Roper Technologies, Inc. (ROP) — ESG & Values Scores

Environment story

Roper discloses minimal quantitative environmental data. Scope 1, Scope 2, and Scope 3 emissions are not disclosed in the 10-K or proxy filings reviewed. The company states commitment to sustainability goals and plans to publish a 2025 sustainability data update by June 2026, but no target net-zero year, emissions reduction pathways, or renewable energy percentages are specified in the documents provided. Environmental regulation compliance is mentioned as a risk factor, with acknowledgment of hazardous substance use and disposal obligations, but no material controversies or fines are disclosed. The company's AI infrastructure expansion and datacenter reliance (AWS, Google Cloud, Microsoft Azure, Oracle Cloud) present undisclosed Scope 3 emissions risks. Without verifiable emissions data, net-zero targets, or decarbonization initiatives, the environmental score reflects incomplete disclosure and greenwashing risk.

Criticisms on file

Undisclosed Scope 1, 2, and 3 emissions; no quantified climate targets or net-zero commitment date disclosed in 10-K or proxy.
Source: ROP 10-K 2025, ROP Proxy 2026
Reliance on third-party cloud and AI platforms (AWS, Google Cloud, Microsoft Azure, Oracle Cloud) with embedded emissions and supply chain carbon; Scope 3 implications undisclosed.
Source: ROP 10-K 2025, Risk Factors section

Disclosed initiatives

Sustainability Program and Reporting

Company commits to sustainability considerations and plans to publish 2025 sustainability data update by end of June 2026. Nominating and Governance Committee has oversight responsibility for sustainability and human capital management matters.
Environmental Compliance and Risk Management

Company acknowledges operations subject to environmental protection laws governing air emissions, water discharges, waste management. Risk of material liabilities from contaminated properties and acquisition-related environmental liabilities is noted.

Social story

Roper employs approximately 19,400 people globally (13,100 in US, 6,300 outside US). The company describes favorable employee relations and notes that some employees, particularly in Europe, are represented by unions, works councils, or employee associations. The 10-K states management believes employee relations are favorable with no documented active union-suppression activities, strikes, or NLRB complaints in the past 24 months disclosed. CEO-to-median-worker pay ratio is not explicitly disclosed; however, CEO salary is $1,000,000 with significant stock-based compensation. Leadership diversity metrics are not quantified in the filings. The company emphasizes competitive wages, benefits, leadership development, succession planning, and inclusive work environment, but specific diversity percentages for executives and board are absent from disclosed metrics. Supply-chain audits and human-rights hazard assessments are not detailed. Social score reflects reasonable labor practices and benefits focus, offset by lack of transparency on pay equity, diversity metrics, and supply-chain due diligence.

Criticisms on file

CEO-to-median-worker pay ratio not disclosed; pay equity and internal pay equity assessments not detailed in proxy or 10-K filings.
Source: ROP Proxy 2026, ROP 10-K 2025
Diversity metrics (women %, URM %) for executive leadership and board not quantified in filings; commitment to diversity stated but without measurable targets or progress data.
Source: ROP Proxy 2026, ROP 10-K 2025
Supply-chain human-rights audits, conflict minerals policies, forced labor assessments, and living wage commitments not disclosed.
Source: ROP 10-K 2025

Disclosed initiatives

Competitive Wages and Benefits

Company committed to providing competitive wages and benefits, along with investing in leadership development, succession planning, and performance-based compensation structures aligned with long-term value creation.
Inclusive Work Environment and Talent Pipeline

Company committed to seeking talent from wide range of backgrounds, fostering inclusive work environment, and building pipeline for talent growth within company. Human capital strategy centers on accountability, operating autonomy, and continuous improvement.
Decentralized Human Capital Management

Individual business units are primary decision makers on human capital management, with corporate guidance on compliance, legal requirements, and corporate policies. Company provides best practices on selection, development, engagement, and talent excellence.

Governance story

Roper demonstrates strong governance structures: 8 of 9 directors are independent (88.9% board independence), exceeding the 75% threshold. The board is declassified with annual elections, majority voting for directors, and an independent board chair (Amy Woods Brinkley). No dual-class share structure exists. Audit, Compensation, Nominating and Governance, and Executive Committees are fully independent. The company has proxy access provisions allowing 3%+ shareholders to nominate directors. No material antitrust, consumer-safety, or financial-fraud proceedings are disclosed. Lobbying expenditures are not quantified in the filings. The proxy discloses substantial executive compensation tied to shareholder alignment (96% at-risk for CEO, 91% for other NEOs). A shareholder proposal requesting strategic review of a potential software segment spin-off was presented and the board recommended against it, citing the flawed analytical basis and established portfolio transformation track record. Governance score reflects strong independence, transparent compensation structures, and active board engagement, with minor deduction for non-disclosure of lobbying spend.

Criticisms on file

Lobbying expenditure not disclosed in 10-K or proxy filings; no quantification of annual lobbying spend or policy positions on environmental or consumer-protection regulation.
Source: ROP 10-K 2025, ROP Proxy 2026
Shareholder proposal requesting strategic review of software segment spin-off presented at 2026 annual meeting; board recommended against proposal, citing flawed analytical premises.
Source: ROP Proxy 2026, Proposal 6

Disclosed initiatives

Board Independence and Governance

8 of 9 directors independent; declassified board with annual elections; independent chair; majority voting standard for directors; all committee members independent; proxy access provision for 3%+ shareholders.
Executive Compensation Alignment

Pay-for-performance structure with 96% of CEO target compensation and 91% of other NEO compensation at-risk and tied to stock price and performance objectives. Annual cash incentive based on adjusted EBITDA growth (target 10%, threshold 3%).
Shareholder Engagement and Capital Allocation

Active shareholder outreach program; senior management regularly engages shareholders for feedback on strategy, sustainability, and governance. Board regularly reviews portfolio composition, capital allocation, and long-term business plan.
Sustainability and Human Capital Oversight

Nominating and Governance Committee has explicit oversight responsibility for sustainability and human capital management matters.

These are Missionomics' own editorial scores — directional signals built from disclosed facts under a published method, not certifications or definitive ratings of Roper Technologies, Inc.. Coverage and confidence vary by data point, and figures can lag real-world changes. Read the full Methodology for sourcing, scoring, and correction details — or open Roper Technologies, Inc. in the app for interactive charts and portfolio building.

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