What Men And Women Want: New Study Delves Into MENA Workforce's Career Aspirations
A collaborative study conducted by Bayt.com, the Middle East's job portal, and Markelytics Solutions has uncovered essential insights into the MENA region's workforce dynamics, focusing on employee satisfaction aspects such as pay scales, work-life balance, job stability, and professional advancement opportunities.
Garnering responses from over 1,200 employed individuals across diverse areas including the GCC, North Africa, and the Levant, this survey aims to guide employers on improving compensation frameworks, fostering talent retention, and adapting to the contemporary needs of employees.
The research, named the Salary Survey, was carried out in December 2024 and has brought to light the importance of understanding job mobility trends across the MENA region. The findings reveal a pronounced tendency among men to change jobs more frequently than women, with 65% of men versus 50% of women seeking new opportunities primarily for better remuneration or career progression.
Notably, younger professionals aged 18–25 show a high propensity for job-hopping, with many having already held multiple roles early in their careers, whereas individuals aged 36 and above usually report greater job stability and growth, as demonstrated by their extensive work histories.
Understanding Job Mobility and Employee Benefits
A significant portion of the workforce, 81%, has been with their current employer for no more than two years, highlighting a trend of frequent job changes across the region. This pattern varies, with employees in North Africa and the Levant experiencing longer tenures, attributed to local workforce participation norms and union protections, whereas, in the GCC, a substantial number of employees, 48%, report shorter tenures due to employer-imposed contractual limitations.
The survey also sheds light on the distribution of benefits among employees, with 77% of participants receiving monetary benefits like bonuses or overtime pay. Gender differences are evident in the access to financial perks, with men more likely to benefit than women. On the other hand, women tend to gain more from policies that support work-life balance.
Healthcare coverage is predominantly provided in the GCC, with nearly half of the employees covered, while those in the Levant receive the least healthcare support. Opportunities for professional and personal development remain limited, though North Africa shows a slightly better inclination towards training programs. Flexible working hours are enjoyed by 25% of respondents, but family-oriented benefits remain uncommon.
Insights on Compensation and Career Satisfaction
Interestingly, the study indicates that employees over the age of 36 express higher satisfaction levels with their salaries and overall work experiences in comparison to their younger counterparts. Despite this, a significant portion of the workforce is discontent with their earnings, with 28% of men and 38% of women stating they are "not at all satisfied" with their current salaries.
Satisfaction with management and organizational culture is highest in North Africa, whereas respondents from the GCC and Levant have raised concerns over stagnant wages and a lack of benefits. Factors such as workplace proximity, leadership quality, and the reputation of the company play crucial roles in fostering employee loyalty across all surveyed regions.
Moreover, the survey highlights a noteworthy trend regarding salary adjustments, revealing that 66% of respondents did not receive a raise in 2024. However, expectations for salary increases in 2025 are optimistic, with 46% of women and 34% of men anticipating raises of 20% or more.
North Africa leads in salary increments for 2024, while expectations in the Levant remain subdued, likely due to prevailing economic challenges. In the GCC, the provision of employer-provided housing and allowances is a notable benefit. The survey also uncovers gender disparities in earning dynamics, with a higher percentage of men identifying as the sole breadwinners compared to women, who often rely on family or spousal support.
Addressing Workforce Retention and Motivation
The trend of high job mobility is underscored by 59% of participants planning to leave their current jobs shortly, with younger professionals leading this charge due to reasons such as inadequate salaries, burnout, and a lack of recognition. Workplace dissatisfaction, often stemming from toxic environments marked by office politics and favoritism, is a significant driver behind the decision to switch jobs. This is further evidenced by 87% of respondents reporting at least one job change in the past year, underscoring the urgent need for employers to tackle retention challenges.
Jasal Shah, CEO of Markelytics Solutions, emphasized the evolving workforce priorities, stating, "These findings reflect the evolving priorities of a diverse workforce, where employees expect more than just competitive salaries; they also seek personal growth, stability, and supportive work cultures. The comprehensive study is a direct result of our new partnership with Bayt.com, which can enable organizations in the MENA region to make informed decisions that not only align with employee needs but also bolster long-term business success."
Echoing this sentiment, Dina Tawfik, Vice President of Growth at Bayt.com, remarked, "We're thrilled to collaborate with Markelytics Solutions on this survey, which shines a spotlight on critical aspects of employee satisfaction in the MENA region. Through insights on compensation, benefits, and mobility, we aim to help employers optimize their people strategies and empower employees to find workplaces that truly meet their aspirations."
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