Mutual Respect: A relationships approach to Emiratisation Essa AlMulla March 2012
Jan 20, 2015
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: