Mutual Respect:

A relationships approach to Emiratisation

Essa AlMulla March 2012

From the outset, the private sector has neglected the community

• Low nationalisation in priority growth sectors

• Unclear future prospects for Nationals

• Disengagement from the private sector

• Exclusion from the workforce

• The emergence of ‘long term’ unemployed

This has led to:

• National population growth

• Existing jobs market

• Socio- cultural barriers

The Challenges for employers

National population growth

Existing Jobs Market

0.4%

0.6%

1.9% 1.7%

3.4% 0.2%

8.3%

4.8%

6.3%

64.6%

2.5%

2.0% 3.3%

0.0%

Distribution of UAE National across Economic Sectors

Agriculture and Fishing

Mining and quarrying

Manufacturing

Construction

Wholesale and Retail

Hotels and Restaurants

Transportation and storage

Financial Services

Real estate and Business Services

Public Administration

Education

Health and socialwork

Other Social Services

Organization and non-sectoral bodies

Socio- economic barriers

EMPLOYMENT STATUS OF NATIONALS ( age 15+)

In workforce (45,751) 42.5%

Not in Workforce

(61,953) 57.5%

Source: the 2009 Dubai Labour Force Survey

• How can we change mindsets of:

• the government ….?

• the community ….?

• The media……?

What we need is :

A review of the relationship

Between

Employers and Employees

Private sector has a ‘duty of care’ to the Nation

BB

Go Beyond your Balance sheet !

The ‘Social Contract’ between employer and Employee - based on :

MUTUAL RESPECT

• How well do you engage with your Emirati employees….?

• How well do you think you understand their needs?

Nationals Reasons for Resignation – All Sectors 2008

35%

18% 13%

6%

9%

8%

4%

7%

Line Manager

Working Conditions

Work Environment

Work Location

Personal Reasons

Remuneration

Studying

Career Development

Nationals Reasons for Resignation – Banking & Finance Sector 2008

1. Work Environment: 33% resigned due to Disturbances with supervisors and unhelpful colleagues. 75%

commented they have felt neglected and not provided with any work.

2. Career Development: 17% resigned due to the lack of a career growth plan within the job.

3. Working Conditions: 17% resigned because of working hours and work load of which 16.6 percent commented on low compensation as one of the reasons.

4. 17 % resigned due to an Opposition to working in a Non-Islamic Bank, 50% is a familial force while the rest is on the individual’s perception.

5. 8% resigned directly because of the line manager’s disrespectful behavior.

6. 8% resigned because of Personal Reasons such as Marriage

33%

17% 17%

17%

8%

8%

0%

Reasons for Resignation - Banking & Finance Sector 2009

Work Environment,and was not given anyworkCareer Development

Working Conditions

Opposition to workingfor Non-Islamic Bank

Line Manager

Personal Reasons

Relationship based upon MUTUAL RESPECT

EMPLOYER EMPLOYEE

Requests data, input, information, IPA, etc

Feedback, recognition, encouragement, constructive criticism

• Make a real effort to understand Emirati needs

• View Emirati employees as an asset not a liability

• Support Emiratisation in a pro-active way - PPP

The employers need to: