About 50 per cent of Middle Eastern workers are concerned about GenAI-related risks at work, including bias and misleading information. Despite these concerns, over 67 per cent of surveyed workers cite AI and tech skill development programmes as a key factor for staying with their organisation. Additionally, 90 per cent consider training and development essential for their job satisfaction.

The new study by PwC titled, “Middle East Workforce Hopes & Fears Survey 2024’ that surveyed over 1,500 workers in the region, highlights key concerns of the regional workforce including, climate change, GenAI usage at work, pay raise, career advancements, training & development, workplace culture and more. 

The key findings from the report include:

Acquiring tech skills to reduce challenges and pressures in job - The uptake of emerging technology, such as AI and machine learning is rising in the Middle East, as 81 per cent of the regional employees have used GenAI at work in the past 12 months, compared to 61 per cent of the global workforce.

While 25 per cent of workers regularly use GenAI at work, nearly half recognise GenAI-linked risks, such as the 64 per cent are concerned with likelihood of bias, and 56 per cent are concerned with misleading information. This high level of digital literacy is driving a strong demand for skills development programmes, with 67 per cent of regional employees citing these as a key factor in their decision to stay with their employers. 

A skills-first approach is rapidly emerging in the region. The majority of respondents say they need to learn new tools and technologies to perform their jobs effectively. Specialised skills are becoming increasingly crucial, with 80 per cent of them with such training finding their jobs fulfilling, compared to only 43 per cent without specialised training. This shift underscores the importance of continuous learning and specialised skill development in enhancing job satisfaction and employee retention.

Upskilling to navigate workplace tech transformations - 63 per cent of the Middle Eastern workers think that technological changes like AI, GenAI, and robotics will affect their jobs in the next three years, compared to 46 per cent globally. Over half of them also believe that climate change will impact their jobs, higher than the global average of 37 per cent.

Additionally, 53 per cent of regional employees expect climate change to introduce health and safety risks at work, and 37 per cent worry it could lead to job loss. These figures underline that the employees are eager to learn new skills due to rapid technological advancements and the urgent need to tackle the climate crisis.

Teamwork and flexibility - 87 per cent of the Middle Eastern employees place a higher emphasis on team collaboration, while 81 per cent of them prefer flexibility in the workplace.  These figures are higher than the global workforce, which values these elements at 63 per cent and 65 per cent respectively. These findings show that the Middle East prioritises teamwork and flexible work arrangements more than the global average.

Higher preference for remote work - According to the survey, the rise of remote work has fostered a culture of transparency, with 81 per cent of Middle Eastern employees working remotely from different countries with employer approvals. While globally, about 60 per cent of the surveyed employees believe their jobs can be performed remotely, and 86 per cent have worked remotely from another country in the past 12 months. Additionally, only 51 per cent global workers are working remotely from different locations.  

Aligned with the evolving digital landscape of the Middle East, organisations are recognising the benefits of non-traditional work arrangements, which offer unique advantages, such as cost efficiency, convenience, and improved work-life balance.

Trust in leadership - While 85 per cent of regional workers have a better understanding of their organisational goals, trust in their leadership team is equally important. Over 80 percent of surveyed employees revealed they highly trust their leadership and are confident in their ability to fulfil organisational commitments and promises. These numbers are significantly higher than the global average, which stands at 68 per cent.

Additionally, 79 per cent of the regional workers feel valued and empowered in the workplace, believing that top leaders genuinely listen to and value their views. And 77 per cent of them cite fair treatment by leadership and positive experience, reflecting a supportive work atmosphere within their organisation.

Pay raise and career advancement hopes - The survey also reveals a strong desire for financial improvement and career advancement among regional employees, with 44 per cent of respondents considering changing employers within the next 12 months, compared to just 28 per cent globally. Furthermore, 71 per cent plan to ask for a pay raise, a substantial increase from 43 per cent globally, and 67 per cent are seeking promotions, compared to nearly a third globally. Opportunities to learn new skills are a significant factor in employees' decisions to stay with their employer, with 67 per cent of respondents highlighting this, compared to 47 per cent globally.

Role of training and development in job satisfaction - The report finds that specialised training in the Middle Eastern workplaces emerges as a key factor in job satisfaction. Among respondents with specialised training, 90 per cent of them feel fairly compensated and 80 per cent of them find their job fulfilling. In contrast, only 49 per cent of those without such training feel fairly compensated, and a mere 43 per cent find their jobs fulfilling. These figures highlight how specialised skills not only meet job demands better but also enhance employees' perception of their contributions, leading to greater job satisfaction.

Randa Bahsoun, Labour and Social Development Leader and Government and Public Sector Partner, PwC Middle East, said: “Employees in the Middle East are placing an increased premium on organisations that invest in their skills growth. There is a strong appetite for employees to stay relevant and thrive in a fast-evolving business landscape driven by technology and climate change. The Middle East’s employers must proactively offer upskilling programmes that prioritise meaningful engagement to transform employees into accelerators of business success. Investing in employee training and technological platforms is imperative to mitigate pressures and retain the brightest talent.”