1 00:00:00,000 --> 00:00:06,719 The SDG 5 pledge to accelerate women's leadership in the UAE private sector is a... 2 00:00:06,719 --> 00:00:12,160 co-designed initiative emerging from the Private Sector Advisory Council and the... 3 00:00:12,160 --> 00:00:15,240 Committee on the Sustainable Development Goals. 4 00:00:15,240 --> 00:00:19,600 To give you a little bit of insight on this initiative, and Eleanor will also do that 5 00:00:19,600 --> 00:00:25,760 in a moment, the UAE's National Committee on the SDGs recognized that in order to make 6 00:00:25,760 --> 00:00:31,480 measurable progress in meeting our 2030 agenda, we had to work with the private... 7 00:00:31,480 --> 00:00:38,280 And so a group of local and multinational companies came together in 2019 to decide 8 00:00:38,280 --> 00:00:41,040 what they would focus on for the next few years. 9 00:00:41,040 --> 00:00:45,200 And for the UAE, for the private sector, and for the government, the priority became the 10 00:00:45,200 --> 00:00:51,400 advancement of gender balance, but specifically the closing of leadership gap... 11 00:00:51,400 --> 00:00:54,859 because we had them here like we do everywhere around the world. 12 00:00:54,859 --> 00:01:01,299 And so the initiative that was co-designed was this pledge, with a target of 30% of 13 00:01:01,299 --> 00:01:07,140 senior and middle management roles being held by women by the year 2025. 14 00:01:07,140 --> 00:01:12,340 But in order to meet this target, a series of policy priorities were identified. 15 00:01:12,340 --> 00:01:17,420 So signatories of the pledge, of which there are 56 to date, are committing not just to 16 00:01:17,420 --> 00:01:22,700 meeting the target, but also to looking at their pay and compensation practices. 17 00:01:22,740 --> 00:01:27,180 They're committing to reviewing their internal strategy. 18 00:01:27,180 --> 00:01:30,460 They're committing to looking at their recruitment and promotion practices. 19 00:01:30,460 --> 00:01:34,920 And for me, being the policy person that I am, most excitingly, they're committing to 20 00:01:34,920 --> 00:01:39,859 sharing qualitative and quantitative data, because the UAE government is committed to 21 00:01:39,859 --> 00:01:42,040 evidence-based policy reform. 22 00:01:42,040 --> 00:01:43,100 And this helps us. 23 00:01:43,100 --> 00:01:44,780 It helps us to know where the gaps are. 24 00:01:44,780 --> 00:01:46,820 It helps us to know what the private sector needs. 25 00:01:46,820 --> 00:01:50,800 And ultimately, it helps us to meet not just our gender balance goals, but our broader 26 00:01:50,879 --> 00:01:53,439 economic advancement goals. 27 00:01:53,439 --> 00:01:59,959 So to start, I will turn to you, Elena, to please let us know a little bit more from 28 00:01:59,959 --> 00:02:03,959 your perspective on the development of this initiative, because you were one of the... 29 00:02:03,959 --> 00:02:05,560 members of the Council. 30 00:02:05,560 --> 00:02:08,240 Thank you, Aisha. 31 00:02:08,240 --> 00:02:12,039 When we first gathered as the Private Sector Advisory Council, it actually started in 32 00:02:12,039 --> 00:02:13,039 2018. 33 00:02:13,039 --> 00:02:19,719 And we determined through our work that actually focusing on gender was an area wh... 34 00:02:19,719 --> 00:02:24,000 was already leading, but could make even greater steps in a leadership role to... 35 00:02:24,000 --> 00:02:25,340 gender parity. 36 00:02:25,340 --> 00:02:30,280 And so we really took it upon ourselves to make it a collaborative process from the 37 00:02:30,280 --> 00:02:31,280 very start. 38 00:02:31,280 --> 00:02:32,800 And this was a multi-year exercise, Aisha. 39 00:02:32,800 --> 00:02:37,240 It wasn't something that we decided, and then 12 months later, it came out fully baked. 40 00:02:37,240 --> 00:02:38,240 No, no, no. 41 00:02:38,240 --> 00:02:43,919 We started, we did focus groups with members, extended members of the private sector, to 42 00:02:43,919 --> 00:02:48,000 help us really define what the challenges were that they were facing, and to help us 43 00:02:48,000 --> 00:02:52,759 sharpen our focus on how we could advance gender parity. 44 00:02:52,759 --> 00:02:56,800 And one of these key elements that came out was the Gender Balance Pledge. 45 00:02:56,800 --> 00:03:01,099 And it was something that was designed through continued consultation with the... 46 00:03:01,099 --> 00:03:08,120 so that when we launched it, and Her Excellency Mona Almare championed it, it w... 47 00:03:08,120 --> 00:03:13,000 that already had the support of the private sector members who had been involved in its 48 00:03:13,000 --> 00:03:14,000 development. 49 00:03:14,000 --> 00:03:18,680 And I think this is one of actually the critical factors of success that we have h... 50 00:03:18,680 --> 00:03:23,080 the pledge, and it's represented in the number of signatories already in just the... 51 00:03:23,080 --> 00:03:30,879 year of its existence, is that we had a journey together, public and private secto... 52 00:03:30,879 --> 00:03:34,719 the guidelines that we wanted in order to address this. 53 00:03:34,719 --> 00:03:38,159 And it's important to note, the pledge is a voluntary pledge. 54 00:03:38,159 --> 00:03:42,860 This is not something that the private sector is going to be legally held to account for, 55 00:03:43,020 --> 00:03:49,520 but it's something that they've willingly signed up for in support of gender equality 56 00:03:49,520 --> 00:03:51,460 and gender parity. 57 00:03:51,460 --> 00:03:56,040 I think it's a very unique public-private partnership in that sense. 58 00:03:56,040 --> 00:03:57,040 Thank you, Eleanor. 59 00:03:57,040 --> 00:03:58,140 I'll turn to you, Matthew. 60 00:03:58,140 --> 00:04:04,120 As Managing Director for Russell Reynolds in Basel, Dubai, and in the region, your... 61 00:04:04,120 --> 00:04:09,100 not just here, but globally, has really been at the forefront of identifying trends. 