UAE: How Inclusivity, Bonus Benefits, Support Make Employees Feel Valued

We hired her without hesitation, fully supporting her upcoming maternity leave and ensuring she had a smooth transition both into her new role and into motherhood. It's experiences like these that underscore the importance of cultivating a culture where women know they are valued for their talent and contributions and not limited by their circumstances. Her journey has been inspiring not only to other women in our organisation but also to our entire team, reinforcing the belief that equity means making space for all aspects of life.

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The journey towards inclusivity needs to be thoughtful and holistic, addressing every aspect of the employee experience. The approach focuses on gender equity, emphasising fairness and justice rather than achieving equal numbers. It's not about quotas or numerical targets but ensuring that everyone, regardless of gender or background, has access to the opportunities, resources, and support needed for their specific situations. By prioritising equity, we aim to create conditions where similar outcomes are possible for all, fostering a work environment where everyone feels valued and capable of contributing meaningfully.

Mira Zakharia

In the organisation, the language we use is deliberate. When assessing our team, we focus on capability, performance, and potential - each term used in its appropriate context. Capability reflects skills and competencies, performance pertains to the current execution of tasks, and potential concerns future growth and development. This approach ensures transparency in our decisions, allowing us to foster a culture where talent thrives.

Employee Value Proposition (EVP) is about more than compensation; it encompasses contractual, experiential, and emotional aspects to create a meaningful and engaging work environment. It's not just about formal agreements or day-to-day tasks but also building emotional connections that reinforce a sense of belonging.

Experiential EVP is about enriching the employee journey with opportunities for learning, career development, and growth. We work to create a flexible environment that supports well-being, offering policies that accommodate work-life balance, such as remote work options and wellness programmes.

In terms of compensation, we prioritise equitable practices. Pay-for-performance initiatives, generous parental leave, and family support reflect an ongoing commitment to fairness. It's about providing the right support for each person's unique circumstances, rather than following a one-size-fits-all approach.

Inclusivity extends beyond policies. We embed diversity in the everyday experiences of our teams, from marking important milestones to fostering opportunities for leadership development and networking. For example, we celebrate employees' personal milestones, such as birthdays, becoming a parent, earning a degree or sporting achievements, through personalised messages, flowers, cards and recognition during team meetings.

This isn't about diversity for diversity's sake, but rather about recognising that varied perspectives enhance creativity and innovation. When we focus on individuals' capabilities and potential, diversity naturally takes root, strengthening the organisation.

Representing RAKTDA's diversity, equity, inclusion, and belonging efforts at industry events is an honour and, whether it's participating at the MENA HR Leaders event, being on a panel at the World Travel Market HR event, or closer to home at the RAKEZ Academic-Industry Forum, I always champion the values that have made RAKTDA such a successful model. In an agile world that thrives on diverse perspectives, our strength lies in embracing those differences and transforming them into a collective force that drives innovation and cultivates a culture of belonging.

The recognition we've received for fostering a positive workplace culture, from 'Great Place to Work' for several consecutive years, along with our recent accolade as one of the 'Best Workplaces for Women - 2024', attests to our commitment to inclusivity and reflects our ongoing efforts to build a space where all voices are heard and valued.

As we look ahead, diversity and women's empowerment will remain central to our progress. I am proud to be part of an organisation that leads by example, demonstrating how inclusivity and equity can propel workplace success. Together, we are building a culture of belonging that fuels growth and innovation.

Mira Zakharia is the Senior Director of Human Resources at Ras Al Khaimah Tourism Development Authority.