Ratings and awards

Ratings

Rating Best Company Award from Changellenge company	Ranked 1st among telecom companies Ranked 15th among business jobs (+5 places) among IT-jobs – ranked 9th (+2 places), first time in TOP-10 Ranked 14th–15th among technical jobs (+1 place).
Rating of employers Future Today among students	General rating – ranked 18th (+5 places) among its target audience ranked 18th (+1 place) among highly-sought universities – ranked 12th (+4 places)
Rating of best employers in Russia according to Forbes	MTS received platinum status of the best employers in Russia
Rating of best Russian employers from RBC	MTS was included in the second group of Rating of Best Russian Employers
Rating of IT-brands of employers 2024 Ecopsy/Habr	MTS went up 2 positions and ranked 12th

Awards

HR IMPACT 2024 award	“MTS Birthday “30 years is more than a number” – ranked 3rd in the category CULTURE&COMMUNITY.
“Event of the Year” award	“MTS Birthday “30 years is more than a number” – ranked 2nd in the category “Corporate Event”. True Tech Day – ranked 2nd in the category “Educational and Awareness Event of the Year”.
Digital Communication AWARDS 2024	3 laureate diplomas with projects MTS League, mini game “Charmed Figure”, MTS Design Bot
GRADUATE AWARDS 2024	True Tech Day – ranked 2nd in the category “Contribution to the Future”
National business award and conference WOWBIZ	Championship of digital literacy from MTS “Silver Digit” became the best social project of Russia in the category “Corporate Projects” IT-community True Tech received gold in the category “CREATIVE SOLUTION OF THE YEAR”
Crystal Pyramid award	Larisa Bodyagina, Member of the Management Board and Vice President for HR Management, became the HR-manager of the year. Liya Korolyova, HR Director, won in the category “HR-Manager of the Year” MTS received the grand prix in the category “Transformation of Organization and Corporate Culture” True Tech Community – ranked 2nd in the category “HR Project of the Year” Platform of remote employment and onboarding MTS Hello – ranked 3rd in the category “Technological Solution of the Year”
ESG Excellence Award 2024	Inclusive festival of MTS for hearing-impaired people “We will hear you” – ranked 3rd in the category “CSR Project of the Year” IT Olympic Games and MTS True Tech Champ Festival – ranked 2nd in the category “Best Young Talent Development Practice”
Eventiada Awards	MTS Summer Sparkatiad became the best project in the field of communications with personnel
Forum of Donors	Festival “We will hear you” – ranked 1st in the competition “Corporate Charity Leaders”
Nationwide competition “Creating the Future”	The Silver Digit Digital Literacy Championship took first place in the Digital Transformation nomination, and the educational volunteer project “To School with MTS” took second place in the Leaders of the Future nomination

Recruitment and adaptation

MTS maintains focus on recruiting qualified personnel and adapting new employees for MTS by increasing the efficacy of the processes and candidate path quality, which remains the key priority for the company’s HR policy. Moreover, an important component in personnel selection for MTS as a digital ecosystem company is the recruitment of IT experts.

It was possible to maintain the selection quality with increased hiring volume due to introduction of tools to automate the processes, development of skills of the recruitment team and hiring managers.

Level of vacancy filling,

thousand people

	2022	2023	2024
Mass and professional recruitment	23	20	22.4
IT-recruitment	2.2	2.2	2.6
Total	25.3	21.9	25

In 2024, the Company was able to keep the recruiting efficiency (amount of hires per recruiter) at a level above the market average (market benchmark is 6 for professional recruitment, 3 for IT), but below the previous period by 10%. and more, which is due to the geopolitical and economic situation in the country, high competition for a candidate and general trend in IT: shortage of experts.

Efficiency of professional recruitment

(number of vacancies filled per one recruiter)

	2022	2023	2024
Professional recruitment	10	10	9
IT-recruitment	6	7	6

The market challenges had impact on the reduction in recruitment speed by 2.5%. in professional recruitment, but it remains at the 2023 level for IT-recruitment. This impacted on the share of timely fillings in professional recruitment that decreased slightly, but demonstrated substantial growth in IT recruitment, including by unification of the technical interview process that is confirmed by outside research.

