Doctorate Research Proposal: Impact of Equality and Diversity in UAE

This doctorate research proposal investigates the impact of equality and diversity policies and practices on women in the UAE government sector. It examines the current landscape of gender equality, the influence of government initiatives like the Gender Balance Council, and the role of UAE labor laws in promoting women's rights. The research aims to assess the effects of these policies, identify areas for improvement, and recommend strategies to enhance equality and diversity practices. The proposal outlines the research methodology, including the interpretivism philosophy, inductive research approach, quantitative research design, and a survey strategy using a questionnaire. Data will be collected through both primary and secondary sources, with a sample of 50 women from the UAE government sector. The study also addresses ethical considerations, risk assessments, and expected outcomes, with the goal of contributing to a more equitable and diverse workplace for women in the UAE.

Running head: DOCTORATE RESEARCH PROPOSAL
Doctorate Research Proposal

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Table of Contents
A proposed title of your study.....................................................................................................................3
A brief description overview of the research area........................................................................................3
The rationale for the proposed study...........................................................................................................3
An aim of the study.....................................................................................................................................4
Objectives of the study................................................................................................................................4
Review of relevant literature.......................................................................................................................4
Methodology...............................................................................................................................................7
Ethical issues.............................................................................................................................................10
Risk considerations....................................................................................................................................11
Assumed outcomes and implication of the study.......................................................................................11
Expected Timescale...................................................................................................................................11
References.................................................................................................................................................13
Appendix: Timescale.................................................................................................................................16

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A proposed title of your study
The title of this project is to assess the impact of equality and diversity Policies and practices on
the actual populations, especially women in the UAE and how the women employees in the
government sector feel about it.
A brief description overview of the research area
Under the UAE, women use the same constitutional rights as men. As per the world economic
forum’s global gender gap report 2017, the UAE positioned second highest between Arab
nations. The UAE has developed the gender balance council to improve the work atmosphere by
providing women equal opportunities in the public sector. In this respect, the UAE has developed
the gender inequality index for the government sector. The council will enact the structure to
combine the efforts of several government entities (Government, 2019). The aim of the
government is to enhance the efforts of the nation for evolving and improving the role of women
as a key partner in developing the future of the nation. Diversity among employees has a
favorable impact to shape the economic outlook of the nation. Hence, efforts geared with respect
to better knowledge and further enhancing the extent to which, women involve in employees are
significant. The pearl initiative is used to contribute to efforts in the Gulf region (UN Women,
2019).
The rationale for the proposed study
This research is beneficial for increasing the knowledge about the impact of equality policies and
practices on the actual populations, especially women in the government sector of UAE. It would
also create the knowledge about the impact of diversity policies and practices on the actual
populations, especially women in the government sector of UAE. This research is significant in

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terms of addressing the strategy to improve the equality and diversity practices, especially for
women in the government sector of UAE (Forbes, 2019).
An aim of the study
The main aim of this research is to assess the impact of equality and diversity Policies and
practices on the actual populations, especially women in the UAE.
Objectives of the study
RO1: To address the impact of equality policies and practices on the actual populations,
especially women in the government sector of UAE
RO2: To identify the impact of diversity policies and practices on the actual populations,
especially women in the government sector of UAE
RO3: To recommend the strategy to improve the equality and diversity practices, especially for
women in the government sector of UAE
Review of relevant literature
RO1: To address the impact of equality policies and practices on the actual populations,
especially women in the government sector of UAE
As per the view of the World economic forum (2019), UAE has developed the special
regulations to keep safe women as well as, endorses gender equality within an organization. In
the year 2018, the UAE cabinet has approved the law related to equal wages together with
salaries for men and women. The law is in with the objective of the government in order to make
sure the security of women’s right as well as, support their role in the procedure of national
development. This policy has a positive impact on women in the government sector of the UAE
in terms of empowering them.

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On the other side, Buhumaid Constantin and Schubert (2016) evaluated that it is part of a
strategy for the initiative of empowerment for Emirati women launched through the President of
the Supreme Council for Motherhood, Sheikha Fatima bint Mubarak Al Nahyan as well as,
Supreme Chairwoman of the Family Development Foundation. This supports for empowering
the women within government workplace.
As per the opinion of Koffe (2019), article 32 of UAE labor law illustrates that the female
employees shall be granted the remuneration equal to that as the man is earning if she were
operating the same work. In such way, the UAE strives for empowering as well as, promoting
the social insertion of all.
In opposed to this, Deloitte (2019) evaluated that articles 27 to 34 of UAE labor law define the
special provisions for women workforces in the government sector. There are some significant
provisions such as women may not be employed between 10 pm and 7 am excluding the
technical, administrative and health services. Women may not be employed in strenuous,
hazardous and physically challenging tasks. Furthermore, women are recruited on the same wage
that a man would remunerate for the same task. Moreover, maternity benefits are provided to
women.
RO2: To identify the impact of diversity policies and practices on the actual populations,
especially women in the government sector of UAE
According to Al-Asfour et al. (2017), diversity is addressed by the UAE government as key to
the long-term business continuity of the nation in both public as well as private sectors. In
addition, UAE nationals were most favorable respondents on the question of diversity of their
companies with 72% observing their workplace as at least relatively diverse. As a group, there
are about 71% of people who believed that their organization interacted well regarding

