Employee-Oriented Corporate Culture

By the end of 2024, the total number of employees at Akçansa reached 1,007. Of our workforce, 61% are blue-collar employees and 39% are white-collar. While women represent 8.5% of our total workforce, this figure rises to 20.6% among white-collar employees. Although the industry average for women representation is 5.1%, Akçansa exceeds this benchmark. We remain committed to increasing women employment and will continue to deliver above-average performance in alignment with our diversity and inclusion goals.
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The distribution of employees by education level reflects both the diversity and educational depth of our workforce. As of 2024, 28.2% of our employees hold a university degree or higher, 66.7% have completed high school or hold associate degrees, and 5.1% have primary school education. This distribution highlights Akçansa’s inclusive employment approach, which embraces individuals from a wide range of backgrounds.

Employee Ratıo by Age Group

At Akçansa, we invest in both young talent and experienced professionals in a balanced manner.

As of 2024, 74% of our employees are between the ages of 30 and 50, 16% are under the age of 30, and 10% are 50 or older. This distribution reflects our commitment to harnessing the dynamism of younger employees while benefiting from the knowledge and experience of our seasoned workforce.
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At the same time, we are fully aware of our responsibility to protect and promote employee rights. We view collective labor agreements not merely as a legal requirement, but as a vital tool for safeguarding rights and enhancing job security. At Akçansa, employees are free to exercise their trade union rights.
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During the reporting period, the provisions of the Group Collective Labor Agreement signed between the Turkish Cement, Ceramic, Earth and Glass Industry Workers’ Union and the Cement Industry Employers’ Union were in effect, covering the period from January 1, 2024, to December 31, 2025. As of 2024, 50% of our employees are covered by collective labor agreements. These agreements provide broad assurances ranging from economic to social rights, and they form the basis for initiatives that improve employee well-being and job satisfaction. We respect our employees’ freedom of association and ensure that this right is protected in line with international standards and The International Labour Organization (ILO) conventions. Our employment contracts include no restrictions against union membership or participation in collective bargaining agreements.

We adopt the principle of joint responsibility for our subcontractor employees. As of 2024, the number of subcontractor employees has reached 1,340. At Akçansa, we regularly monitor the timely payment of wages and the fulfillment of social security obligations by subcontractor firms. We are committed to preventing any loss of employee rights by promptly evaluating feedback received from subcontractor workers.

At Akçansa, we have implemented a performance management system aimed at maximizing the individual potential of our employees and enhancing overall workforce productivity. This system translates our corporate strategies into individual goals and provides a structured approach to measuring employee contributions, built on the principles of transparency, fairness, and continuous development. Our performance management processes are aligned with our sustainability vision, encompassing both environmental and social targets, as well as initiatives that support career growth.
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The performance management system is applied in two distinct ways for unionized (in-scope) and non-unionized (out-of-scope) employees. This differentiated approach enables flexibility tailored to employee needs while aligning personal goals with overall company strategy.
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For out-of-scope employees, performance management is carried out via the Perf-x digital platform. At the beginning of each year, employees and their managers engage in goal-setting meetings, defining objectives and competencies that are derived from corporate strategies. These goals are uploaded into the Perf-x system and monitored throughout the year through structured feedback mechanisms.
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At the end of the assessment period, employees and their managers evaluate performance based on individual goal cards and defined competencies. As part of our 360-degree feedback process for out-of-scope employees, feedback is also gathered from peers and business partners—making collaboration and team dynamics a key element of our performance model. At Akçansa, we also integrate sustainability-related performance indicators into the annual evaluation criteria for all white-collar and blue-collar employees. This integration strengthens company-wide awareness and accountability around environmental and social responsibilities.
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For in-scope (unionized) employees, performance management is conducted in line with the procedures defined in the Collective Labor Agreement. Annual evaluation meetings are held in February, after which performance ratings are determined and effectively used in reward and career development decisions. Awareness activities are also carried out to encourage the participation of employees from our factories, ports, and ready-mixed concrete plants in the performance evaluation process.
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Promotion processes at Akçansa are based on job performance, individual performance outcomes, and leadership potential. When filling open positions, we prioritize internal talent by posting job opportunities within the company and utilizing our succession planning framework. These succession plans are integrated with our performance management system and are designed to foster continuous professional development. As of 2024, we achieved a 90% succession rate among leadership positions, actively supporting the career paths of our key talent. At every stage, we provide feedback on strengths and areas for improvement, reinforcing a transparent model that promotes growth and development.

