Key words: GCC national, expatriate, nationalisation, Qatarisation, employability, employee engagement, workplace productivity, diversity and inclusion, early mid-career crisis Background The advancement of national talent is the single biggest human capital priority, if not the single biggest business impressive in the region. "Qudurat" was a longitudinal research study dedicated to understanding what drives and motivates national and expatriate talent in the region. This research was conducted in two waves, in 2010 and again in 2012, across 7 countries (Oman, Kuwait, Bahrain, UAE, Saudi Arabia, Qatar and Egypt). Methodology To date, this is the largest workplace study ever conducted in the region. The total n size for the study was approximately 20,500 respondents, representing over 150 organisations across a wide variety of industries and including both the public and private sector, as well as educational institutions. In 2012, the study had over 2300 respondents from Qatar. The study design focused on fully 22 research variables, or drivers, including factors such as employee engagement, self - identity, workplace relationships and psychological strengths such as self-efficacy, resilience and preparedness. This paper will describe the research approach, share its major results and main findings, especially on the perspectives of nationalisation, youth inclusion and gender diversity in Qatar and the broader GCC. There will be particular emphasis and reference to the region's changing educational, demographic and talent landscape, along with their impact on employability, job creation, engagement and productivity and other aspects of labour market outcomes. All of these factors are of increasing interest and priority for policy-makers, organisational leaders, educational professionals and individuals across the broader MENA region and the GCC in particular. This paper offers analytical insights into the current state of the talent landscape from this ground-breaking study. Summary of Findings - Whilst Qatari nationals were the most engaged, GCC nationals are consistency and significantly less engaged than their expatriate counter-parts in their home countries. - The younger generation of nationals is significantly less engaged with their work than the older generation. - There has been a statistically significant decline in youth engagement (Under 25's) from 2010 to 2012. - Surprisingly, amongst all age groups, those under the age of 25 and especially those in the 25 - 34 year age groups report the lowest level of acceptance with diversity in the workplace. - Those workers under the age of 34 are experiencing an "early mid-career crisis" compared with their peers elsewhere in the world. - Average levels of employee engagement are higher in the private sector, rather than in the public sector. - GCC nationals report better relationships with their managers in the private sector, greater development opportunities and a more dynamic workplace. - GCC national women are significantly more comfortable than their male counterparts in a diverse working environment. The paper will conclude with practical recommendations and priority actions for each of these key constituent stakeholders within the region's dynamic talent landscape.


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