The Bayt.com Middle East and North Africa Salary Survey May 2018

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1 The Bayt.com Middle East and North Africa Salary Survey 0 May 0

2 Objectives The research was conducted to gauge employee satisfaction with their current salaries and factors affecting thereof. The key objectives were as follows: Understanding overall satisfaction levels with current salary Gauging level of raise received in the past year and satisfaction with it Gauging level of raise expected in the coming year Comprehending the factors affecting the increase/decrease in salary levels in country of residence Exploring the drivers of loyalty towards current employer Measuring consumer perceptions and expectations about the cost of living

3 Section RESEARCH METHODOLOGY

4 Sample definition Age and Gender: Working males and females Aged + years Nationalities: GCC Arabs, North Africans, Levantines, Western and Asian expatriates Country of Residence GCC: UAE, KSA, Kuwait, Qatar, Bahrain, Oman Levant: Lebanon, Syria, Jordan, Iraq, Palestine*, Libya North Africa: Egypt, Morocco, Algeria, Tunisia, Sudan Others: Pakistan*, Other countries *Small data sample thus not presented in the report Data Collection All data was collected online. Fieldwork was done between th April to th May 0. The total number of respondents achieved was.

5 Section RESEARCH FINDINGS

6 Section a CURRENT JOB

7 Summary More than one third of respondents (%) are currently employed in senior or middle management positions, while % are junior managers/team leader/supervisors. % of respondents have been working in their current industry for up to six years. Almost eight in ten respondents (%) have been working with their current employer for years or less. % have been working for their employer for less than years. Half of respondents have up to people reporting to them both directly and indirectly and just over a quarter (%) have people or more reporting to them. More than a third of respondents (%) claim to be midway in terms of seniority when asked about the level they have reached in their career path. % of respondents have held up to jobs over the past years while % have held jobs or more. A third (%) claim that the average length of time they have held a job for is at least years.

8 Current position/title More than one third of respondents (%) are currently employed in senior or middle management positions, while % are junior managers/team leader/supervisors. Job Position/Title Senior Management CEO/ CFO/ President/ General Manager/ Director, etc. Middle Management Manager/ Assistant Manager, etc. Junior Manager/ Team leader/ Supervisor Employed Professional Doctor/ Lawyer/ Architect, etc. Executive with no managerial responsibilities Q. Which of the following describes your current job position or title? Base: Total -

9 Number of years working in current industry % of respondents have been working in their current industry for up to six years Less than years to to to 0 to 0 Don t know Q. How many years in total have you been working in your current industry?

10 WITH EMPLOYER FOR YEARS OR LESS Number of years working with current employer Almost eight in ten respondents (%) have been working with their current employer for years or less. % have been working for their employer for less than years Less than years to to years or more Don t know/ Can't say Q. How long have you been working with your current employer for?

11 Number of people reporting to me Half of respondents have up to people reporting to them both directly and indirectly and just over a quarter (%) have people or more reporting to them to to to or more None/ Don t know Q. How many people currently report to you both directly and indirectly?

12 Position in career path More than a third of respondents (%) claim to be midway in terms of seniority when asked about the level they have reached in their career path Most senior level I can achieve Fairly senior level but not at the top yet Midway in terms of seniority Early days in my career Q. Which of the following best describes the level that you have attained so far in your career path?

13 Number of jobs held over past five years % of respondents have held up to jobs over the past years while % have held jobs or more job jobs jobs jobs jobs More than jobs None Q. How many jobs have you held over the past years?

14 Average length of time jobs held A third (%) claim that the average length of time they have held a job for is at least years or more years Don t know Q. What is the average length of time that you have held a job for (in years)?

15 Section b CURRENT PACKAGE

16 Summary Just under half (%) claim that their current salary package consists of basic salary + benefits, while % claim their salary package consists of the basic salary only. out of every respondents (%) who receive a salary package along with other benefits/commission, claim their basic salary consists of up to half of the whole proportion of the package. in every respondents (8%) exhibit low level of satisfaction with their current salary, with Levant countries (% in Syria, 0% in Jordan, % in Libya) and North African countries (8% in Tunisia, % in Algeria, % in Sudan) being more dissatisfied. Personal medical insurance (%) emerges as the top benefit received by employees, followed by transportation allowance (%). Generally, the additional benefits differ across geographies, with those working in the GCC and especially in KSA and UAE enjoying more benefits. Personal medical insurance is provided to % of those surveyed in KSA and to % of UAE respondents, a proportion that is higher than other MENA countries. Transportation allowance is provided to % of respondents in KSA. A higher proportion of those currently employed in KSA and Sudan (both %) receive family medical insurance. Personal annual air ticket is given to % of respondents in Qatar, % in UAE and % in Oman.