Following our 2024 webinar titled ‘The Art of Appreciation and Feedback,’ we launched our ‘Feedback Weeks’ initiative, resulting in 503 feedback entries submitted through the system.

At Akçansa, we go beyond performance evaluations to support the long-term development of our employees. Our aim is to build a strong and sustainable framework that empowers each individual throughout their career journey. We offer a variety of programs and tools designed to nurture potential and enhance professional growth. Our key approaches in the career planning process:

At Akçansa, we view training and development as one of the cornerstones of organizational success, essential for preparing our workforce for the future of business. Guided by our “Development for the Future” philosophy, we implement a comprehensive training and development strategy aimed at supporting the professional and personal growth of our employees, facilitating their adaptation to an ever-changing world, and strengthening our culture of organizational learning.
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We offer modular training content tailored to all levels—from new hires to experienced professionals—and include employees with leadership potential in Sabancı Holding’s leadership development programs. Through our training programs, we aim to equip employees with both technical expertise and soft skills, preparing them for the evolving dynamics of the business world. We also foster a culture of peer learning through workshops, seminars, social clubs, and various interactive events.
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To support our employees in adapting to the rapidly transforming work environment, our development initiatives are structured across a wide range of formats, including open digital platforms, classroom training, mentoring programs, hands-on field practices, and leadership development courses. In 2024, we launched the “Inspiring the Future Mentorship Program” specifically designed for women employees, in line with our commitment to diversity and inclusion. Through this initiative, women at Akçansa received individualized guidance, mentorship, and the opportunity to learn from a broad range of experiences.
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The Akçansa Digital Academy plays a vital role in enabling continuous learning by offering up-to-date content accessible anytime, anywhere. The platform offers nearly 600 training modules across approximately 50 categories, covering areas such as personal development, sustainability, diversity and inclusion, and leadership.
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In 2024, we continued our inspirational “Next+” seminar series, hosting subject matter experts to enrich our employees with fresh insights and broaden their perspectives. These seminars addressed topics such as healthy aging, gender equality, recognition and feedback culture, earthquake preparedness, risk management, and business continuity. Many of the sessions were moderated by Akçansa employees, emphasizing the relevance of these themes within our corporate culture.
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In alignment with our vision of “A Sustainable Future Together,” we deliver extensive sustainability-focused training programs to enhance our employees’ knowledge and awareness. Through our “Sustainability Leaders” Development Program, we provided up to 60 hours of training on 16 different themes—including carbon markets, sustainability trends and regulations, water management, and biodiversity—reaching more than 350 participants. This program addresses environmental, social, and economic dimensions of sustainability, equipping our employees with a deep and comprehensive understanding of the field. Furthermore, we enrich our learning environment through experiential programs such as the “A Day on the Farm – Sustainability and Ecological Living Workshop,” offering opportunities to engage with nature and apply sustainability concepts in real-life contexts.

We support our employees with our "Development for the Future" approach.

We support our employees’ growth not only through skill-building but also by embedding ethics and human rights into Akçansa’s organizational culture and corporate values. We deliver SA-ETİK (Sabancı Business Ethics Rules) training programs in accordance with Sabancı Holding’s Code of Business Ethics, covering key ethical principles such as confidentiality, integrity, conflict of interest, and accountability. Through regular training on business ethics, anti-corruption, and human rights, we encourage employees to adopt behavior aligned with ethical principles. In addition, our sustainability training ensures that these core values are reinforced and applied within a broader framework, fostering a culture where ethical conduct and sustainability go hand in hand.

