ZAIN HQ ZAIN KUWAIT ZAIN KSA

ZAIN IRAQ ZAIN JORDAN ZAIN BAHRAIN

ZAIN SUDAN TOUCH ZAIN SOUTH SUDAN

Women Empowerment at Zain is a gender diversity program and an integration into our strategic imperatives. Zain has identified two targets for the next 2 years:

To increase female leadership from 14.5%to 25% by 2020

For companies in the awareness stage, support and resources for tackling gender diversity are nascent and typically driven by external forces, such as government agendas. Senior leadership is likely to be aware of underlying gender inequalities and efforts are focused on understanding existing challenges along the employee journeyand organisational bottlenecks.

To deliver against these targets, a team of women ambassadors has been established and to further incentivize these ambassadors, we are offering two MBA seats at the prestigious ESADE Business School.A recent report on workplace gender diversity indicates the three stages of evolution in a genderdiversity mind-set.

SOURCE A.T. KEARNEY

14.5%2017

25%2020

1

16% 9% 16%

5%

27%42%

15% 15%

39%

28%8%

17%

15%35%

86%

29% 32%

72%

4%

28%37%

17%

50%

25%

0% 0%

55%

To progress through the three stagesof evolution for companies tackling workplace gender diversity

2

During the realization stage, gender diversity becomes a topic on the board agenda, often driven bya change in leadership or strategic direction. Although the company has not yet fully bought into it, dedicated resources and pilot initiatives to develop the business rationale for gender diversity are likely in place. The focus is typically on steps that are simple to execute at entry and staff levels.

In the motivation stage, the language of diversity and inclusion is aligned with the company’s strategy and embedded in its culture. The business rationaleis well established and viewed asa source of competitive advantage. There are tried and tested methods for improving gender diversityat more junior levels. Energy is spent implementing successful initiatives throughout the organisationand tackling the imbalance at senior leadership levels.

STAGE 1AWARENESS

STAGE 3MOTIVATION

STAGE 2REALIZATION

FEMALE LEADERSHIPAT ZAIN TODAY

LEVEL AT WHICH FEMALEHEADCOUNT IS MOST DENSE

% OF FEMALE RECRUITEDINTO ZAIN IN 2017: (INCLUDING CONTRACTUAL EMPLOYEES)

THE DIVISION THATHOLDS THE MOSTFEMALE HEADCOUNT

Commercialand Finance

CEO’sOffice

CustomerCare

HR &Marketing

HR CustomerCare

CustomerCare

HR Commercial

ZAIN GROUPManager Level

ZAIN KUWAITJunior (Entry Level)

ZAIN KSAJunior (Entry Level)

ZAIN IRAQJunior (Entry Level)

ZAIN JORDANJunior (Entry Level)

ZAIN SUDANJunior (Entry Level)

TOUCHSpecialist (Mid-Level)

ZAIN SOUTH SUDANSpecialist (Mid-Level)

ZAIN BAHRAINSpecialist (Mid-Level)

INTRODUCTION

FEMALES IN MARCH 2018

Women Empowerment is incorporated into Zain’s Strategy1 Women Empowerment is now incorporated

into our CEO’s Scorecards2

WHAT ARE WE DOING ABOUT IT?

We have identified the common themes across Zain and have formed 4 pillars that will enableus to apply focus and allow for efficient measures to be tracked3

We will create a series of action plans that will underpin these 4 pillars where we can track progress4

HR POLICYTRANSFORMATION

LEADERSHIPDEVELOPMENT

CULTURETRANSFORMATION

FEMALERECRUITMENT

www.zain.com