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workplace diversity. Moreover, there are 21% greater than the next nearest nationality group.
Along with this, workplace diversity is strength; however, it is clear from survey outcomes that it
does not stand alone.
In opposed to this, Bratton and Gold (2017) evaluated that workplace diversity is related with
other strengths such as availability of flexible working arrangements, the existence of mentors
between senior employees, and equal opportunities for an individual to advance their careers.
The clustering related to favorable workplace trait is prospecting to both fuel diversity as well as,
feed off it, generating a feedback loop such as favorable reinforcement for employers who strike
the right integration. For companies that incorporate feasible diversity right, can encourage their
women employees towards their work at the workplace. UAE government provides different
opportunities to enhance the diversity management especially for women in the workplace.
RO3: To recommend the strategy to improve the equality and diversity practices,
especially for women in the government sector of UAE
As per the view of Kossek and Buzzanell (2018), inherent biases of an individual, the culture of
an organization and working atmosphere are factors that can limit the promotion and recruitment
of women in the government sector of UAE. In addition, increasing the awareness regarding
unconscious and conscious bias can exist among the workforces such as limit diversity within the
company, and the positive impact of increasing the women engagement among workforces. The
effective program does not emphasize particularly on gender, however, facilitates an opportunity
to identify all kinds of biases such as gender that may exist and its impact on the company.
On the other hand, Dominelli (2017) stated the industry-specific stereotypes namely those most
appropriate in energy and environment as well as, ICT and STEM sectors could be identified by
senior management judgments to persistently endorse women into senior positions and actively

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gain recruitment into technical positions. One recurring theme whilst evaluating paternity and
maternity leave is that when leave is only offered for women then it may reinforce the perception
that women are the only caregiver. Through providing the paternity leave or by having the family
leave distributed between the couple according to preferences would generate the opportunities
to identify this stereotype.
Methodology
Philosophies
In this research, interpretivism research philosophy would be included because it will enable the
research scholar for assessing their opinion and views of research respondents in a significant
manner. This philosophy would support the research scholar for attaining the reliable result
associated with research concern such as assessing the impact of equality and diversity Policies
and practices on the actual populations, especially women in the UAE and how the women
employees in the government sector feel about it. Along with this, interpretivism philosophy
plays a significant role to capture the reliable figures regarding research concerns (Cornelius, et.
al., 2016). On the other side, because of the subjective nature of this investigation, realism and
positivism philosophy of investigation would not be used by an investigator.
Approaches
In this investigation, inductive research approach would be selected by the researcher as
compared to the deductive approach. This research approach makes competent to the investigator
to increase the theoretical understanding regarding existing research issue. A researcher can
improve the validity and trustworthiness of investigation of research results by executing this
research approach. This approach would enable the researcher to assess the impact of equality
and diversity Policies and practices on the actual populations, especially women in the UAE.

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Under this investigation, there is no requirement for developing the hypothesis to respond to
research questions (Alhejji, et. al., 2018).
Research design
In this investigation, quantitative research design will be practiced by a researcher to obtain
statistical information regarding research issues. This research design provides the depth
information regarding expected data throughout the project. Moreover, this research design will
enable the researcher to assess the behavior of an individual and components that can influence
the behavior. A researcher will develop the objective and making efforts for conducting the
precise measurements for accomplishing the reliable investigation result (Ryan, 2016).
Research type
Causal kind of investigation will be implemented by the investigator to assess the impact and
causes of association between gender and diversity policy in the government sector and women
of the UAE. This kind of investigation will help to provide feasible information associated with
the research concerns. It also aids an investigation to accumulate the real as well as valid facts
related to the impact of equality and diversity policies and practices on the actual populations,
especially women in the UAE (Terjesen, Aguilera, and Lorenz, 2015).
Research strategy
In this research, a researcher would use survey through a questionnaire related to the impact of
equality and diversity Policies and practices on the actual populations, especially women in the
UAE. By implementing this strategy, a researcher will be competent to analyze the fresh facts
and figured associated with research issue. In this survey, close-ended questionnaire structure
would be used to create the interest of employees (Murray, and Zhang-Zhang, 2018).