62 00:04:09,099 --> 00:04:13,979 So your organization developed the titles Chief Sustainability Officer, Chief Diversity 63 00:04:13,979 --> 00:04:19,019 Officer, well before these conversations were happening, not just socially and politically, 64 00:04:19,019 --> 00:04:23,939 but across education institutions and government. 65 00:04:23,939 --> 00:04:28,379 So from that kind of higher-level vantage point, I'm interested to hear from you how 66 00:04:28,379 --> 00:04:33,659 you think leadership roles have evolved in recent years in the region. 67 00:04:33,659 --> 00:04:38,620 But perhaps more importantly, looking to the future, do you think that we are equipped 68 00:04:38,620 --> 00:04:45,060 and actually sufficiently gender balanced in our leadership pipelines and in our employee 69 00:04:45,060 --> 00:04:49,620 pipelines to meet some of the new demands that are coming for more future-oriented 70 00:04:49,620 --> 00:04:50,620 roles? 71 00:04:50,620 --> 00:04:51,620 Great. 72 00:04:51,620 --> 00:04:52,620 Thank you. 73 00:04:52,620 --> 00:04:58,540 I think on that point, we're very fortunate that, one, the government has taken the lead 74 00:04:58,540 --> 00:05:02,500 both in terms of ministerial roles and gender balance. 75 00:05:02,500 --> 00:05:05,220 You need what you need is role modeling. 76 00:05:05,340 --> 00:05:08,860 Ultimately, we have role models now in government, which is fantastic to see. 77 00:05:08,860 --> 00:05:09,860 I think from a private... 78 00:05:09,860 --> 00:05:12,460 So in this case, the government's taking the lead. 79 00:05:12,460 --> 00:05:16,800 The private sector is following by some of the initiatives that we've seen with women 80 00:05:16,800 --> 00:05:22,120 on boards, women in leadership, some quotas at a local level, which is important now for 81 00:05:22,120 --> 00:05:26,900 listed companies, and that's putting pressure on the private sector and on organizations 82 00:05:26,900 --> 00:05:32,060 like us to make sure that those women are available for those positions that are... 83 00:05:32,100 --> 00:05:37,339 that are educated, and that are interested in those opportunities. 84 00:05:37,339 --> 00:05:43,500 What we see from our experience globally, and in particular what's happening in the 85 00:05:43,500 --> 00:05:49,259 U.S., is you're seeing a huge shift where organizations are recognizing that having 86 00:05:49,259 --> 00:05:54,459 higher proportions of female leaders leads to better and more profitable business, and 87 00:05:54,459 --> 00:05:56,540 that's becoming now well documented. 88 00:05:56,540 --> 00:06:02,460 Ultimately, what I think we will see is probably a point where in the private sect... 89 00:06:02,460 --> 00:06:08,260 will be publishing their gender statistics and then measure it against them by not only 90 00:06:08,260 --> 00:06:12,260 their own internal stakeholders, but external shareholders. 91 00:06:12,260 --> 00:06:15,700 You'll see stakeholder activism around this in time. 92 00:06:15,700 --> 00:06:18,100 I think there's a great opportunity. 93 00:06:18,100 --> 00:06:21,620 Look how far sustainability has come in a very short period of time and how people are 94 00:06:21,620 --> 00:06:23,420 measuring it and putting out. 95 00:06:23,420 --> 00:06:25,820 I think gender will go exactly the same way. 96 00:06:26,939 --> 00:06:27,939 Thank you. 97 00:06:27,939 --> 00:06:33,500 Your point to organizations paying increasing importance to gender diversity across the 98 00:06:33,500 --> 00:06:34,500 pipeline. 99 00:06:34,500 --> 00:06:38,100 We of course need more women in leadership roles everywhere in the world, but we know 100 00:06:38,100 --> 00:06:39,820 that you need to do exactly that. 101 00:06:39,820 --> 00:06:41,379 You need to build those pipelines. 102 00:06:41,379 --> 00:06:44,939 That leads me to what I'll ask you, Sharif. 103 00:06:44,939 --> 00:06:49,340 As Executive Director of Command, you know the defense and security industry well in 104 00:06:49,340 --> 00:06:52,020 the UAE, in the region, and around the world. 105 00:06:52,019 --> 00:06:59,859 The U.S. is a sector that is stereotyped as being very male dominant, but it's not. 106 00:06:59,859 --> 00:07:05,019 I know that you do a lot of work with young Emiratis, males and females, to really equip 107 00:07:05,019 --> 00:07:10,779 them with those skills to be ready to hold leadership roles in the UAE, in this sector. 108 00:07:10,779 --> 00:07:14,419 Can you tell us a little bit more about some of those programs and how your commitment 109 00:07:14,419 --> 00:07:17,219 to the pledge and to this target fit in with that? 110 00:07:17,219 --> 00:07:18,219 Absolutely. 111 00:07:18,220 --> 00:07:19,220 Absolutely. 112 00:07:19,220 --> 00:07:23,540 Again, thank you for the invite and for the opportunity to meet so many wonderful... 113 00:07:23,540 --> 00:07:28,380 I want to tell everybody that, by the way, she did not mandate for us to wear red. 114 00:07:28,380 --> 00:07:30,220 Happy Valentine's Day. 115 00:07:30,220 --> 00:07:35,220 We are all like thinkers, and I guess we just naturally decided to kind of show the colors 116 00:07:35,220 --> 00:07:36,220 today. 117 00:07:36,220 --> 00:07:39,220 Happy Valentine's to everyone. 118 00:07:39,220 --> 00:07:40,820 I've been at this journey for quite some time. 119 00:07:40,820 --> 00:07:43,780 I retired military officer from the United States Air Force. 120 00:07:43,779 --> 00:07:48,419 I spent 23 years serving. 121 00:07:48,419 --> 00:07:54,539 Back in the 90s, very similarly in the United States, there is a male-dominated military. 122 00:07:54,539 --> 00:08:00,179 How do women kind of fulfill that support and role and be equal partners in serving 123 00:08:00,179 --> 00:08:01,500 any mission? 124 00:08:01,500 --> 00:08:03,899 UAE has taken on this pledge. 