UAE, Saudi Banks Push For Enhanced Employee Experience In GCC: Report

In a new report, ADL highlighted the direct impact on profitability through prioritising EX on engagement, retention, and innovation.

Middle Eastern banks, despite strides in equality and engagement, need to continue to invest, similar to their Asian and global counterparts – in onboarding, training, well-being programmes, and employee recognition to unlock lasting EX change, the report said.

“With 87 per cent of banking transactions conducted digitally today, Middle East banks are on par with Asia’s leading financial institutions (89 per cent) and ahead of the global average of 85 per cent.

“However, while digital transformation is strong, employee engagement and retention remain a challenge, with attrition rates in the Middle East region significantly higher at 15-20 per cent, compared to Asia at 10-15 per cent and North America at 12-15 per cent,” ADL said.

Yacin Mahieddine, Partner, Global Financial Services at Arthur D. Little, Middle East, said in today’s competitive landscape, banks must view employee experience as a cornerstone of their operational strategy.

“Our research shows that organisations investing in EX see tangible improvements in productivity, innovation, and employee retention, especially in rapidly evolving markets like the UAE and KSA,” he said.

In the UAE, analysis showed banks continue improvements and innovation in EX, for example adopting advanced AI and machine learning tools to deliver personalised HR initiatives and wellness programmes, that enhance work-life balance and foster stronger workforce loyalty and productivity, the report said.

“In markets like KSA, where national transformation goals are reshaping industries, prioritising employee experience is seen as essential to building a motivated and future-ready workforce,” it said.

The report highlighted that key initiatives are focused on increasing female workforce representation to 22 per cent by 2025, aligning with Saudi Vision 2030 goals, and achieving a resilient and diverse workforce.

Nelson Danam, Principal, Global Financial Services at Arthur D. Little, Middle East, said with employee expectations evolving rapidly, prioritising EX is no longer optional, it is a strategic imperative for driving organisational growth, adaptability, and innovation.

“Strategic alignment, culture transformation, and proactive change management aren’t just best practices; they’re necessities for sustaining competitive advantage in the EX landscape,” Danam said.