Emirates Global Aluminium
is the UAE’s largest industrial company outside of oil and gas. It aims to be the
“industrial employer in choice” in the countries in which it operates.
Some 60,000 people work in the UAE aluminium sector, its supply chain, or
to meet the needs of its employees – one in 100 jobs in the country – and EGA employs more
than 10 percent (6,500 people).
EGA has been developing its people for decades – with a particular focus
on UAE nationals and on women – to fulfil “career potential across all parts of its
business” and to achieve the goals of the UAE’s Operation 300bn industrial growth strategy
and Centennial 2071 in creating a diversified knowledge economy.
Woman at EGA
EGA is pioneering the role of women in heavy industry in the UAE.
It employs 470 women worldwide, in roles ranging from shift technicians
to executive leadership.
In October 2023, EGA hired women as utility operators – frontline non-supervisory roles in Operations – for the first time.
Women hold around 20 percent of UAE supervisory roles today. EGA aims to increase that to 25 percent by 2025, and to have 15 percent of all positions at the company held by women by 2026.
There are two women on EGA’s executive committee, and the company secretary is a woman. Nine
positions on subsidiary boards within the company are held by women.
EGA’s Chief Executive Officer, Abdulnasser Bin Kalban, says the global
metals and mining industry has historically been a “very” male-dominated sector, “capable of
creating a non-inclusive work environment for female employees”.
“This must change for the good of industrial companies and society,” he
said.
UAE Nationals at EGA
EGA employs around 1,200 Emiratis. When considering the high number of
blue-collar positions in heavy industry, EGA has one of the highest Emiratisation rates of
any major company. Last year more than 220 young UAE Nationals joined EGA, including 100
women.
Mr Bin Kalban adds: “Diversity of people gives us diversity of thought,
and having different mindsets ensures that we think about issues and strategies from
different angles to obtain the best outcome for EGA.
Khuloud Suhool, General Superintendant at EGA, shows a finished aluminium bar. Picture
courtesy EGA
Across the business: EGA is taking action “at every level” to meet
its gender diversity target, even spending millions retrofitting basic facilities
for women in operational areas first built decades ago. In 2023, EGA became one of the founding members of Aurora50’s NOORA network for corporate women, a real-world community for talented and ambitious women who lead with impact. In 2020, EGA launched the
Women’s Network, a forum to advocate for the empowerment and development of women
within the organisation. EGA’s Code of Ethics expressly prohibits any form of
discrimination, including based on gender. It hires on a “consistent, fair and
merit-based approach in accordance with equal opportunities regardless of gender”
and remunerates “regardless of gender”. EGA supports new, expectant and nursing
mothers (while recognising the potential risks from heavy industry) and provides
maternity leave either above or in accordance with statutory requirements. It has
two women on its Executive Committee.
Targets: By 2025, EGA aims to increase the number of women in
supervisory roles from just under 20 percent today to 25 percent. By 2026, EGA
expects to employ women as 15 percent of its entire workforce.
Women on Board: EGA has partnered with Aurora50 to put four women
through its Pathway20 programme (see below). Nine positions on EGA’s subsidiary boards have been
taken by women since 2021.
In the industry: In November 2023, EGA announced the launch of the Challenger Programme in partnership with Aurora50 and under the patronage of the Ministry of Human Resources and Emiratisation. The Challenger Programme brings together major industrial companies in the UAE that are traditionally male-dominated and share the goal of promoting gender diversity. The first companies joining EGA in the Challenger Programme are ADNOC, Ducab, Emirates Steel Arkan, Siemens, Strata, TAQA and TechnipFMC. The programme aims to make quicker progress on gender diversity by sharing innovation and best practice on practical challenges all the companies face, from redesigning worker accommodation to amending policies and procedures, and together advocating for more women to join industry. The Challenger Programme was launched at Aurora50’s The Inclusion Summit in Abu Dhabi, of which EGA was a gold sponsor.
In the community: EGA advocates for gender diversity in society. In
2022, EGA became a signatory to the Women’s Empowerment Principals – set up by UN
Women and the UN Global Compact Office. This acts as a public declaration of support
for key actions to drive gender diversity, from establishing high-level corporate
leadership for gender equality to promoting the education, training and professional
development of women and publicly reporting progress. In 2022, EGA opened national
training programmes for roles in industrial operations to women for the first time,
with 16 young UAE national women joining during the year.
EGA and Emiratisation
Picture courtesy EGA
Across the business: EGA has one of the highest Emiratisation rates
of any major company – when accounting for the high number of blue-collar roles in
heavy industry – and has more than four decades of experience in Emiratisation. It
employs almost 1,200 Emiratis. In 2022, EGA hired more than 220 UAE nationals,
including 100 women. More than 5,000 UAE nationals have graduated from EGA’s
national training programmes since they were established in 1982. EGA established
its Youth Council in 2018 to enable the company’s young UAE national employees to
develop into “innovative leaders and pacesetters for change” in the nation. Over 700
of EGA’s Emirati employees are under the age of 35.
Targets: EGA’s goal is to create 500 additional opportunities for
UAE nationals by 2026, taking the company to 45 per cent in-focus Emiratisation.
In the community: In 2023, EGA agreed to share its best practice in
Emiratisation with the private sector through the Emirati Talent Competitiveness
Council (NAFIS).
Inclusivity at EGA
Picture courtesy EGA
EGA wants “the best people” to join the company, says Mr Bin Kalban, and to progress
“based on their ability and commitment to succeed”.