Through our “Education Bridge” series, specifically designed for blue-collar employees, we provide detailed information on special products and mega projects within our Ready-Mix Concrete, Aggregate Sales, and Marketing functions. The program includes regular sessions aimed at transferring technical knowledge within the function and increasing employees’ industry expertise.
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In addition to internal programs organized by Akçansa, our employees participate in development initiatives offered by our shareholders Heidelberg Materials and Sabancı Holding, as well as by our business partners, the Cement Industry Employers’ Union and the Turkish Confederation of Employer Associations.
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To increase participation in training programs and ensure equal access for all employees, we implement a comprehensive communication and execution strategy. From the orientation phase onward, we promote development opportunities during field visits, individual development meetings, and collective announcements. Across all our locations, we increase visibility through posters, informational briefings, and digital communication tools. Pre-program experience-sharing sessions are held to encourage participation and foster an inclusive learning environment.
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We monitor the impact of our training programs through participant feedback, training completion rates, and regular internal evaluations. We also utilize pre- and post-training tests, exams, certification processes, and training evaluation forms to assess effectiveness. Additionally, we gather insights via online survey tools to better understand employee experiences and suggestions. In externally supported programs, evaluation feedback from partner institutions significantly contributes to the continuous improvement of our processes.
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At Akçansa, we also involve our external stakeholders, including subcontractors and suppliers within our value chain, in our training processes. Subcontractor employees are included in training sessions, the majority of which focus on occupational health and safety and environmental awareness at our operational sites.

The building materials industry stands out as a sector with technically demanding processes and challenging working conditions. At Akçansa, we turn these challenges into opportunities by adopting a talent management approach that maximizes the individual potential of our employees and supports their long-term career aspirations. Our talent management framework is built on an innovative structure that integrates sector-specific dynamics with employee development, all within a sustainable business model.
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Our recruitment processes are designed with a strong focus on promoting diversity and inclusion. To meet the technical skill requirements of the building materials industry, we evaluate blue-collar candidates through technical assessments that measure their occupational health and safety awareness. For white-collar candidates, we apply objective evaluation methods such as case studies and assessment centers. All open positions are published on career portals, LinkedIn, and internal platforms, offering equal opportunities to both internal and external candidates.

This approach not only forms the foundation of our talent management strategy but also contributes significantly to our organizational diversity and inclusion objectives. Through all these efforts, we aim to minimize the turnover rate of high-potential employees. In 2024, the turnover rate of high-potential employees decreased to 1.9%, showing improvement compared to the previous year. We define high-potential employees as those who, based on their competencies, performance, and development capacity, are capable of assuming critical roles within the company in the future.

High Potentıal Employee Turnover Rate (%)

• GençİZ Long-Term Internship Program
  This program, which places diversity and inclusion at its core, supports the integration of women and young talents into professional life. Over the past three years, the participation rate of women field employees in the program has increased by 46%, and in 2024, 46 women students joined the Akçansa family. To date, a total of 104 GençİZ interns have taken part in the program. With more than 11,000 applications received, it has become a powerful platform for supporting the entry of young women leaders into the building materials industry.

• GençİZ Digital Academy Certificate Program
  Launched to support the development of young women with leadership potential in the building materials sector, this program received over 7,000 applications in its first year. It equips participants with leadership skills, technical expertise, and digital competencies. The program not only promotes individual development but also aims to make a sustainable contribution to the future of the sector

• First Step on the Field Training Program
  Designed to train qualified human resources for technical roles in production sites, this program provides internship opportunities to graduates of technical high schools and vocational colleges, enabling them to make a strong entry into the sector. Participants receive hands-on training in the field and gain experience in production and quality processes under the guidance of expert mentors. The program supports the development of the industry’s future technical professionals and aims to create a sustainable impact.