17 Composition of current package Just under half (%) claim that their current salary package consists of basic salary + benefits, while % claim their salary package consists of the basic salary only Basic salary only Basic salary + benefits Basic salary + benefits + commission Commission only Q. What does your current salary package include?

18 Proportion of basic salary out of every respondents (%) who receive a salary package along with other benefits/commission, claim their basic salary consists of up to half of the whole proportion of the package Total UAE Saudi Arabia Kuwait Qatar Oman Lebanon Jordan Iraq Egypt Algeria Sudan Less than % % to 0% % to % % to 0% (Those who receive basic salary + benefits + commission) Total UAE KSA Kuwait Qatar Oman Lebanon Jordan Iraq Egypt Algeria Sudan *Data for Bahrain, Syria, Libya, Morocco and Tunisia not shown due to small base Q. What percentage of the total salary package that you receive is your basic MONTHLY salary?

19 Satisfaction with salary in every respondents (8%) exhibit low level of satisfaction with their current salary, with Levant countries (% in Syria, 0% in Jordan, % in Libya) and North African countries (8% in Tunisia, % in Algeria, % in Sudan) being more dissatisfied Low Medium High Q. Please indicate your level of satisfaction with your current salary.

20 Additional benefits Total UAE Saudi Kuwait Qatar BahrainOman Lebanon Syria Jordan Arabia Iraq Libya Egypt Morocco Algeria Tunisia Sudan Personal medical insurance 8 0 Transportation allowance Family medical insurance 8 0 Bonus Personal annual air ticket Housing allowance Telecom bills paid by company / allowance Company-provided mobile phone 8 Company-provided car / transportation 8 Company-provided accommodation 8 8 Gratuity Family annual air tickets - Holiday allowances / foreign trips Personal training/development courses allowance Children's education allowance 8 Fitness benefits (e.g. gym membership) Childcare facility - - Stock options None/ Don't know 0 8 Personal medical insurance (%) emerges as the top benefit received by employees, followed by transportation allowance (%). Q0. Apart from your salary which of the following do you receive from your current company? 0 8 0

21 Section c SALARY COMPARISONS AND EXPECTATIONS

22 Summary A fifth of respondents (%) received a salary raise of only %-% in 0. Close to in respondents (%) did not receive a raise at all in 0. This is observed to a larger extent amongst respondents from KSA (8%), Lebanon(%) and Kuwait (%). Almost half (%) of those who received a raise in 0 are unhappy with the raise they received. More respondents from GCC countries (0% in Qatar, % in Kuwait) are very happy with their raise as compared to respondents from other countries (% in Jordan & Tunisia, % in Egypt). Three out of ten respondents believe the salary offered to women at their current company is equal to that offered to men. Only % think men are paid higher salaries than women for the same job. Approximately one in two respondents do not expect to be given a raise in 0, with those in Algeria (%), Iraq (%) and KSA (%) being the most pessimistic about receiving a raise.

23 Raise received in 0 A fifth of respondents (%) received a salary raise of only %-% in 0. Close to in respondents (%) did not receive a raise at all in 0. This is observed to a larger extent amongst respondents from KSA (8%), Lebanon(%) and Kuwait (%) to % to % to % to 0% to 0% % and above I did not get a raise Don t know/ Can t say Q. Can you please select the total percentage salary raise you received in the year 0 (January December 0)?

24 Views on raise received in 0 Almost half (%) of those who received a raise in 0 are unhappy with the raise they received. More respondents from GCC countries (0% in Qatar, % in Kuwait) are very happy with their raise as compared to respondents from other countries (% in Jordan & Tunisia, % in Egypt). Total UAE Saudi Kuwait Qatar Oman Lebanon Jordan Egypt Morocco Algeria Tunisia Sudan Arabia I am very happy with my raise 0 I am modestly happy with my raise Neutral I am quite unhappy with my raise 8 I am very unhappy with my raise 0 (Those who received a raise) Total UAE KSA Kuwait Qatar Oman Lebanon Jordan Egypt Morocco Algeria Tunisia Sudan 08 0 *Data for Bahrain, Syria, Iraq and Libya not shown due to small base Q. Please indicate how satisfied you are with the salary raise you received in the year 0 (January December 0)?

