Key considerations I’m witnessing in the development of the UAE national workforce

The workforce in the UAE possesses several unique characteristics that shape its dynamics and contribute to the country’s economic and social development:

• Desire for Education and Skill Development: There is a strong culture of valuing education and continuous skill development among UAE nationals. Organizations prioritize investing in training and upskilling their employees to enhance productivity and competitiveness in the global market. It is evident that this is pushed by top leadership who see the importance of development to sustain the growth and push the national agenda forward.

• Support of Innovation: UAE nationals demonstrate a willingness to embrace innovation and technology to improve work processes and outcomes. While they respect traditional practices, there is a keen interest in adopting new tools and methodologies to drive efficiency and effectiveness in their roles. There is a big push to stay on the cutting edge, this needs to be tempered with fundamentals as there is a risk of “leap frogging” developmental skills. Interestingly when it comes to supporting innovation in UAE organizations, the leadership practices play a large role*.

• Promotion of Knowledge Exchange: UAE fosters a culture of knowledge exchange and international exposure. Many organizations encourage employees to participate in exchange programs and seek opportunities for professional development abroad. This exposure enriches their skills and perspectives, which they bring back to contribute to their organizations.

• Entrepreneurial Spirit: There is a prevalent entrepreneurial spirit among UAE nationals, with a deep admiration for individuals who have successfully launched their own businesses or initiatives. This spirit fuels innovation, creativity, and a proactive approach to problem-solving in the workplace. One way of leveraging this is to offer increased autonomy to the workforce. The UAE nationals need to see themselves as the CEO of their career. This belief will help drive performance as they strive to make themselves more valuable.

• Localization of Leadership Roles: Succession planning in UAE often prioritizes Emiratis for leadership positions, reflecting the government’s emphasis on empowering its citizens. Therefore, it is crucial for UAE workforce to develop strong leadership skills to qualify for and excel in these roles, ensuring the sustainable growth and development of local talent. There are strong role models for the UAE workforce to emulate from the founding leaders to present day executives that display the leadership style that delivers results**.

These characteristics can be leveraged to further continued development of the Emiratis and Emiratization programs. It is critical to understand them in the development phase to make sure there is no tissue rejection.

*Agarwal, R., & Gupta, B. (2021). Innovation and Leadership: A Study of organizations based in the United Arab Emirates. 

**Ahmed, G., & Al Amiri, N. (2022). The Transformational Leadership of the Founding Leaders of the United Arab Emirates.

Fostering professional development by leveraging the UAE workforce traits for success

Leveraging these unique characteristics of the Emiratis staff is essential for fostering continued growth and development. Understanding these traits during the learning and development phase helps ensure alignment with the cultural and professional values of the workforce, thereby minimizing resistance or “tissue rejection” to new initiatives or programs.

Here’s how I believe these characteristics can be leveraged:

Education and Skill Development: Organizations can design training programs and initiatives that resonate with the workforce’s strong desire for education and skill enhancement. Providing opportunities for continuous learning and development not only boosts employee engagement but also equips them with the capabilities needed to thrive in a rapidly evolving business landscape.

Innovation Support: Emphasizing a culture of innovation and providing resources for experimenting with new technologies and approaches encourages employees to contribute fresh ideas and solutions. Recognizing and rewarding innovative efforts can further motivate employees to actively participate in driving organizational growth and success.

Knowledge Exchange Promotion: Facilitating knowledge-sharing platforms, mentorship programs, and international exchange opportunities allows employees to broaden their perspectives and acquire valuable insights from diverse experiences. This cross-pollination of ideas fosters creativity, collaboration, and a culture of continuous improvement within the workforce.

Entrepreneurial Empowerment: Encouraging entrepreneurial initiatives within the organization, such as intrapreneurship programs or innovation challenges, taps into the workforce’s entrepreneurial spirit. Providing support and resources for employees to explore and develop their entrepreneurial ideas fosters a culture of initiative, ownership, and risk-taking.

Leadership Development: Investing in leadership development programs for UAE nationals that are tailored to the unique needs and aspirations which prepares them for leadership roles within the organization. Providing opportunities for mentorship, coaching, and exposure to senior leadership positions helps groom future leaders who can drive organizational success while upholding local values and priorities.

By aligning workforce development initiatives with these inherent characteristics, organizations can effectively harness the full potential of the UAE workforce, driving innovation, competitiveness, and sustainable growth in the country’s economy.

My experience has fueled my passion for empowering individuals across the GCC to thrive in diverse environments and inspired me to delve deeper into understanding the cultural, social, and economic factors that shape the landscape of the region. As I continue my journey, I am committed to leveraging my knowledge and expertise to support others in unlocking their full potential and achieving success in the vibrant and dynamic environment of the GCC. This passion has crossed over to my academic pursuits where my doctoral dissertation is on succession candidate development. This has led to extensive research into the opportunities and demands of the local workforce of the region. This research has played a pivotal role in the construction of my solutions for my clients. I believe this is provides a unique value as it is a blend of academics and applied science.

“Education is the cornerstone of progress. We must equip our youth with the knowledge, skills, and values they need to succeed in the 21st century.” His Excellency Hussain Ibrahim Al Hammadi, Minister of Education

“Our greatest asset is our people. We must invest in their development, nurture their talents, and provide opportunities for growth and advancement.”
His Highness Sheikh Mohamed bin Zayed Al Nahyan, President of the United Arab Emirates and Ruler of Abu Dhabi

Based on my experience and research, we have created programs aimed to solve the concerns that I has when working internally. These programs were designed with the UAE workforce in mind and will support many Emiratization initiatives.

Mentoring Toolkit designed for HR team

This kit includes everything HR needs to deliver a successful mentoring program, ideal for supporting institutionalized programs and ad-hoc departmental requests.

Building Career Development for UAE Nationals 

Built on the Career Capital Theory, this program fosters intentional career growth. It empowers employees to take charge of their development, enhancing current roles, and future readiness through a 6-session group coaching program.

Building Talent Incubator for managers

2-day workshop – Designed to work with managers to understand how they can best support the growth of their employees.

Consultation Work

Bespoke guidance for organizations looking to develop a systematic approach to developing their UAE national workforce.

Mastering Performance assessment for Managers, 1 day workshop – Developed to address the challenges managers face in accurately assessing staff performance. It emphasizes strategies for meaningful discussions and accurate assessments to optimize the mid-year review process.

Our work is guided by the demands of our clients and in line with government initiatives such as the “Abu Dhabi Economic Vision 2030”.

To talk about Emiratization strategy or bespoke program design tailored to your organization’s
growth connect with Shad at shad@clairmontdevelopment.com