Inclusive Employment

We firmly believe that a workforce reflective of the dynamic and vibrant society we serve is crucial for generating diverse and innovative ideas that lead in healthcare insurance solutions. To fully embody this commitment, we are fostering gender diversity and promoting inclusion, as outlined:

Diversity and inclusion aspiration

Our diverse workforce of 2,012 employees from 25 nationalities, including 61% male and 39% female, fosters an inclusive and innovative culture. With a mix of young talent, experienced professionals, and elder members, we promote a supportive environment for all. Our commitment extends to 20 People of Determination, ensuring accessible facilities and tailored support. This dedication to diversity and inclusion drives our collective success.

Inclusive Culture

We are committed to ensuring everyone feels a sense of belonging and can bring their authentic selves to work. This starts with raising awareness and understanding around the importance of diversity and inclusion in the workplace. We listen to our people and strive to understand their pain points better, so we can create a culture of inclusivity that supports their growth and development.

Female empowerment

Championing female empowerment is a fundamental pillar of Bupa Arabia's sustainability framework. We recognize the essential value of female contributions in addressing complex challenges in the health insurance sector, achieving sustainability goals, and supporting the diversity objectives of Saudi Vision 2030.

This remarkable achievement was made possible by our strategic focus on female hiring and progressive work, coupled with a holistic approach towards fostering an empowering environment and taking care of our women's health and wellness.

Saudization

We are dedicated to supporting Saudi Vision 2030's employment and workforce goals. Over the past 25 years, we have focused on empowering and developing Saudi talents, enhancing their technical skills, and reducing unemployment. In 2023, we achieved an 81% Saudization rate, significantly contributing to the Kingdom's economic diversification.

Our Day

Care Program

Our Daycare Program exemplifies this commitment, designed to provide our female workforce with the crucial support they need to seamlessly integrate their professional and personal lives. Since launching, we've positively impacted the lives of over 500+ children, spanning two prime locations in Riyadh and Jeddah.

500+

Children since launching

Organizational Impact

Empowering Mothers

Facility Excellence

Staff Expertise

She's Bupa

We launched our #She’s Bupa Challenge, a pivotal initiative aimed at promoting female empowerment and connection within our team. This competition invites our female employees to share their professional narratives, encompassing their triumphs, challenges, and growth. The goal is to inspire and empower future generations of women, demonstrating our commitment to fostering an inclusive and supportive environment that celebrates and encourages the advancement of women in their careers. To watch the winning entries, please see the video below

Inclusive Leadership

We are committed to fostering a culture where we lead by example, serving as champions of inclusive leadership and cultivating psychologically safe environments where all individuals feel empowered to develop and grow. We are keen to enhance gender balance across the company, within leadership teams, and throughout our succession pools and talent programs.

We aimed to achieve 15% across leadership positions by the end of 2023 and we have achieved 14% female across the Senior Management team. Additionally, females 'E-sat' Engagement score is 86% and 90% for Belonging among our female employees.

Boosting an Engaging Culture

We believe that our business performance is driven by an inclusive and engaging culture, focusing on empowering and valuing employees. our employee engagement framework consists of three main steps that measures 15 engagement drivers conducted by the Pulse Survey:

People

Pulse

Our engagement journey across the years

Engagement

How happy are you working at Bupa

Career Opportunities

I have access to good career opportunities at Bupa

Career Conversations

My manger has meaningful conversations with my career development

Speak Up

I am confident I can use Speak Up if I ever need to NEW

Connection

I feel connected to my colleagues

Challenge Status

I feel free to challenge the way things are done here

Wellbeing

I feel supported to look after my health and wellbeing

Diverse Perspectives

Diverse Perspectives are valued at Bupa

Manager Inspiration

My manager inspires me to do my best

Values

People at Bupa live the company values

Sustainability

Bupa is commited to the sustainability of the planet

Company Prospects

I am excited about Bupa's future

Collaboration

Teams at Bupa collaborate effectively to get things done

Customer Focus

Bupa delivers a great customer experience

Improvement Ideas (Open ended question)

In what ways could you experience of working at Bupa be improved?

Listen

We gather employees’ feedback through the 'People Pulse Survey,' launched biannually since 2018 on the Glint Platform. The survey measures 15 engagement drivers across different demographics.

Understand

Data from the survey is analyzed to identify trends and areas impacting employee engagement, complemented by other HR metrics like turnover. Reports are developed for the overall business and individual departments in partnership with business leaders.

Act

Initiatives are implemented to address the findings. These include:

Organization-wide initiatives for all employees
Department-specific initiatives targeting the top three challenges in each department.
Regional-specific initiatives addressing the unique needs of different geographies.
Initiatives to support People Managers, recognizing their critical role in influencing engagement.

