Today's Edition
Mays Ibrahim (ABU DHABI)
As the UAE accelerates its Emiratisation drive, Emirati women are entering the private sector in greater numbers and many are steadily climbing its leadership ranks, backed by government mandates, corporate initiatives and shifting cultural perceptions.
In the 2024 PwC Emiratisation survey, almost two-thirds (62%) of female Emiratis working in the private sector said they had equal opportunities for advancement in their current place of employment.
PwC said this growing confidence reflects a wider cultural shift toward gender parity, with Emirati women increasingly pursuing career advancement and leadership roles.
To understand how this change is playing out inside companies, Aletihad spoke to Raghda Fatme, HR Director of Al-Futtaim Real Estate & Group Head of Emiratisation.
When she first joined Al-Futtaim in 2002, women engineers were almost unheard of in its contracting division; today, they account for nearly half of those roles.
Fatme noted that Al-Futtaim’s Emiratisation strategy prioritises the empowerment of Emirati women as key contributors to the nation’s economic diversification vision and the group’s sustainable growth.
“Our approach spans attraction, development and retention,” she explained. “This includes tailored recruitment drives targeting female graduates and professionals, robust mentorship programmes connecting aspiring women with senior leaders, and upskilling and reskilling initiatives, ensuring Emirati women have access to cutting-edge training in high-demand sectors like technology, retail innovation, and automotive and contracting.”
As of June 30, 2025, the overall number of Emiratis working in the private sector surpassed 152,000 employed across 29,000 companies, according to the Ministry of Human Resources and Emiratisation (MoHRE).
The NAFIS programme, initially launched in 2021 with the aim of placing 75,000 citizens in the private sector in five years, has been central to advancing these goals by empowering Emirati talent through targeted programmes and financial incentives.
PwC’s 2025 Emiratisation survey found that 67% of job-seeking Emiratis, including 66% of women, believe it is now easier to find a private-sector role than a public-sector one.
In 2024, representatives of leading UAE private-sector companies, including Al-Futtaim IKEA, UAE, Qatar, Egypt, Oman, signed the Gender Equality Acceleration Pledge, committing to ensure that women hold 30% of middle and senior management roles by 2028.
The signing, hosted by the UAE Gender Balance Council, aligns with Sustainable Development Goal 5, which calls for the full and effective participation of women in leadership positions worldwide.
Fatme believes ensuring that Emirati women have strong representation in leadership roles is necessary to show the next generation of women what’s possible.
Although their talents were recognised, Emirati women’s representation in senior leadership was still “understated” a decade ago, according to Fatme.
“Today, we see a perception shift from one of potential to one of proven capability and contribution,” Fatme noted. “Emirati women are no longer seen as beneficiaries of quotas but as highly qualified, strategic thinkers who bring diverse perspectives, a strong work ethic, and a deep understanding of the local context to the boardroom.”
This transformation reflects both the commitment of UAE’s leadership to empower its women and the deliberate efforts of organisations to provide opportunities, mentorship and growth pathways, she added.
To young Emirati women aspiring to non-traditional careers or leadership positions, Fatme says “your potential is limitless, and the future is yours to shape”.
“My advice is simple: step into roles that stretch you, seek mentors and be a mentor to share your experiences, embrace challenges with persistence, and take calculated risks.”
