Human Capital
Sabancı Group provides employment opportunities to more than 60 thousand employees worldwide.
Introduction
As of December 2022, Sabancı Group provides employment opportunities to more than 60 thousand employees worldwide, including subcontractor employees.
White Collar Employee
Gender Breakdown
Manager Gender Breakdown
Board of Directors
Gender Breakdown
Generational Distribution
Committed to becoming a global player, Sabancı Group is striding confidently towards the future with its diverse and highly capable human capital.
Human Capital Strategy
Sabancı Group designed its human capital strategy in line with the Sabancı Holding Strategy House and Sabancı of New Generation culture and values.
Sabancı Group’s human capital strategy is centered around developing a global ecosystem that is:
- Purpose and culture-driven,
- Stakeholder‑oriented,
- Highly agile, resilient, digital.
Adapting to the Future of Work
Future of Work Framework
1
Smart Work
Optimal use of remote working models with digital collaboration and smart workspace arrangements
2
Flexible & High Performance Workforce
Further inquire flexible employment options & improve continuous performance management
3
New Talent & Skill Paradigm
Attract, acquire, train and retain new talents and skills required in the new normal
4
Leadership
Develop top‑management and frontline leadership capabilities to drive change for the new normal
5
Purpose- driven Organization and Culture
Support organization with clear vision and values to inspire employees
6
Physical & Mental Health
Improve and track employees’ health and wellbeing to promote efficiency and sustainability
7
Digital & Agile Organization
Accelerate the revolution of our digital operating model and enable agile ways of working for more resilient organization
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1
Smart Work
- Flexible & Remote work options
- Smart Workspaces
- Digital Collaboration tools
2
Flexible & High Performance Workforce
- Performance & Productivity
- Flexible C&B Structure
- Flexible Employment Options
3
New Talent & Skill Paradigm
- Strategic Workforce Planning
- Upskilling & reskilling
- Employer Branding
4
Leadership
- Leadership development
- Hipo & Frontliner Programs
- Pipeline Strength
- Diversity, Equity & Inclusion
5
Purpose- driven Org. and Culture
- Vision & Higher Purpose
- Clarity & Reinforcement
- Sustainability
6
Physical and Mental Health
- Physical health programs
- Mental health programs
- Employee Support Initiatives
7
Digital & Agile Organization
- Digital & Agile Transformation
- Digital & Agile Capability Building
To fulfill its growth aspirations in digital area, which is highly talent competitive, Sabancı Group developed the Flexible Management of Digital Roles initiative in 2022.
Adapting to the Future of Work is one of the five strategic directions in Sabancı Group’s strategic plan. The framework of the Future of Work consists of seven main dimensions, 34 sub-dimensions, aspirations, and roadmaps. In developing their individual roadmaps, each Group company has embedded Future of Work-related actions in their transformation agenda – including over 1,500 medium‑term and long‑term actions designed to meet sector needs, global best practices and trends. As of December 2022, 93% of these actions have been completed across the Group.
Smart Work
To fulfill its growth aspirations in IT, R&D, and other areas with high talent competition, Sabancı Group developed the Flexible Management of Digital Roles initiative in 2022. This effort aims to implement a flexible working model for digital roles to attract and retain the best talent and maximize the employee experience journey.
Many of the Group companies have renovated their office space to facilitate agile work, innovation, and collaboration in the workplace. Online tools like MS Teams, Zoom and Sabancı Social are used more frequently to maintain remote and onsite collaboration as well as employee motivation and productivity.