Inclusive Practices

We strive to ensure that our policies and practices are fair, transparent, and bias-free. We have announced seven empowering policies designed to empower females, which have helped us to boost our brand reputation for being an employer of choice. By identifying opportunities for improvement, we can create policies that reflect the diverse communities we serve.

In alignment with our commitment to female retention, we have developed seven empowering policies aimed at addressing and resolving the consistent pulse concerns of our female employees. These policies are designed to foster an inclusive and supportive work environment where the voices of women are heard and valued.

Taking care of our Women’s
Health and Wellness

We took a pivotal step in 2023 by introducing our Women’s Health and Wellness Policy to provide women with additional, covering critical health conditions such as miscarriage and menopause.

We also are providing a 12-week maternity leaves as part of our maternity leave. A five-day childcare sick leaves allow also our working mothers to attend to their sick child in the absence of caretaker.

As part of our health initiatives and in support of the breast cancer awareness month of October, we have implemented a complimentary check-up service for our female employees. This service is provided by specific healthcare providers who are partnered with us across all our regions.

Fosterning an
empowering environment

Our efforts extended beyond hiring and retaining our female workforce. These efforts include the introduction of development programs, the provision of mentorship opportunities to foster growth and learning, networking events and workshops to encourage professional growth.

For mothers, we have implemented a Flexi- Maternity Leave Policy. This initiative enables mothers to extend their official maternity leave by four weeks, during which they can work from home

Performance Management

We believe that every employee deserves a fair and level playing field when it comes to assessing their performance and potential for growth. We are committed to promoting diversity, inclusivity, and equity in all aspects of our performance management process. Our policy on Performance Management is stipulated in the Employee Handbook and accessible to all employees. We strive to eliminate bias and discrimination in performance evaluations by focusing on objective criteria and clear performance metrics. Our managers are trained to provide honest and constructive feedback on regular basis. The Performance Management process involves four phases: Outcome Setting, Mid-Year Review, Year-End Review, and the Recovery Phase. Outcome setting criteria should follow SMART objectives and focus on business outcomes. Mid-Year Reviews provide progress updates and coaching opportunities, while Year-End Reviews determine performance ratings for potential salary increases and bonuses. A Calibration process ensures objectivity and consistency in final ratings. Employees rated as partially achieved will be placed on a Capability Development Plan for the following year. Grievances and disputes should be addressed first by the Line Manager and escalated if necessary.

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Talent Development

Growing from within

At Bupa Arabia, we believe in sustainable growth through nurturing our workforce's skills. Our strategy focuses on developing critical competencies and fostering dedication to quality and knowledge. We invest significantly in training and development to build a performance-driven, engaged workforce.

Developing our talents

We’ve created an environment that encourages employee growth by aligning professional development with career aspirations. Through diverse learning programs, we enhance technical skills, soft skills, and sustainability knowledge, transforming jobs into meaningful careers and support tuition reimbursements for upskilling. Our holistic learning ecosystem supports various preferences and learning styles.

On-the-job training

Instructor-led training

Specialized Bespoke Development

Coaching and mentoring

eLearning platforms

Training categories

Regulatory

Sector-related awareness mandated by Insurance regulators, or company’s policies.

All Employees

Professional Qualification Certification

Job related designation earned by professionals to assure qualification to perform a job or task.

300

Technical / Job Specific

Job-specific (functional) skills that assist individuals to excel his performance in a certain task or job.

685

Personal Effectiveness

Character traits and behaviors related skills that enable individual to communicate and perform better.

712

Talent Leadership Development

Programs that aim to increase management leadership skills to drive teams, strategies and achieve high performance

536

Empowering youth

With one-third of our workforce being young, youth development is crucial for our growth. We foster an environment that values fresh ideas and bold thinking, offering structured training and empowering workshops. This commitment unlocks young talent's potential, driving continuous learning and a dynamic, innovative culture.

Bupa Arabias Nurturing Talents Program

A Comprehensive Approach to Youth Empowerment

The Nurturing Talents Program consolidates our training efforts to enhance learning efficiency and resource use. It aims to identify young talent early, creating a pipeline for future needs, targeting trainees, fresh graduates, and Tamheer candidates. Through this program developed in partnership with 10 universities, provided valuable work experience to 900 graduates, with 400 securing full-time employment since 2021.

Partner Universities

Shaping Leaders

At Bupa Arabia, we launched a strategic initiative to develop talents and leadership at all workforce levels. Four distinct programs, co-designed with leading educational institutions, offer comprehensive training and a blended learning experience, fostering leadership development and enhancing cross-functional collaboration.