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In opposed to this, the literature review is used by the researcher for accomplishing the aim and
objectives. This is also used for supporting the primary information in order to get a reliable and
valid outcome. For the literature review, a researcher will use different secondary sources such as
journal articles, textbooks, online websites, and offline websites to obtain depth data associated
with the impact of equality and diversity Policies and practices on the actual populations,
especially women in the UAE. This strategy would be effective for gaining the trustworthiness of
research outcome (Syed, Ali, and Hennekam, 2018).
Sample
The researcher will use a probability sampling technique in this investigation because of the
objective nature of this research. In this sampling tool, a researcher will select a sample group by
providing equal chances. The researcher will use a simple random sampling technique would be
used to choose the sample on a random basis. This would be beneficial for completing the
research in an effective and efficient manner (Rhode, 2017). It would also aid to decline the
biasness from the investigation. In this research, 50 women will be selected from the government
sector of the UAE.
Data collection method
In this investigation, an investigator would use both primary and secondary data collection
technique as it would help to accomplish the appropriate and valid research results. In this way,
primary data collection will help to obtain the fresh data regarding research issues such as survey
through questionnaire and interview (Murray, and Zhang-Zhang, 2018). Along with this,
secondary data collection would support to collect the data that is already published through
secondary sources such as journals, annual reports, authentic websites, and articles. This
technique would be significant as it would facilitate the feasible facts and figures in less time

DOCTORATE RESEARCH PROPOSAL 10
with a cost. The consistent and reliable result can be attained by incorporation of this information
for supporting primary data (Ryan, 2016).
Research limitation
In the procedure of investigation, an investigator would face some issues that can adversely
influence the research outcome. In such manner, access to data, money and time are key
constraints that could restrict the investigation in terms of gathering the reliable as well as, valid
results. In this investigation, the minimum time is essential for conducting the investigating that
may unfavorably impact the whole research study with respect to gathering the sufficient
information through several sources associated with impact of equality and diversity Policies and
practices on the actual populations, especially women in the UAE (Alhejji, et. al., 2018).
Furthermore, another limitation is money that may unfavorably affect an investigator for
conducting the authentic investigation in this sector. Due to less funding, an investigator would
be unable to move towards the several types of data resources and also unable to acquire the
information from genuine sources. This can generate a parameter for validity and reliability of
investigation between people of UAE (Dominelli, 2017).
Ethical issues
In this research, research can face some ethical issues such as in-text citation, plagiarism, and
privacy. Hence, an investigator will use the privacy act to keep the privacy regarding the
respondents. In addition, research will facilitate adequate in-text citation to increase the
reliability of research in each paragraph. An investigator would also use peer-reviewed articles in
order to ethically meet the investigation (Kossek, and Buzzanell, 2018). By practicing this, an
investigator would be competent to obtain the secondary information in detail related to the
impact of equality and diversity Policies and practices on the actual populations, especially

DOCTORATE RESEARCH PROPOSAL 11
women in the UAE. It is beneficial for an investigator in terms of maintaining the authenticity of
data in an effective and efficient way. A researcher would instruct the approach associated with
privacy such as private information will not be revealed during and after the investigation (Al-
Asfour, et. al., 2017).
Risk considerations
There is certain risk associated with this investigation such as authentic case study, maintaining
confidential data, and peer-reviewed articles as well as, fake outcomes. It can impact on the
result of research along with, creates the complexity in attaining the aim and objectives of
investigation (Kossek, and Buzzanell, 2018).
Assumed outcomes and implication of the study
This investigation would aid an investigator for generating the depth understanding regarding the
impact of gender inequality on women working in the government sector of the UAE. This
research will be advantageous for increasing the knowledge regarding the impact of diversity on
women working in the government sector of the UAE. It would be also effective for increasing
the awareness regarding the strategy to improve the gender equality and diversity management.
Implications
In this research, there are some risks and limitations that can directly affect the result of the
research. Hence, a researcher can focus on strategy for avoiding it. In addition, a researcher can
use more than 50 respondents for pooling the data associated with research concern in future. It
can also use more secondary sources in further research in terms of obtaining the feasible and
reliable outcomes (Kossek, and Buzzanell, 2018).
Expected Timescale

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Activities, which would be attained Initial Day Last Day Duration
(months)
Choice of the feasible research issue 09-10-19 09-06-20 8
Development of aim and objective of the
research
10-06-20 10-10-20 4
Data collection via survey through
questionnaire and literature review
11-10-20 11-02-22 16
Designing the questionnaire 12-02-22 12-11-22 9
Choosing the right sample size from the
targeted population by using a sampling
technique
13-11-22 13-10-23 11
Data analysis and interpretation 14-10-23 14-01-24 3
Report writing and final report making 15-01-24 15-09-24 8
Report Submission 16-09-24 16-10-24 1

