Sustainability
Sustainability
Sustainability Policy
The first step of Aksigorta’s sustainability approach is compliance with the legal obligations.
Purpose
The purpose of this policy is to define the strategic approach of Aksigorta A.Ş. towards sustainability management, to guide the dimensions of company activities, product and service processes related to these issues, and to inform our relevant stakeholders in this direction. As a well-established company operating in the insurance field, our main task is to create value for our stakeholders with a sustainable business model that respects nature and people. Our sustainability policy sets out the basic principles and principles aimed at minimizing the negative environmental and social impacts and maximizing the positive impacts regarding the business and other activities of our company and our entire value chain, especially our customers.
Aksigorta creates management, measurement, evaluation and reporting systems for sustainability studies in accordance with the principles stipulated in international standards.
Authority and Responsibility
The Board of Directors is responsible for updating and executing the sustainability policy. Policy; It is reviewed at least once a year and updated if necessary.
The first step of Aksigorta’s sustainability approach is compliance with the legal obligations to which it is subject. In cases where the legislation is not regulated, internationally accepted management and professional ethical principles are followed. The company creates management, measurement, evaluation and reporting systems for sustainability studies in accordance with the principles stipulated in international standards.
In terms of sustainability issues, Aksigorta follows the latest developments in Turkey and in the world.
Aksigorta Sustainability Committee is responsible for the following activities as the main management function on sustainability:
The works are carried out by subjecting internal systems and, where necessary, independent audit processes.
Aksigorta supports national and international initiatives operating in the field of sustainability and sustainable development in general or priority sustainability issues determined by Aksigorta; It follows the latest developments in Turkey and in the world by communicating with various stakeholders, especially non- governmental organizations, universities and public institutions. We integrate these developments into our work.
General Principles
As a well-established company operating in the insurance field, our main task is to create value for our stakeholders with a sustainable business model that respects nature and people and is highly profitable.
The main goal we have adopted in terms of sustainability management is to increase our performance in matters that have the potential to create opportunities by eliminating the sustainability risks that may have a negative impact on the company’sactivities.Inaddition, being the main business partner of our customers in managing their sustainability risks with the products and services we have developed is one of the principles for sustainability management.
Scope
Considering sustainability as a basic business philosophy, Aksigorta A.Ş. aims to make the evaluation of operational processes and social, economic and environmental dimensions of products and services a fundamental part of its business strategy. In line with this goal, Aksigorta A.Ş. integrates its sustainability approach into both insurance and investment processes with an environmental and social risk management perspective.
In this context, Aksigorta A.Ş. aims to raise awareness among the society on insurance products and services and their benefits by using traditional and internet- based communication channels or through social responsibility activities.
As of 2020-2021, environmental, social and economic indicators were independently audited by PwC. In 2022, Aksigorta plans to undertake independent audit of environmental, social and economic indicators.
Sustainability
Sustainability Performance
Aksigorta bolsters its sustainability performance every year and especially strives to minimize the environmental impact of its activities.*
| ESG Indicators | 2022 | 2021 |
|---|---|---|
| Total Water Withdrawal | 675 m3 | 554 m3 |
| Total Fresh Water Withdrawal | 675 m3 | 554 m3 |
| Total Wastewater Discharge | 675 m3 | 554 m3 |
| Waste Management | - | - |
| Amount of Hazardous Waste | - | - |
| Amount of Non-hazardous Waste | 4 tons | 4 tons |
| Amount of Recyclable Waste | 4 tons | 4 tons |
| Total Plastic Consumption | 1 ton | 2 tons |
| Total Energy Use* | 1,698 MWH | 2,465 MWH |
| Renewable Energy Consumption | 512,000 KWH | 174,000 KWH |
| Renewable Energy Supply (I-REC, YEK-G, etc.) | 512,000 KWH | 174,000 KWH |
| Share of Renewable Energy Consumption In Total Energy Consumption ** | 76% | 31% |
| Natural Gas Consumption (Natural gas consumption for steam, hot water, etc.) | 16,525 m3 | 6,663 m3 |
| Natural Gas Consumption | 16,525 m3 | 6,663 m3 |
| Electricity Consumption ** | 561,236 KWH | 674,442 KWH |
| Electricity Consumption | 561 MWH | 674 MWH |
| Scope 1 (Direct greenhouse gas emissions) *** | 277 tons CO2e | 453 tons CO2e |
| Scope 2 (Indirect greenhouse gas emissions)*** | 302 tons CO2e | 74 tons CO2e |
| Scope 3 (Other indirect greenhouse gas emissions)*** | 694 tons CO2e | 123 tons CO2e |
| Total Waste | 4 tons | 4 tons |
| Total Recycled Waste | 4 tons | 4 tons |
| Women Employees | 51% | 50% |
| Women Managers | 30% | 34% |
| Employees with Disabilities | 3% | 3% |
| Total Training Cost | TL 4,750,000 | TL 3,000,000 |
| Training Period per Employee | 30,990 hours | 25,000 hours |
The activities involved in Aksigorta’s operations that require direct and indirect energy consumption are monitored, calculating and recording amounts of energy consumption and greenhouse gas emissions. Aksigorta’s Scope 1, Scope 2 and Scope 3 greenhouse gas emissions are calculated using the greenhouse gas emission factors published by EIE and IPCC, and the Greenhouse Gas Protocol: A Corporate Accounting and Reporting Standard methodology. In line with its net zero emission target, Aksigorta develops plans and carries out projects aimed at reducing the energy intensity of its activities. Aksigorta also wants to expand the content of emission calculations as part of the same target.
