Dubai has been welcoming visitors arriving through the city’s air and land ports with a special stamp featuring the #RamadanInDubai logo.

This is part of the RamadanInDubai campaign, launched under the directives and patronage of His Highness Sheikh Ahmed bin Mohammed bin Rashid Al Maktoum, Second Deputy Ruler of Dubai and Chairman of the Dubai Media Council.

Read-Ramadan 2025: Dubai authority approves flexible, remote work policy for government employees

According to a Dubai Media Office report, this is the second year that the General Directorate of Residency and Foreigners Affairs (GDRFA) is welcoming inbound travelers to the emirate by stamping their passports with the #RamadanInDubai logo.

Designed by Brand Dubai, the creative arm of the Government of Dubai Media Office, this initiative reflects Dubai’s innovative approach to celebrating the holy month with a diverse range of activities, including cultural, sports, community, and religious events.

The second edition of the #RamadanInDubai campaign this year unifies celebrations for the holy month across the city. It is implemented by Brand Dubai in collaboration with government, semi-government, and private sector entities, consolidating Ramadan celebrations across the city.

This campaign aims to showcase Dubai’s unique ambiance, highlight authentic Emirati traditions, and enhance the collective experience of Ramadan by bringing its vibrancy and joy to both residents and visitors alike.

Every year, on International Women’s Day, we come together to celebrate the achievements and contributions of women around the world and reflect on the work needed to drive meaningful change.

Gender equality is not a milestone, but an ongoing journey. As a leader in the tech industry, I am aware of how far we’ve come in terms of empowering women, and yet, there is still so much work to do.

When we talk about gender equality in technology, it’s not just about numbers or statistics; it is about perspective. Women make up half of the world’s population, yet we still see a significant underrepresentation in many tech fields. Currently, women make up about 35 per cent of the tech workforce. While this is a significant improvement from the early 2000s when women only made up 9 per cent, there is still a long way to go to achieve greater representation in the field.

Aside from this, we must always remember that a diverse workforce is not just a “nice-to-have”, it is essential for innovation, growth, and future-proofing the tech industry. Diversity in tech teams leads to more creative problem-solving, better decision-making, and products that serve a wider variety of needs.

Companies that embrace gender diversity are also shown to be more successful in the long term. Particularly, increased female employment could increase GDP across the MENA region by 57 per cent, or as much as $2tn, according to PwC.

As an industry, we need to ensure that women are not only participating in tech, but are taking on leadership roles, guiding and influencing the direction of new products, services, and strategies. We have seen some progress in the past decade, but we must continue to drive change. The next step is to ensure that women have the resources, support, and opportunities to step into leadership positions where they can directly impact the trajectory of the industry.

Overcoming the challenges: women face in tech

The road to gender equality in technology has not been smooth. For years, women have faced challenges such as unconscious bias, underrepresentation in STEM fields, and a lack of mentorship and networking opportunities. These barriers have been intensified in male-dominated industries, where the culture has not always been welcoming to women, especially in leadership positions.

One of the key challenges for women is the persistent gap in access to mentorship and sponsorship. Having a mentor who can offer guidance, advice, and support can make all the difference in navigating career advancement. Unfortunately, many women still lack access to these networks, which can limit their growth and visibility.

Moreover, there is an increasing recognition that women, especially those in tech, are often expected to juggle work with other societal expectations, which unfairly affect their career progression. While we are starting to see more flexible work options, the demand for constant availability and productivity can create additional pressure on women who are balancing family, personal, and professional responsibilities.

Taking action: what companies can do to support women in tech

We mustn’t just talk about the importance of gender equality, we must actively work toward creating environments that support women in the tech industry. At Infobip, we have made it a priority to build a culture that encourages equal opportunities for all employees, regardless of gender. We have implemented mentorship programmes to empower women at all stages of their careers, ensuring they have the tools and support they need to thrive.

However, it is not just about offering support to women in the workplace; it is about dismantling the societal and institutional barriers that limit women’s access to the technology sector in the first place. This includes early education and outreach to young girls interested in STEM, providing scholarships for women in technology-related fields, and offering flexible, inclusive work environments that allow women to flourish both personally and professionally.

Additionally, there needs to be a stronger emphasis on addressing unconscious bias in hiring practices and promotions. By focusing on objective measures of talent and performance, we can ensure that women are given equal consideration for the opportunities they deserve. We also need to actively challenge stereotypes and preconceived notions about women’s capabilities in leadership roles, particularly in tech, where these biases are often most entrenched.

The role of men as allies in the gender equality movement

Gender equality is not just a women’s issue; it is a societal issue that requires the collective effort of everyone, both men and women. Men play an essential role in advocating for and supporting the women around them. As leaders in the workplace, they must champion diversity and inclusion, making it clear that they value and promote the contributions of women in every aspect of business.

In my experience, the most successful organisations are those where men and women work together to break down barriers and challenge the status quo. In the spirit of true partnership, men must support their female colleagues, mentor them, and work alongside them to create an environment of mutual respect and opportunity. This doesn’t just benefit women, it enriches the entire company by fostering an atmosphere of collaboration and shared responsibility for progress.

