QATARISATION

Qatar Steel has implemented numerous measures to enhance the representation of nationals within its workforce, specifically in key positions. These initiatives exemplify our commitment towards supporting QNV 2030.

We have implemented a comprehensive approach to attract and retain local talent:

Developing targeted human capital programs for attracting Qataris: To attract fresh talent, we adhere to local industry best practices by offering competitive pay packages, specialised training programs, and continuous career development opportunities. Our attractive salary and benefits packages include group insurance, retirement benefits, tuition reimbursement, sick leave, and paid
vacation.

Focusing on education: We actively support educational opportunities through scholarships and sponsorship programmes, as well as providing alternative work arrangements for newly hired Qatari trainees. Qatar Steel had implemented an On-job Training program for young graduates which was completed successfully by two Qataris and an internship program for local students. We have also invested around QAR 1.527 million in education for Qatari students and Qatar Steel employees through a scholarship programme where we provided a scholarship for eight Qataris and a sponsorship for one.

We have conducted several meetings with QatarEnergy representatives regarding our current Qatarisation percentage and how we can increase the participation of Qataris in our workforce. Based on our discussion, we have designed a five-year Workforce Planning Forecast in which we have identified the number of Qataris that need to be recruited on an annual basis and where they will be integrated once they join our company.

Qatar Steel representatives attended local career fairs and recruitment events organised by educational institutions. We have also
conducted on-campus presentations to introduce our company, its culture, and career opportunities.

Internship programmes have been pivotal in bridging the gap between academic knowledge and practical application. However, logistical challenges, such as coordinating with multiple educational institutions and aligning internship schedules,surfaced. The company addressed these challenges by implementing an internship management framework, which streamlined communication and coordination between all parties.

In terms of recruiting local talent, the company faced challenges related to skill mismatches and limited availability of Qataris with Industry related qualifications. To tackle this issue, the company collaborated with QatarEnergy to implement targeted training programmes that equipped Qatari fresh graduates with the necessary skills to perform these roles.

Qatar Steel has implemented awareness campaigns at career fairs and our company’s open day to promote its Qatarisation opportunities among Qatari students. These campaigns highlight the benefits of a Qatari skilled workforce, promote our scholarship opportunities, and encourage Qatari students to join our organisation. Qatar Steel’s target is to achieve a 20% Qatarisation rate in the next five years. In 2023, Qatar Steel had 13.48% of Qatarisation with 9 employees in senior management.

Qatar Steel is fully committed to reaching the nationalisation target before 2030, overperforming the ambitions set in the QNV 2030, which aims at achieving a 50% Qatarisation in the Energy Sector by 2030. Our comprehensive strategy involves a yearon-year increase of Qatarisation starting from a baseline of 8.6% in 2019 to reach 20 % by 2026. To achieve this target, we will actively offer full-time job opportunities to qualified Qatari interns and intensify the recruitment of local talent.

In 2024, Qatar Steel plans to
• Design and implement career development plans targeting Qataris including succession planning.
• Develop partnership with education entities to enhance Qataris perception of our company brand.
• Implement Qatarisation strategies to position the company as an attractive employer for local talent.