How UAE Companies Respond to Equality and Diversity in the Workplace

This report examines the responses of UAE companies to contemporary issues of equality and diversity within their workplaces. It explores how these companies, including entities like Dana Gas, Dubai Bank, and Emirates, are adapting to create more inclusive environments. The research delves into the strategies employed, such as improving hiring practices, focusing on recruitment in new regions, and updating worker evaluation processes. It also highlights the importance of recognizing individual uniqueness and creating policies aligned with company goals. The report reviews the impact of these initiatives on company performance and the challenges faced, providing a comprehensive overview of how UAE businesses are striving to foster equitable and diverse workplaces. The report includes literature review, and discusses the challenges and strategies of UAE companies regarding equality and diversity.

Responses of Companies to Current Issues of Equality and Diversity 1
HOW HAVE UAE COMPANIES RESPONDED TO CURRENT ISSUES OF EQUALITY
AND DIVERSITY IN THE WORKPLACE?
Name:
Institution:
Course:
Tutor:
Date:

Responses of Companies to Current Issues of Equality and Diversity 2
Chapter One
Introduction
This research project aims to find how different corporations have reacted to present
concerns of equality together with diversity within a place of work. In the present society,
companies have to be prudent concerning how they manage their workers as the settings of work
are experiencing continuous massive transformations. Management of current issues like
equality alongside diversity within the workplace has not been more vital as companies try to
invite as well as maintain skilled individuals to operate for them and provide the appropriate
services to their targeted and esteemed clients. The appropriate response given to equality with
diversity within the place of work is directly connected to performance of UAE companies
(Sharma 2016, p. 12). UAE companies aim to react to these two factors to attain an appropriate
value chain that provides connections between investing in initiatives to improve their
operational outcomes. Therefore, this research paper explains how different UAE companies can
respond to equality and diversity within the workplace by focusing on various researches.
The workplace is presently more diverse than it has ever been in history. Besides,
companies have made different strides in the direction of equality. Many companies are still far
from the process of attaining total equality within the workplace. Companies have the
responsibilities of value in diversity within the workplace to achieve their objectives in different
markets (Ozturk and Tatli 2016, p. 792). UAE companies such as Dana Gas, Dubai Bank, and
Aramex are trying to respond to current issues of diversity and equality by emphasizing group
work or teamwork as a significant source of competitive merits in a diverse workplace. All most
every modern company frequently strives for greater equality as well as diversity among its
workers within the workplace. These UAE companies strive for equality and diversity in

Responses of Companies to Current Issues of Equality and Diversity 3
processes of hiring various workers of varied genders, ages, races, and creeds to help them in
bringing the more diverse experience to their operations (Hawkins 2016, p. 61). Diversity as well
as equality within the place of work always comprise of substantial amount of merits in the
activities of UAE companies. Still, they also consist of different challenges and obstacles that the
companies must overcome.
Chapter Two
Literature Review
It has been recorded by various researchers that workplace equality and diversity affect
the operations of companies in different ways. UAE companies always respond to diversity and
equality to improve how they attain their set objectives and their goals. according to Shaindlin
(2019, p. 184), most UAE companies that do not respond to such issues still fail in their
operations due to cases of the galvanizing diverse, as well as equality in the workplace that make
a team of workers, be ineffective in training, making policy, exposing and approaching different
objectives. Hence, UAE companies such as Etisalat, National Bank of Dubai, and Noor Takaful
always focus on responding to diversity by considering equality along with diversity in their
place of work to improve processes of selection alongside recruitment. Equality and diversity
apply to the operation of hiring and selecting that help in ensuring the companies can offer
diverse job opportunities for all applicants (Daya 2014, p. 302). However, during the recruitment
process, UAE companies respond to equality to ensure that the hired candidate is selected with
equity. Responding to these aspects help in ensuring that no UAE company illuminate job
applicant due to their races, gender, religion, or disabilities as it does not play the element in their
output.
How UAE Corporations have Reacted to Equality in the Place of Work

