Inclusion of people with disabilities

Our workplace culture values the inner qualities of employees, safeguarding respect and empowerment for everyone. Our DEI efforts include all employee segments to promote fairness and equitable opportunities.

Across stc Group, our buildings have disabilityfriendly features such as accessible parking, wide doorways, ramps, grab rails and more. Through our employment mapping tool, we identify roles best suited for individuals with various disabilities, ensuring alignment with their abilities. We also support them through an environment that considers their needs in terms of physical accessibility, technology and communication.

Key initiatives that make stc attractive for PWDs include:

• Sign language and deaf culture workshops for employees.
• Strategic collaborations with disability advocacy groups and educational institutions to create a supportive ecosystem.
• Implementation of a social responsibility program policy by solutions by stc that encourages the integration of people with determination into our workforce.
• sirar’s commitment to creating an inclusive workplace by making physical spaces, digital platforms and communication materials accessible, along with adopting inclusive hiring practices that prioritize the recruitment of candidates with disabilities.

Culture and ethnicity

Despite our high nationalization rates where a significant percentage of employees are citizens of the countries where we operate, our workforce represents a variety of ethnic backgrounds and cultures. We actively engage in self-identification efforts to better understand how different cultures and ethnic groups are represented across our organizational structure. We listen to and learn from our colleagues to maintain a welcoming and nurturing work environment. In 2024, stc Group recorded a diverse mix of over 60 nationalities, underscoring our commitment to fostering an inclusive and multicultural atmosphere.

Nurturing talent, unlocking potential

We focus on developing and training our employees by creating personalized training plans to meet their individual needs. We set annual and semi-annual goals based on these plans, which specialists implement. Training occurs through stc Academy with support from qualified external companies, using various methods like classroom and online sessions. We monitor and evaluate these programs to make sure they meet specific standards.

Adhering to recognized standards and best practices assures quality and creates an environment of trust and excellence for employees. Maintaining high standards not only leads to exceptional results, but also builds a winning workplace culture.

Demonstrating our commitment to excellence and employee well-being, we have the following ISO certification for stc KSA:

• ISO 9001 for Quality Management
• ISO 45001 for Occupational Health and Safety Management
• ISO 41001 for Facility Management
• ISO 29990 for Learning Services for Non-Formal Education and Training

stc leads the way in driving innovation with 4IR tools such as AI, IoT, big data and analytics, and automation. Our goal is to prepare the next generation for a changing technological landscape. To this end, our Training and Development policy demonstrates commitment to this goal by investing in the personal and professional growth of our employees in a way that ensures equal opportunity.

• Use a customized learning approach and adopt best practices.
• Create tailored learning solutions to develop employee capabilities based on business needs.
• Provide targeted learning solutions to increase sector-level capabilities, focusing on key competencies, identified skill gaps and customized business needs.
• Collaborate with top training providers to deliver the best learning solutions.

stc is committed to empowering youth through an engaging and award-winning work environment. We offer unique incentives and internal youth empowerment programs to integrate young individuals into the workforce.

As more young people graduate each year, it is essential to assimilate them into the job market and harness their talent. We do so not only for the sake of organizational growth, but also to grow talent in the region for a legacy impact on the economy and society. Our flagship talent development programs help youth reach their full professional potential.

Employee engagement is a critical pillar of stc’s organizational success, driving innovation, customer satisfaction and operational efficiency. In 2024, the Employee Experience Index (EEI) highlighted cross-functional engagement and development opportunities every year and is a key focus areas, emphasizing the need for a more connected and motivated workforce.

We offer support to employees transitioning back to work after parental leave. Our parental leave options include childcare support and assistance in securing nursing care for family members. Our paid parental leave policy adheres to local labor laws in each country where we operate. Women are eligible for 10 weeks of maternity leave with full pay, which may commence up to 4 weeks before the due date, as approved by a licensed medical professional. Men are entitled to 3 days of fully paid leave within 15 business days of their newborn’s delivery.

For children with special needs, women can extend their maternity leave by an additional month with full pay and 1 more month without pay. Furthermore, women with preschool-aged children receive an annual childcare allowance, and we provide additional support for all parents welcoming a newborn.

Our competency framework, which we call JADARA, defines the skills and performance expectations for stc’s core leadership and functional roles. After competency assessments, we create IDPs for each employee to address any skill gaps.