• Akçansa Connects Alumni Internship Network
  To support the career paths and professional development of our former interns, we launched the “Akçansa Connects Alumni Internship Network” platform. This platform allows alumni to access job opportunities at Akçansa, industry developments, and key events. With this innovative network, we aim to foster strong, lasting professional connections and support alumni in building sustainable and successful careers in the building materials industry.

• Youth Awards ‘24
  At Akçansa, we were proud to be ranked third in the “Most Desired Industrial Company to Work For” category at the 2024 Youthall Youth Awards—an award platform where young talents vote for companies with the best employer branding and workplace practices. With over 152,000 votes cast by students from 249 universities and 244 departments, Akçansa was the only cement company recognized in the industrial company category.

At Akçansa, we carry out all our processes with a focus on transparent communication, active participation, and continuous development to strengthen employee engagement. This approach places employee needs, expectations, and suggestions at the center, and we implement relevant processes based on feedback collected through engagement surveys. With this holistic engagement strategy that touches both the professional and social lives of our employees, we aim not only to reinforce Akçansa’s culture of shared success but also to support individual development and strengthen organizational belonging.
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To improve employee commitment and regularly measure workplace satisfaction, we conducted the Employee Engagement Survey in 2024, reaching 939 employees with a high participation rate of 94%. This survey is conducted every two years by an independent organization and evaluates a wide range of areas, including agility, talent management, leadership, and organizational development. In 2024, the employee engagement level was measured at 51%, marking a 6-point increase compared to the previous survey period. The survey is carried out by independent institutions in full compliance with data privacy and confidentiality principles, with no personal data recorded. These results not only demonstrate the effectiveness of our actions toward improving engagement but also serve as a guide for future initiatives aimed at deepening employee loyalty to our organization.
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The insights gained from these surveys are carefully analyzed by the Human Resources team and are integrated into organizational processes based on established criteria. The results influence not only the decisions and processes of HR and senior management but also those of all other functions within the company. In line with the feedback received in previous years—specifically the sentiment, “My colleagues are supported if they experience a problem”—we launched the Leaders Development Program as a tangible initiative to support employee growth. Under the “Leaders” umbrella, this program provides various trainings and development tools aimed at enhancing the leadership competencies of both managers and frontline supervisors. What began with the “Leaders UpP” and “Leaders Tech” programs has since evolved and is updated annually to reflect shifting organizational priorities.

Engagement Ambassador Project

In 2024, we launched the Engagement Ambassador Project, designed based on the results of our Employee Engagement Survey, with the aim of strengthening employees’ commitment to the company and developing innovative solutions. Within the scope of this project, we established working groups composed of employees from various functions, focusing on key priority areas. These groups generate concrete solutions to improve business processes, enhance internal communication, and enrich the overall employee experience. Engagement Ambassadors not only help foster a stronger sense of organizational commitment but also contribute to building a more inclusive work culture by integrating employee insights into our operational processes.

Employer Brand and Internal Communication Activities

As part of our employer brand strategy to promote Akçansa’s sustainability-driven, innovative, and employee-centric approach to a broader audience, we organized a total of 25 events in 2024, reaching over 14,000 people. These events not only served to communicate Akçansa’s corporate values to external stakeholders but also aimed to enhance our employer brand and increase our appeal within the sector.
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Through our internal communication initiatives, we aim to strengthen employee engagement and reinforce inter-team solidarity. In 2024, we carried out 42 internal communication activities, directly engaging with 2,869 employees. These initiatives play a key role in supporting Akçansa’s organizational learning culture and fostering employee satisfaction.

Our employee turnover rate decreased to 10% in 2024, compared to the previous year.*

Employee Turnover Rate by Year ( ESRS S1-6, S1-9)

WOMEN

man

2022

2023

2024

At Akçansa, we prioritize maintaining a healthy work-life balance and supporting both the physical and mental well-being of our employees. In line with this commitment, our “Clubs World” and “Akçansa Yanında” platforms provide a comprehensive support system where employees can strengthen social bonds, participate in physical activities, and build mental resilience.