Rate of recruitment,

calendar days

	2022	2023	2024
Professional recruitment	45	40	41
IT-recruitment	56	55	55

Share of fillings in time

( % vacancies filled in time vs all fillings)

	2022	2023	2024
Professional recruitment	73%	79%	77.5%
IT-recruitment	75%	78%	89%

New employees are immersed in work and corporate culture before the first working day. After receiving an offer, the candidates receive a link to the resource with information about the MTS ecosystem and actions before starting work. In 2024, the mentorship program was launched, making it possible to assign mentors before the start of work. Updated Welcome-mailings inform about the important stages of adaptation and contain an interactive plan. Also, a remote course “How to Adapt at New Job”, which helps the novices to assimilate. During adaptation, new employees participate in the Welcome Day updated in 2024, where they familiarize themselves with the MTS ecosystem, possibilities for professional growth and the corporate portal. The portal also includes “To New Employee” section with the necessary information that provides for a high level of satisfaction with the adaptation process.

Level of satisfaction with adaptation processes

	2023	2024
Professional recruitment	87%	97%
IT-recruitment	Н/Д	89%

Therefore, in 2024 MTS maintains leadership positions in the field of personnel recruitment and adaptation, providing for business stability and development of the digital ecosystem even with external challenges.

Working with institutions of higher education

The MTS Group cooperates actively with the leading institutions of higher education, including the National Research University Higher School of Economics, MTUCI, Bonch-Bruevich Saint Petersburg State University of Telecommunications, Tomsk State University and many others. The Company has a basic department on deep-machine training, master’s degree program on artificial intelligence, participates in special courses and holds educational projects, career events and lectures from experts of institutions of higher education from the entire Russian Federation.

Work with students and schoolchildren

The MTS Group has internship programs for students and graduates in business and IT areas, and also mass media jobs. In 2024, more than 1,000 interns in total were accepted for internship in the MTS Group. Almost 50%. of those who completed the internship were transferred to regular staff. The Company also interacts actively with schoolchildren, arranges special projects for them and conducts introductory and adaptation events for various educational organizations. For organized groups of schoolchildren and students, regular excursions are organized the Company’s offices.

Number of students who completed internship in MTS¹,

persons

2022	2023	2024
716	1,039	1,467

¹The data of the previous periods changed vs the previous Report due to the correction of the data collection perimeter

Educational and special projects

The MTS Group develops its own educational projects, such as the School of Data Analysts and FinTech Academy, holds its own championships and hackathons, as well as supports special projects at institutions of higher education and partner organizations.

Diagnostics of skills

The MTS group introduced the corporate skill model into the process of activity efficiency for CEO-1, CEO-2, CEO-3 levels. The target audience in 2024 was 1,138 people.

Remuneration and social package

MTS has a competitive remuneration system. According to the data for 2024, the average salary at the Company is 6.8%. higher than in the country as a whole.

Moreover, MTS provides their employees with a broad package of compensations and benefits for several areas of wellbeing:

• physical (health insurance, sports);
• professional (corporate university, library and foreign languages study);
• financial (cafeteria benefits, discounts, reduced mobile rate);
• emotional (psychological support, interest clubs);
• social (accident insurance, charity and material assistance)

Also, the Company provides a comfortable environment (official mobile communications, corporate taxi and comfortable offices) and hybrid work format. Such an approach makes it possible to cover practically all spheres of life of the employees and support them in personal affairs and certain life situations.

Performance evaluation

All the Company’s employees participate annually in the performance evaluation procedure, which includes evaluation of fulfilment of key performance indicators. During the evaluation process, managers provide extended feedback based on annual work results, and, based on the evaluation results, a plan of development measures is drawn up for the employees.

In 2024, the work on developing and improving the KPI system was continued, including an increase in the number of cross-cutting team indicators, which help unite teams efficiently in order to achieve common objectives.

Thanks to a properly built personnel development system, about 72%. of managerial and 48%. of other vacancies in the Company are filled through the involvement of in-house candidates. Use of the advanced remote training platforms made it possible to provide employees with opportunities for developing professional and personal skills, as well as for studying new digital directions and retraining without sacrificing quality.

Advanced training for personnel

MTS trains personnel using the MTS Corporate University platform, which offers online courses for development of managerial, functional and corporate competencies.

In total, more than 7,500 courses are available on the platform. In 2024, more than 1,500 courses were added and updated. Most employees were trained on management and leadership, sales and negotiating skills.

The MTS Group conducts mixed-format programs to develop management skills of top managers, middle and immediate supervisors. More than 1,000 managers of the Group were trained in 2024.

In 2024, clubs were launched, the purpose of which was to create an environment to develop “soft” skills (for example, a book club, a movie club). The clubs are a joint project with KION and LINES teams. Club membership was around 3,500 people.

In 2024, four main training formats were used: webinars, online and offline trainings/workshops, lectures and master classes. More than 4,000 events were held during the year, attended by more than 16,000 Company employees.

