Hussain Sajwani, Founder and Chairman of DAMAC Group, asserted: “The UAE labour market ecosystem is a key pillar of economic growth across various sectors, including real estate. The system attracts international talent, expertise, and investors, with its flexibility and ability to provide complete protection.”
In an interview with Labour Market Magazine, Sajwani said: “We have a promising new generation of Emirati professionals with a new work mindset, eager to learn and gain experience.”
He added that strategic and sustainable Emiratisation policies benefit the work environment, noting that the standards set by the Emirates Labour Market Award are a true measure of the success of private-sector establishments.
The interview:
Being an Emirati businessman, please tell us about your journey from starting a business all the way to the success you have achieved today, as well as the challenges you faced along the way.
My journey into the business world began in my youth, shadowing my father at his Dubai store, where I absorbed lessons in commerce and people skills. This early exposure laid the foundation for my trading and business operations expertise.After pursuing a university education in the USA, I returned to the UAE and embarked on my professional journey as a contracts manager at Abu Dhabi Gas Industries Limited (GASCO). My tenure there spanned two years, after which I ventured into entrepreneurship, establishing a catering services company in the 1980s.
By the mid-1990s, I recognised burgeoning investment opportunities in the hospitality sector, particularly due to Dubai’s rapid development and growth. I seized this chance by constructing several hotels to cater to Dubai’s rising tide of business and commercial visitors.
A pivotal moment came at the turn of the millennium when the Dubai Government allowed foreign ownership in the city, a first in the region. This policy shift dramatically transformed the real estate landscape of the emirate.
In 2002, I founded DAMAC Properties, marking a critical milestone in my career. In the ensuing years, DAMAC ascended to become the premier developer of luxury properties in the UAE and the wider region.
Owning and running a business is a blend of both enjoyment and challenge. Undoubtedly, the landscape of challenges constantly evolves, but each hurdle surmounted imparts invaluable lessons for future crises and difficulties.
Over the past four decades, I’ve navigated numerous challenges alongside my successes. The most daunting was the 2008 global financial crisis, which profoundly impacted Dubai’s real estate market. During this period, our focus was on daily management and short-term planning. Thankfully, we weathered this storm, a testament to the strength and resilience of everyone involved.
This experience reinforced my belief in the power of proper planning and the critical importance of having the right people in management roles, both crucial elements in overcoming any challenges a company may face.
In 2023, DAMAC Group launched the Nationals Acquisition and Management Acceleration (NaMa) Programme with the aim of accelerating the Emiratisation process and attracting skilled UAE nationals. Firstly, thank you for this special programme; having said that, we could you please tell us more about your policy and vision to support Emirati talent in the private sector?
The NaMa Programme stands as the bedrock of our commitment to fulfilling the UAE’s vision for a knowledge-based economy and expediting the integration of national professionals across our diverse business sectors. Our strategy is anchored in two key goals. Firstly, we are focused on creating a structured pathway to enhance the skills and capabilities of UAE citizens. This includes providing them with the necessary training and opportunities to excel in the private sector. Secondly, we aim to align our business growth with the nation’s Emiratisation objectives. Through this, we aspire to bolster the labour market and, consequently, the UAE’s economic expansion and establish a benchmark for the private sector in cultivating a competitive and sustainable Emirati workforce; this strategic foresight places DAMAC at the vanguard of companies in our industry. We remain dedicated to supporting and empowering UAE nationals, aligning our efforts with the country’s overarching aspirations and objectives.
What objectives do you seek to achieve through the NaMa Programme?
The NaMa Programme is a pivotal initiative of the DAMAC Group, designed to transform the real estate sector by harnessing the talents and skills of UAE nationals. Our mission is clear: to usher in a new generation of Emirati professionals into various facets of the real estate market, equipping them with advanced practical skills and strategic insights that resonate with the industry’s direction. As such, the programme is a training platform and a catalyst for Emirati talent, preparing them for leadership and innovation roles in one of the nation’s most vital economic sectors.
