Dubai Electricity & Water Authority (DEWA) | Emiratization in the Authority

Emiratization in the Authority

"Supporting the Emiratization process is a priority for us in the government ... We will continue to provide all elements of support for our children in various sectors, and we are keen to follow up on the use of everything that is needed to prepare national elites that continue the work process."

His Highness Sheikh Mohammed bin Rashid Al Maktoum, Vice President and Prime Minister of the UAE and Ruler of Dubai


    • This policy defines Dubai Electricity and Water Authority’s Emiratization philosophy and commitment to providing national employees a positive work environment with exceptional opportunities for learning and growth.

    • National employees who demonstrate excellent work performance and commitment to stay with DEWA for a long time will have unique career development opportunities to assume critical operational positions.

    • In accordance with the Human Capital Policy, DEWA adopts the following policies towards the national employees :

1. Attract and Hire:

DEWA carefully designs, the talent shapes of required talents and identifies the different talent segments at the local market and their preferred employment value proposition. DEWA also selects the best candidates through assessment centers by assessing their current and potential skills, aspiration, and commitment to stay in DEWA

2. Onboard and Engage:

DEWA welcomes new employees and provide them with essential information and knowledge to reach their highest levels of performance standards as soon as possible. DEWA also positively connects new employees with their colleagues, managers, in order to contribute in achievement of DEWA strategic objectives

3. Support and Sustain:

DEWA supports employees to participate in professional development programs that help them excel in their current and future jobs. DEWA also embeds developmental assignments and special projects in the employees day-to-day work and instill habits of excellence in their performance

4. Provide and Seek Feedback:

DEWA provides all employees with proper channels to give and receive a fair, regular, and constructive appraisal and feedback to foster their engagement. DEWA also develops the employees’ direct managers on the skills of giving and soliciting feedback

5. Recognize and Reward:

DEWA appreciates and values the contributions of employees whose performance is beyond the call of duty. DEWA also provides the direct managers of the employees with different and several tools/methods for recognizing the behavior and accomplishments of their employees 

6. Invest and Accelerate:

DEWA selects only the employees who are classified as High Potential as per the international standards of talent management for developing them to become ready for taking over higher/different positions when they become vacant.  DEWA also designs fast-track development plans for unique employees to accelerate their growth both vertically and horizontally

7. Mobilize and Retain:

DEWA gives employees opportunities for exploring their career interests through career mobility systems such as cross-functional projects, job rotation, empowerment, and any other methods of increasing their professional exposure. DEWA  provides the most successful employees with financial and non-financial rewards as part of the talent retention strategy