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Our Human
Capital Echoes of Harmony: Cultivating Sustainability through Culture

At Sabancı Holding, we prioritize cultivating a purpose-driven culture, inspiring our employees to collaboratively achieve sustainable outcomes while empowering them to unlock their full potential. #Board of Directors #Diversity #Echoes Of Harmony #Employees #Equity #Global #HumanRights #Innovation #Management #R&D #Safety #Strategy #Transformation

As of December 2023, Sabancı Group provides employment opportunities to more than 60 thousand employees worldwide, including subcontractor employees.

Committed to becoming a global player, Sabancı Group is striding confidently towards the future with its diverse and highly capable human capital.

DISTRIBUTION OF
WORKFORCE BY GENDER
68%Male 32%Female
BOARD OF DIRECTORS GENDER BREAKDOWN
56%Male 44%Female
DISTRIBUTION OF MANAGERIAL ROLE
BY GENDER
59%Male 41%Female
DISTRIBUTION OF WORKFORCE BY GENERATION
66.4%Gen-Y 17.2%Gen-Z 16.3%Gen-X 0.1%Baby Boomers
DISTRIBUTION OF WORKFORCE BY CATEGORY AND GENDER
Blue-collar employees
59%Male 41%Female
White-collar employees
74%Male 26%Female

Our Human
Capital Strategy

Sabancı Group designed its human capital strategy in line with the Group Strategy House and defined a new human resources roadmap for the next three years. The roadmap focuses on five key pillars:

 

SABANCI GROUP HUMAN CAPITAL STRATEGY

1Attract and Retain the Best Talent Ever
2Establish a Fast, Flexible, Fluid Organization
3Build a Purpose Driven, High Performance Culture
4Enable Orchestrator Leadership for Teams
5Create a Human Touch for Sustainable Lives

 

In 2023, Sabancı Group provided 1.6 million hours of training to employees and invested a total of approximately TL 252 million corresponding to an average of TL 4,951 per employee.
TOTAL TRAINING HOURS*
Invested TL 252 million in training
Invested TL 4,951 average per employee
10,638 hours Diversity and Inclusion Training
29,036 hours Sustainability and Environment Training
15,692 hours Ethics Training
78,322 hours Training Provided for Sub-contractors**
11,245 hours Anti-bribery and Corruption Training

*OHS trainings are not included.
**Includes Akbank, Çimsa, Brisa, Kordsa, Temsa and SabancıDx..













Reskilling and upskilling are vital components of Sabancı Group's talent management strategy, ensuring that our workforce remains agile and equipped to meet future challenges.

Accordingly, Sabancı Holding held a training session regarding 2024 Risk Strategy on December 19,2023 with the attendance of the CFO, Strategy and Business Development Directorate and Risk Management Directorate. Training covered megatrends, the associated risks and opportunities, the results of the Risk Survey conducted across all Group Companies and detailed explanation on the perception of major risks.

Sabancı Holding has also implemented several targeted programs designed to develop critical skills, foster leadership, and support innovation within the Group.

Here are some of our key initiatives, each tailored to address specific needs and objectives within our organization.

Program
Objective
Duration
Number of Participants
ADVANCED
DATA ANALYTICS
ACADEMY
Ensuring the development of critical employees in the field of “data analytics” within the digitalization road map of Sabancı Group
8 MONTHS
55
IN-LEAD
Providing high-potential technical managers and engineers with professional and leadership development.
1 YEAR
23
NEXT
Targeting the alumni of Group Development Programs; this year’s focus was on crafting a comprehensive, experiential cybersecurity training program, including cyber threats.
1 DAY
45
X-TEND
Fostering a resilient and socially responsible community, this online academy provides insights into key areas such as Adult and Child Psychology after Earthquake, First 72 Hours of Disasters, Pract ical Information on Earthquake Resistant Buildings, etc.
1 YEAR
~ 3,100
X-LAB
Supporting the Group’s strategic direction on innovation; the third cohort, including the Ideathon phase, was completed in 2023 and four teams were selected for Sabancı ARF
4-6 MONTHS
224

 

In 2023, the Sabancı Leadership Model was renewed with collective wisdom and a participatory approach. The new model based on three pillars - Grow, Transform, and Connect, aims to raise future-ready leaders who act as ecosystem leaders, focus on growth, prepare for the future by transforming, and strengthen connections. Leadership Development Programs are regularly conducted to bolster the diverse leadership pipeline and extend the Sabancı Leadership Model to all levels of the organization.
Program
Objective
Duration
Number of Participants
TP-X
Supporting individuals with high potential who are new in their business careers and the Group.
1,5 YEARS
17
X-POSURE
Improving the leadership potential of Sabancı Group midlevel managers.
1,5 YEARS
21
HR JOURNEY
Supporting Group HR leaders by incorporating global perspectives and methods to prepare them for a future-ready ecosystem.
1,5 YEARS
21
X-CELERATE
Supporting CXO leaders' transformation and deepening their global and leadership perspective.
1,5 YEARS
22
SABANCI TRANSFORMATION TEAM (SATT) PROGRAM
Sabancı Holding Executive Board Members and Company General Managers are positioned as 'key accelerators' who will realize the transformation of the Group. Throughout the Sabancı Transformation Team (SATT) initiatives, strategic areas are focused and leadershipdevelopment is supported.
1 YEAR
30

Remuneration –
Total Reward Model

Embraced by every Sabancı Group company, the continuous performance system with OKRs (Objectives and Key Results) and KPIs (Key Performance Indicators) prioritizes transparency, maintains agility, fosters collaboration, and thrives on feedback.

