Human Capital

Trainees/Interns

Male	Female	Total
43	79	122

Learning and development initiatives

Developing talent is a key aspect of our strategic pillars, which drives Bupa Arabia’s efforts to Identify, develop and empower our talent to enable succession and build future capabilities, with a key performance indicator (KPI) of 80% in confirmed successors of identified critical roles to be achieved by 2023. This is in line with the objectives of leadership development at the Company, which include boosting business performance, increasing succession, talent attraction and retention, and driving strategy execution.

Placing high importance on employee career development, we kicked off a Talent Discovery program that encompasses employee potential assessments and constructive actionable feedback from our HR personnel.

Additionally, we have implemented a blended learning approach that covers a framework consisting of 70% on-the-job training, 20% coaching and 10% traditional classroom/virtual training.

Bupa Arabia seeks out best-in-class partners to collaborate with, in order to provide our employees with effective training and offer top learning experiences, thereby ensuring that we deliver the best outcomes for our leaders.

Our mentorship initiatives are comprehensive and detailed in approach, employee-centered and highly effective in their results, supported by a proactive communication process and genuine interest in the well-being of our staff and their wider teams.

Various initiatives addressing all aspects of employee well-being results in high employee enga gement score

Our focus on employee engagement was always to enable a performance driven culture where people feel motivated, engaged, and approach their job with positive energy to help enable our 1Bupa 2023 strategy. Our three-year aspiration from 2020 to 2023 was to reach an employee engagement score of 83% which is based on Glint the score of organizations considered as employer of choice. Based on glint the employer of choice engagement score has decreased from 83% to 80% during 2020 because of COVID-19 pandemic and its effect on employee engagement globally. But we at Bupa Arabia kept our aspiration and reached employee engagement score of 87% by 2023.

For year 2022-2023 we assigned our target at 88% as a step closer to reach our aspiration. We implemented a total of 38 different initiatives under the four categories as mentioned before (organization wide, department specific, region specific and low engaging leaders’ initiatives). Each initiative had a specific purpose to serve with a different success metric, but all combined would help us reach our 2023 target.

Below showcases the breakdown of the 38 initiatives launched per engagement driver and its target set for 2023. Targets for each engagement driver were set based on the scores of employers of choice organizations. Please note that some of the initiatives had been repeated in count as it impacts more than one engagement driver (example growth project will impact fair treatment, personal growth & Career):

• E-sat: 10 initiatives with a target of 88%
• Company Prospects: 5 initiatives with a target of 84%
• Belonging: 10 initiatives with a target of 79%
• Sustainability: 1 initiative with a target 86%
• Customer Focus: 1 initiative with a target 82%
• Challenge Status Quo: 1 initiative with a target 74%
• Wellbeing: 13 initiatives with a target of 80%
• Manager: 2 initiatives with a target 86%
• Collaboration: 1 initiative with a target 72%
• Fair Treatment: 1 initiative with a target 85%
• Personal Growth: 1 initiative with a target 77%
• Empowerment: 1 initiative with a target 80%
• Meaningful Work: 1 initiative with a target of 87%
• Feedback: 1 initiative with a target of N/A
• Career: 1 initiative with a target of 76%
• Tools & Resources: 1 initiative with a target of N/A
• Encouragement: 1 initiative with a target of 81%
• Connection: 1 initiative with a target of 88%

All the previous targets were set to be reached within 1 year through implementing the 38 listed below initiatives:

1. Employee benefits program: collaborating with suppliers to provide discounted rates to employees on products and services that they buy on a daily, weekly, monthly, and yearly perspective. From hotel and flights to food and schools, it is purely driven from the spending habits of Bupa Arabia employees and their families.
2. HR calendar: an engagement calendar where all activities (fun, international day celebrations etc) are plugged throughout the year.
3. The 1800: a virtual town hall session to update all Bupa Arabia employees on their recent business update to keep exciting them on Bupa’s future. We also utilize on the session to announce new HR programs.
4. Bupa strategy refresher: to keep our people focused on our 1Bupa 2023 business strategy we conducted virtual multiple sessions to all Bupa Arabia employees where each business leader presents one of the six strategic pathway pillars.
5. Saving program: Contracting with several banks to provide a sustainable saving fund options with a favourable ROI to Bupa Arabia employees.
6. Client based recognition: Recognizing Bupa Arabia employees who are deployed at our client’s premises, such as hospitals and client offices.
7. Years of service recognition: Celebrating and recognizing employees who completed 5,10,15,20 & 25 years of service at Bupa Arabia. Recognition is not only by awarding them a trophy we also pay a sum of money equivalent to the years of service.
8. CEO culture awards: Celebrate and recognize Bupa Arabia’s employees outstanding cultural achievements based on 8 different categories (example mission possible award for challenging the status quo)
9. Sustainability assessment and education program: to be able to assess Bupa Arabia’s status on ESG and how as an organization and people we can contribute to the environment and society in a governed manner. Another objective is to educate all employees on sustainability topic and how can they and the community contribute positively.
10. Flexi-strategy: Our Flexible Working Model is an added benefit for our people. Where it provides them with different degrees of flexibility by offering multiple polices. The priority is to give Bupa Arabia employees balance between their work life and their home/caring responsibilities, resulting in increased employee productivity, employee engagement and career longevity. The priority is to give Bupa Arabia employees balance between their work life and their home/caring responsibilities, resulting in increased employee productivity, employee engagement and career longevity. The flexi strategy had multiple policies under the following categories:
    • Flexi time: Flexibility that will be added to our current time options for the employees to be able to work in different time zones.
    • Flexi Leave: Flexibility that will be added to our current policies of leave to benefit our Bupa Arabia employees.
    • Flexi place: Flexibility that will be added for employees to be able to work from different physical places.
11. Burnt out services (mental health): Key aim of the initiative is to support employees & their families who are going though mental challenges driven from emotional, social, financial, professional, and physical causes. The program is offered through a partnership with KON who experts in their field. Our partnership with Kon provides our employees with a confidential service with individual assessments, comprising of counselling, coaching and workshops. Topics covered include relationships, parenting, career, personal development, entrepreneurship, well-being/employee engagement, content development, and retreats to individuals or organizations. The purpose is to reduce burnout, identify areas in employee’s personal lives that may affect their productivity and motivation, and to understand and address any feeling of negativity among employees.
12. People care program: Supporting employees with medium-high chronic disease proactively by addressing their medical conditions, checking up on them consistently, and offer flowers for employees who are being hospitalized and/or had a newborn. This initiative is in alignment with Bupa Arabia’s purpose of helping people live longer, healthier, happier lives we are providing our people with advanced medical issues a wholistic support system by:
    • Easier facilitation in hospital visits
    • Security in the workplace
    • Providing medical advice
    • Psychological support
13. Parents insurance: offering employees the chance to insure their parents under Bupa Arabia, by developing 4 benefits schemes to cater to all needs.
14. Health lounge: is a campaign we initiate twice a year to take care of employees and their families health and well-being. We have blood pressure and sugar checks, BMI check, optical, dental, general doctor consultations in addition to blood donation and flu/meningitis vaccine completely free of charge. We have also brought in breast and prostate cancer awareness, derma awareness, smoking cessation, and blood tests for the tests that are not covered in the insurance.
15. Health awareness session: this is conducted on international days/months to create awareness on important medical aspects as breast cancer, mental health, and world pharmaceutical day:
    • Breast cancer day: this year, we are dedicating an event for our female employees that focuses on raising breast cancer awareness, reducing health risks, and fostering a healthy and happy life. We are providing mammogram x-rays for early detection, acknowledging the profound impact on our female employees’ lives.
    • Mental health day: to dedicate a one-day event to raise awareness on mental health for all BUPA Arabia’s employees across all regions in partnership with KON which will be e in charge of designing and implementing on-site workshops and informative content to be displayed in all company’s screens and internal portals. The program will offer valuable insights into the world of mental health, showcasing unique challenges employees face, as well as useful tools to help deal with them. The program will include workshops, awareness materials, as well as group coaching happening simultaneously throughout the day at all locations. During Mental health day, we delivered a combination of wellness activities to promote recognized and practical health, anti-stress therapy, and clean-living practices, as follows: Kun Marathon - two experts will deliver pop-up visits across different departments to implement a 15-minute wellness activity including meet & great with the experts and group coaching.
    • World pharmaceutical day: on the world’s pharmacists’ day, we engage our pharmacists to participate in offering pharmaceutical counselling services to all BUPA Arabia employees and we recognise them by celebrating their efforts.
    • Smoking cessation: We organized awareness sessions led by our doctors to promote smoking cessation. Additionally, we provided consultation services to support our employees in their efforts to quit smoking.