By integrating Emirati professionals into the real estate sector, we open up new vistas for them beyond traditional government roles, thus enriching the labour market’s diversity. The NaMa Programme, therefore, also represents a holistic development goal, accelerating the process of Emiratisation and creating a wealth of opportunities for the people of the UAE.
The UAE labour market is competitive, flexible, and governed by an integrated system of legislation and regulations that govern the contractual relationship between employers and workers. In your opinion, what impact does that system have on the stability of the labour market? And how does it help strengthen the nation’s business environment?
The implementation of the new UAE Labour Law in February 2022 significantly bolstered the country’s standing as a leading labour market, both regionally and globally. It adeptly governs employer-employee relationships, ensuring a balanced protection of rights for both parties. Furthermore, the UAE’s business environment is increasingly appealing to international talent, experts, and investors thanks to its flexibility and security. This appeal extends across various sectors, including real estate, reinforcing the UAE’s labour market ecosystem as a fundamental driver of today’s economic growth.
What do you think of the impact that the government’s Emiratisation decisions and policies have on big companies in the private sector, and how positive are those decisions on the business environment and sustainable development?
In the coming years, the Emiratisation programme implemented by the government is set to yield significant benefits for the business landscape, marking it as a strategic and sustainable initiative. We are witnessing the rise of a new generation of Emirati professionals who bring a fresh work ethos characterised by a keenness to learn and gain experience. Notably, an increasing number of these professionals are choosing careers in the private sector over government positions, a trend that bodes well for the vitality and diversity of the labour market.
At DAMAC, we have observed remarkable advancements in the performance of our Emirati staff. Their progress has contributed to our company’s success and has also served as a motivational force for other employees, encouraging them to elevate their performance.
Can you tell us about the Emiratis working at DAMAC and the jobs they do?
At DAMAC Group, our commitment to diversity and inclusion in the workplace is a core value, particularly in achieving gender balance. This commitment is especially evident among our Emirati nationals, where women represent most of the recruits through the NaMa Programme –68%, compared to 32% for men. This ratio is a testament to our dedication to empowering women and ensuring they have access to prime opportunities.
These talented female employees contribute across a wide range of departments, including sales, marketing, corporate communications, finance, information technology, and other key strategic areas like project development and customer relations.
The Government and the Ministry of Human Resources and Emiratisation provide many benefits, incentives, and means of support to establishments committed to Emiratisation. How do you see these incentives reflecting on businesses?
The synergy between the government and the private sector is crucial in bolstering Emiratisation efforts. This collaboration is further reinforced by the active supervision of government bodies, which meticulously oversee the implementation of Emiratisation programmes within private sector companies.
Moreover, government incentives are instrumental in this process. They not only reinforce the initiatives of private sector entities to attract Emirati professionals but also significantly contribute to increasing the presence and participation of Emiratis in the private sector.
In your opinion, what are the challenges facing the Emiratisation process in the private sector and do you have any suggestions to motivate establishments to support Emiratisation based on your experience?
Navigating the path towards successful Emiratisation in the private sector involves tackling various challenges. At DAMAC Group, a primary challenge is ensuring that the skills of local talent align with the dynamic needs of the global real estate market. This necessitates advanced training programmes and specialised and adaptable professional development opportunities.
Moreover, motivating companies to actively participate in Emiratisation requires coordinated policy efforts. This could involve implementing measures to stimulate employment and the professional advancement of national talent, such as offering tax incentives, subsidies, or grants to companies committed to hiring and upskilling Emirati citizens. Another crucial element is forging partnerships between educational institutions and the private sector. Such collaborations can help ensure educational curricula align with industry needs, equipping students with relevant skills for their post-graduation careers.
From our experience, establishing a strong framework for internships and mentorship programmes is vital. These initiatives enable Emirati professionals to acquire hands-on experience in their fields of interest, fostering practical learning and professional growth.