25 Salaries offered to men and women Three out of ten respondents believe the salary offered to women at their current company is equal to that offered to men. Only % think men are paid higher salaries than women for the same job. Total UAE Saudi Kuwait Qatar Bahrain Oman Lebanon Syria Jordan Iraq Libya Egypt Morocco Algeria Tunisia Sudan Arabia The salary offered to women is higher than that offered to men in the same position/ doing the same work The salary offered to women is equal to the salary offered to men in the same position/ doing the same work The salary offered to women is lower than that offered to men in the same position/ doing the same work Don t know/ Can t say Qb. In your opinion, which of the following statements best applies to the salaries offered to men and women (doing the same work) in your company? 0 8 0

26 Raise expected in 0 Approximately one in two respondents do not expect to be given a raise in 0, with those in Algeria (%), Iraq (%) and KSA (%) being the most pessimistic about receiving a raise to % to % to % to 0% to 0% % and above I don t know / I do not expect a raise Q. Can you please select the total percentage raise you expect to receive (or have already received) in the year 0 (January December 0)? 0 8 0

27 Section d COST OF LIVING AND SAVINGS

28 Summary Respondents from Sudan have experienced the highest increase in cost of living in 0: more than in claim that the cost of living has increased by more than 0%. Food & beverage and utilities are the top two elements for which respondents noticed an increase in costs in 0 (8% and 8%, respectively). In Sudan (%) and Syria (%), a higher proportion of respondents claim to have seen an increase in rents. The great majority (%) expect a further increase in the cost of living in 0. When probed on their savings, approximately in (%) claim they do not save any of their monthly income. Lack of savings is more prominent among those in Levant (% in Jordan, % in Syria) and North African countries (% in Sudan, % in Egypt). out of respondents (%) choose to repatriate up to 0% of their savings home. % do not repatriate any of their savings. Most respondents would prefer a 0% fixed pay structure (%). % of respondents believe that their salary is lower than in other companies in their industry.

29 Increase in cost of living in 0 Respondents from Sudan have experienced the highest increase in cost of living in 0: more than in claim that the cost of living has increased by more than 0% to % to % to % to 0% to 0% to 0% % and above It has not changed It decreased I don't know Q. On average, by what percentage do you think your cost of living has increased in the year 0 (January December 0)? 0 8 0

30 Factors that increased in cost in 0 Food & beverage and utilities are the top two elements for which respondents noticed an increase in costs in 0 (8% and 8%, respectively). In Sudan (%) and Syria (%), a higher proportion of respondents claim to have seen an increase in rents. Total UAE Saudi Arabia Kuwait Qatar Bahrain Oman Lebanon Syria Jordan Iraq Libya Egypt Morocco Algeria Tunisia Sudan Food and beverage Utilities Rents 0 8 Entertainment 0 0 Education Other 8 8 (Those who mentioned that the cost of living increased) Q. For which of the following elements have you seen an increase in cost in the year 0 (January December 0)?

31 Expectation of future cost of living in 0 The great majority (%) expect a further increase in the cost of living in Increase Remain the same Decrease Don t know / Can t say Q. In the year 0 (January December 0) you expect your cost of living to:

32 Proportion of monthly income saved When probed on their savings, approximately in (%) claim they do not save any of their monthly income. Lack of savings is more prominent among those in Levant (% in Jordan, % in Syria) and North African countries (% in Sudan, % in Egypt) to % to % to % to 0% to 0% to % to 0% None Don t know/ can't say Q. On average, what percentage of your monthly personal income do you save?

33 Proportion of salary repatriated out of respondents (%) choose to repatriate up to 0% of their savings home. % do not repatriate any of their savings Kuwait Qatar Bahrain Oman Lebanon Jordan Iraq Libya Egypt Algeria Tunisia Sudan Total UAE Saudi Arabia to % to % to % to 0% to 0% to % to 0% None NA-I live in my home country Don t know/ Can't say Q8. What percentage of your savings do you repatriate to your home country?

