Our Human Capital Strategy

Sabancı Group shapes the future with the strength of its diverse, skilled, and future-ready workforce. As of December 2025, the Group provides employment to over 63 thousand people worldwide, including subcontractor employees. Women represent 32% of the total workforce across the Group and 30% of managerial roles in Holding, reflecting Sabancı's ongoing commitment to inclusive leadership and balanced representation across levels of the organization.

With a strong focus on global leadership and longterm capability building, Sabancı Group continues to invest in its people, cultivating a culture of purpose and high performance that brings employees together around shared goals. As enablers of transformation across all business areas, employees play a central role in driving sustainable growth and long-term value creation.

Sabancı Group’s human resources roadmap focuses on five key pillars to guide its human capital strategy. These pillars define how we attract, grow, and empower our people across the organization, reinforcing our leadership in sustainability, innovation, digitalization, and purpose-driven transformation.

 

Sabancı Group Human Capital Strategy

 

Recognition as a Global Employer

Our efforts were globally recognized. Sabancı Holding was ranked 131st on TIME’s ‘World’s Best Companies 2025’, and 51st in Forbes’ ‘World’s Best Employers 2025’ lists as the top-ranked Turkish company.

 

A Purpose-Based Performance Culture

A transparent, agile, and collaborative performance system based on Objective Key Results (OKRs) and Key Performance Indicators (KPIs) ensures regular feedback and employee development. In 2025, 100% of Group employees experienced performance evaluations. Beyond metrics, we placed strong emphasis on career conversations and goal-setting dialogues between employees and leaders to create meaningful moments for alignment, reflection, and aspiration. The performance process expanded to include continuous check-ins, developmental feedback sessions, and structured tools for tracking progress and recognizing contributions. With these practices, we shifted from evaluation to empowerment, ensuring that every employee has a voice, a direction, and a path to grow within a purpose-based performance culture.

 

Remuneration - A Total Reward Model

 

Incentive Plans Linked to Sustainable Value Creation

We offer both Short-Term Incentive (STI) and LongTerm Incentive (LTI) plans to align performance with strategic goals and drive sustainable value creation. Our STI program enables employees to focus on achieving key financial and non-financial objectives. The LTI program is designed for a defined group of senior executives, encouraging long-term value creation, strengthening alignment with shareholder interests, and rewarding sustained performance and stability.

Each year, the Board of Directors reviews and defines long-term KPIs for the senior management team. The long-term bonus system covers a consecutive threeyear performance period, with the bonus paid at the end of the relevant cycle. A Malus and Clawback Framework is defined for both short- and long-term incentive systems and is applied to all Executive Committee members and Group company CEOs who benefit from the bonus system.

KPIs for variable remuneration in 2025 are as follows:

 

Embedding ESG into Employee Experience

In 2025, we took significant steps to embed ESG principles more deeply into our workforce strategy. Flexible working models were supported by enhanced parental leave, expanded health insurance, and inclusive benefit structures to serve employees across all life stages.

We remain committed to equitable and inclusive practices at every level of our organization. Our hiring and promotion processes were intentionally designed to reduce bias and strengthen gender equity, especially in STEM and revenue-generating roles. Gender representation continued to be tracked and transparently monitored across all levels of the organization, reinforcing our long-term commitment to equality and diversity.

Sabancı Group promotes women’s representation and empowerment across society through its alignment with and participation in leading global and national initiatives, including the "Women's Empowerment Principles" of UN Women and the UN Global Compact, the "Young Women Building Their Future" program of the Sabancı Foundation, the Declaration of Principles on Equality at Work of the World Economic Forum, and the 30% Club, reflecting a sustained commitment to gender equality in the workplace and beyond.

For further details regarding Human Rights and Due Diligence Process, please refer to Human Rights section of our Responsible Investment Policy and Sabancı Group Code of Business Ethics. For further details regarding our commitment to DEI, please refer to the Diversity Policy for the Board of Directors, and the Equality, Diversity and Inclusion Regulation.

 

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Our Human Capital

• Our Human Capital Strategy