In today’s fast-evolving work environment, inclusivity is no longer just a moral obligation but a strategic advantage. Yet many workplaces remain unprepared to meet employees’ needs, leaving talent untapped and opportunities missed. To move forward, we must rethink what it means to create truly inclusive workplaces.

Understanding the challenge

In the UAE, protective laws safeguard the rights and wellbeing of People of Determination (POD), including people living with Multiple Sclerosis (PwMS).

Federal Law No 29 and Cabinet Decision No (43) of 2018 ensures equal opportunities and protection from discrimination for employees with special needs. Despite this robust regulatory framework, challenges persist.

Multiple Sclerosis (MS), a chronic autoimmune condition, disrupts the central nervous system, causing debilitating symptoms, fatigue, and cognitive impairments. Global MS prevalence has risen, with 2.9 million cases reported in 2023.

The UAE has transitioned into a moderately high-risk zone.

Recent research and reporting by local health-focused organizations reveal a pressing call to action: workplaces and policies must evolve to better support PwMS and other PODs.

In a whitepaper recently published by the National MS Society (NMSS), it was revealed that 36 per cent of unemployed PwMS who reported not working due to MS cited a lack of employer support as a key reason for leaving the workforce. The result is emotional distress, including anxiety and depression, driven by uncertainty, fatigue, and frustration.

Many also face social isolation due to stigma and a lack of understanding from family, colleagues, and employers.

The consequences ripple outward: higher unemployment, personal hardship, and lost opportunities, not only for individuals, but for the organisations that fail to harness their talent.

A question worth asking

Can we afford to think of workplace inclusivity as a luxury rather than a necessity?

The answer is a resounding no. The cost of inaction is far too high for individuals, organisations, and society. MS often affects people at the peak of their working lives, with an average onset age of 26 years in the region. Without inclusive workplacess, many are forced to leave employment, facing financial instability, limited medical coverage, and missed opportunities for growth.

The loss is equally significant for employers: skilled employees, institutional knowledge, and the innovation that comes from diverse teams.

For society, the effects are systemic, weakening social cohesion and stunting economic progress.

The path forward

Addressing this challenge begins with awareness. A greater understanding of MS, its symptoms, impact, and simple accommodations should be integrated into workplace culture. Awareness training can empower teams to build inclusive environments.

Flexible work arrangements are equally vital. For PwMS, remote work or flexible hours can mean the difference between career progression and unemployment. These are not extraordinary measures; they are practical, scalable solutions that make the workplace better for everyone.

But true inclusivity requires structural change. Accessible infrastructure, such as ramps and elevators, must be matched with transparent systems for accommodation requests. Employers should rethink organizational structures to co-create career pathways with PwMS, adapting roles to fit both the individual and the business.

One organisation helping to shape this path is the NMSS, which continues to elevate the conversation around inclusive employment by providing insights and resources tailored to the UAE context.

Organisations that engage with employees as individuals with unique contributions and needs will see greater retention, stronger teams, and more loyal staff.

Leading by example

The UAE has a unique opportunity to set a global standard for workplace inclusivity. By building on existing frameworks, the nation can ensure consistent protection and signal its commitment to a future where every worker is valued.

Countries like Germany and Japan have demonstrated how inclusive policies can drive national progress. By embedding inclusivity into its cultural and economic identity, the UAE is well-positioned to lead.

The benefits, greater innovation, stronger teams, and a more equitable society are simply too significant to ignore.

A shared responsibility

Transformation relies on collaboration. Policymakers can refine existing legislation and lead awareness efforts. Employers must embed inclusivity into their values and operational systems. And society must embrace diversity as a strength, not a challenge.

By creating workplaces where every individual’s contribution is recognised, we pave the way for a future where inclusivity is the norm.

So, is inclusivity a luxury? Or is it a necessity?

It is neither. It is the very foundation on which thriving workplaces and thriving societies are built.

Yasmin Mitwally works with with the National MS Society and Assia Nait Kassi is part of the MentalEdGroup.

The Financial Services Regulatory Authority (FSRA) of ADGM (Abu Dhabi Global Market) has imposed fines totalling Dhs610,000 on 23 entities for breaching the Common Reporting Standard (CRS) Regulations 2017 and/or the Foreign Account Tax Compliance Act (FATCA) Regulations 2022.

The sanctions follow enforcement actions taken against the entities for a range of compliance failures, including not submitting required risk assessments and annual information returns, failure to follow due diligence procedures, reporting incomplete or inaccurate information, and not collecting valid self-certification forms from account holders.

The CRS and FATCA frameworks are part of international efforts to enhance tax transparency and combat global tax evasion.

The UAE’s participation in these inter-governmental arrangements facilitates the automatic exchange of financial account data with other jurisdictions.

ADGM’s FSRA committed to following global tax reporting standards

“ADGM is committed to upholding international tax reporting standards,” said Emmanuel Givanakis, CEO – FSRA at ADGM. “These enforcement outcomes reflect the FSRA’s firm support for the UAE’s commitment to financial transparency and alignment with global commitments to information exchange. We are committed to identifying and addressing practices that do not meet our commitment to combat tax evasion through implementing robust and effective regulations in line with leading global standards of compliance and reporting responsibility.”

Details of the FSRA’s CRS and FATCA penalty notices are available on the ADGM website.

Dubai Future Foundation (DFF) has partnered with Majid Al Futtaim—the leading retail, leisure, and lifestyle group in the Middle East, Africa, and Asia—in a first-of-its-kind collaboration to explore the future of robotics in retail, starting not in labs but in shopping malls with real shoppers.