Looking to the future

As we celebrate International Women’s Day, it is important to remember that this is not just a day to acknowledge women’s accomplishments, but a reminder that we still have a long way to go. It is a call to action for every one of us, regardless of gender, to work towards building a world where equality is the standard, not the exception.

The future of tech is bright, and it is essential that women are not only included in this future but are leading the way. Let us work together to ensure that women in tech have the space, resources, and support they need to shape the future and continue to drive innovation in the years to come.

The writer is VP general manager EMEA at infobip.

It is often said that history never stands still. This rings particularly true considering data from the World Economic Forum, which predicts a staggering 23 per cent of jobs will change within the next five years, with a remarkable 44 per cent of workers’ core skills being disrupted by technological advancements.

Emerging technologies like artificial intelligence (AI) and automation are bringing about this rapid pace of change, which is transforming the nature of work and the skills required to thrive in the modern economy.

However, many organisations are not responding quickly enough to these challenges.

Mercer’s Global Talent Trends (GTT) Report 2025 shows that only 28 per cent of organisations globally are regularly using generative AI, despite its transformative potential to streamline processes, enhance decision-making, and unlock new avenues for growth.

More so, HR leaders at these companies do not believe that AI has fundamentally shifted their business models yet, suggesting a concerning lack of preparedness for the impending disruptions.

The good news is, as always in times of change, a world of opportunity awaits organisations and nations that can successfully navigate these challenges.

Proactive risk management and a concerted effort to capitalise on the benefits of technological disruption are crucial for organisations to thrive in the rapidly evolving business landscape.

Focusing on people

As 2025 is now in full swing, with ambitious plans on the business agenda, organisations have an opportunity to reflect on their most valuable asset – people.

These agendas are a moment in time when it is vital to seize new opportunities amidst the array of challenges and uncertainties that exist.

Investing in talent that can harness the full capabilities of AI and other emerging technologies is a critical factor in propelling economic transformation and growth. By fostering innovation and creating new career opportunities, these technologies are shaping the jobs and skills of the future.

In the Middle East, more than 50 per cent of the local youth population in the GCC is under the age of 25. This demographic also includes a significant population of tech-savvy young women known for their early adoption of technology, which creates a fertile ground for the next generation of female leaders.

In view of this year’s International Women’s Day theme “accelerating action” it is crucial organisations ensure they continue to invest in upskilling women so they can fully participate in the future of work.

Research consistently shows that women are less likely than men to believe their skills are relevant for jobs they haven’t done before. This was a significant issue during the COVID-19 pandemic when the sudden shift to remote work meant organisations needed to change how they find and develop talent to avoid missing out on valuable talent.

These issues persist according to Mercer’s Global Talent Trends (GTT) report and Inside Employees’ Minds research, which indicates that women are less likely than men to believe their managers are invested in their careers (68 per cent versus 75 per cent).

Additionally, women often bear the brunt of childcare and domestic responsibilities, making flexible work arrangements such as remote work and flexible schedules more appealing to them (52 per cent versus. 45 per cent for men).

Organisations everywhere, and particularly in the Middle East, must consider all these factors when deciding how to find, develop, retain, and empower top talent to avoid missing out on valuable growth opportunities.

Leaders must leverage these values and preferences to future-proof their businesses and align with the leadership approaches and work styles favoured by the next generation of professionals.

Read: New study reveals 78% of women in EEMEA want to be entrepreneurs

Embracing change, supporting female talent

In the Middle East, we are fortunate that countries like Saudi Arabia and the UAE remain optimistic in the face of global challenges, distinguishing themselves with a positive attitude that sees potential on the other side of obstacles. This willingness to embrace change is an essential quality for navigating the rapidly evolving business landscape of the 21st century. The commitment to fostering a culture of empowerment is evident in various government initiatives and policies across the region.

Both Saudi Arabia and the UAE have national agendas that focus on social, economic, investment, and development aspects, while also emphasising the empowerment and leadership of women in all fields to achieve these goals.

Women who are equipped with in-demand skills will be well-positioned to help drive this transformation, taking on new roles, advancing their careers in the digital economy, and contributing to the region’s ongoing technological transformation.

This will not be a straightforward process in practice. The Mercer Marsh Benefits People Risk 2024 report highlights organisations in the UAE face a range of employee-related risks, from technology disruption to workforce practices that may no longer be fit for purpose in the digital age.

One key concern is the mismanagement of AI, with 48 per cent of UAE respondents worried about employees’ over-reliance on AI-generated content without proper verification or oversight.

With this in mind, businesses in the region have an opportunity to collaborate with leaders across their organisations to develop a comprehensive understanding of AI’s advantages and risks, evaluate potential scenarios, and build a digital-first people strategy that aligns their workforce with the demands of the future.

So, as we reflect on International Women’s Day 2025, let us commit to accelerating action, where women are continually empowered to learn new skills, embrace AI and other technologies and are encouraged to lead.

By doing this, the Middle East can continue to position itself as a global leader in innovation, entrepreneurship, and sustainable development, paving the way for a brighter future for generations to come.

The writer is a career business leader at Mercer Middle East.