125 00:08:03,899 --> 00:08:08,779 Actually, the announcement to equal gender 50-50 was announced by Sheikh Mohammed bin 126 00:08:08,779 --> 00:08:12,139 Rashid at this event many years ago. 127 00:08:12,139 --> 00:08:16,579 At the time, I was the chairman of AMCHAAM, and we put that as an initiative to say, 128 00:08:16,579 --> 00:08:19,300 hey, even at AMCHAAM, we want to do this. 129 00:08:19,300 --> 00:08:21,379 We want to support the UAE government. 130 00:08:21,379 --> 00:08:26,019 We want to be lined up, and we want to have equal opportunity both for women and men... 131 00:08:26,019 --> 00:08:29,899 on skill set, capability, and what they can do. 132 00:08:29,899 --> 00:08:30,899 But I've seen that. 133 00:08:30,899 --> 00:08:33,100 I've been here now 14 years in the UAE. 134 00:08:33,100 --> 00:08:37,039 And in the UAE Armed Forces, I don't know if many of you know, there are women fighter 135 00:08:37,039 --> 00:08:40,659 jet pilots that fly F-16s. 136 00:08:40,659 --> 00:08:42,899 It's not something that happens overnight. 137 00:08:42,899 --> 00:08:46,980 For men, it's extremely competitive and very tough to do. 138 00:08:46,980 --> 00:08:47,980 You have to show skill. 139 00:08:47,980 --> 00:08:48,980 You have to show smarts. 140 00:08:48,980 --> 00:08:49,980 You have to be dedicated. 141 00:08:49,980 --> 00:08:52,620 You have to be a good student. 142 00:08:52,620 --> 00:08:56,559 And during my time in uniform working with these young ladies, and they were back then 143 00:08:56,559 --> 00:09:00,339 young lieutenants, they wanted to show their space. 144 00:09:00,339 --> 00:09:04,339 They wanted to earn their space amongst their colleagues, not because they're women, but 145 00:09:04,339 --> 00:09:07,379 because they're equal, if not better. 146 00:09:07,379 --> 00:09:08,379 And they did. 147 00:09:09,340 --> 00:09:13,139 A few years back, when they decided to take on the role of fighting the global war on 148 00:09:13,139 --> 00:09:20,340 terror and putting targets in Syria on bad guys, Yousef Al-Tabou, over the ambassador 149 00:09:20,340 --> 00:09:26,340 at the UAE embassy in Washington, DC, went out in public and said, Mariam Al-Mazroui 150 00:09:26,340 --> 00:09:31,899 was our lead pilot fighting that F-16 and fulfilled that mission, leading other uniform 151 00:09:31,899 --> 00:09:34,639 members to do that. 152 00:09:34,639 --> 00:09:36,179 So fast forward today. 153 00:09:36,739 --> 00:09:40,419 Again, and the point I really want to make there is that it's leadership driven. 154 00:09:40,419 --> 00:09:44,620 This would not have happened if it wasn't for this country, taken to heart that it 155 00:09:44,620 --> 00:09:46,239 doesn't happen overnight. 156 00:09:46,239 --> 00:09:48,000 You have to plant the seeds. 157 00:09:48,000 --> 00:09:53,339 You have to water those seeds and be able to identify these beautiful nuggets and help 158 00:09:53,339 --> 00:09:59,739 them, pull them along the way to show that we're all equal based on our capability and 159 00:09:59,739 --> 00:10:01,079 capacity. 160 00:10:01,079 --> 00:10:02,539 So again, fast forward. 161 00:10:02,539 --> 00:10:05,699 I joined command about three years ago. 162 00:10:05,700 --> 00:10:08,820 They are an aerospace defense company in the United States. 163 00:10:08,820 --> 00:10:11,700 They've been around for about 80 years. 164 00:10:11,700 --> 00:10:16,780 And we are very proud of having women and men working side by side in very technical 165 00:10:16,780 --> 00:10:17,780 field. 166 00:10:17,780 --> 00:10:24,340 So very smart engineers that build sensors, fuses, we build helicopters. 167 00:10:24,340 --> 00:10:31,780 And so there's a lot of precision manufacturing problem solving that takes... 168 00:10:31,819 --> 00:10:35,620 So a few years back, we decided that we're going to invest in the seeds program that 169 00:10:35,620 --> 00:10:42,100 Tawazen has in identifying some young Emirati engineers, men and or women, to kind of do 170 00:10:42,100 --> 00:10:45,779 a virtual internship because this was during COVID. 171 00:10:45,779 --> 00:10:49,139 And sure enough, we signed an agreement with Tawazen. 172 00:10:49,139 --> 00:10:54,339 We started interviewing students at Khalifa University and a few other universities... 173 00:10:54,339 --> 00:10:55,579 the UAE. 174 00:10:55,579 --> 00:10:57,659 We did about 20 interviews. 175 00:10:58,339 --> 00:11:03,740 The cream of the crop that came up was two amazing women from the Northern Emirates, 176 00:11:03,740 --> 00:11:06,219 engineers, future engineers. 177 00:11:06,219 --> 00:11:14,259 So my role was not only to hire qualified women to help us in this internship, but 178 00:11:14,259 --> 00:11:18,879 convince my engineers back home that this is not a waste of their time. 179 00:11:18,879 --> 00:11:23,939 And sure enough, during the six months that we had them, they gave them very tough... 180 00:11:24,700 --> 00:11:29,660 And they above and exceeded and came up with some new solutions that we're now... 181 00:11:29,660 --> 00:11:33,300 in our company in the United States. 182 00:11:33,300 --> 00:11:38,340 We are about to announce next week at IDEX, a joint venture, where I'm looking now to 183 00:11:38,340 --> 00:11:43,940 recruit and hire those engineers to come and work for us at command here in Abu Dhabi to 184 00:11:43,940 --> 00:11:48,740 be kind of a future of what we're trying to do as an American company, but landed here 185 00:11:48,740 --> 00:11:51,380 in UAE and part of the defense community. 186 00:11:51,460 --> 00:11:55,740 So I'm sorry for the long answer, but I wanted to show an example to the audience... 187 00:11:55,740 --> 00:11:57,740 is real, this is happening. 188 00:11:57,740 --> 00:11:59,259 It's not something that happens overnight. 189 00:11:59,259 --> 00:12:02,179 It's something that we have to work together to kind of grow. 190 00:12:02,179 --> 00:12:04,019 No, thank you for that, Sharif. 191 00:12:04,019 --> 00:12:08,700 Particularly your reference to when His Highness Sheikh Mohammed bin Rashid... 192 00:12:08,700 --> 00:12:15,620 the UAE Agenda Balance Council in 2015 after a workshop at this World Government Summit. 