Zain Ranked First Globally in Telecom Sector for 'Best Places to Work'

The group clarified that this advanced global ranking reflects its strategic approach to building a work environment that fosters innovation, empowerment, and excellence, supported by distinctive initiatives aimed at attracting and developing talent, and reinforcing principles of inclusion, diversity, and equity. This direction has contributed to a significant leap for the group on the global list over the past year, rising 74 positions to join the list of the world’s top 100 employers, and securing the second position across the Middle East and Africa markets.

This remarkable progress on global indicators highlights the group’s long-term approach to investing in human resources, considered its most important asset for supporting competitiveness and enhancing future readiness. The group implements its operational strategy under the title “Advancing with Purpose,” which places innovation, digital transformation, and human capital development at the core of its priorities, as they are the main drivers of its business transformation journey.

Zain relies in this direction on the strength of its operations spread across regional markets, and on its diverse base of skills and expertise that contribute to building a more flexible business model capable of innovation, adapting to changes, and seizing new growth opportunities. In this context, it continues to implement its strategic goal of transforming into one of the largest technology conglomerates in the region, by expanding its digital businesses, developing its technology service ecosystem, and enhancing its investments in technologies and future sectors.

The Forbes ranking was based on a large-scale global study covering more than 300,000 employees in over 50 countries working for multinational companies with more than 1,000 employees. Participants evaluated employers based on a set of indicators related to the employee experience, including job benefits, talent development, work environment, and training and professional development opportunities, as well as their willingness to recommend their employers to others. The results were also based on a cumulative database covering the past three years, with greater weight given to the most recent evaluations and opinions of current employees.

The results of this ranking gain particular importance because they are primarily based on evaluations by the employees themselves, providing an independent measure of the strength of corporate culture, levels of trust, employee engagement, and satisfaction. These elements are today among the most influential factors in institutions’ ability to attract and retain talent and enhance their competitiveness in the global business environment, especially amid the rapid transformations in the digital economy and intensifying competition for specialized talent and expertise.

Bader Nasser Al-Kharafi, Vice Chairman and CEO of Zain Group, said, “Zain leads the global telecommunications sector thanks to providing a work environment that fosters innovation, empowerment, and excellence. This achievement embodies our vision of building an institution that places people at the core of its strategy and considers talent a fundamental pillar for expansion and growth.”

Al-Kharafi added, “This global recognition confirms our success in building an institution capable of achieving a balance between operational excellence and human capital development, thereby supporting the creation of sustainable and long-term value for our employees, customers, shareholders, and the communities in which we operate.”

He noted, “In a business environment where the pace of transformation is accelerating, the ability to attract and develop talent has become a critical factor in sustaining competitiveness. In this context, we continue to invest in future skills and build a workforce capable of leading the next phase of digital transformation.”

Al-Kharafi affirmed, “At Zain, we believe our role extends beyond providing services to actively contributing to supporting economic development and enhancing the prosperity of communities. Through our investments, strategic partnerships, and the development of job opportunities, we will continue to expand our positive impact and contribute to building sustainable value.”

Notably, this advanced ranking for Zain Group coincides with its recent upgrade in the MSCI Environmental, Social, and Governance (ESG) indicators, moving from an “A” to an “AA” rating. This makes the company the highest-rated in Kuwait across all sectors within the MSCI assessment scope, while also placing it in the “Leaders” category among global telecommunications companies.

Forbes Business Magazine highlighted the Group’s outstanding performance compared to the sector average in areas such as workforce management, privacy, data security, environmental practices, and business conduct. This has strengthened the responsible work environment and governance practices that form the foundation of the value proposition the Group offers to its employees.

In this context, Nawal Al-Busaidi, Chief Purpose and Human Resources Officer at Zain Group, stated, “This achievement embodies the strength of our corporate culture and the excellence of our human resources. Their dedication and flexibility are fundamental pillars in how we serve our customers and support one another. These factors are essential for continuing Zain’s ascent to new levels of excellence. By listening to our employees’ views and leveraging their insights, we continue to enhance our leadership practices, consolidate an inclusive work environment, and deepen our corporate culture.”

This achievement is not viewed merely as a result of human resources practices, but rather as an extension of a broader corporate approach that has made sustainability and corporate responsibility an integral part of the Group’s way of working. Zain has successfully integrated environmental, social, and governance considerations into its operational and commercial processes, making these pillars present in decision-making, risk management, business development, and long-term value creation.