To bolster Emiratisation, it’s also important to celebrate the successes of Emiratis in the private sector. Showcasing their achievements as exemplary models for the youth can highlight the tangible benefits of careers in key sectors like real estate. By showcasing the contributions of our national workforce, we can encourage a new generation to take the helm and drive the UAE’s future.
What do you think of the Nafis programme and its various initiatives?
First and foremost, I extend my deepest gratitude to His Highness Sheikh Mansour bin Zayed Al Nahyan, Vice President, Deputy Prime Minister, and Chairman of the Presidential Court, for his unwavering dedication and leadership in steering the Nafis programme. His support has been instrumental in achieving the significant strides we have witnessed in the Emiratisation process.
The Nafis programme has marked an extraordinary leap in facilitating the transition of Emirati citizens into the private sector. It arrived at a pivotal time, addressing a key concern for many new graduates – the average wage in the private sector. Thanks to Nafis, entering the private sector has become a viable and attractive option, comparable to starting a career in any other sector.
Looking ahead, I foresee a surge in Emiratisation across numerous essential sectors. This is driven by the increasing recognition of the capabilities and efficiency of Emirati professionals within the private sector.
What is your advice for UAE citizens working in the private sector or those who plan to work in private-sector establishments for career success?
Working in the private sector offers numerous benefits, much like employment in the government sector. However, the private sector provides a unique advantage in a dynamic and competitive environment like the UAE’s, which attracts global talent. It allows employees to collaborate with people from diverse nationalities, enriching their professional experience.
Private-sector organisations also allow professionals to acquire and hone managerial and scientific skills, fostering personal and professional growth. In the UAE, the synergy between the government and private sectors is notably impressive, positively influencing the labour market and employment opportunities, particularly for UAE nationals exploring new opportunities in the private sector. To the Emirati youth embarking on their professional journeys, my advice is to remember that success is built on hard work and perseverance. Youth is a crucial time for commitment, learning, and exploration. Staying humble is key to learning effectively, gaining valuable experiences, and advancing professionally.
What do you think of the Emirates Labour Market Award? What impact does it have on the market’s competitiveness?
The forward-thinking vision for economic growth championed by the UAE leadership, supported by the country’s nurturing and sustainable business climate, has been a fundamental factor in DAMAC’s success and its establishment as a leader both locally and internationally.
The Emirates Labour Market Award is a true barometer of success for private-sector entities. The criteria set by this award play a critical role in identifying and honouring organisations that have demonstrated excellence in various domains. It is our aspiration that other organisations will emulate the practices of these award-winning entities, thereby creating an optimal environment conducive to modernity and security. Such establishments are pivotal in propelling the UAE’s future development and growth to unprecedented levels.
What does winning the Emirates Labour Market Award mean to you? And what impact will it have on the company?
Winning the Emirates Labour Market Award is the result of the hard work and tireless efforts of everyone at the company, management and employees, who contributed towards promoting a spirit of competitiveness and establishing an exemplary and attractive work environment that appeals to the most talented professionals and young employees from all nationalities, all the while maintaining a primary focus on Emiratisation, in line with the developments taking place in the labour market.
The award will undoubtedly drive a significant shift in the labour market, creating more constructive competition among companies. It will also offer an incentive to employees at DAMAC to work even harder and develop both our operations and their own skills through the year-round training programmes we provide for them.
The alternative end-of-service rewards system – known as the ‘Savings Scheme’ – has recently been launched. What do you think of this system for UAE employers and workers?
The introduction of the Savings Scheme marks a significant enhancement in the UAE’s legislative infrastructure for the labour market. This initiative bolsters the government’s efforts by offering workers increased privileges and stronger rights protection. Additionally, it provides a novel avenue for employees to invest their savings and end-of-service benefits, allowing them to earn returns on these investments. This, in turn, contributes to a more conducive business environment within the country.
These new laws and legislations underscore the wise leadership’s commitment to supporting the business community and its workforce. They aim to grant additional benefits to employees, ensuring that they and their families have access to the lifestyle they deserve.