34 Preferred pay structure Most respondents would prefer a 0% fixed pay structure (%) A 0% variable pay based on commissions and incentives A partially fixed-pay structure with a variable pay for commissions and incentives A 0% fixed-pay structure Q. Which of the following do you think is a better pay structure for you?

35 Salary comparison % of respondents believe that their salary is lower than in other companies in their industry Don't know/ can't say Competitive with what other companies offer in your industry Lower than what other companies in your industry offer Higher than what other companies in your industry offer Q. For the work that you do, is your salary

36 Section e PERCEPTION OF SALARIES IN THE COUNTRY AND QUALITY OF LIFE

37 Summary in (0%) claim to be better off than other people of a similar generation in their country of residence. This belief is stronger among respondents from the GCC countries (% in UAE, % in Qatar, 8% in Oman) as compared to Levant and North African countries. When asked about their plans in the next twelve months, just over half (%) stated that they will look for a better job in the same industry. out of believe that salaries are increasing in their country of residence. Among those who think salaries are increasing, % believe that inflation/rise in cost of living are the reasons for this rise, while % attribute it to good corporate performance and another % attribute it to the growth in opportunities and economic growth. Of those who believe that salaries are either decreasing or staying the same in their country of residence, more than half (%) blame the poor economy, while approximately % attribute it to employer-friendly laws. Almost a quarter (%) believe that there is a skills shortage in their country of residence. This belief is less prominent among Levant countries (% in Lebanon, % in Jordan)

38 Overall quality of life in (0%) claim to be better off than other people of a similar generation in their country of residence. This belief is stronger among respondents from the GCC countries (% in UAE, % in Qatar, 8% in Oman) as compared to Levant and North African countries Much better off Somewhat better off About the same Somewhat worse off Much worse off Don t know/ can't say Q. Thinking about your quality of life, how would you compare yourself to other people of a similar generation in your country of residence? 0 8 0

39 Future plans When asked about their plans in the next twelve months, just over half (%) stated that they will look for a better job in the same industry. Look for a better job in the same industry Look for a better job in a different industry Look for a better job as an expat in a different country in the Middle East Move to another region as an expat Return to home country Total UAE Saudi Arabia Kuwait Qatar Bahrain Oman Lebanon Syria Jordan Iraq Libya Egypt Morocco Algeria Tunisia Sudan Stay at my current job 8 Other Q0. Which of the following do you intend to do in the next months?

40 Perception of salaries in the country out of believe that salaries are increasing in their country of residence Increasing slightly Increasing moderately Increasing sharply Decreasing slightly Decreasing moderately Decreasing sharply Staying the same Don t know/ Does not apply Q. In general, are salaries increasing or decreasing in your country of residence?

41 Factors causing salaries to increase Among those who think salaries are increasing, % believe that inflation/rise in cost of living are the reasons for this rise, while % attribute it to good corporate performance and another % attribute it to the growth in opportunities and economic growth. Total UAE Saudi Arabia Kuwait Qatar Lebanon Jordan Egypt Morocco Algeria Sudan Inflation/rise in cost of living 8 8 Good corporate performance/ increased profitability Growth in opportunities and economic growth in my country of residence Intense competition for attracting/ retaining talent Pay rises in public sector 0 Economic growth and rising salaries in other countries Removal of NOC clause/ Greater flexibility to switch jobs Other Don't know/ not sure 0 (Those who think salaries are increasing) *Data for Bahrain, Oman, Syria, Iraq, Libya and Tunisia not shown due to small base Q. Which of these factors in your opinion are causing salaries to increase in your country of residence? 0 8 8

42 Factors causing salaries not to increase Of those who believe that salaries are either decreasing or staying the same in their country of residence, more than half (%) blame the poor economy, while approximately % attribute it to employer-friendly laws. Total UAE Saudi Arabia Qatar Kuwait Lebanon Jordan Egypt Morocco Algeria Poor economy 8 0 Employer-friendly laws 0 Poor corporate performance/ decreased profitability There is more top talent than top jobs in local recruitment market Don't know/ not sure/ not applicable (Those who think salaries are decreasing/ remain the same) *Data for Bahrain, Syria, Libya and Tunisia not shown due to small base Qb. Which of these factors do you think are causing salaries to not increase sufficiently in your country? Total UAE Saudi Arabia Kuwait Qatar Oman Lebanon Jordan Iraq Egypt Morocco Algeria Sudan 8 0

43 Skills/labor supply status in country of residence Almost a quarter (%) believe that there is a skills shortage in their country of residence. This belief is less prominent among Levant countries (% in Lebanon, % in Jordan) Skills shortage Excess supply of talent Just enough optimal labor supply Not sure/ Can t say Q. Which of the following exists in your country of residence?

