Why Investing in Emirati Talent is Your Smartest Business Move in 2025

Author: TASC Outsourcing

Jun 19, 2025

The UAE’s journey toward economic diversification and social progress continues to set global benchmarks. At the heart of this evolution lies one powerful initiative: Emiratisation. More than a compliance requirement, it’s a national mission, one that calls for active collaboration between the public and private sectors to build a resilient, future-ready Emirati workforce.

In 2024 alone, the UAE saw:

A 12% increase in the total workforce
A 70% jump in private sector companies
A 43.7% rise in Emiratis employed in the private sector compared to 2022

These figures speak volumes about the momentum behind Emiratisation. But hiring Emiratis isn’t the end goal, empowering them is.

So how can businesses move from obligation to opportunity? Let’s explore.

What Do Emiratis Really Want from Their Employers?

Understanding the motivations of Emirati jobseekers is key to attracting and retaining top talent. Yes, compensation matters – 74.24% of Emirati employees express some level of salary dissatisfaction. But there's more to the story.

Job Security Comes First

Unsurprisingly, job security is the top priority for both jobseekers and employed Emiratis. A stable career path is more attractive than short-term gains.

Career Development & Purpose

37.22% prioritize career growth
71.96% want to work somewhere meaningful
This shows a clear desire to align professional growth with personal values.

Flexibility, Brand Reputation & Work-Life Balance

With over 53% planning to switch jobs within six months, employers must rethink how they offer flexible work, promote their employer brand, and create a sense of purpose from day one.

Where Are Emiratis Looking for Jobs?

In 2025, digital platforms dominate the recruitment landscape—but traditional networks still hold value.

Most Used Channels for Employers:

NAFIS – 58.13%
Personal References – 57.18%
Job Portals – 49.04%

The takeaway? Employers should embrace a multi-channel hiring strategy, blending tech with personal networks for the best results.

Top Hiring Challenges (and How to Overcome Them)

Despite the progress, gaps remain on both sides of the talent equation.

Pain Points for Employers:

Unrealistic salary expectations – 50.48%
Lack of suitable candidates – 28.47%
Skills gap in tech roles – 13.40%

Pain Points for Jobseekers:

Misalignment with skills or aspirations – 59.05%
Unsatisfactory compensation – 51.43%

To bridge these gaps, here’s what works:

Flexible Work Options – Prioritized by 60.42% of employees
Professional Development Support – Training, certifications, and on-the-job coaching
Transparent Job Descriptions – Set clear expectations early
Strategic Networking – Senior-level hires often come through trusted referrals
Upskilling for Gaps – Don’t dismiss candidates missing one skill; invest in training instead

Ready for the Future: AI & Digital Transformation

The UAE is charging ahead in the digital economy with AI expected to contribute $46 billion to GDP by 2030. So where do Emiratis stand?

Digital Readiness Snapshot:

52%+ have a basic understanding of AI
39.51% report strong data analysis skills
24% still lack AI-related competencies

The solution? Collaborative upskilling.

Partner with NAFIS to enroll Emiratis in tech training
Launch internal AI academies (like Shalhoub Group)
Promote skills like prompt engineering as the new “Excel”
Encourage interaction with the startup ecosystem for real-world learning

Government Support That Makes a Difference

The UAE’s Emiratisation ecosystem is robust, offering real incentives to employers and jobseekers alike.

Key NAFIS Benefits:

Salary support, child allowance, pension subsidies, and unemployment benefits
On-the-job training & career counseling
A centralized job platform with over 65,000 job postings

Compliance Snapshot:

Firms with 50+ staff must increase Emirati hires by 2% annually in skilled roles
Smaller companies (20–49 employees) must hire 2 Emiratis by the end of 2025
Fines apply for non-compliance (AED 9,000–10,000 per unfulfilled hire)

When embraced strategically, Emiratisation isn’t just a policy, it’s a performance driver.

Your Roadmap: Empower, Retain, and Thrive

Moving from policy to real, lasting impact takes more than hitting hiring targets. It takes intention, structure, and heart. If your goal is to create a workplace where Emirati talent not only joins but stays and grows. Here’s your playbook:

Integrate Emiratis into Culture

Emiratisation doesn’t stop at onboarding. To truly empower UAE Nationals, inclusion must be embedded in your culture.

Start from the top. Leaders should personally welcome new Emirati hires and commit to their success. Encourage open dialogue through regular check-ins and engagement surveys. Create platforms where Emirati employees can share their ideas and contribute to company-wide initiatives.

The goal? Make them feel like more than just a number. When Emiratis see themselves reflected in your values and leadership vision, they’re more likely to stay and contribute meaningfully.

Invest in Career Progression

Many young Emiratis entering the private sector are ambitious and future-focused. What they’re looking for isn’t just a job, it’s a path.

Outline clear growth trajectories within your organization. Offer mentorship programs that pair junior Emiratis with experienced professionals. Build in opportunities for regular skills development, especially in high-demand areas like digital transformation, data analytics, and AI.

When Emirati talent can visualize their future at your company, they’re more likely to commit long-term.

Make Work Meaningful

Today’s workforce wants more than just a paycheck, they want purpose. This is especially true for Emiratis, of whom 71.96% are actively seeking roles that align with their values.

Use onboarding and internal communications to reinforce how your company’s mission contributes to the country’s broader development goals. Involve employees in community initiatives, sustainability efforts, or innovation projects that reflect UAE’s national vision.

Purpose-led organizations don’t just attract better talent, they build stronger loyalty, too.

Support Families & Flexibility

Think beyond paychecks. Family-centric policies, flexible hours, and hybrid work make a big difference—especially for younger Emiratis.

Let’s Build the Future, Together

Emiratisation is more than a compliance checkbox—it’s a strategic advantage. Companies that invest in Emirati talent don’t just meet targets; they become more innovative, locally rooted, and globally respected.

At TASC Group, we help you go beyond Emiratisation targets and build a workforce aligned with your business goals. From contract staffing and permanent hiring to payroll, HR, and setup services, we’re your partner for long-term success.

Want More Insights Like This?

Discover data-backed trends, survey insights, and employer best practices in our Emiratisation Guidebook 2025.

Download the Guidebook Now

Let’s build a workforce that reflects the future of the UAE.