Read-Logistics: Robots aren’t replacing us; they are redefining what we do

The partnership features a live pilot at City Centre Mirdif, where two avatar-style robots are assisting visitors in navigating the mall. This trial is part of a broader initiative aimed at understanding how robotics can enhance everyday experiences in shopping centres, hotels, and entertainment destinations—making them more intuitive, connected, and human, a WAM report said.

Dubai Robotics and Automation Programme

“This partnership with Majid Al Futtaim falls under the Dubai Robotics and Automation Programme, which was launched to drive the development, testing, and adoption of advanced technologies across Dubai’s key sectors. By deploying robotics in high-traffic public spaces, we’re reinforcing Dubai’s position as a regional and global leader in building a future-ready city,” said Khalifa Al Qama, Executive Director of Dubai Future Labs.

This pilot reflects Majid Al Futtaim’s broader vision to reimagine the future of customer experience through responsible AI and emerging technology. Rather than showcasing innovation for its own sake, the focus is on using real-time feedback and live interactions to inform practical applications of robotics in retail.

AI-enabled solutions across Majid Al Futtaim’s portfolio

From wayfinding and accessibility to enhanced service response and operational efficiency, the City Centre Mirdif initiative marks the first phase of a multi-stage journey to scale people-first, AI-enabled solutions across Majid Al Futtaim’s portfolio. It is one of several technology initiatives under the group’s wider digital transformation strategy, all designed to deliver seamless, useful, and memorable experiences.

Fuad Mansoor Sharaf, Managing Director of Majid Al Futtaim Shopping Malls in the UAE, stated: “We are proud to see City Centre Mirdif at the forefront of innovation with this unique robotics pilot in collaboration with Dubai Future Foundation. This is a natural next step in our journey to deliver smarter, more responsive retail environments that prioritise people. From wayfinding assistance to creating memorable experiences, we believe emerging technology—when used responsibly—can meaningfully elevate how customers engage with our destinations. This is only the beginning for us in this line of innovation.”

The pilot is part of a large research collaboration between Dubai Future Labs (DFL) and Osaka University under Japan’s Moonshot Research and Development Programme, supported by the Japan Science and Technology Agency.

Advanced robotics

The programme aims to establish an “Avatar-Symbiotic Society” by 2050, enabling people to transcend physical and spatial limitations through advanced robotics.

In parallel, DFF and Majid Al Futtaim are also addressing the legal, ethical, and societal implications from the outset, ensuring that the integration of technology is both responsible and reflective of community needs and values.

By bringing robotics into public life in a measured, human-centric way, this partnership represents a significant step toward making advanced technologies more accessible, meaningful, and trusted.

The Supreme Court of Saudi Arabia has called upon Muslims across the country to sight the crescent moon of Dhul Hijjah on the evening of Tuesday, 29 Dhu al-Qi’dah 1446 AH (May 27).

In a statement, the entity urged anyone who sights the crescent moon—either with the naked eye or through binoculars—to promptly report to the nearest court and submit their testimony, a Saudi press Agency report said.

Read-Eid Al Adha 2025 in the UAE: Likely dates, holidays, and what to expect

The court also expressed hope that those capable of moon sighting will join the committees established for this purpose in various regions and participate in this effort, which benefits the Muslim community.

The International Astronomical Centre in the UAE has also announced that the crescent moon marking the start of Dhul Hijjah 1446 AH will be observed on Tuesday, May 27, across the Islamic world.

Engineer Mohammad Shawkat Odeh, Director of the Abu Dhabi-based centre, stated that moon sighting will be possible with telescopes from parts of Central and Western Asia, as well as most of Africa and Europe. Additionally, it may be visible to the naked eye in large areas of the Americas, according to a WAM report.

Based on these astronomical predictions, Wednesday, May 28 is expected to be the first day of Dhul Hijjah, making Friday, June 6 the likely date for the start of Eid Al Adha in most Islamic countries.

Eid Al Adha is therefore expected to fall on Friday, June 6, with the Day of Arafah observed on Thursday, June 5, according to dates listed on the UAE government’s official website.

Residents in the UAE are likely to enjoy a four-day break—comprising June 5 and 6 for Arafah and Eid Al Adha—followed by the regular weekend on June 7 and 8 (Saturday and Sunday).

Saudi state oil giant Aramco is exploring potential asset sales to free up funds, two people with knowledge of the matter said, as it pursues an international expansion and weathers lower crude prices.

Aramco is the world’s largest oil-producing company and the main source of Saudi state revenue. The firm will slash dividend payouts by nearly a third this year as lower oil prices hit its income.

The company has asked investment bankers to pitch ideas for how to raise funds from its assets, the people said.

They declined to say which assets could be sold or name the banks involved.

Aramco declined to comment.

Aramco is looking to improve efficiency and cut costs, according to two other people with knowledge of the matter, and an option under consideration would be asset sales, one of them said. The four sources declined to be named because they are not authorised to speak to media.

Aramco is the engine of the Saudi economy and its sprawling business includes units for aviation, construction and sports. It has retained majority stakes during previous asset sales such as its deals around its pipeline infrastructure.

The Saudi government is putting pressure on its industries to improve profitability amid low crude prices and as it spends its hydrocarbon wealth on new sectors to cut reliance on oil.

The kingdom faces a widening budget deficit with the International Monetary Fund saying Riyadh needs a price of oil of over $90 per barrel to balance its books compared to prices of around $60 per barrel in recent weeks.

Aramco has in recent years made a push to grow its global footprint, including investing in Chinese refineries, Chilean fuel retailer Esmax and US -headquartered LNG firm MidOcean.

The Saudi company said last week it signed 34 preliminary deals potentially worth up to $90 billion with US firms following President Donald Trump’s visit to the kingdom.