Responses of Companies to Current Issues of Equality and Diversity 4
Most UAE companies work in line with directives to ensure that there is equality in their
operations. The corporations react to the present issue of diversity in the place of work by
providing that their services can treat different individuals equal regardless of their religion, age,
race, gender, origin, sexual orientation, or disability. As stated by Robotham and Cortina (2019,
p. 32), responding to equality has allowed UAE companies to create an environment with dignity
where every staff or worker and customer is respected without any discrimination. Responding to
equality has helped most companies to understand their customers better, breaking down cases of
language barriers, and increasing satisfaction among workers. However, some of the essential
ways that companies use to respond to equality in the workplace include the idea of improving
hiring practices, focusing on recruiting workers in new regions and freshening up the process of
worker evaluation (Moysiuk 2019, p. 69). Other ways that UAE companies like Emirates and
Edutech use to respond to equality within the workplace include recognizing where the company
is sending their workers, being more flexible with working hours for every worker, and creating
equal opportunity in operations.
Improving hiring practices
The idea of creating the best way to foster a balanced workforce remains to be the active
practice of hiring that is useful in responding to equality in the workplace by the UAE Company.
The company always responds to such current issues by taking a more holistic approach to
recruitment as well as removing any type of prejudice that might occur. The UAE Company such
as Abu Dhabi Media always ensures that it takes full merit of the large pool of talents that exist
simply because they embrace diversity and equality in operations. Therefore, the initial step that
the companies choose to promote equity in the workplace is taking the holistic approach to their
practices of hiring and recruitment (Brown and Battle 2019, p. 58). The companies always focus

Responses of Companies to Current Issues of Equality and Diversity 5
on updating different methods to eliminate prejudice and set up their team for success in
operations.
Focusing on recruiting workers in new regions
Corporations react to present concerns of equality in the place of work by spreading their
recruitment roots to the new areas of the community. Such ideas give equal chances to different
demographics of workers to get the opportunity to be hired by various companies. UAE
companies always focus on responding to equality by reaching out to new organizations within
their reach and talking to a variety of groups in the region to try to attain top talents from all
walks of life. Other managers of companies always attend different types of job fairs as a way of
achieving top talent. It is evident from the study by Martinez Palacios (2016, p. 359), that
diversity is used to encourage individuals from all walks of life as well as backgrounds to aim at
responding to current issues within the workplace. Focusing on events that consist of training
and mentorship programs is useful in improving how companies react to equality in the
workplace. The idea ensures that individuals that come from various backgrounds do not feel lost
and confused in the process (Moysiuk 2019, p. 68). In the process, UAE companies can maintain
the international tone through an ideal training curriculum and conduct one on one meeting with
mentors as a way of offering appropriate guidance to workers in every step of operations.
Freshening up the process of worker evaluation
Most companies operate on the idea that it is fast and straightforward to recruit workers
than it is to retain them in operations. UAE companies, in most cases, respond to the issue of
equality by freshening up their process of evaluating workers in the process when they expand
their recruitment process. As stated by Russell (2017, p. 63), the companies always ensure that
they antiquate their tools used in measuring productivity as well as an operational success. Such

Responses of Companies to Current Issues of Equality and Diversity 6
devices usually depend on one individual in evaluating the performance of workers that can clear
in the unconscious bias against the individual. Besides, UAE companies address such cases of
inequality in the workplace by deploying the appropriate system of checking and balancing when
it comes to the evaluation process of workers. The UAE Company, hence, responds to equality
by involving senior management in the process of evaluation.
Recognizing where the company is sending their workers
According to a study by Shaindlin (2019, p. 1), it is a common practice among companies
to send their workers out to network with the community. In most cases, such methods can make
some workers feel uncomfortable in their operations, particularly women. Hence, companies
tend to respond to claims of equality in the workplace in assigning workers into the services that
they are comfortable with handling. Women are always spared from doing male-dominated
activities to reduce adverse effects on their wellbeing. Most UAE companies like Emirates,
Etisalat, and Dubai Media Incorporated Company address the issue of equality by letting workers
to find the best department or event that they can attend where they are comfortable
(Theodorakopoulos and Budhwar 2015, p. 183). The idea of allowing workers by different
companies to attain their networking groups to be part of and engage in help in improving
equality in the operations of companies.
Being more flexible with working hours for every worker
UAE Companies always react to the current concern of equality within the place of work
having a fair judgment on workers on appropriate time one has to work in a day. The idea helps
in eliminating cases where other individuals feel overworked than other leading to cases of
adverse reactions in the operations (Klein 2016, p. 152). The company addresses the issue of the

