What do recent surveys predict about the Middle East workforce?

The trends we see today in the world of work are unique and thought-provoking. With Gen Z entering the workforce, priorities of the Middle Eastern workers are changing, revealing fascinating insights into quality of life, work-life balance, career development, benefits, and trust in AI and emerging tech. Over the past few months, these studies have highlighted expectations in employment, and changing workforce dynamics, offering a reality check on whether organisations in the region can meet these expectations.

We've collected these insights into one overview, so you can see how the Middle East's workforce is adapting to business changes.

#1 Quality of personal and work life 

Over 70 per cent of the expatriate population in the region prefers the UAE for its quality of life and job opportunities compared to other global work locations, according to a global talent mobility survey by BCG. The report highlighted why the UAE is the most preferred work destination among global workers, citing better quality of life, job opportunities, and pay and compensation. This preference is especially strong among workers in financial services, engineering, and healthcare roles. About half of the respondents agreed that the region offers concrete job opportunities and better personal growth and cultural experiences.

Another Global Workplace Survey 2024 by Gensler revealed that the Kingdom of Saudi Arabia and the United Arab Emirates are top-ranked as best-performing workplaces. The reasons include the quality of workplace settings, social interaction opportunities, and practical learning experiences that maximise individual and team productivity.

However, professional challenges persist. According to a report by Cigna Healthcare, an equal share of expat workers have faced at least one challenge, including financial difficulties, struggles with work-life balance, lack of employer support, homesickness, and health issues. While the region offers great opportunities, it should also strive to provide strong support, including emotional and mental well-being, to combat increasing stress from burnout, detachment from work, loneliness, and negativity. This support will help regional workers feel less 'tied to work' and establish a better work-life balance.

Another Gallup survey highlighted that 61 per cent of regional workers are 'struggling' at work, with 13 per cent reportedly 'suffering' in life. Additionally, 52 per cent confirmed experiencing 'stress' daily, mostly triggered by work or personal life. However, workers in Saudi Arabia and the UAE are among the 'least stressed' in the MENA region.

For local talent, the experiences of Emirati and Saudi workers have improved regarding their participation in the private sector. Over 70 per cent of Emiratis in the private sector are now 'satisfied' with their employers, reflecting the government's efforts to increase local talent participation in the private sector under 'Emiratisation' and 'Saudization' targets. A recent report by MoHRE highlighted that local talent is receiving better support, skilling opportunities, and a positive work environment under these initiatives, demonstrating that private sector employers are nurturing local talent effectively.

#2 Wellbeing 

While remote and flexible work is gradually becoming a reality, workers in the region are loudly voicing their preferences. According to the 'Global Talent Trends 2024’ report by ACCA, over 50 per cent of regional workers report rising mental health issues due to increased work pressure and feel that their employer does not prioritise their mental well-being. Additionally, 70 per cent are requesting more support from their employers, warning that they may resign if their mental health continues to suffer.

Meanwhile, only 60 per cent of expats feel supported by their employers, and about half report that their employers prioritise productivity over their mental well-being. This underlines their declining well-being despite professional success.

The increasing stress has also led to disengagement in the workplace, with 61 per cent of workers being quietly disengaged and 25 per cent actively disengaged. 

#3 Unlocking career

Around 50 percent of workers in the region plan to leave their current employer and are actively seeking new opportunities. However, their skills shortage and limited career prospects hold them back. In contrast, KSA and UAE offer numerous better job opportunities, and the talent skilling programs adopted by regional organisations also help boost workers' career confidence. In addition to this, the regional workforce is constantly investing in their skill development, particularly in trending AI and cybersecurity skills, which are in high demand as the business landscape rapidly adopts emerging technologies.

Another survey by PwC Middle East highlighted that only 40 percent of women in the region return to their careers after a break. To address this, it would be helpful if organisations offered effective returnship programs, career development opportunities, alternative work models, and enhanced maternity and paternity benefits. Additionally, addressing unconscious bias related to stigmas and their commitment to work will help build an inclusive workplace where women feel welcome after their much-needed career breaks. After all, MENA women have substantial potential to unlock the economy with their workforce participation.

#4 AI apprehensions and trust 

The ACCA report highlighted that about 50 per cent of regional workers fear the impact of AI technology on their roles. They feel overwhelmed by the rapid pace of technological transformation and worry about not upskilling according to the future needs of the workplace. However, their hopes remain high, as the majority believe that emerging technologies will enable them to add more value to their work.

Similar sentiments are reflected in the latest report by Freshworks, which confirms the growing trust in AI among the regional workforce. According to the report, over 80 per cent of workers are using AI tools for their tasks, finding significant benefits such as saving up to five hours per week and enhancing their creative bandwidth.

While concerns about Gen-AI-related risks have been highlighted in another report by PwC, over 60 percent of workers reveal they are enrolling in AI and tech skill development programs to enhance their employability and mitigate the risk of job loss with their current organisation. While 90 percent of them agreed that receiving training and development in these trending skills from their employers would improve their job satisfaction.

#5 Pay expectations

Salary expectations of Middle East workers are not very high; they seek reasonable compensation but highly value a positive work culture and additional benefits. According to Cooper Fitch’s salary guide, the average pay rise in the UAE is predicted to be 4.5 per cent, with the highest increase at 10 per cent. However, only half of the organisations in the region plan to increase their workers' salaries, and 21 per cent are opting for the lowest possible increments. Alongside this, organisations are focusing on talent acquisition, learning and development, and other benefits to retain their skilled talent.

Similar sentiments were observed in another 2024 salary guide by Hays, which highlighted that 67 per cent of the surveyed organisations plan to hire more this year. Additionally, they will increase investments in employee training and introduce better talent attraction and retention initiatives. This is particularly positive, as 60 per cent of surveyed workers stated that additional benefits, a positive culture, and skilling opportunities would encourage them to stay longer with their current employer.

Meanwhile, a recent survey by PwC revealed strong desires for salary improvement, with over 71 per cent of workers confirming they want a pay raise and plan to ask their employers for increments, a significant increase from last year. However, more than half agreed that if they receive better learning and skilling opportunities, they are likely to stay with their current employer.

Furthermore, the ACCA report reveals that over 60 percent of regional finance workers are dissatisfied with their current salary packages, citing the rising cost of living. They believe that attrition is the only way to secure a salary increase, as they have little hope of improvement within their current organisation.

Fazeela Gopalani provides effective strategies to address employee concerns and create a healthy, supportive workplace where employees are motivated to stay.