MTS Corporate University platform coverage (remote training),%

2022	2023	2024
98%	99%	98%

Involvement

In 2024, the involvement survey was taken by 42,852 people.

The total level of employees’ involvement is in the sector among the best ones in both the telecom industry and in the IT industry. Growth vs 2023 +1.1 percentage points.

Social projects for the employees and their families

Training project timed to coincide with the Children’s Day – Code Land

In May, MTS launched the Code Land platform for the children of the employees and for whomever is interested. It is a virtual city, where the children may learn about the stat-of-the-art technology jobs in game form.

The platform participants played developing games and earned points to receive gadgets. Twenty children won them. And the 10 most active were able to visit the MTS headquarters and meet the company top managers.

In total, the online games on the platform were played by 3,858 children from 78 regions of Russia, they played 24,655 times.

The children were able to find out about new professions not only with the help of a digital platform, but at in-person parties, too. Those were held in 80 regions for 4,925 participants. Most participants attended the events in the Nizhny Novgorod region, Krasnodar territory, Ryazan and Ulyanovsk regions.

In Moscow, on the Children’s Day, MTS held a grand festival in Ostankino Fest Park. Not only the children of the company employees were invited to participate from all regions of presence, but whoever wanted, if they managed to register.

A “City of Professions” was opened for the children under the open air with several locations. Nearly 700 children from three years old played the giant Twister and board games, created MTS advertising posters, treated themselves to free cotton candy and ice cream, and also watched the performance by the volunteer puppet theater of MTS “Mobile Fairytale Theater” on how to behave in a busy city. And the participants could also find out what they would do in the future and try themselves in different roles: from a marketing expert to a financial expert.

The customer service workshop helped the children to develop their soft skills and to find out what emotional intellect and business etiquette were. Young engineers assembled and programmed robots-sumo wrestlers, and the future developers created a program using Python, which requests data from the user and returns them in the specified context.

Summer Spartakiad

For the first time, MTS held a large-scale sports program for the employees of the MTS ecosystem, which united 2,000 participants from 260+ cities of Russia. The employees competed in 8 types of sports – soccer, volleyball, track and field athletics, crossfit, ping pong, chess and practice firing.

On the online platform, 7,000 fans and 5,000 athletes took the sports quiz and did other activities. Points were awarded for the correct answers, and the points could be exchanged for a ticket to the semi-final in Moscow on August 24, to external events or charity. 1,000 sports slots were raffled off for participation in the external competitions, and 1.250 million were donated to charity. Aid was sent to foster children without parental care and various disabilities in the Ochag Children’s Aid Center in Gorno-Altaysk. A major overhaul was done in the center’s gymnasium, with soft floor and a new carpet for wrestling. And, sports equipment and inventory were purchased: roman chair. universal weight benches, volleyball net, stools, a set of dumbbells and bar-bell, volleyball and basketball balls, dumbbell, gymnastic jump ropes, and jump ropes with weights, mats

Cybersport tournament for MTS ecosystem employees

MTS held a grand cybertournament – MTС Cyber Cup. This is a game championship for computer game fans, and those who enjoy intellectual competitions. The competitions were held in six team and individual disciplines. They were selected by the employees themselves – Dota 2, Counter-Strike 2, World of Tanks, FIFA, quiz, own game.

Development of inclusive environment and digital society

The inclusive environment and digital society development program is based on the principles of inclusion, equality and diversity. The program is implemented within the framework of the Company’s ESG-strategy and Policy “MTS Activities in the Field of Diversity, Equality and Inclusion”¹.

¹ Approved by the Board of Directors in 2021.

MTS inclusive culture

MTS is distinguished by many years of a comprehensive approach to developing an inclusive corporate culture within the digital ecosystem. The Company consistently implements large-scale multi-level programs to achieve sustainable changes in society based on the principles of inclusion, equality and diversity.

Since 2021, there has been a policy on inclusion in MTS. Its key idea is developing a corporate culture with tolerant attitude towards special needs of employees, customers and partners of the company.

MTS is a company for everyone, because we welcome people here, even if they are different from others because of their appearance or health features. There is no age or sex prejudice here. When an employee is hired, their professional skills matter, and not the sex, age, health condition or disability status.

Educational program

Education plays a critical role in forming an inclusive culture, because it is a set of values and practices that promote creating more tolerant and diverse teams, where everyone feels accepted and respected, regardless of their individual features, which helps to create an open and inclusive atmosphere in the company. In 2024, 1,050 employees participated in educational programs.