193 00:12:15,620 --> 00:12:20,820 We were talking about this earlier, that in the UAE, we are very target driven, but it's 194 00:12:20,820 --> 00:12:24,740 not about the targets, it's about the importance of the outcomes. 195 00:12:24,740 --> 00:12:30,100 And it's about the initiatives and it's about the contribution of a diversity of people, 196 00:12:30,100 --> 00:12:31,700 men and women equally. 197 00:12:31,700 --> 00:12:37,700 That being said, we do know that some people and some entities are target driven. 198 00:12:37,700 --> 00:12:43,620 And that means that you need to have data transparency, increasingly so, for a whole 199 00:12:43,620 --> 00:12:48,180 series of areas and indicators, whether it's environment or social or broader governance 200 00:12:48,180 --> 00:12:48,500 issues. 201 00:12:48,580 --> 00:12:52,820 So I'll ask you, Matthew, in a time when people are saying that they are doing this, 202 00:12:52,820 --> 00:12:56,379 they are saying that they are working on increasing gender balance in leadership and 203 00:12:56,379 --> 00:13:01,340 across the pipeline, they're saying they're working on a whole series of different... 204 00:13:01,340 --> 00:13:03,059 for a better society. 205 00:13:04,820 --> 00:13:08,259 What's the importance of actually collecting the data if they're saying they're doing it? 206 00:13:09,539 --> 00:13:11,059 It's really important, I think. 207 00:13:11,620 --> 00:13:16,220 And there's a number of areas that are quite obvious that that can take place. 208 00:13:16,220 --> 00:13:17,420 So for example, pay. 209 00:13:17,420 --> 00:13:24,300 Equal pay is a great one, where organisations can demonstrate that they are equalising pay. 210 00:13:24,300 --> 00:13:29,340 I know as an organisation, every two years we benchmark pay globally, irrespective of 211 00:13:29,340 --> 00:13:32,460 men and women, and that's the pay grade for that grade. 212 00:13:33,660 --> 00:13:34,860 So I think pay is one. 213 00:13:34,860 --> 00:13:40,700 I think another thing that organisations can do is measure the investment they're making 214 00:13:40,700 --> 00:13:47,420 in training and development that's going specifically towards promoting gender... 215 00:13:47,420 --> 00:13:50,940 within the organisation, training around things like subconscious bias. 216 00:13:50,940 --> 00:13:57,500 So sometimes, to your point, very often what we see is that you need men to sponsor and 217 00:13:57,500 --> 00:13:58,460 lift up. 218 00:13:58,460 --> 00:14:03,580 So do you have a programme that's allowing that to happen within the organisation? 219 00:14:03,580 --> 00:14:09,820 So in our organisation, for every man in the organisation, even though we're 55% female, 220 00:14:09,820 --> 00:14:15,820 45% men, every man has to have two female mentees that they're bringing up in the 221 00:14:15,820 --> 00:14:20,220 organisation somewhere in their office or outside their office. 222 00:14:20,220 --> 00:14:25,260 So even though we've tipped the balance in terms of our own gender equality, we're... 223 00:14:25,260 --> 00:14:28,140 sure that we're co-investing in that future development. 224 00:14:28,140 --> 00:14:31,180 So I think training and development is one, pay and benefits is another. 225 00:14:31,180 --> 00:14:35,340 And I think investing at a local level, I think investing in programmes where we're 226 00:14:35,580 --> 00:14:40,220 looking at things like home-based violence and how that may impact on engagement. 227 00:14:40,220 --> 00:14:45,420 And the other thing which I think is going to come as a result of the pandemic is that 228 00:14:45,420 --> 00:14:50,220 in some of these sectors where women have been underrepresented, like AI or coding or 229 00:14:50,220 --> 00:14:56,300 some technological sectors or even defence, the ability to have flexible work policies, 230 00:14:56,300 --> 00:15:01,900 work from home and engage populations wherever they are and women wherever they ... 231 00:15:01,899 --> 00:15:04,779 to be a great opportunity because then you can have the best of both worlds. 232 00:15:05,340 --> 00:15:13,659 You can have flexibility and childcare and a great job and be adding value on equal pay 233 00:15:13,659 --> 00:15:15,259 irrespective of where you sit. 234 00:15:15,259 --> 00:15:25,259 So I think getting organisations to publish their wins and ultimately knowing that no ... 235 00:15:25,259 --> 00:15:26,460 all the answers. 236 00:15:26,940 --> 00:15:32,060 Ultimately, if all of the private sector partners are choosing to show what they do... 237 00:15:32,060 --> 00:15:33,420 we can all learn from each other. 238 00:15:35,500 --> 00:15:36,220 Thank you, Matthew. 239 00:15:36,220 --> 00:15:40,379 I'd like to pick up on your point about the diversity of programmes that exist to support 240 00:15:40,379 --> 00:15:47,500 women in their careers and ask you, Elena, when there are so many different initiatives 241 00:15:48,540 --> 00:15:53,820 taking place across organisations and so many different policies, what is the actual... 242 00:15:53,820 --> 00:15:57,100 of participating in an initiative like the pledge? 243 00:15:57,100 --> 00:16:00,379 But also, I'd like to ask you something else, which we didn't prepare. 244 00:16:00,379 --> 00:16:01,180 I hope that's okay. 245 00:16:02,060 --> 00:16:05,660 In your role as a partner at Kearney and having been in the region for so long, 246 00:16:05,660 --> 00:16:07,820 you have seen how different entities operate. 247 00:16:07,820 --> 00:16:11,180 You have seen successes and you have undoubtedly seen failures. 248 00:16:11,980 --> 00:16:15,820 So how does an initiative like this contribute to closing some of these gaps? 249 00:16:15,820 --> 00:16:18,300 And how can we apply this framework to other challenges? 