Flexible & High-Performance Workforce
Adopted by all Sabancı Group companies, the continuous performance management system (i.e., Objectives and Key Results (OKRs) and Key Performance Indicators (KPIs)) focuses on transparency; stays agile and flexible; supports cooperation; and is fed with open and continuous feedback dialogues. In 2022, 100% of Group employees were subject to a regular performance evaluation process.
| Renumeration - Total Reward Model |
| Total Reward | Recognition, Appreciation and Supportive Practices | Flexible Working Career Development Training Support Golden Collar Awards Recognition & Appreciation Programs |
Sabancı Group provides a range of benefits, recognition, appreciation, and supportive practices to employees that are designed to reflect peer group and market practices. | ||
| Total Income Package | Benefit & Allowances | Employer-Contributed Private Pension System Private Health Insurance Employee Transportation Support / Fuel Support/Company Car Mobile Phone/Data Line |
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| Total Cash | Variable Salary | Short-Term Incentives Long-Term Incentives |
Sabancı Group’s short-term incentive plan (STIP) and long-term incentive plan (LTIP) aim to align the remuneration architecture with the achievement of the Group’s key financial and strategic targets, and operational plans, while considering the interests of key stakeholders. Business and individual performance may result in remuneration levels above target for superior performance, and reduced levels that are below target for performance below expectations. |
||
| Fixed Salary | Base Salary | Base salary is defined by the size, scope and complexity of the role, level of responsibility, professional experience and is reviewed annually. |
Sabancı Group provides competitive total remuneration opportunities to attract, retain, motivate, and reward employees. All Sabancı Group companies offer separate side benefit schemes with varying content and flexibility based on role status and requirements in line with employee expectations and needs. Gender equality is also a key criterion in Sabancı Group’s remuneration model.
Sabancı Group does not tolerate a raw pay gap between male and female employees. Sabancı Group is committed to carrying out an annual equal pay for equal work research study with a raw gender pay gap analysis to maintain equality going forward.
In 2022, Sabancı Group executed an interim salary increase in line with macroeconomic data and market conditions to ensure competitive employee welfare.
Short Term Incentive (STI) & Long-Term Incentive (LTI) Systems
Short‑term incentives enable employees to focus their performance on achieving key financial and non‑financial objectives.
Long-term incentives are offered to a defined group of senior executive positions to boost share value and help them gain a shareholder perspective as well as to reward long‑term performance and stability. Long Term KPIs for the senior management team are reviewed and defined each year by the Board of Directors.
In 2022, Sabancı Group started the Strategic Workforce Planning (SWP) initiative. Under this effort, the Group aims to identify short- and long-term skill-based workforce needs, and to proactively plan the HR actions using advanced data analytics models. SWP was rolled out across the Group in three waves and was completed by the end of 2022.
2022 KPIs for variable remuneration follow below.
* Short Terms KPIs are not limited to the ones written on this page, some of them are shown as samples.
** Change in market capitalization compared to peers for the listed companies
*** For non-listed companies
New Talent & Skill Paradigm
Employer Brand Management
Sabancı Global Ambassadors, a new talent acquisition program, was launched to help achieve the Group’s global growth target. Top students at universities listed in the QS 500 in Europe and USA were selected as Sabancı Ambassadors of their own campuses. Representing Sabancı Group at career events and among their various networks, the student ambassadors aim to raise awareness on campus about Sabancı as an attractive employer.
Awards and Achievements
Sabancı Holding was ranked among the Forbes World’s Best Employers list in 2022. In the “World’s Most Attractive Employers 2022” survey conducted by Universum, the Group was named as a “Preferred Employer” among students in all categories. During the year, Sabancı Group won 28 awards at the Brandon Hall Group Human Capital Management Excellence Awards program. At the 2022 Stevie Awards, the Group was presented with 14 Gold, 24 Silver and 31 Bronze awards.
Sabancı Holding received a total of 9 gold awards in the “Future of Work” and “Human Resources” categories at the Brandon Hall; won the gold award in the ‘’Company of the Year’’ and ‘’Employer of the Year’’ categories at the Stevie awards and recognized as the number one ranked holding company worldwide. At the Best Business Awards, Sabancı Holding was also recognized in the following categories: “Best in Equality, Diversity and Inclusion,” “Best Place to Work,” and “Best Human Resource” awards.
Talent Acquisition
Sabancı Group maintained its position as an “Employer of Choice” in 2022. Aiming to hire the best talent both locally and globally, Sabancı Group is committed to delivering a great employee experience and fostering the “Sabancı people make a difference” philosophy.