* Sustainability performance will be detailed in our “Sustainability Report”. Our sustainability performance data provided in the table as well as other additional data will be validated through independent audit. Up to 5% imprecision may be shown in the data during validation.
** The total energy consumption for 2021 does not include the energy consumption of regional directorates. The energy consumption of regional directorates is also included for the year 2022.
Year 2021
- Scope 1 Emission: Natural gas consumption of Aksigorta Headquarters, gasoline and diesel consumption of company vehicles
- Scope 2 Emission: Electricity consumption of Aksigorta Headquarters
- Scope 3 Emission: Business travel (short- and long-haul flights), employee shuttle service use
Year 2022
- Scope 1 Emission: Natural gas consumption of Aksigorta Headquarters, gasoline and diesel consumption of company vehicles
- Scope 2 Emission: Electricity consumption of Aksigorta Headquarters, regional directorates
- Scope 3 Emission: Business travel (short- and long-haul flights), employee shuttle service use
Sustainability
Compliance with the Future of Work
Aksigorta sees its employees as its most valuable asset.
Constantly innovating to protect the value with next-generation solutions for a sustainable life, Aksigorta sees its employees as its most valuable asset.
Forming agile, self-managing teams in order to become a connected and result-producing organization, Aksigorta strives to become a most preferred employer in the market. Aksigorta also develops and retains the best talent while providing its employees with the competencies required by the future of work.
Using technology, Aksigorta focuses on attracting and recruiting talent who are most suited to the future of work, the company’s corporate culture and the requirements of the new Agile world.
At Aksigorta, we have adopted continuous improvement principles in all human resources practices – from recruitment to career development, performance management to learning and development opportunities. We aim to establish a work environment that will enable employees to enjoy more freedom and flexibility in their work and create value that is aligned with our common objectives.
Aksigorta was presented with the Kincentric Best Employer award for the fourth year in a row. Kincentric, one of the world’s leading platforms in human resources and a renowned management consultancy, has granted awards based on its research carried out with employees for more than 50 years. Today, Kincentric’s awards are synonymous with workplace excellence.
Aksigorta employees:
Talent Management
With 60 years of experience, Aksigorta focuses on providing the best employee experience to young talent. The company gives promising new talent development opportunities and actively helps them fulf ill their potential. This approach is designed to attract the best talent to Aksigorta.
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Aksigorta Employees
Aksigorta collaborates with universities and organizes internship programs that focus on professional development. The company also designs and implements long-term, modular special talent programs, as well as periodic young talent programs such as IT Talent Camp, UW School specific to technical fields.
Using advanced technology, Aksigorta focuses on attracting and recruiting talent who are most suited to the future of work, the company’s corporate culture and the requirements of the new Agile world. The right candidates are assigned to the right positions through structured, competency- based interviews (either online or face-to-face), personality inventories, aptitude tests and development center practices.
During onboarding, Aksigorta supports new recruits with a structured orientation program to help them quickly adapt to and become acquainted with their colleagues, the organization and the corporate culture, while fostering a sense of belonging.
At one-on-one meetings where employees come together within the scope of the business partnership structure, issues such as career planning and performance are discussed, and issues that require action are shared with the relevant departments and management team. In addition, meetings with the management team are planned. It is ensured that the relevant manager produces appropriate solutions by focusing on the career and performance planning of his/her team.
