issue in their would be ready to welcome its first students. Shortly community, based on the United Nations Sustainable after the first day of school, Halliburton sponsored a Development Goals. As students formulated and prepared catered lunch for teachers and staff in recognition their ideas, our volunteers asked the students probing of the important work they do in educating our questions intended to sharpen their critical thinking skills, community’s youth.

Halliburton 2021 Annual & Sustainability Report Social 67 Education (continued) Leading a Summer Camp in China Creating a Better School Environment in Egypt Halliburton (China) Energy Services established the Hope In Cairo, Egypt, we renovated Kattemaya Public School, Primary School, located in the suburbs of Lingjiangzhen which was in disrepair and deemed unsafe for children. Township, Cangxi County, Guangyuan City, Sichuan Our team cleaned up the facility through the removal Province, in 2009. Over the summer, Halliburton volunteers and proper disposal of all on-site waste. We then repaired led approximately 40 students in six grades through fun and repainted walls and bathroom facilities, corrected and educational camp activities. Our volunteers prepared electrical hazards, and installed landscaping in the lessons covering a wealth of topics that included cosmic garden. Now that the renovation is complete, children exploration, geographic knowledge, Western festivals can once again attend school in a safe, clean, and more (Easter, Halloween, Christmas, and Thanksgiving), and attractive environment. sports activities. Environment volunteers and our Company’s financial gifts have contributed to the planting of approximately 2,000 trees. Celebrating Earth Day and Sustainability • In the United Arab Emirates, Halliburton volunteers added Day Around the World greenery to common areas of our facilities; launched a campaign to encourage colleagues to consider how to reduce their consumption of electricity, water, and paper; recycled waste materials; and conducted a chemicals hazard hunt that involved reviewing packaging, SDSs, and emergency equipment for various hazards. Globally, to mark Earth Day and Sustainability Day, our employees participated in various environmental initiatives, including: • In Deckers, Colorado, Halliburton volunteers worked with the National Forest Foundation to clean up trash along • In the municipality of Rennesoy, Norway, Halliburton the South Platte River before the onset of winter. This volunteers spent a day cleaning up marine garbage, initiative was part of many efforts to improve trails and including plastics and netting, from the shoreline. The recreation areas in the Denver area. team removed several bags full of waste. • Halliburton volunteers in Houston, Texas, planted 25 Specifically for Earth Day, Halliburton encouraged 15-gallon trees at Lakeshore Elementary School. We employees around the world to show us what they did for completed this work in partnership with Trees For Houston, our environment to mark this occasion. We then created a a nonprofit organization dedicated to planting, protecting, video of their submissions. and promoting trees throughout the city. Since we began working with Trees For Houston in 2018, Halliburton

Halliburton 2021 Annual & Sustainability Report Social 68 Health and Safety Making Highly Specialized Medical Care Supporting Fire Safety in Oklahoma Accessible to Underprivileged Children In Comanche, Oklahoma, where brush fires are common Halliburton donated $33,845 to Deenanath Mangeshkar on the open plains, Halliburton donated a retired truck Hospital and Research Center in Pune, India, which to the Comanche Fire Department (CFD). This truck, provided underprivileged children with desperately previously used to haul acid to customer locations for needed medical care. These children suffer from life- acidizing treatments, has a 2,000-gallon tank with a liner threatening conditions such as cancer and heart disease, to protect against corrosion. Our donation will help the as well as other complex medical conditions such as CFD overcome key challenges. These firefighters, who are epilepsy, neonatal issues, and ortho deformities. Often, responsible for extinguishing brush fires and protecting these conditions require prolonged treatments, including people and property, primarily serve on a volunteer basis, highly specialized surgeries. In 2021, our financial which means that they often work with limited budgets contribution helped 40 children obtain medical treatment. and lack vehicles capable of traversing rough terrain. Since the program’s inception in 2015, Halliburton has With this truck’s large storage capacity and off-road helped 238 children. capabilities, the CFD can carry higher volumes of water to remote locations to put out brush fires more efficiently. Social Services Delivering Meals to Food-Insecure People Renovating a Community Center Halliburton employees volunteered with the Houston Food Our Company’s relationship with the Buckner Family Hope Bank to help combat food insecurity in the community. Center near our headquarters in Houston, Texas, dates Our volunteers inspected, sorted, and packaged food back to 2009. Since then, we have donated more than to create more than 12,000 meals. The Houston Food $300,000 in support of this community center that offers Bank is the largest food bank the U.S. in terms of size after-school care, English as a Second Language (ESL) and distribution. It serves more than 1,800 community classes, parenting classes, a food pantry, a thrift store, partners — including food pantries, soup kitchens, meal and more. Recently, Halliburton made a financial donation sites, and shelters — in 18 counties in Southeast Texas. to help cover renovation expenses for the facility — such as to pay for some cosmetic repairs and new furniture Our Houston-area employees also participated in the 2021 for children’s programming. Halliburton volunteers also Juice Box Challenge to support Kids’ Meals Inc.’s Summer painted the inside of two portable buildings, along with Meal Program, which delivers meals to children living in food- the kitchen and the children’s after-school room. insecure homes. Employees donated 13,784 juice boxes and volunteered to help with the Kids’ Meals food distribution.