250 00:16:20,060 --> 00:16:22,060 So I think a couple of thoughts on that. 251 00:16:22,699 --> 00:16:25,179 First of all, I think there's tremendous value in a pledge like this. 252 00:16:26,219 --> 00:16:32,219 And I will say specifically for my firm, for Kearney, we committed to the pledge 253 00:16:32,219 --> 00:16:35,579 here in the region, but it is actually something that has also translated back 254 00:16:35,579 --> 00:16:37,659 into our global organisation. 255 00:16:37,659 --> 00:16:42,459 And I think this is also where there's significant value generated by this kind o... 256 00:16:42,459 --> 00:16:47,099 because it's not just in the UAE that this is having an impact in my organisation. 257 00:16:47,100 --> 00:16:52,940 We've launched a programme called Project Vital specifically to support the development 258 00:16:52,940 --> 00:16:58,460 of talent, not just from an early stage recruiting standpoint, but actually lookin... 259 00:16:58,460 --> 00:17:04,380 consulting as an industry within our firm, something that women can progress through 260 00:17:04,380 --> 00:17:07,819 across all stages of their career and their lives to basically look at where we can 261 00:17:08,460 --> 00:17:13,660 stop some of the leakage of high quality talent that we're having at those inflecti... 262 00:17:13,660 --> 00:17:16,220 where you do see significant attrition of women. 263 00:17:16,220 --> 00:17:20,220 So I think first of all, I think a pledge like this is critical because it's got more 264 00:17:20,220 --> 00:17:22,380 impact than just what's happening here in the UAE. 265 00:17:22,380 --> 00:17:27,100 And I'm sure both Sharif and Matthew can speak to that, that it's also feeding back... 266 00:17:27,100 --> 00:17:31,740 global organisations because of the discussions you're having here, how to mee... 267 00:17:32,299 --> 00:17:33,660 So I think that's the first thing. 268 00:17:34,299 --> 00:17:39,740 But I think it also speaks to your second question, which is why does this help us... 269 00:17:39,740 --> 00:17:40,220 the gaps? 270 00:17:40,220 --> 00:17:45,019 Well, some of it is knowledge sharing and that transparency that we're able to gather 271 00:17:45,019 --> 00:17:50,299 by bringing together best practices and data, it can't be underestimated. 272 00:17:50,299 --> 00:17:54,779 And I will say this has been a common thread for many of the discussions that I've been 273 00:17:54,779 --> 00:17:57,660 part of so far this week, but also that I've sat in. 274 00:17:57,660 --> 00:18:03,019 The issue of data transparency is fundamental to solving many of the challenges that have 275 00:18:03,019 --> 00:18:06,859 been identified, not just within gender, but in the SDGs more broadly. 276 00:18:06,859 --> 00:18:11,900 And it will feed into some of the later events this year in the UAE around COP 28 ... 277 00:18:12,460 --> 00:18:14,059 We cannot solve challenges. 278 00:18:14,059 --> 00:18:17,179 We cannot find solutions if we don't know where the problems really sit. 279 00:18:17,899 --> 00:18:23,339 And so a pledge like this helps us to create partnership between the public and private 280 00:18:23,339 --> 00:18:27,980 sector to create more transparency around some of these data sets that, quite frankly, 281 00:18:27,980 --> 00:18:34,539 while the governments around the world have massive reams of data, but there are things 282 00:18:34,539 --> 00:18:36,220 that they don't have access to. 283 00:18:36,859 --> 00:18:40,940 And if we don't create those partnerships between the public and the private sector 284 00:18:41,500 --> 00:18:46,140 to facilitate some of that data sharing, we're not going to be able to address thes... 285 00:18:46,700 --> 00:18:53,100 And this is something that I think will only benefit us and I think also has an... 286 00:18:53,100 --> 00:18:58,779 for other applications of partnerships like this in other areas that we need to address 287 00:18:58,779 --> 00:19:00,700 around the sustainable development goals. 288 00:19:00,700 --> 00:19:03,100 So lots of value from my perspective. 289 00:19:03,980 --> 00:19:04,299 Thank you. 290 00:19:04,299 --> 00:19:05,100 I appreciate that. 291 00:19:05,100 --> 00:19:09,820 And you're alluding to what will be our last question in just a moment about some other 292 00:19:09,819 --> 00:19:15,259 areas where we can apply this process of really working together to identify a target 293 00:19:15,259 --> 00:19:17,339 and then work to close it. 294 00:19:17,339 --> 00:19:20,939 But before we do that, Sharif, I'd like to ask you to tell us a little bit more about 295 00:19:20,939 --> 00:19:24,779 some of the programs that you have because you do this capacity building, you do this 296 00:19:24,779 --> 00:19:30,700 education and you really do this leadership readying for Emirati graduates in the UAE 297 00:19:30,700 --> 00:19:32,460 in your security space. 298 00:19:33,179 --> 00:19:38,939 So tell us about how you co-develop some of these initiatives and sort of build some of 299 00:19:38,940 --> 00:19:40,940 the young leaders of tomorrow. 300 00:19:40,940 --> 00:19:41,820 Thank you. 301 00:19:41,820 --> 00:19:49,820 And so for command, again, we ended up with a fairly nice contract back in 2017 or 18 302 00:19:49,820 --> 00:19:51,580 in support of the UAE Armed Forces. 303 00:19:52,620 --> 00:19:56,620 For those who don't know, there's an organization called Tawazen that helps a l... 304 00:19:56,620 --> 00:19:57,420 contractors. 305 00:19:58,220 --> 00:20:03,740 Now that you've helped kind of provide a product to the local armed forces, how are 306 00:20:03,740 --> 00:20:06,460 you going to give back to the defense community? 307 00:20:06,460 --> 00:20:09,100 How are you going to give back to UAE? 308 00:20:09,740 --> 00:20:11,180 And there's many programs. 309 00:20:11,180 --> 00:20:13,259 One of them, as I mentioned earlier, is SEADS. 310 00:20:13,900 --> 00:20:21,660 And SEADS is really designed around sustaining Emirati engineers in the defens... 