3+emiratization+and+women

Emiratization Public Policies & their Impact on Women

Ruba Al HassanSocial Development AdvisorGeneral Secretariat of the Executive Council, Abu Dhabi GovernmentPresented at NYU - Nationalization of the Workforce in GCC10 April 2011

CONTENTS

Current situationStatisticsIssues

Emiratization initiatives & impactInstitutionsLegislationPrograms

Proposed initiatives

2

CURRENT SITUATION

3

Abu Dhabi Labour Force Structure

National Females2%

Non-National Females

14%

National Males

8%

Non-National Males76%

4

Labour Force by Gender & Nationality

Abu Dhabi National Female Labour Force Structure

Abu Dhabi62%

Al Ain34%

Western Region3%

AD Islands0%

5

National Females by Region


15-19 20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65+0

1,000

2,000

3,000

4,000

5,000

6,000

7,000

8,000

Nu

mb

er

6

National Females by Age Group

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Employment Status Breakdown of Married Females

Housework62%

Employed 33%

Unemployed 2% Unable to Work

1%

Students 2%

65% NOT in labor force

Unwilling to Work

1%

Employment Status Breakdown of Unmarried Females

Unwilling to work1%

Unable to work1%

Employed 41%

Students50%

Housework 7%

9% at risk of Social Exclusion


Percentage Distribution of Unemployed Nationals (15 - 64 year) by Educational Status and Gender, 2008

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Educational Status Male Female Total

Illiterate 11.5 1.1 9.2

Read and Write 13.9 0.6 10.9

Primary 16.2 2.3 13.1

Preparatory 22.7 6.1 19

Secondary 25.1 32.9 26.8

Non- Degree Post Secondary Diploma 2.4 12.1 4.6

University 6.8 43.3 15

Higher Diploma 0.4 1.1 0.6

Master 0.8 0.4 0.7

Ph.D. 0.2 0.1 0.1

Source: Statistics Centre - Abu Dhabi

Labour Force Participation of Women (%) – Benchmarking with OECD

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Abu Dhabi UAE Iceland Denmark & Switzerland

Norway OECD0

102030405060708090

15.6 14.5

8277.3 76.5

56.5

Overview of Key Employment Issues

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• In comparison with benchmarks and international average of 46%, female employment-to-population ratio is low at 23%

• High inactivity rate among women

Low Female employment-to-population ratio

• In comparison with international average of 13%, self-employment is low

• Self employment and entrepreneurship is limited as most of the employed are wage earners

Only 2% of the population are self employed

• An unequal distribution of employment is evident in the market with non-nationals occupying most of industry and non-government services jobs, while nationals have tended to cluster in the public sector

90% of national employment is in the public sector

• Structural unemployment in the UAE was 11.5% out of actual unemployment of 11.6% in 2005

• Structural unemployment has been growing at an average annual rate of 5.6% between 1998 and 2005

Large and growing structural unemployment

•In comparison to international average of 7%, unemployment among nationals is high indicating the alarming number of unemployed nationals

Unemployment among nationals is high at 12%

EMIRATIZATION INITIATIVES & IMPACT

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Emiratization Initiatives - Institutions

Federal• In 2000 established TANMIA• TANMIA’s objectives:

Achieve full employment of the national human resources.

Reduce the foreign component of the UAE labour force.

Increase the supply of qualified and skilled national labour force to meet the labour market needs.

Develop and enhance the work skills and potentials of the national labour force

Abu Dhabi• In 2005 established Abu Dhabi

Emiratization Council – renamed Abu Dhabi Tawteen Council

• ADTC’s objectives: Achieve full sustainable

employment for every Emirati Ensure that every Emirati Job

Seeker finds a job Work with employers, especially in

the private sector, to ensure that job opportunities for Emiratis are created across all functional levels

Advise Abu Dhabi Government on policies and mechanisms to increase Emiratization, especially in the private sector

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“The intervention system shall be posited in a way that makes a positive partiality that saves convenientwork opportunity for national women”

Emiratization Initiatives – Federal Legislation

• Cabinet decisions were issued setting Emiratization quotas for three parts of the private sector: • Banking (in 1998): 4% annually • Insurance (in 2001): 5% annually • Trade (in 2004): 2% annually

