DEWA Emiratization Policy

Introduction:

The Emiratization Policy at Dubai Electricity and Water Authority is derived from the Dubai Emiratization Plan to achieve its mission of building a competitive Emirati workforce by attracting, developing and retaining Emirati competencies and talents at the Authority.

This policy outlines Dubai Electricity and Water Authority’s (DEWA) commitment to national talent by fostering a supportive environment that encourages growth, learning, and long-term career development.

Policy Objective:

Defining the Authority's commitment to national talent.

Policy Rules:

In alignment with the Human Capital Policy, DEWA adopts the following practices for national employees:

1. Attract and Hire:
   
   DEWA proactively identifies national talents segments in the local market and designs attractive employment value propositions. It selects candidates through structured assessment centers, evaluating current and potential competencies, aspirations, and commitment to a long-term career with DEWA.
2. Onboard and Engage:
   
   New employees are welcomed and equipped with essential knowledge and resources to meet performance standards quickly. DEWA promotes meaningful integration with colleagues and supervisors to support strategic objectives.
3. Support and Sustain:
   
   DEWA encourages participation in professional development programs and provides distinguished initiatives to support the career growth of the Emirati workforce. These programs are designed to enhance skills across all fields, particularly in strategic and specialized areas, ensuring continuous advancement and national workforce readiness.
4. Communication and Constructive Feedback:
   
   Employees are given clear, consistent channels to exchange constructive feedback. DEWA also develops managerial skills to ensure feedback is ongoing, fair, and engaging.
5. Recognize and Reward:
   
   High-performing employees are recognized and rewarded. Managers are equipped with a variety of tools to celebrate achievements and positive behavior.
   National employees who demonstrate outstanding performance and commitment to DEWA will be given tailored development opportunities to assume key operational roles, particularly in strategic fields, specialized critical jobs, and technical positions.
6. Invest and Accelerate:
   
   High-potential employees are identified based on international approved talent standards and provided with fast-track development plans to prepare for future leadership or specialized roles.
7. Mobilize and Retain:
   
   Employees are supported in exploring career interests through job rotation, empowerment, and cross-functional assignments. Top talent receives both financial and non-financial incentives as part of DEWA's retention strategy.