1. INNOVATION, COLLABORATIONAND CULTURAL
CHANGE:ANEWAPPROACH TOWARDS SUCCESSFUL
EMIRATISATION OF YOUR WORKFORCE
Introduction to the concept of „Emiratisation &
Localisation Creativity Lab‟
Brought to you by
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2. What is Emiratisation and other workforce
localizations initiatives really about?
• A nationwide initiative led by the government with the aim
of integrating it‟s citizen workforce in to the job market
through legislations, quotas, initiatives targeting local
jobseekers such as up-skilling and education and in some
countries replacing expatriates employees with locals
• Contrary to wide-spread perception; in the UAE;
Emiratisation is NOT about replacing expatriate workforce
with Emiratis. This is due to the demographic realities as
the ratio of the Emirati population to expatriates is
approximately 1:8. It is more focused on opening more
vacancies to Emirati jobseekers and the creation of jobs
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3. (continued)What is Emiratisation and other
workforce localizations initiatives really about?
• Emiratisation and similar local „inclusion‟ and „integration‟ initiatives
normally exists in environments with distinct features such as:
• Rate of economic growth and expansion of private sector businesses
is faster than the rate of local jobseekers entering the workforce
• Emerging and fast growing markets, and in particular oil-rich countries
in middle east and Africa
• Local population is either a minority of the total population
• Local population have historically been denied equal opportunities to
participate in the job market due to the political environment, lack of
societal acceptance or long-standing wars or conflicts
• Environments where the local culture, norms and stigma is not
conducive to integrating local workforce across all levels of the labour
market
• Environments where the existing education infrastructure is struggling
to keep up with market needs and pace of developments
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4. THE EMIRATISATION PHENOMENON:
WHAT MAKES ITA UNIQUE CASE-
STUDY?
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5. • UAE nationals are a minority in the country representing about
10% of the total population
• Unemployment rate of 14% in the UAE (Emiratis only)
• Unemployment rate is higher among Emiratis at the age
bracket of 20-24 years old in comparison to Emiratis at the age
bracket of 25-34 years old
• 25% of the population are students and expected to join the
labour force in the next few years
• Salary levels offered by employers to Emiratis is higher than
salaries offered to expatriate workforce, the difference in many
occasions is significant
• Emirati jobseekers can be considered mostly as „passive
jobseekers‟ rather than „active jobseekers‟, displaying
characteristics of „millennial jobseekers‟ for employers
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6. Top 3 views held by Emirati jobseekers
about the job market
• Employers are more cautious and reluctant when it comes
to hiring UAE nationals mainly due to “wrong perceptions”
• Private Sector does not offer “job security”
• Beauracracy, inefficient recruitment process and internal
resistance by hiring managers slowing down the hiring
process significantly
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7. Top 3 views held by employers in the UAE
• Expectations of Emirati jobseekers does not match what
employers can offer
• Concerns that hiring Emirati nationals is a binding
commitment in which employers can not terminate Emirati
employees
• Retaining and keeping Emirati employees engaged
represents a significant challenge
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8. BUILDING A SUSTAINABLE
AND EFFECTIVE
EMIRATISATION STRATEGY
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9. What do we believe are the building blocks of a
successful Emiratisation strategy
Alignment of Emiratisation with
organisation strategy, values and goals
Relevant to the external
context
Internal buy-in
Focuses on value
to both parties
(Emiratis &
Employer)
Clear
Leadership
buy-in
Employer Brand
helps pipeline
talent
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10. OUR APPROACH
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12. The deliverables of our approach
• The Creativity Lab we:
• Identify and address current challenges your company faces,
• Brainstorm the unique opportunities Emiratization could potentially
present to your organization,
• Help you identify potential challenges that might impact your
Emiratisation approach
• Develop effective and sustainable Emiratization strategies catered
to your company
• Seek to win buy-in from your hiring managers and involve them in
the creative process of developing an Emiratisation Strategy
• and finally help you develop your own unique Emiratisation
Strategy
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13. What to expect from the Creativity Lab
Insights on
history and
current status
of
Emiratisation
Interactive
Group
Discussions
and
exercises
Real life case
study:
Motivations
of an Emirati
Jobseeker
Brainstormin
g the present
challenges
and potential
solutions
Identifying
your
organisation‟
s
Emiratisation
purpose and
charter
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14. Why adopt a Creative Brainstorming
Workshop?
• In 2013 H.H. Sheikh
Mohammed Bin
Rashid directed all
federal government
bodies to adopt the
“Government Creativity
Lab” experiment to
overcome practical
challenges
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15. Benefits of our approach
• Your organisation will
not only fully rely on
external consultants for
knowledge,
• Knowledge will be
developed from within
the group increasing
chances of buy-in
• It encourages
conversations and
identifying workable
strategies as opposed
to traditional workshops
thus empowering your
Managers
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16. WHO IS LEADING THIS
APPROACH?
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17. Abdulmuttalib (Talib) Hashim
• Founder of the first Emirati-
Nationalisation Advisory firm TBH
as well as Emirati recruitment
specialists Next Level Management
Consultancy. Through his work has
helped several organisations in the
UAE on their Emiratisation,
Recruitment and talent acquisition
needs.
• Developed SIDR™, The
Emiratisation Roadmap™ and other
methodologies that can be used to
design Emiratisation strategies for
organisations
• Speaker, highly sought moderator in
numerous conferences and
columnists in local publications
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18. Mubeena Mohammed
• Mubeena has facilitated
Organisation Change Management
and provided HR strategy advisory
to high-profile global organisations
since 2003
• A student to OD and Transformation
guru Roland Sullivan who is the
founder of the Whole
Transformation System™ which the
Creativity Lab process is based on
• Mubeena has recently authored her
book on this process called „Speed
Change‟
• She holds a Bachelor‟s degree in
two majors: Psychology and
Philosophy
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19. For more information
• Email me: talib@talibbinhashim.com
• Visit my website: talib@talibbinhashim.com
• Join our movement ‘ReWork GCC’ on LinkedIn:
• ReWork GCC & Emiratisation
• Like our group on Facebook: TBH Facebook Group
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