Saudi Arabia is on a mission to strengthen its technology talent pool, driven by the grand aspirations of its Vision 2030 initiative. At the forefront of this transformation are the highly skilled engineers responsible for bringing the nation’s ambitious infrastructural and mega-projects to life. Historically, these engineering roles have been predominantly filled by expatriates, attracted by lucrative salaries and the opportunity to apply their international expertise.
With an eye on ensuring the transformation remains authentically Saudi and to open up appealing job prospects for its citizens, the Ministry of Human Resources and Social Development has recently set a 25 percent nationalization quota for engineering professions. This mandate applies to private sector entities employing five or more engineers, promising to not only bolster the local workforce but also contribute to the diversification of the economy.
Figures from the Saudi Council of Engineers indicate that out of the 448,528 engineers, technicians, and specialists working in the Kingdom, Saudis comprise 34.17 percent. The plan is to expand this percentage significantly, with the aim of generating over 16,000 new roles in engineering and technical engineering fields combined.
Marwa Murad, a leader in development management services, underscores the importance of tailoring training and development programs to meet the unique demands of the engineering and tech sectors. She emphasizes the need for vocational training and academic partnerships to prepare Saudis for excelling in these roles.
Ali Nasir, a key figure in the recruitment industry, echoes the sentiment, highlighting the role of STEM education as a catalyst for Saudization in engineering. He advocates for substantial investments in top-tier educational initiatives, scholarships, and mentorships to inspire and support the nation’s youth.
Furthermore, Nasir points to the importance of fostering a culture of entrepreneurship within the tech sector to encourage young Saudis to launch their own ventures, thereby sparking organic job growth and enhancing the private sector.
However, challenges remain, particularly in promoting gender diversity within the sector. Women currently represent a mere 3.19 percent of the total number of Saudi engineers. To address this imbalance, initiatives have been launched, including training programs for female Saudi engineers in collaboration with international institutions.
Riyadh Air, the Kingdom’s newest national carrier, has also played a role by recruiting an all-female cohort of trainee engineers as part of an apprenticeship program, setting a precedent for diversity and inclusion within the sector.
The government has introduced various measures to encourage companies to hire more Saudi nationals, such as the Nitaqat Program, which rewards firms with a higher proportion of Saudis with benefits like easier access to work permits and government contracts.
Yet, localization quotas alone may not suffice for sustainable workforce development. The experiences of neighboring Gulf countries, each at different stages of implementing similar policies, offer valuable lessons on the complexities of increasing local employment sustainably.
To this end, a multifaceted approach that includes aligning education with market needs, fostering a culture of inclusivity, and emphasizing career development is deemed essential for the long-term success of Saudization efforts in the engineering field.