With the merger of Aksigorta and Agesa Human Resources teams as part of synergy work, the “I Recommend a Candidate” project started to be implemented in both companies. Thanks to this project, which was implemented to increase talent acquisition in line with growth targets and to more easily reach potential candidates, Aksigorta received candidate orientation support and had the opportunity to reward employees.
Learning Development
To respond to the development needs of new generation talent and future leaders, Aksigorta’s Learning & Development team designs development programs in which the employees have access to sufficient resources, expertise and information to improve themselves, receive and give feedback and learn from each other. Aksigorta embraces a culture of continuous learning with its employees via advanced technology and promotes staff development to achieve the company’s best performance.
Learning development methods include live training sessions, e-learning, online virtual classrooms, online learning journeys, seminars, and experience sharing meetings from subject matter experts. Aksigorta adopts learning solutions that comply with the needs of today and which also focus on the future.
Future Self is a remote access development program designed on the axes of performance and agility. The program aims to support the development of individual competencies and offers Aksigorta employees a total of 35 different modules.
Power Up and Speed Up, which are included in the New Leadership Programs, aim to develop leadership skills in both management and sales. Power Up is geared to executive positions while Speed Up is oriented to sales manager roles. These two programs, which focus on developing target competencies, offer preparation for senior leadership roles. These competency training programs are repeated on an annual basis.
Drawing on the synergy of its two strong partners, Aksigorta helps its employees to optimally plan their future and move forward on a career path that also encompasses Sabancı Holding and Ageas. Featuring the motto “Your Career, Your Aksigorta,” a transparent career path map that supports rotation and talent development for all employees is offered to staff members at the company.
Aksigorta’s human resources strategy aims to “comply with the future of work.”
A new leadership development journey for Aksigorta and Agesa mid-level managers, prepared within the framework of Sabancı Holding leadership capabilities, aims to increase synergy and information sharing between the two companies. This project, called the LETS Leadership Development Program, aims to provide participants with next- generation learning methods and personalized learning experience.
Along with its Belgian stakeholder Ageas, Aksigorta prepares short and long-term career experience opportunities. Aksigorta provides career opportunities to its employees in conjunction with succession plans prepared across a wide area that covers Sabancı Group companies.
Nabız (Pulse): 360-Degree Feedback Culture
In order to achieve clear targets at Aksigorta, we embrace an approach in which employees are able to take initiative and make choices on solutions, take decisions with a result-oriented perspective, and undertake the responsibility of the value they produce. With the Pulse mobile app introduced in 2019, a 360-degree feedback culture independent of title was created at Aksigorta. The Pulse app offers employees the opportunity to provide and receive feedback whenever and wherever they want.
Internal Communication
In light of the indispensable value of Sabancı Holding and Ageas, two major shareholders, Aksigorta places its business conduct and performance-enhancing competencies at the heart of its employer brand.
To help maintain a sound work-life balance for both Aksigorta employees and their families and to protect their mental and physical wellbeing, Aksigorta offers its employees wellness seminars as part of the Wellpower program. Practical tips are also shared via mobile applications on how to maintain mental and physical wellbeing.
In scope of the synergy activities, Aksigorta and Agesa leaders started a new leadership development journey with LETS Leadership Development Program.
AVITA Psychological Support Line, which aims to improve the physical and mental health of Aksigorta employees, provides 24/7 support in their business and private lives. A newborn support program for women only was also implemented as part of the program.
Aksigorta employees have access to internal clubs, organizations and other events that bring them together for purposes aligned to the current agenda. At Aksigorta, employees are offered a variety of social and hobby clubs. In addition, Aksigorta supports participation in arts and sports organizations inside and outside the company.
Another important issue is volunteering, and employees are encouraged to participate in various projects carried out by Group companies under the roof of Sabancı Republic Mobilization.
Remuneration and Benefits
A competitive, performance- based and fair compensation policy is adopted for Aksigorta employees. This compensation policy addresses employees’ social security and health service needs with appropriate compensation packages.
The Company adopts a fair wage policy based on the Performance Evaluation System and offers its employees benefits such as corporate-contributed private pension, nursery support for mothers, and life/personal accident insurance.
Aksigorta employees, whose social security and health transactions are guaranteed by AK Sandık, which offers a social security package that is much more comprehensive than a private health insurance, always feel the support and contribution of its wide contracted corporate network and employee-oriented service approach. AK Sandık mobile application provides easy use of services.