Halliburton 2021 Annual & Sustainability Report Social 69 Social Services (continued) Raising Funds to Support Disadvantaged Moving Beyond the Office Bubble in Children Aberdeen The Halliburton Testing and Subsea (TSS) Team in Europe Over the last year, the Halliburton Pipeline and Process pledged to run or walk 621 miles to raise awareness and Services (PPS) team in Aberdeen, Scotland, cultivated funds for Bauer Radio’s Cash for Kids Charities, a grant- a close relationship with AberNecessities, a charity that giving organization that helps disadvantaged children in focuses on families in Northeast Scotland who struggle the UK affected by poverty, illness, or neglect. The TSS with poverty — a problem only exacerbated by the team, located across the UK, Denmark, Italy, and Albania, pandemic and its resulting extended lockdowns in agreed to do a walkathon, or a sponsored walk, that each the UK. team member could complete in their respective locations and share with family and friends. Using the Halliburton PPS team members began their volunteer work with Community Impact Portal, the TSS team shared the AberNecessities in November 2020 by helping to create fundraising opportunity worldwide and garnered the Christmas parcels for families that might otherwise not be support of Halliburton employees internationally. able to afford gifts. Ultimately, the team covered 740 miles and raised nearly However, during the pandemic it soon became clear $1,500 for Cash for Kids. that demand was growing for everyday necessities such as baby formula, diapers, and toiletries. The PPS team, on their own initiative, hosted a Christmas raffle and auctioned a signed Aberdeen football jersey donated by football legend Stewart McKimmie, the father of Halliburton employee Melissa McKimmie. These activities raised $2,287. Halliburton employees also assisted AberNecessities with the move into their new facility by volunteering as painters, gardeners, ride- on mower operators, van drivers, and other critical roles. The desire to transfer some of their energy into an important community cause and make a difference is how the team formed the “Beyond the Office Bubble” initiative. Now, the PPS team is generating more interest throughout Halliburton Europe to support this cause. The team has planned a black-tie anniversary fundraiser for AberNecessities in October 2022.

Halliburton 2021 Annual & Sustainability Report Social 70 Social Services (continued) Educational and Community Engagement Halliburton Charitable Foundation Golf Connecting High School Students to Tournament STEM Careers At Zanesville High School in Zanesville, Ohio, Halliburton launched the Challenge Program to improve students’ academic performance and to generate excitement about their potential in a future STEM career. In this program, students must meet certain academic marks. Halliburton selects winners in five categories: attendance, STEM, community service, academic improvement, and academic excellence. The winners receive a $500 scholarship to use at the school of their choice. Since the program’s introduction in 2016, Halliburton has contributed more than $20,000. After its cancellation in 2020 resulting from the COVID-19 pandemic, the Halliburton Charity Golf Tournament returned for its 26th anniversary event in 2021. The tournament has raised more than $25 million for various charities across the U.S. since its inception in 1993. It is one of the largest non-PGA golf tournament fundraisers in the nation. This year, the tournament raised $2.6 million for more than 75 nonprofit organizations. We enjoyed 130 event sponsors and the participation of many of our suppliers, employees, and Halliburton volunteers. Helping Protect Surrounding Communities Total 2021 giving for from an Active Volcano in the Caribbean Halliburton Foundation Halliburton supports the University of the West Indies (UWI) Seismic Research Centre, which is the agency $2.3M responsible for monitoring earthquakes and volcanoes in the English-speaking islands of the Eastern Caribbean, including Trinidad and Tobago. For more than 60 years, the Centre has operated the largest earthquake- and volcano-monitoring initiative in the Caribbean, and promotes geologic hazard awareness, contingency Given to 75 nonprofit organizations planning for natural disasters, and development of early- supporting U.S. communities from the warning systems. Halliburton Charity Golf Tournament Prompted by the La Soufrière volcano’s sudden return to activity on the island of St. Vincent, Halliburton $2.6M donated three borehole tiltmeters to the Centre to bolster ongoing monitoring of the volcano. Installed along the flanks of the volcano, the tiltmeters capture and deliver data in near real time to the Centre’s observatory. The tiltmeters will improve sensitivity to magma movement, and the information yielded will facilitate faster response times to deformation changes and also advance early- warning capabilities.