• line and middle-managers are the participations in the “Inclusive Leader” program, where they receive practical skills of building diverse teams, inclusive communication, bullying and discrimination mitigation
• recruiters and HR managers are the participants in the “Inclusive Recruitment and Adaptation of Special Groups” program, during the course the participants study the best practices for inclusive groups recruiting (people with disabilities, youths without work experience, age 50+), quotas, legal issues when hiring special groups
• a video course is available for all employees to develop the skills of inclusive communication and broadens the outlook in the area of inclusion

The communication program

The communication program includes regular notification of the ecosystem employees on issues of the inclusive agenda: gender equality, various-aged teams, bullying and discrimination, how to communicate with people with disability, ethnic diversity.

Inclusive videos

Inclusive videos. To attract attention to the inclusion agenda, a series of videos was made to challenge stereotypes and confirm the inclusion value in business. The videos disclose various categories of inclusive employees, such as people with disability, older people and parents with special needs (for example, single parents, families with many children, parents of children with disability), showing them as sound members of the team who perform their duties successfully.

The videos have broad coverage (more than 18,000 views) and actively promote strengthening of MTS reputation as an inclusive company oriented at creating equal conditions for everyone.

Inclusive culture study

MTS makes an annual in-depth study of the ecosystem inclusive culture, this makes it possible to see strengths and areas of growth, to effectively build a road map for interaction with all stakeholders in the future period.

In 2024, MTS developed new tools for corporate inclusive culture enhancement:

• “Inclusion – A Trend in Fashion or New Business Ethics?” test will make it possible to determine the level of inclusive culture penetration in the team. The anonymous survey includes 15 questions. The test identifies the actual attitude of the respondent to having employees with disability, health features, without work experience or at the age of 50+ and helps to find out, how much they share the inclusion values, and to identify discrimination against different categories of employees. After testing, the participant have access to recommendations for books and movies that might improve knowledge on the topic. The testing is available not only to the ecosystem employees, but to external users on the MTS website.
• “Bullying at the Workplace” test was developed by MTS using the team “Travli NET”, it will make it possible to identify signs of bullying in the corporate environment. After testing, the participant has access to the following recommendations: how to distinguish between bullying at the workplace and a conflict of interest, what to do to prevent bullying for the witness to the situation, the manager and the victim, and also to prevent discrimination. The testing is available to both the ecosystem employees and external users on the MTS website.

All-Russian Inclusive Festival “We will hear you”

This is a large-scale federal project of the MTS digital ecosystem aimed at searching for the best practices for further introduction into the company and expansion of the candidate pool for building diverse teams.

The following took place at the festival:

• Competition of innovative projects and ideas in the field of inclusion (search and implementation of solutions to increase accessibility of the environment, products and services for people with hearing loss);
• Roundtable “Inclusion and Business: Let’s Hear Each Other”. Key topics for discussion: Is the business ready to introduce new services and solutions for inclusive groups? Motivation of the companies when launching inclusive products?
• Public showing of a movie with translation into Russian sign language (RSL) in 11 cities and expansion of the library of movies and series in KION online cinema (15 films with simultaneous interpretation into Russian sign language: popular comedies, family movies, cult animation and fantasy)
• Tour in RSL in the MTS offices. More than 30 students with impaired hearing took a tour in the digital space of MTS, dipped into the corporate culture, talked to the product teams.
• Job fairs for people with special needs. More than 1,000 candidates took part in the educational workshops and left their CVs.
• Online hearing testing for the employees and hearing webinars.

The results of the All-Russian Inclusive Festival “We will hear you”:

• 2,000 offline participants;
• 120 volunteers of MTS ecosystem;
• 100 applications from 24 regions of Russia, 2 winners.

National championship on professional skills between the disabled and people with disability Abilympics

MTS became one of the leaders in the employment of people with disabilities at the Abilimpix National Championship — 50 graduates of the championship became part of the ecosystem team in 2024.

Volunteering in MTS

Corporate volunteering by MTS is an integral part of the corporate culture and is distinguished by a comprehensive approach of the MTS ecosystem to volunteering and creating the image of a socially responsible employer.

Main results in 2024:

• For the first time, a census of active volunteers was taken – 1,900 active volunteers who are ready to participate in MTS social projects.
• A unified Guide on volunteering was created to hold volunteering events in social institutions.

MTS Volunteer Puppet Theater “Mobile Fairy Tale Theater”

The corporate puppet theater has been implemented at MTS as a corporate social responsibility project since 2012. Ecosystem employees hold annual events in social centers, institutions, and hospitals.

The theater became a participant in the charity film festival “Children’s Cinema May” in Voronezh, the inclusive picnic in Tsaritsyno in Moscow, the festival of inclusive theaters “Not necessary to be the same” in Cheboksary.