The Group has redefined the role of human resources by integrating the concept of “Purpose” into the responsibilities of executive leadership within this sector. The position now carries the title of “Chief Purpose and Human Resources Officer,” a step reflecting Zain’s conviction that aligning corporate objectives with employee aspirations is one of the key drivers of performance, innovation, and sustainability.

To reinforce this direction, the Group launched the UNITY cultural transformation program, which embeds the concepts of corporate purpose and customer focus across all levels of operations. This is achieved by enhancing team collaboration, elevating the human dimension in leadership, and translating corporate values into daily practices that directly impact employee and customer experiences.

Corporate culture at Zain is no longer just a supportive framework for business; it has become a strategic pillar that drives innovation, raises organizational resilience levels, and enhances the Group’s competitiveness in an economy changing at an unprecedented pace.

As global companies redefine the concept of human capital, Zain treats inclusion, diversity, and equity as fundamental elements of its future growth strategy, rather than mere corporate commitments. Consequently, the Group has placed talent development, career progression, and future capability building at the core of its business development and expansion plans.

This approach is rooted in the firm conviction that digital transformation is not achieved through technology investment alone, but by empowering the people capable of developing, operating, and leading its economic and social impact. The Group continues to align business expansion with continuous investment in human capital, viewing them as intertwined pathways to sustainable growth.

The WE ABLE 2030 program stands out as one of the key operational platforms for this vision, shifting the concept of inclusion from the realm of policies and procedures to tangible opportunities for participation, professional development, and economic empowerment for people with disabilities. This is achieved by integrating accessibility initiatives into recruitment, professional development, customer experience, innovation, and business practices. Thanks to this approach, Zain continues to solidify its position as an employer that views inclusion, diversity, and equity as sources of new ideas and drivers of innovation and operational excellence.

In parallel, the Group continues to invest in developing its human capabilities through an integrated system of innovation and continuous learning programs, ensuring its workforce is prepared for the demands of the rapidly evolving digital economy. The internal innovation platform, ZAINIAC, forms one of the main pillars of this strategy, providing thousands of employees with a space to develop ideas and transform them into practical initiatives and projects with tangible impact.

As part of its investment in the next generation of talent, the Graduates Program (Generation Z) has continued to evolve its training path to keep pace with rapid technological changes, adding artificial intelligence, data analytics, design thinking, leadership, and organizational resilience to its curriculum. Since its launch nine years ago, the program has been able to build a growing base of competencies and young leaders.

Zain adopts an advanced approach to empowering women and enhancing their participation across various professional and leadership levels, by providing a supportive work environment that helps them balance professional and family responsibilities, enabling them to achieve professional excellence without compromising their social roles.

In this context, the Group was among the first institutions in the region to launch specialized programs for developing female leaders and preparing them for leadership positions, as part of its targets to increase the representation of women in leadership roles. It further strengthened this approach with one of the most progressive policies in the region, granting four months of paid maternity leave, followed by flexible work arrangements extending for four years after returning to work, thereby supporting career continuity.

The impact of the Zain Inclusion, Diversity, and Equity (IDEU) University has extended to become an advanced knowledge platform supporting future learning across the Group. In a short period, it has contributed to consolidating a culture of continuous learning, raising educational engagement levels, and developing skills in the various markets where the company operates.

Zain is keen to consolidate an organizational culture based on continuous learning, knowledge sharing, and capability development, driven by its belief that professional growth thrives in an environment that encourages collaboration, openness, and experience sharing. In this regard, the REACH professional mentoring initiative provides a comprehensive platform that enables employees to build effective professional networks, hone their skills, and explore new opportunities for career development within a safe and inclusive work environment.

The results achieved by these programs reflect the Group’s ability to build an institutional learning system that keeps pace with major technological transformations, from artificial intelligence and data analytics to cybersecurity, digital services, and emerging technologies that are reshaping the global economy.

The group views the development of future capabilities as a strategic priority directly linked to sustaining growth and enhancing competitiveness. This explains its continued investments in skills development, vocational rehabilitation, leadership preparation, and the cultivation of a new generation of talents capable of leading the next phase of digital transformation. These efforts align with its institutional mission of “Continuous Connection – A Better Life,” which places human beings at the heart of progress and impact creation.