The New Generation Career Experience Program offers third- and fourth‑year university students the opportunity to work on projects and experience the Sabancı Group ecosystem for an eight-week period. A diverse group of 50 undergraduates from 5 countries, with 60% women, participated in the program in 2022. As of 2022, the New Generation Career Experience Program has about 200 alumni, 50% of whom are women.
The SEED Young Talent Program targets new graduates with 0-2 years of professional experience. This program aims to hire and develop new talent, particularly in Sabancı Group’s strategic growth areas. A total of 10,000 applications were received for positions this year. Currently, SEED participants engage in a wide variety of roles and group-wide job rotations to accelerate their development through leadership and upskilling training.
In 2022, Sabancı Group started the Strategic Workforce Planning (SWP) initiative. Under this effort, the Group aims to identify short- and long-term skill-based workforce needs, and to proactively plan the HR actions using advanced data analytics models. SWP was rolled out across the Group in three waves and was completed by the end of 2022.
Upskilling & Reskilling
Reskilling and Upskilling are strategic priorities in Sabancı Group’s Adaptation to the Future of Work model.
| Group Level Programs | Upskilling & Reskilling Objective | Duration & 2022 Participants |
| IN-LEAD | Providing high-potential technical managers and engineers in Sabancı Group’s industrial, building materials and energy companies with professional and leadership development. | 1 year 22 graduates |
| X-TEND | Offering an interactive online academy for all employees and their families that focuses on gaining critical skills such as resilience and innovativeness. | 6 months ~ 1,400 participants |
| NEXT | Supporting IN-LEAD, TP-X and X-POSURE graduates’ development journeys with a series of immersion seminars delivered by industry leaders from Silicon Valley. | 1½ months ~130 participants |
| Advanced Data Analytics Academy (ADAA) | Focusing on the digitalization dimension and supporting people with data science and translator technical expertise. The graduates will foster a data analytics perspective within their own companies. | 8 months 48 graduates |
| X‑LAB | Supporting the innovation dimension, two cohorts, including the Ideathon phase, have been finalized to date. Among the 10-cross company/functional teams who competed in the Ideathon phase, three teams were selected to advance to the Sabancı entrepreneurship platform Sabancı ARF. | 4-6 months 250 graduates |
In addition, Sabancı Group supported a total of 136 employees in their post graduate education in 2022.
Sabancı Global Ambassadors, a new talent acquisition program, was launched to help achieve the Group’s global growth target.
Leadership
Leadership Development Programs are regularly conducted to bolster the diverse leadership pipeline and to extend the Sabancı Leadership Model to all levels of the organization.
| Group Level Programs | Leadership Objective | Duration & 2022 Participants |
| TP-X | Improving the leadership skills of individuals with high potential talent who are new in their business careers and new to the Group. | 1 ½ years 21 graduates |
| X-POSURE | Improving the leadership potential of Sabancı Group mid‑level managers. | 1 ½ years 23 graduates |
| X‑CELERATE | Supporting CXO and GM level leaders with an enriching, transformative, connected, inspiring, inclusive leadership style. | 1 ½ years 22 participants |
| SATT Leadership Program | Aiming to accelerate the leadership development and transformation journey, the program includes global immersion site visits, sustainability sessions in collaboration with World Business Council for Sustainable Development (WBCSD) and innovation workshops. | 26 participants General Managers and above leadership positions named to the Sabancı Transformation Team (SATT) |
Leadership bench strength is a key success factor at Sabancı Group. Sustaining the business and growing the pipeline are achieved via organizational and groupwide people review meetings. These meetings ensure that leadership potential assessment, succession principles, pipeline fullness and organizational vitality are followed across the Group. In 2022, Sabancı Group identified positions that have immediate impact on operational success and business performance, namely key players in digitalization, innovation, and sustainability.
Purpose Driven Organization & Culture
Sabancı Group’s strategic plan and all business decisions are shared at the annual management meeting and quarterly CEO meetings. This year’s management meeting was held with the participation of about 700 people from Group companies around the world.
In 2022, the Holding Executive Committee worked on Top Team Effectiveness initiatives to reinforce the higher purpose of the Group and strengthen their purpose‑driven leadership styles.
