EMPLOYMENT AND WORKFORCE MANAGEMENT

Our approach

Our approach to workforce management covers all employees across global operations and encompasses recruitment, job creation, capability development, engagement, sense of belonging, compensation, wellbeing, and culture.

2025 developments

Performance management

Performance reviews are a core mechanism for strengthening our talent and directly advancing our workforce priorities. All professional employees, including executives, participate in a globally defined and managed annual performance review and receive a performance rating, with 100% of eligible employees receiving a rating in 2025.

Capability development

Employee development is underpinned by our Leadership Way framework. Global mobility assignments, AI-enabled learning platforms, scholarship programs, leadership readiness programs, and our wellbeing framework expand capability development. Structured talent-pipeline programs support career development and national workforce priorities, and these concepts are reinforced through an immersive Boot Camp program designed to guide global leaders through transformative and personal change journeys. The initiative reached senior leaders across Saudi Arabia, Singapore, India, and China. Other internal leadership programs, including Leadership in SABIC and The Impactful Leaders, similarly strengthen capabilities across the organization.

A new digital learning platform provides access to over 100,000 resources, including videos, custom role plays and professional certifications, ensuring training is relevant and future focused. Collaboration with Saudi Aramco continued on benchmarking, knowledge exchange and on a number of employee and professional development programs.

Pay equity

SABIC maintains a global compensation philosophy that balances external market competitiveness, internal equity and performance-based differentiation. The company conducts annual pay equity analyses across the Americas, Europe and Asia Pacific. We monitor pay-equity outcomes as part of our ongoing compensation governance and review processes.

An external consultant verified that 100% of our employees working in countries with a statutory minimum wage were compensated above statutory thresholds, excluding allowances, overtime, or bonus payments. Periodic audits paid particular attention to high-inflation regions and markets undergoing new regulatory changes. SABIC also advanced its “Living Wage” initiative in collaboration with an external agency.

Employee experience

Our annual global employee survey had its highest ever participation rate of 81%. We introduced enhancements to enable increased digital access for all employees, including those in manufacturing plants, and a faster execution compared to previous survey cycles.

By 2030, we aim for over 90% of our employees to feel they thrive at SABIC, with an employee experience index aligned with this ambition. In the 2025 survey, 73% of employees reported that they feel they thrive at SABIC, increasing 1% from 2024.

A range of health and wellbeing initiatives were conducted to support employees and foster community engagement. These include mental health programs at our manufacturing sites and awareness campaigns on health topics and workplace ergonomics.

Read more about SABIC's workforce management initiatives.

_{Disclaimer: This abridged interactive version of the SABIC Integrated Annual Report 2025 is based on the original PDF report published on this website. In case of any discrepancy, the original PDF report will prevail.}