Halliburton 2021 Annual & Sustainability Report Social 71 Educational and Community Engagement (continued) Sharing STEM Knowledge with University Halliburton Landmark University Grant Students in Saudi Arabia Program The Halliburton Technology team hosted a series of The Halliburton Landmark University Grant Program (UGP) virtual events with students at Imam Abdulrahman Bin offers Landmark software licenses free of charge to Faisal University in Saudi Arabia. During these events, we academic institutions for learning, teaching, and research. shared our knowledge and experience with students to The software grants are evergreen with three-year encourage them to pursue STEM careers, boost retention renewable terms and include software maintenance and rates in technical disciplines, and develop business and technical support. leadership skills. Our Company’s experts also discussed various topics, including safety and security, soft skills, Halliburton awarded multimillion-dollar educational project management, and other subjects relevant to our software grants to three public universities in business and the oil and gas industry. Algeria (University of Science and Technology Houari Boumediene, University of Boumerdes, and University of Corporate Giving Ouargla); Universiti Teknologi PETRONAS in Malaysia; and The Statler College of Engineering and Mineral Resources at West Virginia University. These grants support the education and development of students pursuing careers in the oil and gas industry. Through these grants, the UGP aims to facilitate teaching and research by enabling students and academics to interpret multi-disciplinary datasets using industry- leading software. Landmark hopes to strengthen the Halliburton provides support to our local communities relationship between industry and academia, promote through cash donations and in-kind goods and services, the uptake of Landmark’s software, and equip future which, in 2021, equaled approximately $2.5 billion. generations with the skill sets required to solve real- world challenges. More than 150 academic institutions Giving Choices worldwide benefit from this program. Each year, Halliburton employees around the world pledge money to their charities of choice through our annual workplace giving program, Giving Choices. With each employee’s pledge, Halliburton provides a 10% matching gift. During our 2021 Giving Choices campaign, employees donated more than $778,000 to nonprofit organizations around the world.

Halliburton 2021 Annual & Sustainability Report Social 72 S6 Human Rights The incredible breadth of our operations and diversity of our workforce embodies our Company’s respect for the human rights and Our Human Rights dignity of all people. Halliburton supports Sustainability Commitment universal human rights, as defined by the United Nations Universal Declaration of Human Rights. Support universal human rights as defined by the United Nations Universal Declaration of Human Rights To that end, we comply with all applicable through fair and ethical employment practices and our employment laws, adhere to fair and ethical Code of Business Conduct. employment practices, and incorporate human rights into our policies on health, safety, and security. To read more about our beliefs and practices around human rights, including our Internal Human Rights Policy, please visit the Halliburton website. Our Human Rights Statement and COBC are also available on our website. 2021 HIGHLIGHTS Human Rights in the Supply Chain New and Emerging Human Rights To better screen suppliers for potential human rights risks Regulations and abuses, Halliburton launched two internally developed Halliburton complies with evolving regulations such as the tools to complement our new digital supplier management UK Modern Slavery Act and the newly introduced Australia system. These tools include: Modern Slavery Act, both of which require companies • Our human rights dashboard, which evaluates suppliers’ to disclose information on efforts to eradicate human risk at the product category, country, and spend level. trafficking and modern slavery from their business and This information can identify areas that require more global supply chains, including steps taken and controls detailed follow-up. put in place to address these human rights risks. Our • A more detailed human rights questionnaire that we statement of compliance with the UK Modern Slavery tailor to individual suppliers and their risk levels. The Act and our statement of compliance with the Australia questionnaire asks about topics such as forced labor, Modern Slavery Act are available on our website. child labor, migrant and contract workers, bonded labor, Halliburton monitors similar, emerging legislation around prison labor, subcontractors, and labor brokers, as well the world, such as that of the upcoming European Union as policies surrounding due diligence, training, working and Norway requirements. As more countries debut hours, recruitment fees, physical punishment, freedom human rights legislation, we will respond and confirm of movement, and use of security personnel. alignment with our policies and practices. For more information about our supply chain governance, please read Chapter G5 on Supply Chain in this report.

Halliburton 2021 Annual & Sustainability Report Social 73 Indigenous Inclusion Strategy access to current information on community capacity. As a result, we added numerous indigenous contractors to Halliburton’s supply chain. Additionally, Halliburton employees engaged with indigenous communities in a variety of ways: • Leader-to-leader meetings • Celebration events for career training programs In 2021, building upon the 2020 development and initiation • Broad discussions with representatives from indigenous of our Indigenous Inclusion Strategy, Halliburton’s senior communities on how to foster long-term partnerships leadership team focused on improving indigenous • Establishment of our Indigenous Community Investment inclusion and awareness throughout all facets of Program, aligned with the Halliburton Pillars of Giving our Company and in our business relationships. This commitment led to the creation of our Indigenous Lastly, we hired an indigenous and community relations Inclusion Leadership Steering Committee, which consists manager with 25 years of experience to help us ensure of a diverse group of individuals who are passionate about we execute our indigenous inclusion strategy and form this initiative. This committee meets regularly to track sustainable, mutually beneficial relationships. progress and provide direction. Throughout the year, Halliburton met with customers to inform them of our strategy and the progress we have made, and to discuss opportunities for collaboration. In 2022, we will expand our relationship-building efforts to more communities, while further enhancing our economic inclusion, cultural awareness training, and engagement with our customers. First, we collaborated with experts to develop a cultural awareness program that reaches employees in the field, office, or at home through virtual training or full-day sessions. Second, we established a supply-chain-led Economic Inclusion Working Group to help us increase our number of indigenous suppliers and contractors. We assessed Halliburton’s contracting requirements and aligned them with indigenous community capacity. We then created and launched a repository of indigenous contractors in our operating areas, giving decision-makers on contracts