UAE Emiratisation Award | About Us | Ministry of Human Resources & Emiratisation
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About the AwardClick here to participate

The Emiratisation Award is an annual award granted by the Ministry of Human Resources and Emiratisation to honour the Emiratisation pioneers in the private sector in order to stimulate and encourage the private sector and the Emiratis working in the sector to support the UAE Vision 2021 aimed at achieving an Emirati-centred knowledge economy and to emphasise the integration of roles between the Ministry and the establishments to achieve the effective participation of Emiratis in the UAE labour market. The Award consists of the following categories: The Establishments category, Best Emiratisation Supporting Entity category, Emiratisation Pioneer category and Best Emirati Employee category .

Objectives of the Award

  • Enhance the contribution of the private sector in achieving the national agenda indicators.
  • Provide an attractive work environment for Emiratis in the private sector.
  • Strengthen partnership and cooperation between the Ministry and private sector establishments.
  • Focus on the Emirati category and encourage them to participate in the sustainable development of the UAE.
  • Promote a culture of excellence and the spirit of positive competition between private sector establishments to enhance their role towards the nation and the citizen.

Eligibility for participation

  • Participation is open to all private sector establishments operating for a minimum of three years in the United Arab Emirates and holding a valid licence from the relevant government authorities.
  • Entities and individuals working in the private sector who wish to participate, are required to apply at the launch of each Award cycle.
  • The winners of the previous cycle of the Award are not entitled to participate in the following cycle.

Winners of the Award will receive the following advantages

  • Certificate of Appreciation and the winner’s trophy from the Ministry.
  • Admission of the winning establishments to the Tawteen Partners Club.
  • The right to use the Award logo in all publications and websites of the winning establishments.
  • Extensive promotional coverage through media and social networks.
  • Displaying the logo of the winning establishments on the Award website.
  • A feedback report from the assessor team highlighting strengths and areas for improvement to enhance the establishment’s Emiratisation.

Emiratisation Award Categories

  • The Establishments category
    • Private sector
    • High-tech
    • Semi-government
  • Best Emiratisation Supporting Entity category (government / semi-government)
  • Emiratisation Pioneer category
  • Best Emirati Employee category


Categories and Criteria2019

The Establishments category

  1. Employment - 40% (maximum 400 points)

    This criterion focuses on the contribution of private sector establishments to issues and activities that contribute to the employment of Emiratis.

    Employment Sub-criteria :

    Enablers may include:

    1. Availability of innovative recruitment methods such as, but not limited to, working from distance, part-time work, seasonal work, job-share, engaging the self-employed etc.
    2. Methods used to attract and employ Emiratis in the establishment, for example working with educational institutions, participating in employment fairs, etc.
    3. Ensuring the transparency and credibility of the systems and mechanisms to attract and employ Emiratis and to continuously improve them through feedback.
    4. Availability of policies for employment of people of determination.
    5. Availability of programs to review salaries and allowances periodically and benchmark them with the labour market to attract and retain Emiratis.

    Employment results for the years 2016/2017/2018 :

    1. Annual Emiratisation headcount and percentage at various job levels.
    2. Turnover rate of Emiratis.
    3. Number of employees with special needs.
    4. The percentage of Emirati women in the establishment in areas where there is a high percentage of Emirati women job seekers.
  2. learning and Development - 20% (maximum 200 points)

    This criterion addresses the development of Emirati capabilities, whether administrative, professional, technical or behavioural, in addition to developing their skills, training, motivating and communicating with them.

    Learning and Development Sub-Criteria :

    Enablers may include:

    1. Methods used to identify training needs.
    2. Mechanism to identify and classify the knowledge, skills and capabilities of Emiratis and create individual development plans.
    3. Active participation with academic and training institutions in implementing Emiratisation support projects.
    4. Measuring the effectiveness and impact of training on the performance and behaviour of Emiratis.
    5. Implemented programs to enable and encourage Emiratis in those jobs and occupations with low rates of Emiratisation.
    6. Availability of sustainable learning opportunities for Emiratis through on-the-job-training, coaching, mentoring, apprenticeships and undergraduate programs.
    7. The programs adopted to ensure the existence of Emirati career paths both occupational and professional.
    8. Leadership is committed to making available exchange programs and other initiatives to transfer different technologies to Emiratis.

    Learning and Development results for the years 2016/2017/2018 :

    1. Investment percentage in learning and development of Emiratis relative to the allocated budget.
    2. Average expenditure on learning and development for each Emirati.
    3. Percentage of disbursement of the annually allocated budget for Emiratisation learning and development.
    4. Percentage of Emiratis trained relative to the total number of Emiratis in the establishment.
    5. The average number of man-days training for Emiratis
  3. Leadership and Strategy - 20% (maximum 200 points)

    This criterion addresses the role and practices of senior management in defining a vision, corporate values and developing and implementing strategies that take into account Emiratisation issues, trends, objectives, policies, programs and indicators, and provide clear mechanisms for strategy implementation and follow-up to ensure that Emiratisation is integral to the establishment.

    Leadership and Strategy sub-criteria:

    Enablers may include:

    1. The role of senior management in developing the Emiratisation vision, values and sense of responsibility.
    2. The role of senior management in ensuring the availability of an effective system/method of work for setting Emiratisation plans and programs, monitoring and following up the performance and enhancing the improvement processes and allocating the financial resources required to implement the Emiratisation Plan
    3. availability of a strategic Emiratisation Plan linked to the establishment’s workforce plan and succession plan that gives Emiratis priority in employment, promotions, enablement and professional development
    4. The role of senior management in the periodic review of the Emiratisation strategic objectives, indicators, initiatives, performance level and results as part of the periodic meeting agenda, including linking the senior management bonus to the achievement of the Emiratisation plan.
    5. Develop, review and update the strategic Emiratisation plan, regularly and periodically, utilising the Emiratisation indicators and best Emiratisation practices in the country and in the other Gulf states
    6. Participation of senior management in promoting and marketing the Emiratisation culture to all stakeholders inside and outside the establishment.
    7. Availability of policies, objectives and programs to encourage Emiratis in those critical jobs with low Emiratisation rates and to raise the technical competence of Emiratis.

    Leadership and Strategy results for the years 2016/2017/2018:

    1. Percentage of critical jobs that have been Emiratised taking into account all the positions in each role.
    2. Number of times Emiratisation is included in the agenda during monthly management meetings
    3. Number of times senior management meet with the entire Emirati workforce
    4. Percentage of the Emiratisation budget relative to the overall establishment budget.
  4. Engagement and Work Environment - 10% (maximum 100 points)

    This criterion focuses on how the establishment engages its Emiratis and provides a good environment that motivates Emiratis to remain in the establishment.

    Engagement and Work Environment sub-criteria:

    Enablers may include:

    1. The extent of readiness and appropriateness of the work environment to be a stimulating and an attractive factor for Emiratis which provides flexible and innovative systems for work, including, but not limited to, flexible work, part time work, work from distance, number of working hours, weekends and vacations; provision of accommodation and offering employee loyalty program ... etc..
    2. Availability of suitable and encouraging conditions for Emirati women to join the establishment
    3. Availability of sustainable policies to maintain talented Emiratis and motivate and honour them to ensure their satisfaction and happiness within the establishment.
    4. The availability of the methods used to survey Emiratis employed to identify their needs and expectations
    5. Provision of a system of rewards and promotions for Emiratis and motivate them to remain in the establishment
    6. The extent to which the establishment provides channels to receive complaints, observations, ideas and suggestions from Emiratis and the mechanism to deal with them
    7. Engagement of Emiratis in high tech projects
    8. Availability of policies that encourage Emiratis to complete their studies, e.g. leaving work early, time off for exams, paying part of the tuition fees, etc.
    9. The methods applied to empower Emiratis and vest in them sufficient powers to accomplish their tasks

    Results of Engagement and Work Environment for the years 2016/2017/2018:

    1. Number of work policies developed for Emiratisation in the establishment
    2. Number of suggestions and ideas received from Emirati employees
    3. Average number of years employment of each Emirati in the establishment
    4. Percentage of Emiratis who were promoted or honoured during the year
    5. Number of Emiratis who completed their studies during their employment in the establishment
    6. Emirati satisfaction and happiness level in the establishment.
  5. Community and Innovation - 10% (maximum 100 points)

    This criterion addresses the role of the establishment in engaging with the Community and the contribution it makes to develop Emiratis within the community. It also focuses on the involvement and engagement of Emirati employees in innovative projects within the establishment.

    Community and Innovation sub-criteria:

    Enablers may include:

    1. Availability of sustainable learning opportunities for Emiratis through internships, sponsorships, vocational training and summer training
    2. Role in the community in supporting and promoting innovation, entrepreneurship, technical research studies, partnerships with educational institutions
    3. he programs adopted to develop Emiratis through scholarships and then employing them after graduation
    4. Involvement with young Emiratis through school programs encouraging the children to take a keen interest in the establishment’s business sector current and future trends.
    5. Involvement and engagement of young Emiratis in the establishment
    6. Involvement with the community in the development of ideas, products and applications relevant to the establishment’s business sector
    7. Involvement and engagement of Emirati employees in innovative projects within the establishment.
    8. Participation in the Ministry’s initiatives such as Absher, Accelerator program, open days, Wajehni, Tamkeen, Graduate Trainee program amongst others.

    Community and Innovation results for the years 2016/2017/2018 :

    1. Number of Emiratis involved in exchange programs.
    2. Number of Emiratis involved in internships and summer and vocational training programs.
    3. Number of scholarships.
    4. Number of initiatives undertaken within the community, including schools..
    5. Number of Emirati employees involved and engaged in innovative projects within the establishment.

Terms and conditions of participation

The Establishments category

  1. Any establishment wishing to participate in the Award is required to submit an application form.
  2. Participation for all establishments is optional

Best Emiratisation Supporting Entity category

This category is dedicated to all (government and semi-government) entities and institutions operating in the United Arab Emirates that contribute to support Emiratisation in the private sector, in order to motivate the establishments and highlight their efforts and achievements in supporting the Ministry’s plans to employ Emiratis in the private sector, and to encourage their continued contribution

Best Emiratisation Supporting Entity category

  1. Participation for all entities is optional
  2. Any entity wishing to participate in the Award is required to submit an application form.

Emiratisation Pioneer category

This category is dedicated to honouring Emiratisation pioneers who have made significant contributions to support the employment of Emiratis in the private sector. The Ministry will bestow the Distinguished Individual Achievement Award on individuals selected to be honoured in this category

Terms and Conditions of Participation - Emiratisation Pioneer category

None of the Emiratisation Pioneers is required to complete the nomination form.

  1. Best Emirati Employee
  2. Best Emirati Employee category
  3. Best Emirati in a Supervisory Role category

Best Emirati Employee

This category is dedicated to all Emirati employees who are working and characterised by specific attributes, including: being knowledgeable, hardworking, professional with specialism, proactive and ambitious, responsible and aware of his responsibilities, adhering to his values and customs and national identity, serving his country in all fields, tolerant and open to other cultures, an ambassador and a good representative of his country, optimistic, positive and happy. The candidate shall not hold a supervisory role nor have previously held a supervisory position in the last two years.

Best New Emirati Employee

This category is for all newly recruited Emirati employees (new graduates) who take up employment soon after obtaining their academic qualification (regardless of the period between the employee receiving the academic qualification and being employed for the first time). If the new employee was already working in government or the private sector, he may be considered as a new employee as long as the total number of years of employment within the establishment through which he is applying and the entities he had worked with previously, shall not exceed two years, provided that he has spent at least one year and a maximum of two years (in total), in the same establishment or any other previous establishments including any probation period

Best Emirati in a Supervisory Role

This category is dedicated to Emirati Department Managers and Section Heads or equivalent thereof, working in the private sector. Examples of such jobs / job titles that are entitled to participate in this category: (Department Manager / Area Manager / Branch Manager / Section Head / Office Manager / Unit Head). The nominee for this category needs to be supervising at least 3 employees in the position he currently occupies.

Best Emirati Employee

  1. The winner may not participate in two consecutive cycles
  2. The candidate’s job title must match the candidate’s category except in the Emirati Employee, and the new Emirati Employee categories.
  3. His performance must be outstanding by the end of the year according to the system adopted by the establishment.
  4. The candidate’s file must be free from any form of sanctions (notice, warning, etc.) during the last two years of his work and continue until the announcement of the results.
  5. In the event of a change in the employee’s job title after submitting the application, he may remain a candidate for his category and his performance will be evaluated based on his former job title.
  6. To win the category, the candidate must remain in the job during the evaluation process and continue until the results are announced.

Confidentiality of information and data

All information and documents submitted by the participating establishment will be kept confidential and will not be viewed by any individual or entity not directly involved in the Emiratisation Award process .

Assessment Mechanism

  • The Assessors will apply the UAE Emiratisation Award Model and follow a defined process in line with best assessment practice..
  • The Assessors shall evaluate the online submissions, based on the evidence provided by the establishment, that illustrate the plans, implementation mechanisms and performance results of the establishments participating in the Award in accordance with the requirements of the criteria.
  • The Assessors will include a site visit to verify the evidence.
  • The Assessors will be overseen by the Ministry of Human Resources and Emiratisation Award Jury and Committees

Applying for the Award

  • Register your interest by applying online on the Ministry of Human Resources and Emiratisation’s website, Emiratisation Award landing page. You will be asked for the following information:
    1. Establishment name
    2. Establishment number
    3. Establishment head office
    4. Number of employees
    5. Date of incorporation
    6. Contact person, e-mail address and telephone numbers
  • Attend one of the Award awareness workshops
  • Complete the online submission

Contact details

For further details and inquiries, please contact the call centre: 800-60 - e-mail:


Click here to participate

Emiratisation Award
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High Tech Category