Improving diversity in the workplace: Bupa Arabia
A case study on how Bupa Arabia developed a framework for diversity and inclusion following the Bupa Global model, illustrating their commitment to EDI in the workplace
A case study on how Bupa Arabia developed a framework for diversity and inclusion following the Bupa Global model, illustrating their commitment to EDI in the workplace
Equality, diversity and inclusion (EDI) have had an increasing profile on both social and organisational agendas in recent years. Despite progress in many areas, other challenges remain persistent and recent backlash against EDI from some quarters have added to the challenge.
Bupa Arabia, a leading health insurer in Saudi Arabia, seeks to highlight and strengthen its commitment to EDI through the development and implementation of its Diversity and Inclusion Framework.
Established in 1997, Bupa Arabia is headquartered in Jeddah and part of the global Bupa network. It offers health insurance products and services that cater to the needs of Saudi Arabia’s corporations, government institutions, small and medium-sized enterprises and those they employ.
The organisation prides itself on its commitment to the wellbeing and development of its employees, providing them with the same standard of care, support and professionalism that it expects to be delivered to its customers.
The company has ambitions to build on its leadership position to be the greatest healthcare company in the Arab world. Its vision is a healthier and happier life for whoever the organisation reaches, whether a member, an employee or part of the community.
Bupa Arabia believes that having a diverse workforce enables it to better understand and serve customers’ needs, helping the company to think differently and approach situations with an alternative mindset. It also wanted to highlight and strengthen its commitment to the importance of diversity in the workplace.
In response to the challenge, Bupa Arabia developed its Diversity and Inclusion Framework. The framework consists of three main pillars and associated goals:
A culture where everyone feels a sense of belonging and employees feel able to bring their true selves to work and be their very best.
Goals
Leaders visibly role-model inclusive leadership, building diverse teams and creating psychologically safe environments where its people can develop and grow.
Goals
Ensure policies and practices are fair, remove bias and allow the organisation to attract, retain and promote increased diversity, reflecting the customers and communities it serves.
Goals
Based on these three pillars, Bupa Arabia aims to achieve the following core objectives:
Bupa Arabia implemented targeted interventions and initiatives against each of its inclusion and diversity pillars. These efforts are in line with Saudi Arabia’s 2030 Vision which emphasises that a prosperous, contemporary nation must inspire and empower all members of society.
As part of Bupa Arabia’s inclusive leadership agenda, the company introduced the following leadership development programmes:
1. Emerging leaders programme
Aims to accelerate the talent development of emerging leaders through a blended learning experience. In 2023, 31% of participants were female, and there were 10 different nationalities.
2. Accelerator programme
Aims to equip high-potential middle management with the practical skills needed to boost business performance, execute strategy and accelerate readiness to take on senior roles. In 2023, 24% of participants were female, with 10 different nationalities represented.
3. Transformational leaders programme
Aims to sharpen the skills of senior management through a 6+ months’ modular experience. In 2023, 19% of the participants were female, and 26% were of different nationalities.
4. Executive coaching programme
Aims to develop the mindsets and skills needed to succeed, boost performance and working relationships, and build a healthy succession pipeline.
Bupa Arabia achieved its 2022 target of 36% overall female representation and 14% women across the senior management team, while in 2023 it achieved 39% and 16% respectively. Half of the company’s HR managers are female.
Bupa Arabia is proud to have 26 different nationalities represented in its workforce, whilst at the same time being compliant with Saudization quotas.
Bupa measures its diversity efforts against two ‘People Pulse’ drivers, belonging and inclusion. In 2022, Bupa Arabia’s ‘belonging’ driver scored the highest across all Bupa market units internationally and exceeded the global benchmark by 12 points. The ‘inclusion’ driver was first introduced in 2020, with Bupa Arabia securing an all-time record of 81 at its first attempt. In November 2021, the company won the People Leadership Award for ‘Agile culture: the best, most diverse people and a great place to work’.
Of the new employees joining Bupa Arabia in 2023, 38% were female, up from 27% in 2020. There are similar positive trends in the promotion of women (in 2022, 36% of promotions were of female employees, up from 34% in 2020) and in female mobility and transfers (40%, up from 37%). Bupa Arabia is 100% compliant with the ‘No Gender Pay Gap’ philosophy.
Bupa Arabia has learned that:
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