QUDURAT WAVE 3 STUDY
If you would like to share your own experiences with Qatarisation programmes, and get insight into best practices and workforce attitudes, contact us to participate in our Qudurat Wave 3 study. Participation is free of charge and very easy. To find out more, please visit www.aonhewittme.com/ qudurat Millennials in relation to the world of work, and brings into focus the challenges for Qatarisation.
It found that younger GCC national employees are significantly less tolerant of diversity than their older counterparts. This finding is echoed by the 2012 Qatar Human Development Report, which found that young Qatari nationals saw "a mixed work environment" as a barrier to working in the private sector. It's interesting that our millennials find it challenging to work with different people in spite of their educational preparation and their exposure to different cultures both in Qatar and abroad.
The Qudurat study also indicates that these same young people do not believe that their educational experiences have
Labour market data shows that there is a mismatch in the availability of technical skills as well as other soft skills that oil the wheels of workplace interaction and which may help them operate appropriately in a culturally diverse workplace environment.
In spite of the above, there are high expectations for salary raises and promotions. In fact, young people are significantly more confident of their promotion prospects than older people are.
These findings pose important challenges to current management approaches. For instance, while there is a significant investment in learning and development interventions, it is questionable whether the right areas are being targeted. Coaching and mentoring are being underutilised as effective development tools for young people, with only one out of two Qatari nationals under 25 years old believing that they received adequate coaching or mentoring at work in the last six months.
Confidence in leadership is also lower among the younger age groups. In Qatar, only 52.8% of those under 25 years old believe that their senior leaders are making the right decisions in running their organisations and managing their employees. While this is higher than other GCC countries, it still means that close to half of the under 25-year-old workforce is less engaged due to lower levels of confidence in their leadership.
Conversely, business leaders are concerned about the shortages of vital skills in the talent market and the inability of their organisations to attract the right talent. There is a great need for youth to understand and prepare for the evolving workplace.
On the other hand, business leaders also need to reach out to the youth and guide them to make the most of the opportunities available to them. Organisations need to make sure that their Qatari youth are properly engaged and developed to take on meaningful work now and in the future