DOCTORATE RESEARCH PROPOSAL 13
Choice of feasible research issue
Development of aim and objective of research
Data collection via survey through questionnaire
and literature review
Designing the questionnaire
Choosing the right sample size from the targeted
population by using sampling technique
Data analysis and interpretation
Report writing and final report making
Report Submission
09-10-19
10-06-20
11-10-20
12-02-22
13-11-22
14-10-23
15-01-24
16-09-24
8
4
16
9
11
3
8
1
Initial Day
Duration (months)
From the above timescale, it can be stated that collecting data via survey through questionnaire
would take maximum time as compared to performing other activities in research.
References
Al-Asfour, A., Tlaiss, H.A., Khan, S.A. and Rajasekar, J., 2017. Saudi women’s work challenges
and barriers to career advancement. Career Development International, 22(2), pp.184-199.
Alhejji, H., Ng, E.S., Garavan, T. and Carbery, R., 2018. The impact of formal and informal
distance on gender equality approaches the case of a British MNC in Saudi Arabia. Thunderbird
International Business Review, 60(2), pp.147-159.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Buhumaid, H., Constantin, M., and Schubert, J., 2016. How the UAE government modernized
citizen services. [Online]. Available at: https://www.mckinsey.com/industries/public-sector/our-
insights/how-the-uae-government-modernized-citizen-services (Accessed: 09 May 2019).

DOCTORATE RESEARCH PROPOSAL 14
Cornelius, N., Pezet, E., Mahmoudi, R. and Murtada, D.R., 2016. Human resource management
in the public sector in the Middle East. In Handbook of Human Resource Management in the
Middle East. Edward Elgar Publishing.
Deloitte. 2019. Women in the boardroom a global perspective. [Online]. Available at:
https://www2.deloitte.com/content/dam/Deloitte/za/Documents/technology-media-
telecommunications/za_Wome_in_the_boardroom_a_global_perspective_fifth_edition.pdf
(Accessed: 09 May 2019).
Dominelli, L., 2017. Anti-racist social work. Macmillan International Higher Education.
Forbes. 2019. Why Prioritizing Gender Balance Is Good Business - A UAE Perspective.
[Online]. Available at: https://www.forbes.com/sites/ellevate/2019/01/08/why-prioritizing-
gender-balance-is-good-business-a-uae-perspective/#dd4a9d367960 (Accessed: 09 May 2019).
Government. 2019. Gender equality in the workplace. [Online]. Available at:
https://government.ae/en/information-and-services/jobs/gender-equality-in-the-workplace
(Accessed: 09 May 2019).
Koffe, C. 2019. Key-Findings-on-Women-in-the-Economy-UAE-Outlook. [Online]. Available at:
https://weesummit.com/wp-content/uploads/2017/12/Key-Findings-on-Women-in-the-Economy-
UAE-Outlook.pdf (Accessed: 09 May 2019).
Kossek, E.E., and Buzzanell, P.M., 2018. Women's career equality and leadership in
organizations: Creating an evidence‐based positive change. Human Resource
Management, 57(4), pp.813-822.
Murray, J.Y. and Zhang-Zhang, Y., 2018. Insights on women’s labor participation in Gulf
Cooperation Council countries. Business Horizons, 61(5), pp.711-720.
Rhode, D.L., 2017. Women and leadership. Oxford University Press.

DOCTORATE RESEARCH PROPOSAL 15
Ryan, J.C., 2016. Old knowledge for new impacts: Equity theory and workforce
nationalization. Journal of Business Research, 69(5), pp.1587-1592.
Syed, J., Ali, F. and Hennekam, S., 2018. Gender equality in employment in Saudi Arabia: a
relational perspective. Career Development International, 23(2), pp.163-177.
Terjesen, S., Aguilera, R.V. and Lorenz, R., 2015. Legislating a woman’s seat on the board:
Institutional factors driving gender quotas for boards of directors. Journal of Business
Ethics, 128(2), pp.233-251.
UN Women. 2019. UN Women applauds UAE President’s decision to increase Emirati women’s
representation in Federal National Council to 50 percent. [Online]. Available at:
http://www.unwomen.org/en/news/stories/2018/12/statement-un-women--uae--womens-
representation-in-federal-national-council (Accessed: 09 May 2019).
World economic forum. 2019. The key to sustainable growth in MENA? Getting more women
into work. [Online]. Available at: https://www.weforum.org/agenda/2019/04/the-key-to-
sustainable-growth-in-mena-more-women-in-work/ (Accessed: 09 May 2019).

DOCTORATE RESEARCH PROPOSAL 16
Appendix: Timescale
Choice of feasible research issue
Development of aim and objective of research
Data collection via survey through questionnaire
and literature review
Designing the questionnaire
Choosing the right sample size from the targeted
population by using sampling technique
Data analysis and interpretation
Report writing and final report making
Report Submission
09-10-19
10-06-20
11-10-20
12-02-22
13-11-22
14-10-23
15-01-24
16-09-24
8
4
16
9
11
3
8
1
Initial Day
Duration (months)