Responses of Companies to Current Issues of Equality and Diversity 7
appropriate time needed by an individual to work as a way of improving the family-work balance
in activities.
How UAE Companies have Responded to Diversity in the Workplace
UAE companies like Emirates, Dp World, and First Gulf Bank tend to be overwhelmed
when it comes to process as well as procedures to deal effectively and positively alongside
diversity within the place of work. Various essential policy utilized aid companies to create
effective strategies that focus on diversity alongside meeting the standards of operations. As
stated by Lozano and Escrich (2017, p. 683), some of the strategies that the companies are using
to respond to diversity within the workplace comprise of ideas of defining the issue, highlighting
individual uniqueness, and developing policies adhering to the goals of a given company. Other
strategies that companies use consist of the idea of communicating policies of diversity, holding
individuals accountable, and continue to evolve the issue (Perez, Robbins, Harris, and
Montgomery 2019, p. 32). For instance, the approach of responding to diversity by the UAE
Company such as Emirates by defining the problem involves the purposes of looking at different
concerns. These concerns comprise of gender issues, disabilities, sexual harassment, religion,
and race, among other issues. Besides, companies focus on diversity in the workplace by
determining if changes in policy of operations need changes to be made for the company to
remain competitive.
Highlighting personal uniqueness
UAE companies respond to diversity within the workplace by highlighting individual
uniqueness. For instance, several corporations tend to respond by celebrating diversity day to
recognize as well as appreciate differences among workers. Tackling issue of diversity by
companies is not just concerned with the legal defenses in printed policies (Nafade, Sen, and Pai

Responses of Companies to Current Issues of Equality and Diversity 8
2019, p. 208). Besides, it comprises of the idea of inviting coworkers within operations of UAE
companies like Al Ghurair Group, Al Tayer Group, and Alpa Data Company to be able to
highlight individual uniqueness as a way of promoting acceptance alongside creating team
strength.
Creating policies that adhere to the goals of companies
Companies respond to diversity through developing ideal systems that are essential in
adhering to their operational goals. Once companies can clarify the issues and needs of diversity,
then companies can focus on improving how they meet their missions. From study by Hunt,
Layton, and Prince (2015, p. 22), the idea of creating different strategies that operate in harmony
with the values as well as ethics of different companies as described mission record is essential
in responding to diversity. Besides, UAE companies such as Emirates, Dana Gas, and Air Arabia
use their policy statements to emphasize on their dedication to diversity and recognize the
importance it produces to the operations of such companies. After companies can respond or
develop policies and incorporate them into their workers’ handbooks, they can focus on how to
improve their operations in different marketplaces (Shahi, Karachiwalla, and Grewal 2019, p.
184). Hence, procedures for services must be accessible to every individual for the process of
active reviewing and understanding.
Communicating policies of diversity
UAE companies always have the mandate of responding to diversity within the
workplace by effective communication of policies of diversity. It does not mean that when
diversity policies are created and recorded means that it has communicated. There is a need for
companies to ensure that their workers can interpret and sign worker guides or any form of
alterations to the guide (Sharma 2016, p. 12). The corporation responds to diversity by ensuring

Responses of Companies to Current Issues of Equality and Diversity 9
that it holds mandatory diversity preparation sessions that evaluate the strategies as well as
describing the ramifications. For instance, companies acknowledge by providing adequate cases
of states where diversity concerns happen in operations. Besides, other UAE companies respond
to diversity in the workplace by ensuring that their management hosts one-to-one congregations
with different affiliates of the team to play role along with reviewing sectors that may be leading
to other concerns (Triana, Jayasinghe, and Pieper 2015, p. 502). Not only do organized meetings
by the UAE companies like Dubai Holding, Dubai Islamik Bank, and Emaar Properties to
respond to diversity do address the policies with the anticipated actions, although it also
illustrates how to interact different ideas when an individual think attacked, victimized against,
or unsecure in their operations.
Holding individuals accountable
Corporations react to present issues of diversity in the place of work by holding every
worker or manager responsible for their actions during their engagements. UAE companies such
as Dubai Holding, Dubai Bank, and Emirates understand that plans required comprising of
implications, appropriate corrective action, for disappointment to pursue the procedures set for
diversity. The protocol that the company uses always consists of the idea of speaking with every
involved party prior offering the printed warning and maybe coaching to the culpable individuals
(Shaindlin 2019, p. 1). If the wrong traits persist, UAE companies always suspend or give
permanent dismissals to individuals as a final disciplinary action. Some companies respond to
diversity by ensuring that they work with individuals that have high levels of discipline
concerning how egregious the act is in operations. Furthermore, companies have responded to
diversity by continuing to evolve their operations. Moysiuk (2019, p. 69) noted that, diversity
does not concern with the constructive corporate civilization together with the pleasant place of

Responses of Companies to Current Issues of Equality and Diversity 10
work. UAE companies such as Edutech, Emirates, and Dubai Bank respond to the issue by
ensuring that diversity persists to change through different set laws and regulations of human
resources. Companies guarantee that every employer understands alterations, regulate present
plans to attain the growing regulations, and persist to operate with the worker on the advanced
diversity resolutions as well as issues.
How UAE Companies React to Challenges of Equality and Diversity
Companies need to react to present issues of equality as well as diversity within the place
of work as they are familiar and necessary. The need to maintain such current problems by the
companies is essential in ensuring the stakeholders work effectively in achieving the set targets.
As stated by Robotham and Cortina (2019, p. 32), equality and diversity are responsible for the
promotion of different opportunities and providing every company with the appropriate chance
to attaining the potential, free from discrimination and prejudice in operations. Equality refers to
the relevant act, state of being equal, as well as righteous to different parties while offering
similar opportunities to each of the workers or stakeholders. Besides, diversity is known to be the
diverse opportunity provided to the variety of candidates within various groups within diverse
religions, races, and nationalities (Klein 2016, p. 153). Most UAE companies such as Julphar,
Mashreqbank, and Etisalat respond to equality and diversity within the workplace by offering
their stakeholders with fairness in different actions to help them in maintaining various
operations.
Operations of companies depend on appropriate management of human resources that
much rely on aspects of diversity and equality. Most UAE companies respond to equality and
diversity to strive in the competitive markets as their operations become diverse. Besides, some
managers of some companies are uncertain about the appropriate step that they need to turn

Responses of Companies to Current Issues of Equality and Diversity 11
aspects of diversity and equality into action (Theodorakopoulos, and Budhwar 2015, p. 185). The
idea of strengthening operations to work towards achieving equality and the diverse market is
critical for most companies to succeed in their services. UAE companies have responsibilities to
respond to diversity in the workplace is ensuring that they understand how different workers
differ within the operations. The idea of examining diversity helps the management of companies
to understand various traits that make groups or individuals within the workplace to change from
one operation to another (Nafade, Sen, and Pai 2019, p. 2018). Furthermore, UAE companies
respond to equality in the workplace to have a clear understanding of fair access, treatment,
opportunity, alongside the development of every worker while at the same moment striving to
eliminate and identify various barriers in operations.

Responses of Companies to Current Issues of Equality and Diversity 12
List of References
Brown, S.E. and Battle, J.S., 2019. Ostracizing targets of workplace sexual harassment before
and after the# MeToo movement. Equality, Diversity and Inclusion: An International Journal,
39(1), pp.53-67.
Daya, P., 2014. Diversity and inclusion in an emerging market context. Equality, Diversity and
Inclusion: An International Journal, 33(3), pp.293-308.
Hawkins, S.L., 2017. The Long Arc of Diversity Bends Towards Equality: Deconstructing the
Progressive Critique of Workplace Diversity Efforts. U. Md. LJ Race, Religion, Gender & Class,
17, p.61.
Hunt, V., Layton, D. and Prince, S., 2015. Diversity matters. McKinsey & Company, 1(1), pp.15-
29.
Klein, U., 2016, January. Gender equality and diversity politics in higher education: Conflicts,
challenges and requirements for collaboration. In Women's Studies International Forum (Vol. 54,
pp. 147-156). Pergamon.
Lozano, J.F. and Escrich, T., 2017. Cultural diversity in business: A critical reflection on the
ideology of tolerance. Journal of Business Ethics, 142(4), pp.679-696.
Moysiuk, J., 2019. A Critique of Diversity, Inclusion and Equity Policies in Canadian
Universities. Political Science Undergraduate Review, 4(1), pp.65-71.
Nafade, V., Sen, P. and Pai, M., 2019. Global health journals need to address equity, diversity
and inclusion. BMJ global health, 4(5), p.e002018.