311 00:20:21,660 --> 00:20:23,100 what the acronym stands for. 312 00:20:24,140 --> 00:20:29,500 And so it's an easy program where they will link you and try to match you with the best 313 00:20:29,500 --> 00:20:30,860 opportunity and the best talent. 314 00:20:31,900 --> 00:20:35,100 During COVID, they didn't want to slow down, so they did that virtually. 315 00:20:35,099 --> 00:20:41,179 But now that COVID is lifted, they really ask for defense contractors to bring on these 316 00:20:41,179 --> 00:20:47,099 engineers, take them to their main facilities back in their native countries, and really 317 00:20:47,099 --> 00:20:51,259 spend six months to a year growing the talent. 318 00:20:51,259 --> 00:20:57,579 And then bringing them back, implanting them in the local industry, having them bring that 319 00:20:57,579 --> 00:21:02,859 experience that they gained from their internship and their time to now kind of, ... 320 00:21:02,859 --> 00:21:04,059 on to that opportunity. 321 00:21:04,700 --> 00:21:09,259 What I tell a lot of folks is that the community here, the industry, has been a... 322 00:21:09,259 --> 00:21:09,740 industry. 323 00:21:10,539 --> 00:21:16,460 And so because of the oil well for many decades, countries in this part of the wor... 324 00:21:16,460 --> 00:21:20,619 able to benefit from having cash to be consumers of goods. 325 00:21:20,619 --> 00:21:25,339 Now that we're in that space where we want to evolve to beyond just consumer, we now wan... 326 00:21:25,339 --> 00:21:29,099 producers of goods, we need to invest in the human talent. 327 00:21:29,099 --> 00:21:31,740 And there are many initiatives out there. 328 00:21:31,740 --> 00:21:39,420 We as leaders in the industry have to take the time to identify those tools and use... 329 00:21:39,420 --> 00:21:42,700 because not every tool is designed for what you need. 330 00:21:43,579 --> 00:21:48,059 And so we were just fortunate that with our partnership with Tawazen and the SEADS... 331 00:21:48,059 --> 00:21:53,099 it was the right time, you know, the right opportunity to kind of bring it on board. 332 00:21:53,819 --> 00:21:59,420 But ultimately, it's so that we can be now producers of goods and contributors and 333 00:21:59,420 --> 00:22:00,620 exporters of goods, right? 334 00:22:00,619 --> 00:22:03,739 So it's not just about, okay, we're going to produce widgets here. 335 00:22:03,739 --> 00:22:04,939 What are we going to do with it? 336 00:22:04,939 --> 00:22:12,379 It's now having the quality seal of approval that now gains global recognition. 337 00:22:12,379 --> 00:22:18,139 And they see that this is, you know, a place where the right talent, you know, and the... 338 00:22:18,139 --> 00:22:19,819 products are being produced. 339 00:22:19,819 --> 00:22:21,259 And so it's very exciting. 340 00:22:21,979 --> 00:22:26,859 And to kind of piggyback on my initial story, Mariam actually was competing to be the first 341 00:22:26,859 --> 00:22:31,979 woman astronaut to get on the mission over in space. 342 00:22:31,979 --> 00:22:36,859 Unfortunately, she didn't make it, but her colleague, a female, has now been identified. 343 00:22:36,859 --> 00:22:39,740 And now she's going to be going to outer space. 344 00:22:39,740 --> 00:22:42,219 And so imagine Sheikh Zayed 50 years ago. 345 00:22:42,219 --> 00:22:48,379 I'm sure as he put this vision, I'm sure he's looking down and being extremely happy and 346 00:22:48,379 --> 00:22:51,500 proud of the work that's been done here in such a short period of time. 347 00:22:51,500 --> 00:22:52,139 Thank you, Sheree. 348 00:22:52,220 --> 00:22:56,860 If you picked up on something I wanted to, a seed, if you will, that I wanted to draw 349 00:22:56,860 --> 00:22:57,180 out. 350 00:22:59,100 --> 00:23:03,820 I'd like each of you to share a few thoughts on how we can take this model of, you know, 351 00:23:04,380 --> 00:23:08,300 coming together, a diversity of thinkers and a diversity of leaders and saying, look, 352 00:23:08,300 --> 00:23:09,820 we have endless challenges. 353 00:23:09,820 --> 00:23:11,500 What is the one we want to prioritize? 354 00:23:11,500 --> 00:23:15,420 And then how are we going to go about closing the gaps a little bit? 355 00:23:16,460 --> 00:23:19,820 But to pick up on what Sharif said, and also, if I may, to pick up on something His 356 00:23:19,819 --> 00:23:24,700 Excellency, Abdallah Lutta brought up on Sunday at the SDGs in Action event, we also 357 00:23:24,700 --> 00:23:26,779 need young people in the room, right? 358 00:23:26,779 --> 00:23:31,419 Because we are all sitting here with our own unique experiences and assumptions, 359 00:23:32,379 --> 00:23:37,259 readying also, as Marjorie mentioned in the last session, readying for challenges we may 360 00:23:37,259 --> 00:23:39,339 not be around to see. 361 00:23:39,339 --> 00:23:44,460 And so how do we engage young people in these kind of coalitions for problem solving? 362 00:23:44,460 --> 00:23:46,539 Because we probably need to, right? 363 00:23:46,539 --> 00:23:48,059 So I'll start with you, Eleana. 364 00:23:48,139 --> 00:23:51,740 What are some of the other challenges we can apply this model to? 365 00:23:51,740 --> 00:23:54,299 And how can we do more to engage young people? 366 00:23:55,339 --> 00:23:59,659 Well, I mean, I think you already referenced SDGs in Action. 367 00:23:59,659 --> 00:24:04,220 And I think one of the constant threads that I've been hearing in every discussion so f... 368 00:24:04,220 --> 00:24:08,139 that it's collaboration, collaboration, collaboration, and partnership. 369 00:24:08,700 --> 00:24:10,379 We all have a role to play. 370 00:24:10,379 --> 00:24:15,899 Public sector, private sector, NGOs, citizens, everybody has a role to play. 371 00:24:15,900 --> 00:24:21,340 And we're not actually going to be able to achieve any of the objectives or aspirations 372 00:24:21,340 --> 00:24:25,500 of the 2030 agenda without partnership and collaboration. 