Performance Management
In order to achieve clear objectives at Aksigorta, we embrace an approach in which employees are able to take initiative by making their own choices, make decisions with a result-oriented perspective, and undertake the responsibility of the output they produce. Believing in the power of feedback, we provide and ask for feedback from Aksigorta employees to facilitate their development. With the “Pulse” mobile app introduced in 2019, Aksigorta created a 360-degree feedback culture, allowing employees to receive and give feedback whenever they want regardless of their job titles.
Perfx is the new performance management system that aims to create a flexible and high- performing workforce and that serves the Aksigorta’s changing work models and the performance evaluation needs occurring as a result of them. Based on the objective key results (OKR) management approach, Perfx is transparent, flexible and feedback oriented. Performance forms are open all year long. Employees are able to change or update their targets any time even if it’s out of the target setting period.
Aksigorta Games is a performance and career management system that is designed for sales teams and it consists of a club structure. This program aims to announce the success of the sales teams, support their skills, and give an opportunity to manage their own careers. The enrollment conditions and benefits of the four different clubs in the Aksigorta Games vary. Based on their performance, sales teams are admitted to related clubs and receive a variety of benefits.
You are Beyond Awards
An extensive recognition- appreciation and instant rewarding program where Aksigorta’s rewarding activities are gathered under a single roof. Under the scope of this program, rewards such as Classics, Success Stories and Surprises that serve different purposes are made. With You are Beyond Awards, recognition-appreciation activities are extensively and successfully performed with remote working.
Sustainable Business Model
Aksigorta supports social responsibility initiatives targeted at society and environmental awareness. Our work environment is based on the principles of fair and equal treatment for all employees regardless of their gender. Aksigorta actively promotes employment of women. Aksigorta is a signatory to the Women’s Empowerment Principles developed by the United Nations Entity for Gender Equality and the Empowerment of Women and the United Nations Global Compact.
Smart@Work – Aksigorta’s unique way of working
Implemented during the pandemic, Smart@Work transforms the way we work by eliminating the need for employees to be physically together and allowing them to work f rom anywhere. The Smart@Work model focuses on flexibility, f reedom and results. This new approach opens up a whole range of new opportunities in the way people work by designing and implementing solutions that meet the requirements of today’s digital world.
With Smart@Work, Aksigorta delivers a work experience that maximizes the ability to transform and adapt to change by aligning the physical work environment and tools with the future of work. This new working model is designed to create value with all Aksigorta employees for a more sustainable future.
With Smart@Work, Aksigorta employees:
As such, a work environment is developed together which protects the spiritual, mental, and physical health of the employees and which focuses on needs. As a result, the employee feels stronger, competent, and capable.
A Sustainable Future
In its corporate strategies, Aksigorta has set out its sustainability priorities for a better world and a sustainable future. The company supports the society and its employees with initiatives specifically aimed at increasing risk awareness. Aksigorta strives to match its operations and policies with the principles of sustainability to achieve alignment with its all stakeholders in its sustainability efforts. The company aims to create stakeholder value through an environmentally friendly and sustainable business model. Aksigorta’s sustainability policy includes the fundamental principles and procedures designed to minimize the negative environmental and social impact of both its operations and its customers’ activities. At the same time, Aksigorta aims to maximize the benefits of such operations and activities in a sustainable way.
In its corporate strategies, Aksigorta has set out its sustainability priorities for a better world and a sustainable future.
Agiland - The Agile World of Aksigorta
The first steps within the scope of the agile mindset at Aksigorta were taken in 2017 with cross-work teams (Platform, CFTs) and IT- based agile project teams. The Agile working methodology has gradually been rolled out at Aksigorta, with the IT development studies and business units playing a key role in its implementation. Independent evaluations conducted in 2021 found that Aksigorta was ready for an agile transformation throughout its organization. Accordingly, the agile transformation plan covering the entire organization was rolled out without delay. Aksigorta’s agile world has been named Agiland.
This new world has been designed as a brand-new working order consisting of agile values, principles, and practices. The cross-working team, Lodestar, was established to facilitate this new organizational- wide transformation journey. Subsequently, Aksigorta’s first tribe named Retail Tribe was established. The Agile methodology continues to be rolled out throughout the Company, including in HR processes, contributing to Aksigorta’s sustainable performance.