Engagement, climate and leadership styles
Based on the Sabancı of New Generation vision, the Group aims to support continuous improvement and implement a feedback culture across the organization via regular climate and leadership style evaluation surveys.
“It’s Worth Running”
As part of the Sabancı Republic Day Campaign, the Group participated in the Istanbul Marathon with 2,000 employees – the largest number to join from a single company. Sabancı race participants adopted the slogan “It’s Worth Running” for charity and ranked third among companies that raised the most donations.
Golden Collar Awards
This year at the 13th Golden Collar Awards, 154 projects from across Sabancı Group companies competed. The best projects were recognized and rewarded in the following categories: “Digitalization and Continuous Improvement,” “Innovation,” “Customer Experience,” “Sustainability,” and “Sabancı of New Generation.”
The Declaration of Principles on Equality at Work has been adopted across the Group, where establishing and maintaining a fair working environment is a top priority.
Physical & Mental Health
In 2022, the Group’s employee assistance programs – including stress‑management tools, mindfulness and resilience training programs, wellbeing applications, online dietician and psychological support, and coaching sessions – expanded in usage. The number of employees accessing the various assistance programs is regularly tracked. Any concerns or issues raised by staff program participants are addressed.
Digital Transformation & Agile Organization
Talentin is a high-tech talent platform designed and developed by Sabancı Group and SabancıDx. Talentin is an artificial intelligence driven skills database platform for employee career pathing and internal mobility. The AI algorithm was constructed according to the Group’s diversity and inclusion policies. All data features that may result in biased rankings were removed during the development process. Talentin effectively supports HR teams to reach the most suitable candidates among Group employees when a project role or job opportunity arises.
Initiatives such as X-TEAMS are designed to support the transformation of the corporate culture across Sabancı Group. Since its launch, X-TEAMS has carried out six cohorts with 40 teams consisting of 400 employees in total. To date, 40 projects have been submitted under the X-TEAMS effort.
Equal Opportunity & Diversity
Sabancı Group is committed to ensuring equal rights and opportunities to foster a positive and inclusive work environment and to contribute to the socio‑economic development of every community where it operates. Any type of employee discrimination based on language, race, skin color, ethnicity, gender, political inclination, faith, religion, denomination, age, physical disability, or other similar characteristics is not tolerated at Sabancı Group. The Declaration of Principles on Equality at Work has been adopted across the Group. Establishing and maintaining a fair working environment for employees is a top priority at Sabancı Group companies in line with the Group sustainability strategy. Progress is tracked according to a clear five‑pillar roadmap recognized by Bloomberg Gender Equality Index consisting of: female leadership and talent pipeline, equal pay and gender pay equity, inclusive culture, anti‑sexual harassment policies, and being a pro‑women brand.
Labor Relations Management and Legal Compliance
Sabancı Group companies are regularly informed about risks that may arise related to issues on the agenda of industrial relations and labor law with data-based analyzes. Group companies are also instantly informed about developments in relevant issues and receive guidance on proactive measures related to these risks.
Sabancı Group respects the rights of its employees to join union organizations and participate in collective bargaining agreements. The Group takes an unbiased approach to the union selection and union organization processes of its employees. Currently, 86% of Sabancı Group blue-collar employees are affiliated with a union. Establishment of an effective cooperation and dialogue platform is underway to ensure improvement and continuance of labor peace with employee and employer unions.
As the leader of the TÜSİAD Employment and Social Security Working Group, Sabancı Group supports activities related to private sector labor legislation. The Group participates in TÜSAİD’s sub-working groups, opinion-making process on developments in Türkiye and the world regarding labor legislation and contributes to all relevant research studies.
Employee Health & Safety
Employee health and safety applications are carried out under relevant legal and regulatory requirements and standards at Sabancı Group. Trends and best practices are constantly monitored and adopted when deemed appropriate. Potential risks are analyzed and proactively acted upon as needed.
Sabancı Group aims to standardize and continuously improve employee health and safety practices via training and the sharing of information and experience. The Group extends this compliance and pursuit of excellence to its workforce and all stakeholders.