diversity and inclusion

alrajhi group is an equal opportunity employer, and aligns with Saudi Vision 2030 objectives to advance gender diversity and female participation in the workforce. This commitment is reflected in the group’s HR policy and Code of Conduct.

Furthermore, Alrajhi Bank remains committed to promoting gender pay equity and ensuring that all employees are compensated fairly for their skills, experience, and contributions, regardless of gender.

The group HR policy provides a comprehensive range of benefits to female employees, including ten-weeks of fully paid maternity leave with the option to extend for an extra month of unpaid leave. Post-maternity leave, female employees are granted one hour during working hours to feed their child. Furthermore, a monthly nursery allowance is provided for children aged six and below. These efforts underscore alrajhi bank’s strong commitment to fostering an inclusive work environment. The bank continues to expand this commitment by creating female-only job opportunities, evidenced by the predominantly female Contact Centre in Qassim.

The bank launched the IT Development Programme in 2023 with the primary objective of increasing female representation in the workforce. In 2025, these efforts were expanded by launching graduate and trainee programmes for university students and recent graduates across core functions including retail, corporate, operations and IT, as well as an all-female Cybersecurity Graduate Development Programme. These initiatives recruit via campus drives and university partnerships, and are designed to evaluate readiness for permanent roles. Programme outcomes such as inclusion efforts are tracked through HR dashboards and reported to senior management to ensure alignment with the bank’s talent pipeline. As a result of these collective efforts, female workforce representation at alrajhi bank increased from 33.56% last year to 35.59% in 2025.

In 2025, alrajhi bank increased its senior level diversity by introducing leadership development and training for female employees, and inclusive hiring practices for diverse candidate shortlists. Senior leaders also completed inclusive leadership training and promotion procedures. HR dashboards are created to monitor progress, and the results are reported to the Nomination and Remuneration Committee for accountability. Female employees access both general training programmes and leadership programmes. Diversity and inclusion principles are embedded in mandatory training monitored through LMS and reported to senior management to ensure compliance.

The group’s Code of Conduct strictly mandates the maintenance of dignity and respect among all employees in the workplace. To uphold this standard, the bank provides a formal grievance policy and channel for reporting any instances of discrimination or harassment. In 2025, we are pleased to report that there were no recorded incidents of discrimination.

Disability inclusion

The bank strives to create an inclusive environment that supports employees with disabilities through reasonable accommodation, accessible facilities, flexible working options and managerial support, alongside targeted recruitment and internal mentorship. The HR Group has made sure that inclusion initiatives and requirements are embedded across HR policies and procedures.

Saudisation

In alignment with the Nitaqat policy and the Saudi National Vision 2030, alrajhi bank continued to attract and retain Saudi talent in 2025, successfully maintained its Saudisation rate at 98.68%.

The HR Policy for Talent Attraction and Retention prioritises the recruitment of Saudi nationals for all open positions. Exceptions are considered only when a suitable Saudi candidate cannot be sourced for said vacancy.

This shows alrajhi bank’s unwavering commitment towards Vision 2030 under the Thriving Economy pillar, directly contributing to key labour market objectives. Saudisation also aligns with the UN Sustainable Development Goal 08: ‘To promote sustained, inclusive and sustainable economic growth, full and productive employment, and decent work for all’.