Results of the Theater for 2024:

• 52 performances
• 3,327 spectators offline
• 63 theater actors and more than 150 volunteers, who actively participate in the performances and work of the theater

New Year ecosystem project Virtuality

In December, MTS held the first technology New Year project Virtuality, where the employees participated in the volunteering program, shared a holiday mood with their colleagues, listened to podcasts and wrote fairytales with the children. The project made it possible to introduce digital technologies to the orphans from social institutions and helped them to choose their future professions. The participants made New Year toys on the 3D printer, animated snowfall using Python programming language, drew New Year’s cards in Figma and took a test on an interactive screen that helps to define a suitable profession. Using the neural network, the participants made their creative avatars, sang their favorite songs in the equipped karaoke booth and manipulated a robotic dog with a joystick.

2024 project results:

• 21 cities
• 3,642 participants from 132 children’s social institutions
• 362 volunteers
• 3,858 employees participated in the quiz and written 538 fairytales with AI.

Occupational health and labor safety

The number one priority is to preserve the life and health of the employees, to provide favorable and safe working conditions at MTS PJSC.

In 2020, MTS joined the international approach Vision Zero, or Zero Injuries. This is a qualitatively new approach to setting up prevention, combining three areas: safety, workplace hygiene and well-being of employees at all production levels.

The MTS Group Strategy for safety, health and well-being for 2021–2024 that included international practices and methods for introducing Vision Zero, was implemented in full.

MTS PJSC built a fully operable health and safety management system. It includes regulatory documentation support (the Company developed a base of internal local regulations) and a selection of measures to provide for safe working conditions for the employees, the compliance with which is organized and controlled by the health and safety service. One of the components of the health and safety management system is professional risk assessment and management. This procedure is implemented on a continual basis by the health and safety service – risk registers have been made, assessment charts have been written that the existing and newly-recruited employees review. Measures are taken to reduce current risks.

The costs for health and safety measures in MTS PJSC in 2024 were 100%. of the budget.

Health and safety actions costs,

RUB million

2022	2023	2024
83.9	99.8	104.9

In 2024, external and internal health and safety training was completed by 11,430 people – managers, experts, members of the health and safety commissions and other categories of employees. First-aid training to injured at work is in progress.

Special assessment of working conditions

2022	2023	2024
24,003	23,523	23,882

A special assessment of working conditions was made regarding 94%. of workplaces in the MTS Group Corporate Center and MTS PJSC branches.

Detailed information on assessment results is available on the website.

Personal protective equipment plays an important role in preventing employee’s direct exposure to harmful and/or hazardous production factors. MTS developed and approved codes for free issue of safety clothing, safety shoes and other personal protective equipment to workers who are engaged in working with harmful and/or hazardous working conditions.

MTS employees engaged in working with harmful and/or hazardous working conditions undergo preventive (upon employment) and routine (during work) medical examinations. During the reporting period, MTS PJSC conducted preventive and routine medical examinations of 1,031 and 4,585 employees, respectively. As a result of routine medical examinations, eight employees needed to be transferred to another job; health resort treatment was recommended to 139 employees (the opportunity for treatment was granted at the Company’s expense).

Since 2019, the “Requirements for accident investigation” standard has been in place in the Company, and the branches use this standard to take the relevant measures. Heads of subdivisions and employee representatives participate in monitoring and in developing annual H&S Safety Plans in branches for the next year, as well as in developing a List of actions to improve working conditions and occupational health and safety and develop the safety culture.

In 2024, nine accidents occurred at MTS PJSC with nine employees injured (three of them were women). In terms of severity, all the accidents fall within the category of minor accidents. The total number of injuries increased, but their severity decreased versus 2023. No occupational diseases were found in employees in the reporting period.

Starting in 2018, the MTS employees have taken the remote training video course “Safety Culture” (the course has been taken more than 2,000 employees already).

The health and safety management system efficiency is assessed annually on the basis of quantitative parameters that make it possible to assess the degree of implementing the health and safety policy objectively.

Rate of injury

Parameter	2022	2023	2024
Accident Frequency Rate (AFR)1	0.20	0.15	0.31
Accident Severity Rate (ASR)2	32.4	39.8	28.6
Accident and Lost Work Time Rate (ALWTR)	0.05	0.06	0.08
Lost Work Day Rate (LWDR)	1.57	1.38	1.41
Absentee Rate (AR)	4.53	4.37	4.34

¹ Accident Frequency Rate (AFR) defines the number of accidents for the reporting period per 1,000 workers.

² Accident severity rate (ASR) defines the number of disability days per injury.