    • Lunchbox health tips: We organized online sessions to provide our employees with valuable tips on preparing nutritious meals for their children to take to school.
16. Special medical care: reactive support to our employees who need exceptional medical approvals to undergo a specific medical treatment not covered by the medical insurance policy locally and globally.
17. The biggest winner: is a program that encourages employees to take responsibility over their BMI or weight in a span of 2 months, supported by medical staff and nutritionist. In addition, we offer our participants special offers on healthy food subscription to continue their healthy journey.
18. Smile workouts: is a 2-month program of one-hour in-housework out sessions that occurs three times a week in Bupa Arabia’s gym facilities, to promote a healthy lifestyle for employees. It encourages them to take an hour break, where they can go workout with professional trainers at the gyms in each of our offices.
19. Celebrating international fitness days: Where we hosted sessions across all Bupa Arabia premises in all regions.
20. New year’s celebration: a celebration for employees to gather on the company’s terrace and bring their favorite breakfast dish to share it with their colleagues.
21. Saudi national day celebration (week of gratitude): We organized a week-long initiative in celebration of Saudi National Day, featuring a unique cause for each day aimed at giving back to our country. Our campaign included various activities such as educational workshops to equip and empower orphans for their future careers. We also engaged in maintaining sustainable future by planting greenery and encouraging our employees to actively care for the environment. Collaborating with local contractors, our employees dedicated their time and skills to fix broken homes for people in need. To deepen our understanding of our nation’s rich history, we arranged trips for our employees to visit historical landmarks across different regions. This provided them with valuable knowledge about our heritage and cultural legacy. Additionally, we showed support for our employees and their local businesses by hosting a bazaar within our company premises, creating a platform for them to showcase and promote their products and services.
22. Foundation day: We have arranged our office spaces with diverse regions of Saudi Arabia, showcasing their unique themes and allowing people to immerse themselves in the rich culture. Additionally, we have extended invitations to productive local business owners to participate in selling a variety of high-quality products, adding to the overall experience and productivity of our space.
23. Sign language training: to establish a partnership with an institution to provide sign language training for a selected number of hospital delegates across all regions to gain new skills to communicate with people with hearing/speech difficulties.
24. Back to school event: In recognition of the importance of our employees’ families, we dedicated a day during the initiative for our employees from all regions to bring their children to the office to get a glimpse of their parents’ job routine, participate in a range of enjoyable activities, and receive exciting giveaways. We encouraged our employees to donate school supplies for orphans across the country.
25. Ice cream day: this summer, our employees enjoyed ice cream and healthy refreshments every Thursday for nine weeks under the theme “beat the heat”. this initiative was valuable to boost our employees’ engagement and acted as a great refresher in this hot summer.
26. Labour Day: We expressed our appreciation for the hard work of our employees and honored their valuable contributions by gifting them vouchers as a token of our appreciation.
27. Tournaments: padle, ping-pong, cricket, and football tournaments offer an outlet for physical activity, leading to improved fitness, stress reduction, enhanced mood, and overall wellness.
28. Enabling inconsistent leaders: tailoring specific KPI’s and action plans for 73 leaders who are having inconsistent engagement scores across multiple cycles to help them address the challenges and enable them to overcome it.
29. Riyadh specific engagement strategy: a main driver to our 1Bupa 2023 business strategy is how to gain more market share and have stronger presence, as HR team we had to develop a region-specific plan on how we can enable the business strategy. Five key pillars are considered in the design of the Riyadh framework and operating model: customer segmentation, product design, distribution channels, provider management, and service operations.
30. Riyadh office opening: this year, we launched our new office in Riyadh located in KAFD, an exemplary workspace for many reasons: it is the future business hub in the middle east, to promote brans and accelerate market growth, most clients are in KAFD, it is a sustainable city that supports our ESG efforts.
31. Eid celebration: we welcomed our employees back from the holiday by celebrating and receiving exciting giveaways. Our employees had the choice to share their pictures with their families while celebrating a festive breakfast and got a chance to win thoughtful prizes.
32. Cultural diversity day: to promote cultural diversity and support the cause, we invited our employees for an inhouse festival to showcase their hometown culture and traditions by bringing food, clothes, antiques pieces, or anything that represents their culture.
33. Independence Day communication: At BUPA Arabia, inclusion holds significant importance as we place great emphasis on recognizing the Independence Day of all nationalities. We demonstrate this commitment by actively engaging in internal communication efforts and sharing these celebrations across our internal platforms.
34. Father’s Day: we recognised and honoured all the dads at BUPA Arabia by offering a voucher for every father across all regions to enjoy a free meal with their kid at a well-known restaurant to strengthen the bonds between fathers and their kids.
35. HR connect: quarterly regional roadshow where employees from each HR department travel to the regional offices to support employees need instantly.
36. Health insurance for orphans: we cover all orphans from registered orphan care homes in all regions of Saudi Arabia.
37. Mentorship program: The main objective of this initiative was to support our low engaging leaders in the development and transformation of them to become high engaging leaders within the organization. This positive change will impact how we attract, retain, develop, and engage our people within the organization. This will be done through connecting mentors and mentees in a platform with a guided framework to exchange in four different sessions best practices and advises.

Growth 2.0: Continuation of the exceptional implementation of phase 1 of the project where we contracted Korn ferry Hay group to support the design of the new grading structure and benchmark our salaries vs. market.