Dubai’s real estate sector continues to evolve, driven by advancements in design, sustainability, and smart living solutions. Reef Luxury Developments is introducing climate-controlled sunken balconies — a patented feature designed to enhance year-round outdoor living.

With an investment of Dhs14bn by December 2025 and plans to develop 5,000 residential units across 30 projects, the company is focused on integrating technology-driven solutions into residential spaces.

With over a decade of industry experience, the developer is aligning its projects with the growing demand for sustainable and well-connected communities. It has invested Dhs40m in research and development to explore innovations that improve energy efficiency, comfort, and urban living standards.

In this interview, Samer Ambar, the company‘s CEO, shares insights into the company’s approach to real estate development, market challenges, and plans for 2025.

Tell us about the latest technology that you have launched in Reef Luxury Developments and how this innovation is changing preferences for customers for Real Estate in Dubai.

Our patented climate-controlled sunken balconies and winter gardens bring something unique to the Dubai real estate market in particular. These innovative features allow residents to enjoy outdoor living year-round, transforming the concept of luxury living in a city known for its extreme climate.

The sunken balconies provide a cool, comfortable outdoor space even during the hottest months, while our winter gardens offer a lush, serene environment that enhances residential life across all seasons.

Combining sustainability with modern luxury, these unique spaces redefine upscale living and attract buyers looking for something truly special.

What are the opportunities for Dubai’s real estate market this year? and How will Reef Luxury maintain its competitive edge in Dubai’s rapidly growing real estate market?

Dubai’s real estate market is thriving, marked by a unique mix of traditional charm and modern innovation. This year offers exciting opportunities, particularly in luxury and sustainable developments. We’re ready to embrace these opportunities with our innovative approach.

Our features like climate-controlled sunken balconies and winter gardens are more than just amenities; they’re a testament to our commitment to enhancing living spaces in harmony with the environment. As we expand, we’ll continue to focus on innovative solutions and luxury in our projects to cater to the diverse needs of our clients.

By staying true to our mission of innovation and sustainability, Reef is not just keeping up with Dubai’s dynamic market — we’re actively shaping its future, ensuring that our developments are as forward-thinking as the city itself.

What are your plans for the year, and what trends are you seeing in the luxury real estate sector in the UAE?

In 2025, we plan to launch various new luxury real estate projects across Dubai fast-growing communities. Our focus will be on delivering exceptional quality and enhancing construction speed without compromising our commitment to exceeding client expectations.

We are aligning with emerging trends in the luxury real estate sector, which include sustainable development, smart home technology, wellness-centric amenities, and personalised living spaces. These efforts aim to deliver unmatched value to our clients and stakeholders unparalleled value and redefining luxury living in the UAE.

DP World and the Saudi Ports Authority (Mawani) have inaugurated the new state-of-the-art South Container Terminal at Jeddah Islamic Port, marking a significant step in Saudi Arabia’s efforts to enhance its role as a global trade hub.

The SAR3bn ($800m) modernisation and expansion programme has increased the terminal’s capacity from 1.8 million to 4 million twenty-foot equivalent units (TEUs), with a long-term target of 5 million TEUs.

The three-year project has transformed the South Container Terminal into one of the most advanced and sustainable container terminals in the region. The expansion includes additional ship-to-shore equipment, which will be deployed in response to growing demand.

Since DP World first secured a concession outside the UAE in 1999, the Jeddah terminal has played a vital role in regional trade. This latest expansion carried out under a 30-year build-operate-transfer (BOT) agreement, strengthens Jeddah’s position as a key trade gateway and aligns with Saudi Arabia’s Vision 2030 strategy to enhance trade connectivity and economic diversification.

A ceremony to mark the opening was attended by Saudi Minister of Transport and Logistic Services, Engineer Saleh bin Nasser Al-Jasser; DP World Group chairman and CEO, Sultan Ahmed bin Sulayem; Abdulla Bin Damithan, CEO and MD of DP World GCC; along with senior representatives from DP World, Mawani, government bodies, and key customers.

This development underscores Saudi Arabia’s commitment to strengthening its logistics sector and positioning Jeddah Islamic Port as a premier global trade hub.

Read: DP World handles over a million vehicles in 2024; China is top trading partner

DP World sets a milestone for regional trade

Sultan Ahmed bin Sulayem stated, “Today marks a significant milestone in our long-term strategic investment in Jeddah Islamic Port. This expansion builds on our 25-year legacy in Jeddah and reinforces our commitment to driving trade growth in the region. With this modernised terminal, we are enhancing efficiency, improving supply chain resilience, and creating new trade opportunities for the kingdom and beyond for decades to come.”

Efficiency and sustainability

The terminal’s upgrades incorporate automation and digitalisation to boost efficiency. Smart systems will cut gate transaction times from two minutes to just 10 seconds. Additionally, IoT-enabled cargo tracking and AI-powered cargo tallying have been implemented to enhance operational accuracy.

The expansion has also introduced automated and electrified yard cranes, while the number of quay cranes is set to increase from 14 to 17 by the end of 2025, and eventually to 22 as capacity expands to 5 million TEUs.