EGA employs more than 50 nationalities.
It provides “effective opportunities” for high-quality recruits to reach their full
potential, while taking a long-term approach to retention, with competitive
remuneration and welfare.
New values for EGA were chosen by its employees in 2021 to “collectively” reflect
the “cultural recipe we require for success”: safety and sustainability; integrity
and fairness; ownership and teamwork; and innovation and continuous improvement. EGA
also re-defined its purpose as ‘Together, innovating aluminium to make modern life
possible’ and set bold, public aspirations to fulfil it. This includes EGA’s gender
diversity targets.
EGA also created the ‘Najah Network’ in 2021 – representatives who are “building a
bridge” between frontline employees and EGA’s leadership, acting as role models of
EGA’s values and advising EGA on how its cultural transformation is “progressing in
all corners of the organisation”.
EGA sees DEI as a “core component” of its environmental, social and governance (ESG)
strategy. Its 2030 ESG plan has a “diverse, inclusive and safe environment” as one
of its three pillars.
EGA’s DEI work is contributing to its efforts in achieving the United Nations’
Sustainable Development Goals (SDGs). For example, SDG 8 (decent work and economic
growth) is met by offering competitive salaries and benefits and a “positive work
environment to retain talented employees for the long-term”. Looking at SDG 3 (good
health and wellbeing), EGA complemented its Employee Assistance Programme with a
mental wellbeing campaign that began during the Covid-19 pandemic and continues to
grow in ambition and scope.
EGA and STEM
Picture courtesy EGA
The UAE has one of the highest proportions of women studying science, technology,
engineering and mathematics (STEM) of any country, and EGA is committed to
attracting and retaining the most able people from this talent pool.
EGA employs some 1,500 people in STEM-related roles.
By 2030, EGA aims to provide programmes to support STEM education and inspire
further studies and ultimately career choices to more than 50,000 school children.
In 2022, Engineer the Future – a programme to introduce schoolchildren in grades
nine to 12 to science fundamentals and their application in industry, in partnership
with Emirates Schools Establishment (ESE) – returned after the Covid-19 pandemic. It
previously ran from 2017 to 2019 and reached more than 16,000 UAE students.
EGA runs a STEM outreach programme with UAE universities and schools. EGA’s
Ambassador Programme is led by young Emirati EGA engineers and professionals, and
has reached more than 13,000 UAE students since its launch in 2019.
Two of EGA’s own executive committee members originally joined the business as fresh
STEM graduates.
Iman Al Qasim, Executive Vice President of Human Capital, EGA, and Pathway20 alumna
EGA role: Executive Vice President of Human Capital, EGA
Board positions:
Non-executive and independent board director of DFM-listed Aramex (2023). Chair of
the human resources committee
Non-executive and independent board director of ADX-listed Abu Dhabi National Energy
Company (TAQA) (2023). Member of both nomination and remuneration and audit and risk
committees
United Printing and Publishing (UPP) (2022), member of audit and risk committee,
chair of HR committee
Board director of Abu Dhabi National Exhibition Centre (ADNEC) (2021), chair of
remuneration committee
Board member of EGA Reinsurance Ltd (2021)
Board member of EGA America Inc (2021)
Joined Pathway20: 2021
Says: “I’ve discovered a lot about myself during
Pathway20. I think what’s most astounding is that there’s a big difference from the role you
play on a board versus the operational role that you play as an executive in a company.
Being part of a group of women that is driving the change, and trailblazers for the UAE and
for women on boards, is amazing.”
Julie Cunningham
Global Head of Tax, Risk and Resilience, EGA, and Pathway20 alumna
EGA role: Global Head of Tax, Risk and Resilience, EGA
Board positions:
Independent board director, International Fiscal Association (2022)
Board director, Emirates Global Aluminium (Shanghai) Aluminium Co Ltd (2023)
Board director, Emirates Global Aluminium Korea Ltd (2022)
Board director, EGA Reinsurance Ltd (2022)
Board director, EGA America Inc (2021)
Board director, Emirates Global Aluminium (Singapore) Pte Ltd (2021)
Joined Pathway20: 2021
Says: “Empowerment, vision and leadership is, in
essence, the core of Aurora50. It [Pathway20] is a transformational programme, which has
elevated my ability to deploy value across all board appointments. Aurora50 is reinforcing
the UAE’s vision and status as a global hub for best-in-class in representing gender
equality.”
Hind Al Ali
Hind Al Ali, Senior Manager, Alumina Procurement, EGA, and Pathway20 alumna
EGA role: Senior Manager, Alumina Procurement, EGA
Board positions:
Independent board director at DFM-listed National General Insurance Company (NGI)
(2022), member of audit and risk committee
Board director at Emirates Global Aluminium (Singapore) Pte Ltd (2022)
Joined Pathway20: 2022 – she was awarded her first
independent board role two months later.
Says: “Everyone has a network they’re familiar with;
however it comes down to effort in reaching out and unlocking opportunities. This time
around I had a clear
roadmap, reached out and (eventually) saw the benefits.”
Laila Saif
Laila Saif, Director, Human Capital Strategy & Operations, EGA, and Pathway20
participant
EGA role: Director, Human Capital Strategy &
Operations, EGA
Joined Pathway20: 2023
Says: “Having diversity on boards and in leadership
positions brings a new perspective to the table. It is so exciting to be part of this
transformational change. Together, everything is possible.”