Maximus Gulf’s Muhammad Abdul Rahman on why the GCC needs homegrown workforce models
Digital tools like AI-enabled job matching, CV support, labour market insights, and digital case management further enhance journeys and remove barriers to progress, says the VP of empowerment at Maximus Gulf
06 July, 2026
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Global workforce models were not built for the GCC’s reality. They ignore family structures, community expectations, and a generation stepping into entirely new economic roles for the first time. Yet the Gulf is transforming faster than most economies on earth: female labour force participation reached 39.3 per cent across the GCC in 2025, and in Saudi Arabia women rose to 44 per cent of middle and senior management, surpassing the global average of 33.5 per cent.
Nationalisation targets like Saudi Arabia’s Nitaqat Mutawar Programme aim to create 340,000 new private sector roles for nationals, but quotas alone cannot carry the weight of genuine transformation. What matters is what happens after the hire: whether employment is supported by wellbeing, stability and belonging.
Muhammad Abdul Rahman, VP of empowerment at Maximus Gulf, has overseen a shift in how the region thinks about workforce development. Rather than importing solutions, the GCC is building systems designed for its own demographics, employer needs and cultural dynamics. The early results, two million individuals trained and placed, 271 Saudi nationals promoted into senior leadership, suggest that homegrown models are not just culturally necessary; they are commercially smarter.
Many workforce models in the GCC were designed for other labor markets. How do these global systems differ from the realities of the Gulf, and what challenges do governments and employers face in building competitive workforces while ensuring international best practices?
Global workforce models often fall short here because they were not built for the GCC’s socio‑economic reality. Our labor markets are shaped by family structures, community expectations, and a generation stepping into entirely new economic roles.
The pace of transformation here is consistently remarkable. Female labour force participation reached 39.3 per cent across the GCC in 2025, and in Saudi Arabia women rose to 44 per cent of middle and senior management, surpassing the global average of 33.5 per cent. This shift highlights the GCC’s far-reaching structural transformation and the kingdom’s role as a compelling example of values‑aligned reform.
Maximus’ Employability Center of Excellence plays a central role in bringing international standards into the Saudi context through our partnership with the Institute of Employability Professionals (IEP). The depth of that expertise is reflected in our Empowerment team, the majority of whom are certified IEP Fellows: combining global professional standards with an intimate understanding of the Gulf market.
Nationalisation targets are central to regional policy, but success depends on more than headline quotas. What do these targets require in practice, and how can governments ensure they lead to sustainable employment pathways?
Nationalisation targets create value when they translate into tangible progress for people. The kingdom’s Nitaqat Mutawar Program, a central pillar of Vision 2030, exemplifies this position through its goal of creating 340,000 new private‑sector roles for nationals.
In the UAE, expanded Emiratisation targets now apply to over 12,000 companies, sitting within the country’s wider Nafis; a palpable priority rather than a compliance exercise.
However, targets alone cannot carry the weight of transformation. This is why a truly holistic approach is essential: one that addresses the whole person, not just the job seeker. When employment is supported by wellbeing, stability, and belonging, it becomes transformative for individuals and the communities they sustain.
What does a genuine people‑first approach to workforce and public service reform look like, and how can cultural dynamics and employer needs be embedded into these systems?
A genuine people-first approach begins with recognising that no two individuals enter the workforce from the same place. Whether it’s a young graduate, a returning mother, or someone living with a disability, individuals bring different lived experiences and cultural realities into the workforce.
Concurrently, people‑first does not mean employer‑second. Sustainable workforce reform requires individuals to be skilled, confident, and aligned to sectors where opportunity exists. The kingdom has systematically removed practical barriers that once limited women and underserved communities, building social infrastructure many mature economies still struggle to replicate.
Digital tools like AI-enabled job matching, CV support, labour market insights, and digital case management further enhance journeys and remove barriers to progress.
At Maximus, we’ve seen the multiplier effect firsthand: one person in steady employment stabilises a household, strengthens a community, and creates ripples across generations.
How is Maximus Gulf working with governments, employers, and non‑profits to design workforce solutions that reflect local demographics, employer expectations, and cultural dynamics, and what outcomes are beginning to emerge?
We work with governments, employers, and more than 3,000 NPOs to design workforce solutions that mirror local demographics, employer expectations, and cultural dynamics. Crucially, many individuals face layered and complex challenges beyond employment itself, so this partnership model allows us to deliver culturally grounded support.
Working alongside them, our case managers cultivate trust and identify the channels that lead to effective, sustainable pathways into work. By coordinating daily and reviewing beneficiary needs, the team helps individuals move into roles that match their capabilities and long‑term career goals.
The results speak for themselves: more than two million individuals, including women, people with disabilities, and those facing employment barriers, have completed training and moved closer to meaningful work. This is what happens when the right partnerships, expertise, and human investment come together with unfeigned purpose.
The region is increasingly calling for models built here, not imported. What could a truly GCC‑built workforce model look like in the next few years?
One of the region’s biggest advantages is that governments here can design programmes with a future-focused view rather than the short political cycles seen elsewhere. In many countries, programmes are redesigned before they have time to mature, but effective workforce systems need space to evolve and take root in communities.
Freed from these cycles, GCC governments can center individuals and focus on substantive social outcomes while benchmarking global best practices to the Gulf context.
At Maximus Gulf, this is the philosophy that guides everything we do. We do not design programs; we build systems. With 98 per cent of our workforce comprising Saudi nationals, our impact starts at home.
To date, we have supported 271 Saudi nationals into senior leadership promotions, demonstrating that homegrown talent, given the right investment and opportunity, rises to every level.
The goal is for something lasting and genuinely useful to communities to remain long after any contract ends.


