Quota System

• 2005 MoL decision requiring the Emiratization of public relations officers • 2006 MoL decision requiring the Emiratization of secretarial positions• 2006 MoL decision requiring the Emiratization of managerial positions in

human resources

Emiratization of professions

• 2011 Part-time work permit in effect applies to:• Resident workers in full-time employment holding a valid labour card• Co-dependent sponsored residents (i.e. housewives on husband's

sponsorship)• Residents aged 18 and above• Government employees

Part-time law

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Emiratization Initiatives – Impact of Federal Legislation

• In UAE, Emiratization in banks reached 34 % by the end of 2009, registering an annual increase of 4 %.

• In Abu Dhabi, Emiratization in the sector stood at nearly 10% in 2009.

• TANMIA reported in 2005 only 7 banks achieved Emiratization targets and only 1 insurance firm

Quota System

• MoL said within one year of the decision 1,700 of the 3,000 PRO positions in the UAE have been emiratized

Emiratization of professions

• Too early to assessPart-time law

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Emiratization Initiatives – Abu Dhabi Programs

• By ADTC in 2009 targeting Al Ain City and the surrounding areas. Female jobseekers were assessed to identify, and helped to fill, individual needs and skills gaps. The project team also worked with private sector employers to identify existing and future employment trends.

Ain Al Mustaqbal initiative

• By ADTC - provides a platform for private sector employers to share their experiences in the field of Emiratization and help evolve public policies on various issues related to Emiratization.

Abu Dhabi Emiratization

Forum

• AWTAD, IBDAA, Tawteen and work readiness training programs

• Dirasati program for skills development and placement in banking sector

• ADTC set up agreement to outsource technical skills training and offers work skills training programs through UAE academy

• Career counselors at ADTC

Training & counseling

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PROPOSED INITIATIVES

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Abu Dhabi labor programs/mechanisms were categorized into one of three groups: (1) Active, (2) Passive, (3) Protective

Intervene in the labor market to help the unemployed find work and bring the inactive back to the workforce

Focused on creating jobs, training and re-training, and finally on providing advice and guidance in terms of job search and career paths

Provide services to re-integrate unemployed into the workforce and are sometimes coupled with financial assistance

Regulations concerning employment standards and relations including: rules favoring disadvantaged groups, training requirements, redundancy procedures, mandated pre-notification periods and severance payments, special requirements for collective dismissals as well as short-time work schemes

Enforces health and safety measures and wage setting

Geared towards providing welfare benefits to the unemployed in the form of unemployed assistance or unemployed insurance

Passive programs offer mainly financial assistance rather than re-integration services

Active Programs

Active Programs

Passive ProgramsPassive

Programs

Protective MechanismsProtective

Mechanisms

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22

33

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Proposed Initiatives for discussion

Subsidized work placements Subsidizing private sector employers to train & recruit Nationals Mentoring programs tailored to women (big sister/little sister)

Extended maternity leave Introduction of paternity leave On-site childcare facilities Flexible working hours

Unemployment benefits tied to skills development

Active Programs

Active Programs

Passive ProgramsPassive

Programs

Protective MechanismsProtective

Mechanisms

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22

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Questions

1. Which type of programs would be best suited to increase women’s labour force participation in Abu Dhabi?

A. Active

B. Passive

C. Protective

D. Combination – please specify

E. All 3 types

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Questions

2. Which interventions would you recommend?

A. Subsidized work placements

B. Subsidizing private sector employers to train & recruit Nationals

C. Mentoring programs tailored to women (big sister/little sister)

D. Unemployment benefits

E. Extended maternity leave

F. Introduction of paternity leave

G. On-site childcare facilities

H. Flexible working hours

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Questions

3. Which interventions would you NOT recommend?









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Questions

4. Which ONE intervention could have the most significant POSITIVE impact on women’s labour force participation?









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Questions

5. Which ONE intervention could have the most significant NEGATIVE impact on women’s labour force participation?









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Questions

6. Which ONE intervention could have the most significant NEGATIVE ECONOMIC impact?









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Questions

7. Which ONE intervention could have the most significant POSITIVE SOCIAL impact?









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Questions

8. Which alternative interventions would you recommend?

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