373 00:24:25,500 --> 00:24:31,820 And to me, I think what we've done with the pledge in the last few years is a remarkable 374 00:24:31,820 --> 00:24:36,140 example of how you can affect a ripple of change through a number of organizations. 375 00:24:36,140 --> 00:24:42,460 And so I look at this and I say, well, I listened on Sunday to all of these panel... 376 00:24:42,460 --> 00:24:45,100 and I kept thinking, we have a model for this. 377 00:24:45,099 --> 00:24:51,019 We have a model for how to engage across public sector, private sector, international 378 00:24:51,019 --> 00:24:58,379 organizations to focus our efforts to tackle complex problems and to do it in a way that 379 00:24:58,379 --> 00:25:03,980 builds consensus and to do it in a way that people and organizations are voluntarily 380 00:25:04,539 --> 00:25:05,500 signing up for it. 381 00:25:05,500 --> 00:25:09,419 So I look at it and I think we talked about education. 382 00:25:09,980 --> 00:25:12,619 We talked about climate change. 383 00:25:12,619 --> 00:25:15,579 We talked about moving towards net zero. 384 00:25:16,619 --> 00:25:21,419 These are things where the engagement starts from day zero. 385 00:25:21,419 --> 00:25:26,219 And it's only by bringing everybody on a shared journey that we can move towards... 386 00:25:26,219 --> 00:25:27,019 collaboration. 387 00:25:27,019 --> 00:25:28,939 And it doesn't have to be everyone. 388 00:25:28,939 --> 00:25:34,939 Sometimes you can have that core group of organizations and individuals you can... 389 00:25:35,739 --> 00:25:39,819 and lead to that ripple effect, just like I referenced in my own organization at Kearney. 390 00:25:40,779 --> 00:25:48,139 We have pushed back into a multinational consulting firm, a ripple of change that is 391 00:25:48,139 --> 00:25:51,740 driving us towards new targets around gender. 392 00:25:51,740 --> 00:25:56,220 What is to stop us from doing the same around other critical issues that we're already 393 00:25:56,220 --> 00:25:58,619 discussing in depth here at the government summit now? 394 00:25:58,619 --> 00:26:00,379 Thank you, Eleanor. 395 00:26:00,379 --> 00:26:00,879 Matthew? 396 00:26:02,379 --> 00:26:06,539 I had a different experience last week which references this. 397 00:26:06,539 --> 00:26:08,700 We had a futurist come and do a talk. 398 00:26:09,899 --> 00:26:15,740 Who gave us some data around the fact that over the age of 35, you ignore anything new. 399 00:26:15,740 --> 00:26:17,740 You won't accept anything new. 400 00:26:17,740 --> 00:26:21,339 Because ultimately, your mindset is set. 401 00:26:21,899 --> 00:26:25,339 So I'm not sure that the over 35s are the people to solve the problem. 402 00:26:26,539 --> 00:26:29,579 And the one thing that he recommended, which I think is a good idea, that we're taking 403 00:26:29,579 --> 00:26:32,059 back into our organization is to have a youth board. 404 00:26:32,619 --> 00:26:38,700 And if you have a representative youth board of under 35s, because they're the ones that 405 00:26:38,700 --> 00:26:42,460 are going to deal with the legacy that we leave, that probably have the answers and 406 00:26:42,460 --> 00:26:45,660 the mindset to collaborate that we don't in some respects. 407 00:26:47,340 --> 00:26:52,380 And I think any private or government organization can create a shadow youth board 408 00:26:52,380 --> 00:26:55,500 that are looking at the problems through a different lens. 409 00:26:55,500 --> 00:27:00,700 And in the case of gender, I think we all know what the challenges are, but we're not 410 00:27:00,700 --> 00:27:03,740 always the ones facing the challenge or dealing with the issue. 411 00:27:04,539 --> 00:27:08,460 We're trying to solve for a population that's coming and a generation that's coming. 412 00:27:08,460 --> 00:27:13,100 And one of the things that I reflected on when we were talking is that I was just... 413 00:27:13,100 --> 00:27:15,500 lucky to have great female bosses. 414 00:27:16,059 --> 00:27:19,579 And not because they were great female bosses, because they were female bosses. 415 00:27:19,579 --> 00:27:21,579 So they were just great role models. 416 00:27:21,579 --> 00:27:25,819 So I think role modeling is really, really important to have, to see. 417 00:27:25,819 --> 00:27:31,180 I could, I was able to see, including my mother, women that worked, that were... 418 00:27:31,180 --> 00:27:35,420 that had good family values, brought up their kids well, I hope. 419 00:27:35,420 --> 00:27:37,579 And then ultimately, you know, pass that on. 420 00:27:37,579 --> 00:27:41,259 So in the previous conversation, when we talked about work-life balance, you can have 421 00:27:41,259 --> 00:27:41,579 it all. 422 00:27:42,779 --> 00:27:50,619 But what I see when, what I see in youth now is a confidence, because they're not coming 423 00:27:50,619 --> 00:27:53,179 into the conversation with the same baggage. 424 00:27:53,179 --> 00:27:58,139 And I think their energy and their thought process is very, very different to our own. 425 00:27:58,139 --> 00:28:03,259 If we look at our own children, they're way ahead of us on things like chat GPT. 426 00:28:03,259 --> 00:28:04,220 They're way ahead. 427 00:28:04,220 --> 00:28:05,179 So let them run with it. 428 00:28:05,659 --> 00:28:06,379 Let them run with it. 429 00:28:07,980 --> 00:28:08,779 Thank you, Matthew. 430 00:28:09,579 --> 00:28:12,059 That has come up, I think, at every single panel. 431 00:28:13,579 --> 00:28:17,899 Sharif, some thoughts on leveraging this model to address other challenges and also 432 00:28:17,899 --> 00:28:21,339 opportunities and indeed the opportunities of working with younger people. 433 00:28:21,899 --> 00:28:28,139 Yeah, I'll just have to echo what my panelists have said in that, you know, I... 434 00:28:28,139 --> 00:28:29,019 this example a lot. 435 00:28:29,019 --> 00:28:33,099 My grandfather grew up getting his information through a radio. 436 00:28:34,059 --> 00:28:38,619 My father got his information through a black and white TV and I was the remote control 437 00:28:38,619 --> 00:28:39,659 between the two channels. 