We manage and track performance through regular check-ins, annual performance reviews and career development sessions for targeted employees. Each stc employee’s performance is evaluated based on specific KPIs established at the beginning of the year.

stc is committed to protecting the rights of employees and stakeholders by providing effective internal control mechanisms. We encourage our employees to speak up and confirm we uphold our corporate values.

All stc employees are required to adhere to the stc Code of Ethics, which emphasizes our Fair Employment policy. This policy underscores the importance of respecting workplace diversity and prohibits harassment, bullying and unfair employment practices in all forms. Violations of these policies are addressed promptly by the appropriate personnel, and employees can report such issues through the Speak- Up whistleblowing channel. All grievances are handled professionally and discreetly, with external oversight.

To address complaints, we have dedicated channels for employees to inquire about HR policies and procedures, with ticketing systems that monitor closure of issues raised. We also ensure employee awareness of updated policies and procedures through emails and SMS notifications. Additionally, all stc subsidiaries have established complaints mechanisms, reinforcing our commitment to preventing human rights violations, discrimination and harassment throughout the Group.

Prioritizing health, safety and well-being

We prioritize a safe and healthy work environment to protect employees and contractors from injury and illness. Keeping employees and contractors safe and healthy is not only an obligation of the Group, but also good for moral, productivity and work quality.

Occupational health and safety

Our primary focus is to create a positive safety culture based on awareness, prevention and proper care. Our Management Commitment to Occupational Health and Safety policy affirms stc’s leadership dedication to health and safety and outlines responsibilities to ensure compliance with relevant laws and regulations. In 2024, stc maintained ISO 45001 certification, reinforcing our commitment to national and international Occupational Health and Safety Management System (OHSMS) standards.

Our Health and Safety Management system complies with the following:

• Ministry of Human Resources and Social Development – National Council for Occupational Safety and Health policies
• High Commission for Industrial Security (HCIS) directives Civil defense requirements
• National Fire Protection Association (NFPA) international standards
• Occupational Safety and Health Administration (OSHA) international standards

Hazard identification, emergency response, risk assessments and incident investigation

On an ongoing basis, we identify and assess potential hazards, including physical, chemical, biological and human factors. These hazards can arise from materials, machinery, equipment, the working environment or personnel functions across stc Group’s operations and services.

We have implemented reasonable and effective control measures to minimize risks to the safety and health of our personnel, contractors and relevant third parties.

Before any workers are allowed on site, the safety and security teams must provide clearance. These teams conduct regular inspections and routine testing, measurement and calibration of all active and passive safety systems. We identify risks, mitigation measures and potential outcomes, maintaining records of all suggestions and risk assessments on the Risk Management Monitoring and Reporting Dashboard for top management.

Working at heights

At TAWAL, we prioritize the safety of our employees and contractors while managing tower infrastructure through outsourced service providers. Our managed service provider (MSP) adheres to a stringent Climbing and Working at Heights policy, confirming all MSP employees receive specialized training on its standards. These policies apply to everyone working on our towers, reinforcing our unwavering commitment to safety and risk mitigation.

Our Health, Safety and Security (HSSE) policy mandates that only certified subcontractors are authorized to climb TAWAL sites. We rigorously verify that key contractors hold governmentapproved certifications for Working and Rescue at Height, covering critical aspects such as fall hazard evaluation, fall protection systems, positioning and suspension techniques, rescue protocols, lifelines, body weight calculations and emergency response planning.

Health and safety training

Through safety training workshops and campaigns, we equip all staff and contractors with essential skills for safe performance at work. We also conduct health and safety training through stc Academy, our e-learning platform. Our ecosystem of safety and health training programs include:

• Safety induction programs to familiarize employees and contractors with our safety policies and culture
• Regular emergency and fire drills to train employees and residents in emergency response procedures,
• Ongoing preparation of our Emergency Response team, and testing of its systems
• Toolbox meetings with contractors
• Internal communication on health and safety to all employees, via stc internal channels
• To foster a robust culture of health and safety, stc follows these practices

Employee health initiatives

At stc, we are committed to promoting employee health through a comprehensive range of initiatives designed to support overall well-being. Our offerings extend beyond standard insurance to include services such as:

• Infertility treatments
• Obesity programs
• Special needs education allowances
• Seasonal influenza vaccines
• Blood drives
• Diabetes awareness campaigns
• Breast cancer initiatives

We prioritize mental health by providing counseling services, and our Special Needs Fund Service addresses non-occupational medical conditions that may not be covered by standard insurance.