* Retired employees are also included in employee turnover calculations.

Akçansa Clubs World

The Akçansa Clubs World initiative, developed to enhance social solidarity and team spirit among our employees, continued to attract strong interest this year. We participated in two corporate olympiads across seven different branches and earned awards in five. With 10 active clubs and over 350 participants, we remain committed to fostering social connection, promoting a culture of collective success, and enhancing workplace happiness.

Akçansa Yanında Platform

We launched the Akçansa Yanında platform as an innovative digital solution aimed at supporting the physical, mental, and social well-being of our employees. Through one-on-one psychological counseling services, the platform helps strengthen mental resilience, while tools such as pedometers and water intake trackers allow employees to monitor their daily health habits. Informative content on topics such as health, nutrition, and wellness supports employees in developing sustainable healthy living habits. With Akçansa Yanında, we holistically address employee well-being and reinforce work-life balance.

We view it as part of our corporate responsibility to support employees returning to work after maternity leave. To ease their transition and help them quickly reintegrate into company dynamics, we offer specially tailored guidance programs. Through our orientation platform Talent Fusion, we have introduced reorientation processes for returning employees. This holistic approach enables them to confidently continue their careers and re-engage effectively in their roles. At Akçansa, we are committed to standing by our employees at every stage of their journey and supporting their professional development. In 2024, all employees who went on maternity leave successfully returned to work.

We address the needs of our employees through benefits including transportation and material assistance, private and complementary health insurance, personal accident insurance, employer-contributed Individual Retirement System (BES), and meal card support.

At Akçansa, we consider building strong engagement with our employees as a core pillar of our corporate culture. We aim to increase employee loyalty, encourage active participation in business processes, and create an effective communication environment at all levels. Accordingly, we design annual internal communication calendars with events tailored to every employee profile. For instance, while digital events are organized for employees who work remotely, in-person activities are planned for our blue-collar teams in the field — ensuring a comprehensive and inclusive approach to engagement.
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We have also established an advanced grievance mechanism that puts the needs of our employees and subcontractors at its center, enabling them to easily share feedback. This system was designed to foster open communication and build a safe and trusted work environment. The Electronic Dialogue Line, created specifically for employees and subcontractors, is a 24/7 accessible platform that facilitates the quick and effective delivery of feedback and supports a solution-oriented approach, particularly in urgent situations.
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We actively use the feedback we receive to make business processes more efficient and to improve the work environment. All submissions to the grievance mechanism are regularly reviewed, and the principle of anonymity is upheld at every stage. Moreover, we transparently share the outcomes of resolved issues with our employees, turning them into concrete actions to further enhance employee trust and engagement in the process.

As a company operating in a heavy and hazardous industry, we actively promote women employment and aim to increase the representation of women in our sector. To support this goal, we have established strong collaborations with regional employment offices, local municipalities, and vocational high schools.
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We regard gender equality as one of the key drivers of women’s participation in the workforce, and we address this issue with particular sensitivity. We adopt the principle of equality in recruitment, compensation, promotions, and development opportunities, while also implementing protection mechanisms against violence and harassment. Our Gender Equality Policy covers areas such as recruitment processes, career development, compensation, workplace safety, and awareness training.
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We are committed to supporting national and international initiatives that increase women’s participation in the workforce and promote an equitable working environment. Since 2013, we have been a signatory of the United Nations Global Compact (UNGC), and since 2014, of the Women’s Empowerment Principles (WEPs). In 2021, we joined the Global Compact “Target Gender Equality” program.
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As a signatory of the Equality at Work Declaration, a founding member of the Business World Against Domestic Violence initiative, and an active member of the 30%+ Club, we take part in various platforms to support gender equality. In addition to gender equality training delivered through our digital onboarding program, we organize seminars, social responsibility projects, and volunteering activities every year to further raise awareness among our stakeholders.
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We view diversity on our Board of Directors as a critical element in fostering diverse perspectives, enhancing effective oversight, and enabling stronger, stakeholder-focused decision-making. To that end, we have adopted a Board Diversity Policy. Currently, our Board includes one women member. We aim to maintain this level of representation and ensure its continuity, while also continuing our efforts to increase women representation in leadership.
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At Akçansa, in line with our continuous improvement approach, we are committed to increasing inclusivity in the workplace and creating equal opportunities for all our employees. As of 2024, women represented 8.5% of our total workforce. We continue our efforts across all functions to improve this rate. While the industry average stands at 5.1%, Akçansa performs above average in promoting women’s employment. Currently, 8 out of 85 employees in STEM positions are women. In line with our 2030 Sustainability Targets, we have defined a dedicated sustainability target to further increase women representation in our workforce.