438 00:28:42,139 --> 00:28:48,139 And, you know, we had, and then, you know, obviously my generation, I went from a... 439 00:28:48,139 --> 00:28:53,419 screen that was black with green letters and I had to learn how to make it follow my... 440 00:28:53,419 --> 00:28:54,859 to now everything is touch base. 441 00:28:54,859 --> 00:28:57,339 Information is coming at such a rapid pace. 442 00:28:57,339 --> 00:29:01,099 And I remember my grandfather looking at my dad saying, oh, he's going to be lost. 443 00:29:01,099 --> 00:29:05,579 He's going to watch this evil TV that's going to shape his mind, you know. 444 00:29:05,579 --> 00:29:08,619 And I hear that same conversation taking place about my kids, you know. 445 00:29:09,179 --> 00:29:10,859 He's getting too much screen time, you know. 446 00:29:10,859 --> 00:29:12,619 He's playing too many games, you know. 447 00:29:12,619 --> 00:29:13,819 You need to stop that. 448 00:29:13,819 --> 00:29:18,619 And really, I keep reflecting back to my father, my grandfather complaining about my 449 00:29:18,619 --> 00:29:20,459 dad and my dad complaining about me. 450 00:29:21,259 --> 00:29:25,339 And now I don't want to fall in that same pattern, you know, thinking that I don't 451 00:29:25,339 --> 00:29:30,299 know what my kids are, because I don't know what 50 years from now information is going 452 00:29:30,299 --> 00:29:30,859 to look like. 453 00:29:30,859 --> 00:29:35,339 I mean, we're talking, Ellen Musk is talking about implanting chips in people's heads. 454 00:29:35,339 --> 00:29:38,859 And, you know, you're just going to think and information is going to come to you. 455 00:29:38,859 --> 00:29:45,019 I want to make sure that we don't be, we're not hurdles at this stage of their growth. 456 00:29:45,019 --> 00:29:48,859 And that we, you know, look for opportunities for them to take the tools that they have 457 00:29:48,859 --> 00:29:51,740 today and grow on it and for hopefully a brighter future. 458 00:29:51,740 --> 00:29:52,940 Thank you. 459 00:29:52,940 --> 00:29:53,980 That's a very positive note. 460 00:29:53,980 --> 00:29:57,019 But I'll offer each of you an opportunity for a last thought. 461 00:29:57,019 --> 00:29:57,419 Elena. 462 00:29:57,980 --> 00:30:01,740 I just want to say, so first of all, I think what you both said is fantastic. 463 00:30:01,740 --> 00:30:06,460 And I think actually the challenge in some ways is for us as those who are over 35. 464 00:30:07,580 --> 00:30:10,539 Although I won't say by how much. 465 00:30:12,460 --> 00:30:18,779 But I think the challenge for us is, you know, we can facilitate these dialogues an... 466 00:30:18,779 --> 00:30:21,420 to facilitate these dialogues and these consultations. 467 00:30:21,420 --> 00:30:27,180 But it is also on us to be open enough to remain flexible enough, like you're speaking 468 00:30:27,180 --> 00:30:31,019 about Sharif, to hear what the young generation has to say. 469 00:30:31,019 --> 00:30:36,700 And that's, I mean, to me, that is going to be what defines success for us to help 470 00:30:36,700 --> 00:30:40,700 create the solutions that our children, our grandchildren will have to live with the 471 00:30:40,700 --> 00:30:41,660 results of. 472 00:30:41,660 --> 00:30:45,900 But I think it's an incredible, we have a lot ahead of us to be optimistic about. 473 00:30:45,900 --> 00:30:46,060 So. 474 00:30:49,100 --> 00:30:54,779 I build on that because I think the big thing that everyone has to work with is their own 475 00:30:54,779 --> 00:30:55,580 fixed mindset. 476 00:30:55,579 --> 00:31:00,379 We all have fixed mindsets built based on upbringing, based on religion, based on 477 00:31:00,379 --> 00:31:02,619 perspective, based on experiences. 478 00:31:02,619 --> 00:31:08,859 The more training we can do around helping people be open minded to what else maybe out 479 00:31:08,859 --> 00:31:15,659 there are other opinions, tolerance, which this country has demonstrated, but also an 480 00:31:15,659 --> 00:31:16,699 infinite mindset. 481 00:31:18,699 --> 00:31:23,899 What we call LQ, which is learning agility versus emotional agility. 482 00:31:23,900 --> 00:31:29,660 So the ability to be constantly agile and adapting to everything that's coming, as 483 00:31:29,660 --> 00:31:34,460 opposed to having a fixed mindset, oh, it's always been like this, it's never going to 484 00:31:34,460 --> 00:31:34,860 change. 485 00:31:34,860 --> 00:31:37,019 That's, I think, absolutely key. 486 00:31:37,019 --> 00:31:40,540 I don't know how to match that. 487 00:31:40,540 --> 00:31:42,940 But absolutely. 488 00:31:42,940 --> 00:31:46,860 And to realize that, again, it's contagious. 489 00:31:46,860 --> 00:31:53,259 And if we can continue to be an example, I think, you know, it's interesting to watch 490 00:31:53,259 --> 00:31:57,579 what's happening next door in Saudi Arabia as well, you know, where there's a lot of 491 00:31:57,579 --> 00:31:59,259 cultural values that are here. 492 00:31:59,980 --> 00:32:03,500 And so I think, you know, we're in a very amazing place. 493 00:32:03,500 --> 00:32:07,740 And we need to also recognize that and recognize that this is not normal. 494 00:32:07,740 --> 00:32:09,019 This is above normal. 495 00:32:09,019 --> 00:32:13,500 This is really something that we can be an example and something that's contagious that 496 00:32:13,500 --> 00:32:17,420 hopefully will spread not just in the region, but beyond. 497 00:32:17,420 --> 00:32:19,420 Thank you very much to all of you. 498 00:32:19,420 --> 00:32:24,140 I think the key learning is that in order to address some of our perceived challenges, 499 00:32:24,140 --> 00:32:27,340 it's really about sitting in the same room and having a dialogue. 500 00:32:27,340 --> 00:32:29,100 And sometimes that means without an agenda. 501 00:32:29,740 --> 00:32:36,700 Thank you to all of you for your thoughts and to all of you for joining us.