Our people

In 2025, stc group employed 18,921 employees across Saudi Arabia, Bahrain and Kuwait, with 10,448 employees in stc KSA representing the largest share of the workforce. The Group maintained a strong focus on localization, achieving a Saudization rate of 89.6% in KSA and local subsidiaries, supporting national workforce development.

Workforce optimization remained a key priority, with 568 employees benefiting from the Early Retirement Program, contributing to a more agile and efficient organizational structure. At the same time, hiring activity increased at the Group level, reaching 1,150 new hires (vs. 924 in 2024), reflecting a shift toward targeted recruitment in critical capability areas.

Employee retention remained strong, with turnover stabilizing at 4.18% (vs. 4.3% in 2024) despite ongoing transformation initiatives. This reflects the effectiveness of enhanced employee experience, engagement initiatives and competitive reward practices in maintaining workforce stability.

Diversity, equity and inclusion (DEI) is a core pillar of stc group's people strategy, with a focus on creating a workplace where diverse perspectives are valued, equitable opportunities are provided and employees feel a strong sense of belonging. In 2025, the Group continued to demonstrate measurable progress while identifying key areas for further improvement.

stc continues to invest in a portfolio of targeted programs aimed at enhancing leadership capability, increasing representation and supporting sustainable career growth for women.

Given our commitment to gender equity at all organizational levels, stc champions women in leadership by cultivating an inclusive workplace that empowers female talent. In 2025, we recorded continued progress in female representation across both junior/middle and senior management levels, reflecting year-on-year improvement across the group.

stc group continues to build a resilient and future-ready workforce, with a strong focus on attracting, developing and retaining high-quality talent.

Employee engagement is a key driver of organizational performance at stc, directly influencing productivity, retention and customer outcomes. The Group leverages the Employee Experience Index (EEI) as a strategic tool to measure employee sentiment, identify priority areas and drive targeted interventions across the employee lifecycle.

In 2025, EEI insights highlighted cross-functional collaboration and continuous development as critical areas for improvement. In response, stc implemented over 300 targeted action plans in collaboration with business leaders and HR teams, reflecting a more structured and data-driven approach to engagement management.

EEI continues to provide a comprehensive view of the employee experience across key stages of the employee journey, supported by core dimensions including work purpose, culture and organizational alignment. Insights are translated into actionable improvements, with outcomes communicated transparently to employees and embedded into business and HR plans.

stc provides a comprehensive and inclusive benefits framework including non-pay benefits, designed to support employee well-being, financial stability and work-life integration.

Additional benefits such as transportation support, connectivity services, corporate discounts and targeted assistance programs (including support for employees with children with disabilities and exceptional medical cases) further enhance the overall employee value proposition.

We support employees returning from parental leave with childcare options and help securing nursing care. Men get 3 days' fully paid leave within 15 business days of their child's birth.

In accordance with Labor Law, female employees are entitled to 12 weeks of fully paid maternity leave. This leave may be allocated at the employee's discretion, provided it commences no earlier than four weeks prior to the expected delivery date, as verified by an approved medical authority and that the direct manager is notified upon submission of the request. Female employees must not be required to work during the six weeks immediately following childbirth under any circumstances. Additionally, employees may extend their maternity leave by one month without pay.

stc group operates a structured and performance-driven approach to managing and developing its workforce, ensuring strong alignment between individual performance, capability development and organizational priorities.

At the core of this approach is JADARA, stc's competency framework, which defines the critical skills, behaviors and expectations required across leadership and functional roles. Through regular assessments, employees are supported with Individual Development Plans (IDP) that address capability gaps and enable continuous professional growth aligned with business needs.

In 2025, stc continued to strengthen its performance management practices by embedding a continuous and outcome-focused performance cycle, moving beyond traditional evaluation toward ongoing performance enablement.

At stc, protecting labor rights is a top priority. We have established mechanisms, procedures and policies to prevent labor law violations, fully aligned with Saudi Arabia's legal framework and the International Labor Organization (ILO), of which Saudi Arabia is a member.

Employee representation has been a cornerstone of stc's approach for over 21 years, reflecting a long-standing commitment to safeguarding labor rights and fostering constructive dialogue between employees and management.

The Workers' Committee ensures the maintenance of labor rights across the stc group. Comprising 18 representatives from 5 regions, this committee facilitates communication and addresses employee concerns regarding wages and working hours. These representatives negotiate directly with management to foster strong working relationships and protect labor rights. stc marked a key milestone throughout the year with the successful completion of the 7th term elections of the Workers' Committee, demonstrating strong employee participation and reinforcing the transparency and integrity of the election process.

stc is dedicated to safeguarding the rights of employees and stakeholders through effective internal controls. We encourage employees to voice their concerns, reaffirming our commitment to corporate values. There are 5 reporting channels through which employees can report their concerns: directly to their manager; to the HR team; to the Business Integrity team; via email (Speak-up@stc.com.sa); and via our online reporting tool, HUB, which includes the whistleblowing policy and procedures.

We continuously identify and assess potential hazards, including physical, chemical, biological and human factors. These hazards can arise from materials, machinery, equipment, or personnel functions across stc group's operations. To minimize risks to the safety and health of our personnel, contractors and third parties, we have implemented effective control measures.

Our safety policies and manual guide the identification, assessment and management of risks, ensuring hazards and incidents are reduced. All workers receive a copy of this manual, while contractors must submit detailed drawings outlining the scope of work, associated risks and relevant documentation, including risk assessments and methods statements. Safety and security teams conduct regular inspections and must provide clearance before allowing workers on-site.

The General Department of Safety and Security focuses on ensuring the organization's readiness to effectively respond to emergencies and critical incidents, minimizing risks to people, assets, and operations. In 2025, the general department maintained and updated stc Safety & Security emergency response plan, conducted regular drills and simulations, ensured the readiness of emergency systems, and provided targeted training for employees and security teams. Ongoing coordination with relevant authorities and continuous evaluation of response capabilities strengthened business continuity and enhanced the overall safety of company sites.

Through safety training workshops and campaigns, we equip all staff and contractors with essential skills for safe work performance.

To cultivate a robust culture of health and safety, stc actively promotes these practices.

These actions contribute to stc's commitment to maintaining a safe working environment and promoting a culture of health and safety.

At stc, employee wellbeing is a key priority, supported through a comprehensive range of health, wellness and support initiatives that promote physical, mental and social well-being across the organization.

In addition to occupational health and safety programs, stc provides access to on-site medical support, with two medical offices located at the main campus offering immediate care and basic health services to employees. Preventive care remains a core focus, with regular health awareness initiatives such as seasonal influenza vaccination programs, blood donation drives and campaigns addressing key health topics including diabetes and breast cancer awareness. These initiatives are often extended to employees' families, reinforcing a broader culture of health awareness and community engagement.

stc's employee support framework also includes a range of specialized programs and benefits designed to address diverse health needs. These include infertility treatment support, obesity management programs and educational allowances for employees with special needs. In addition, the Special Needs Fund Service provides support for non-occupational medical conditions not covered by standard insurance policies.

stc safeguards labor rights by following Saudi Arabian law and ILO standards, ensuring employee representation through the Workers Committee.