Women Representatıon ın Management

At Akçansa, in line with our continuous improvement approach, we are committed to increasing inclusivity in the workplace and creating equal opportunities for all our employees. As of 2024, women represented 8.5% of our total workforce. We continue our efforts across all functions to improve this rate. While the industry average stands at 5.1%, Akçansa performs above average in promoting women’s employment. Currently, 8 out of 85 employees in STEM positions are women. In line with our 2030 Sustainability Targets, we have defined a dedicated sustainability target to further increase women representation in our workforce.

In line with our principle of inclusivity, we develop innovative and impactful practices in our recruitment processes to support the employment of disadvantaged groups. First and foremost, we ensure that our recruitment teams remain unbiased, providing all candidates with an equal and fair evaluation. Additionally, to promote women’s employment, our human resources teams ensure that candidates of both genders are represented in the CVs forwarded to departments during the hiring process.

We also create exclusive opportunities for disadvantaged groups by publishing specific job postings open only to these candidates. To facilitate access to our recruitment process, we use a variety of communication channels and include these candidates in our mentoring programs to support their onboarding experience. At Akçansa, we consider the integration and support of employees with disabilities a fundamental component of our inclusivity principle. To this end, we prioritize the accessibility of our offices, ensuring they are designed to accommodate individuals with disabilities. We also offer accessible transportation solutions to make commuting easier for our employees with disabilities. Driven by our goal to build an inclusive company culture, we continually strive to understand the individual needs of our employees and offer tailored solutions. As of 2024, we employ 26 individuals with disabilities.
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We consider the prevention of discrimination and the promotion of inclusion across all our business processes a core priority. In line with this, our Human Rights Policy, Gender Equality Policy, and Ethics Procedure provide clear guidance on addressing discrimination, harassment, and similar incidents, outlining the mechanisms and application processes involved. These policies detail the steps to be taken in such cases and define the operation of internal reporting mechanisms with a strong emphasis on confidentiality and sensitivity. We regard this approach as a transparent and reliable framework for safeguarding the rights of both our employees and business partners.
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At Akçansa, we are firmly committed to upholding our values of equality, diversity, and inclusion. In the coming period, we will continue our efforts to enhance women’s participation in the workforce and to cultivate an inclusive working environment for all employees with unwavering dedication.

Inspiring the Future Mentorship Program

In 2024, as part of our commitment to promoting diversity and inclusion, we launched the Inspiring the Future Mentorship Program. Designed to support the career development of women employees at Akçansa, the program ran for approximately six months and offered participants one-on-one mentoring, the opportunity to gain new perspectives, and to learn from diverse experiences.
Conducted in a hybrid format, the mentorship sessions ensured flexibility and accessibility. In addition, networking events organized for all participants encouraged social interaction and experience sharing. Through this program, Akçansa aims to contribute to gender equality, career advancement, and organizational diversity, reinforcing its employee-centered approach.