Sabancı Group offers Short-Term Incentive (STI) & Long-Term Incentive (LTI) Plans. STIs enable employees to focus their performance on achieving key financial and non‑financial objectives. LTIs 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. The Board of Directors reviews and defines long-term KPIs for the senior management team each year.

The long-term bonus system covers a consecutive three-year performance period with payment of the bonus made at the end of the relevant performance period. The framework for cancelling and reclamation premium payments (Malus & Clawback) is defined for short-term and long-term premium systems. This framework is applied to all Executive Committee Members (Holding CEO, Group Presidents and Unit Presidents) and Group Companies’ CEOs who benefit from the short and long-term bonus system.

KPIs for variable remuneration in 2023 are as follows:

For detailed information on each pillar of our Human Capital Strategy, please download Our Human Capital Section.

Human Rights, Diversity, Equity and Inclusion

At Sabancı Group, we recognize that diverse perspectives, backgrounds, and experiences enrich our culture, drive innovation, and empower our workforce to thrive. Our commitment to Diversity, Equity, and Inclusion (DE&I) is not just a statement, but a fundamental aspect of our internal policies and practices. We believe that our internal policies are structured to support governance mechanisms that ensure accountability and progress towards our DE&I goals. We strive to cultivate an environment where every individual feels valued, respected, and supported, regardless of race, gender, ethnicity, sexual orientation, disability, or any other dimension of diversity. Through intentional efforts and inclusive initiatives, we aim to foster a workplace where everyone can contribute their unique talents and perspectives to create positive change within our organization and beyond.

Sabancı Group has been included as the only holding company from Türkiye in the Bloomberg Gender Equality Index two times in a row which recognizes the performance of companies’ commitment to gender equality across five pillars.

As Sabancı Holding, we commit to increase the female leaders to 50% by 2030, meaning a 32% increase compared to 2020 figures, which was already aligned with the EU average.

Sabancı Group committed to increase the number of women in both STEM and revenue-generating roles to 50% by 2030.

Human Rights

At Sabancı Group, we are committed to promoting human rights within the scope of our operations and value chain. Sabancı Group supports and respects international standards and ensures compliance with them in our Code of Conduct and other internal regulations.
SABANCI GROUP IS COMMITTED TO COMPLYING WITH THE FOLLOWING INTERNATIONAL STANDARDS:
  • The Universal Declaration of Human Rights
  • The ILO Declaration on Fundamental Principles and Rights at Work
  • The OECD Guidelines for Multinational Enterprises on Responsible Business Conduct
  • The UN Guiding Principles on Business Human Rights
  • The Women Empowerment Principles
  • The UN Global Compact
SABANCI GROUP ACCEPTS AND RESPECTS:
  • Human rights
  • Freedom of association and collective bargaining of Employees
  • Diversity and inclusion
  • Safeguarding Employee well-being and health
  • Protection of environment
SABANCI GROUP DOES NOT TOLERATE THE FOLLOWING:
  • Forced or involuntary work or slavery
  • Human trafficking and any illegal labor
  • Child labor
  • Inhuman or degrading treatment or punishment
  • Physical, sexual and psychological harassment or violence, including mobbing

 

For detailed information on our actions and initiatives regarding Human Rights, Diversity, Equity and Inclusion, please download Our Human Capital Section.

Occupational Health and
Safety Management

Sabancı Group ensures compliance with relevant legislation and internal standards for employee health and safety. Through training and knowledge transfer, the Group aims to standardize and enhance employee health and safety practices continually.

Embracing the principle of 'Occupational Health and Safety First,' Sabancı Group emphasizes the importance of employee well-being. This commitment to excellence is reflected in both the Group’s workforce and stakeholders.

Sabancı Group is steadfast in enhancing and standardizing employee health and safety practices through ongoing training, sharing of information, and exchange of experiences.

While the Group actively adheres to appropriate legal and regulatory standards, it contiuously integrates and monitors the latest trends and best practices in occupational health and safety (OHS).

Embracing the principle of “Occupational Health and Safety First,” Sabancı Group emphasizes the importance of employee well being.
In 2023, Sabancı Group provided a total of 650 thousand hours in OHS training*.
Various Sabancı Group companies have received ISO 45001 Occupational Health and Safety Management System certification.

 

* Includes group employees and subcontractors

Download Our Human Capital Section