Challenges to Emiratisation

Regarding the article The majlis: How can Emiratisation aims be continued? (September 22), a no-nonsense discussion on tackling the allegedly poor ethics of same-nationality recruitment and nepotism in private-sector firms may be a starting point.

For example, unscrupulous hiring managers may be operating privately run firms as immigration and labour facilitation centres in order to give residency and jobs to friends and family.

In that scenario, Emiratis could be automatically excluded because they represent an outside threat to such hiring managers, who may possibly hold a prejudice against Emiratis. It also may not be uncommon for a parochial hiring manager with a broken moral compass to favour the easy candidate option of home-country culture and language in all their people sourcing, exclusively.

A dire absence of diversity in recruitment could represent one of the toughest barriers to citizens having the opportunity to participate in some private sector firms. Timothy John Holmes, UK

I have developed enterprise and employability models for governments – and training is only the first part.

You need to embed the learning through work-based assignments and mentoring. But there are too many people with the wrong titles – the journey is a long one and you can’t expect to become a good leader/ manager without putting time and energy into it. Neil Fogarty, Abu Dhabi