Emirates national development programmePresentation Transcript
Mutual Respect:A relationships approach to Emiratisation Essa AlMulla March 2012
From the outset, the private sector has neglected the community
This has led to:• 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
The Challenges for employers• National population growth• Existing jobs market• Socio- cultural barriers
National population growth
Existing Jobs Market
Distribution of UAE National across Economic Sectors Agriculture and Fishing 0.0% 0.4% 0.6% Mining and quarrying 1.7% 2.0% 1.9% Manufacturing 3.3% 2.5% 3.4% 0.2% Construction Wholesale and Retail 8.3% Hotels and Restaurants Transportation and storage 4.8% Financial Services Real estate and Business Services 6.3% Public Administration Education Health and socialwork Other Social Services 64.6% Organization and non-sectoral bodies
Socio- economic barriers
EMPLOYMENT STATUS OF NATIONALS ( age 15+) Not in Workforce In workforce (61,953) (45,751) 57.5% 42.5%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 employerand 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 7% 4% 8% Line Manager 35% Working Conditions Work Environment 9% Work Location Personal Reasons Remuneration 6% Studying Career Development 13% 18%
Nationals Reasons for Resignation – Banking & FinanceSector 2008 1. Work Environment: 33% resigned due to DisturbancesReasons for Resignation - Banking & Finance Sector with supervisors and unhelpful colleagues. 75% 2009 commented they have felt neglected and not provided with any work. 2. Career Development: 17% resigned due to the lack of a Work Environment, 0% and was not given any career growth plan within the job. work 3. Working Conditions: 17% resigned because of working 8% Career Development hours and work load of which 16.6 percent commented 8% on low compensation as one of the reasons. 33% 4. 17 % resigned due to an Opposition to working in a Working Conditions Non-Islamic Bank, 50% is a familial force while the rest is on the individual’s perception.17% Opposition to working 5. 8% resigned directly because of the line manager’s for Non-Islamic Bank disrespectful behavior. 6. 8% resigned because of Personal Reasons such as Line Manager Marriage 17% 17% Personal Reasons
Relationship based upon MUTUAL RESPECT Requests data, input, information, IPA, etcEMPLOYER EMPLOYEE Feedback, recognition, encouragement, constructive criticism
The employers need to:• 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