The UAE workplace is a bit of a paradox. On the surface, it seems like the perfect setting for diversity and inclusion—with over 200 nationalities working side by side. Yet, many companies struggle to tap into the full potential of their multicultural teams.

So, why isn’t diversity automatically leading to better outcomes?

‍

Diversity Without Inclusion

A lot of UAE business leaders assume that because they have people from different backgrounds, they’ve nailed diversity. But diversity is just step one. What really makes a difference is inclusion—where people not only have a seat at the table but actually feel encouraged to speak up, share ideas, and be part of the conversation.

That’s where many companies hit a wall. The key isn’t just hiring people from different backgrounds—it’s about creating an environment where everyone can thrive.

‍

From Tick-Box Diversity to Real Inclusion

In working with UAE organizations, I’ve seen a pattern. Most companies progress through three phases when it comes to diversity and inclusion (D&I):

1. Diversity 1.0: The Basics
   • Hiring targets to boost demographic diversity
   • One-off cultural awareness training
   • A compliance-driven mindset
2. Diversity 2.0: Policy Improvements
   • Offering flexible work options
   • Setting up prayer rooms and religious accommodations
   • Organizing cultural celebration events
3. Diversity 3.0: Systemic Inclusion
   This is where things get real. Companies at this stage focus on how decisions are made, how work gets done, and how to actually value different perspectives.

Most organizations in the UAE have mastered the basics (phases 1 and 2). But the real magic happens in phase 3.

‍

Why Inclusion Matters

When companies get inclusion right, it’s not just about feeling good. The benefits are measurable. Research shows that:

• Culturally diverse teams generate 19% more revenue from innovation
• Inclusive teams make better decisions 87% of the time
• 67% of job seekers prioritize diversity when choosing where to work
  ‍

Common Inclusion Challenges in UAE Workplaces

Even with the best intentions, creating an inclusive workplace isn’t always easy. From my experience, here are some challenges UAE companies often face—and what can help:

1. Language Barriers

English might be the default workplace language, but when it’s not everyone’s first language, subtle hierarchies can emerge. People may hold back from contributing, worried about how they’ll come across.

What Can Help:

• Share meeting agendas in advance so people have time to prepare
• Create different ways for people to give input (not just speaking up on the spot)
• Encourage leaders to actively invite quieter voices into the conversation

2. Communication Styles

Cultural differences in how people give feedback can also cause misunderstandings. Some cultures value direct communication, while others are more indirect.

What Can Help:

• Train managers to recognize different communication styles
• Create structured feedback processes that accommodate different preferences
• Encourage open discussions about communication norms within teams

3. Hybrid Work and Proximity Bias

As hybrid work becomes more common, those who are physically in the office often have an advantage. They’re more visible to leadership, which can lead to better opportunities.

What Can Help:

• Establish “digital-first” meeting norms, even if some people are in the office
• Set up intentional check-ins to make sure remote workers feel connected
• Track how promotions and project opportunities are distributed to avoid any bias
  ‍

How to Build Deeper Inclusion

If you want to move beyond surface-level diversity, here are four practical steps to get started:

1. Audit Your Processes
   Look beyond your diversity policy. How are projects assigned? Who gets a say in key decisions? Are promotions based on merit—or proximity to leadership?
2. Create Inclusion Champions
   This can’t be left to HR alone. Designate people across the organization to drive real change—and give them the authority and resources to do it.
3. Measure What Matters
   Track not just diversity numbers, but also how people feel at work. Regular pulse surveys can give you insights into what’s working (and what’s not).
4. Invest in Inclusive Leadership
   At the end of the day, leaders set the tone. Train your managers to recognize unconscious bias, create psychological safety, and amplify diverse voices.
   ‍

A UAE-Specific Approach

One thing that’s important to remember: The UAE is different. Global diversity programs don’t always fit the unique dynamics here, where nationality, language, and cultural hierarchies play a big role.

The most successful UAE organizations are the ones that tailor their approach—acknowledging these local dynamics while applying global best practices.

‍

Final Thought

The UAE is in a unique position to lead the way when it comes to diversity and inclusion. With so many cultures in one place, we have an incredible opportunity to create workplaces that aren’t just diverse—but truly inclusive.

If your organization is ready to move beyond the basics and build a more inclusive workplace, let’s talk. Together, we can create a culture where everyone feels valued—and where diversity really drives success.

‍