44 Section f DRIVERS OF LOYALTY

45 Summary % claim that their loyalty to their company is not linked to the salary they receive. This is lower among GCC countries where loyalty seems to be more linked to salary. Besides salary, opportunities for career advancement (%), training and development opportunities (%) and the line manager (%) also drive loyalty.

46 Loyalty towards the company linked to salary % claim that their loyalty to their company is not linked to the salary they receive. This is lower among GCC countries where loyalty seems to be more linked to salary My loyalty is completely linked to the salary I receive My loyalty is linked to the salary I receive to some extent My loyalty to the company isn t linked to the salary I receive My loyalty is linked to the salary I receive to a large extent My loyalty is linked to the salary I receive to a lesser extent Don t know/ can t say Q. To what extent is your loyalty to your company directly linked to the salary you receive?

47 Loyalty towards the company linked to other variables Besides salary, opportunities for career advancement (%), training and development opportunities (%) and the line manager (%) also drive loyalty. Opportunities for career advancement Training and development opportunities Total UAE Saudi Arabia Kuwait Qatar Bahrain Oman Lebanon Syria Jordan Iraq Libya Egypt Morocco Algeria Tunisia Sudan My line manager My colleagues The nature of my daily responsibilities Fun office environment 0 0 The company brand and reputation 8 8 Senior management Physical location of my workplace 8 0 Opportunities to travel Other 8 None I am primarily interested in the salary Q8. What other variables most strongly drive your loyalty to the company besides salary?

48 Section g END OF SERVICE BENEFITS AND OVERTIME

49 Summary End-of-service gratuity the most offered end of service offered (%) across regions. While endof-service gratuity is stated more among respondents in the GCC countries, pension is stated more by respondents inlevant and North African countries 0% of respondents claim that their company does not pay for overtime. Respondents from Lebanon, Iraq and UAE least likely to get paid for overtime among the MENA countries

50 End of service benefits End-of-service gratuity the most offered end of service offered (%) across regions While end-of-service gratuity is stated more among respondents in the GCC countries, pension is stated more by respondents in Levant and North African countries End of service gratuity Pension on retirement Others None of the above Q0. Which of the following end of service benefits does your company presently offer all its employees?

51 Pay for overtime 0% of respondents claim that their company does not pay for overtime. Respondents from Lebanon, Iraq and UAE least likely to get paid for overtime among the MENA countries Yes No Q. Does your company pay for overtime?

52 Section h INVESTMENTS AND HOME OWNERSHIP

53 Summary Only % make financial investments regularly, and it is higher in the GCC countries, especially in Oman (0%) and Bahrain (%). Among those who invest, % do so in their own business. This proportion is significantly higher in Jordan. Rent (0%) and food/ dining (%) out are the top monthly expenses. Rent is particularly high in GCC countries (% in UAE, % in Kuwait, % in Oman, 8% in Qatar). Almost in respondents (%) report that they own a home. Home ownership is higher in Egypt (%). About a third of respondents (%) report that they own a home. While nearly half of respondents (%) who do not own a home would like to purchase one in their country of residence, while % would want it to be located in their home country.

54 Regularly make financial investments Only % make financial investments regularly, and it is higher in the GCC countries, especially in Oman (0%) and Bahrain (%) Yes No Q. Do you regularly make financial investments? *By regularly we mean at least once a month.

55 Investment products Among respondents who invest regularly, % do so in their own business. This proportion is significantly higher in Jordan Total UAE KSA Jordan Egypt Own business Insurance plus investment plans 0 Stocks 8 Property (local) Savings certificates Gold 8 8 Property (regional) Mutual funds (local) Property (international) 8 Mutual funds (international) Jewellery Bonds 8 Mutual funds (regional) Other None of the above BASE (Those who invest regularly) *Data for Kuwait, Qatar, Bahrain, Oman, Lebanon, Syria, Iraq, Libya, Morocco, Algeria, Tunisia and Sudan not shown due to small base Q8. Which of the following products do you invest in? Please select all that apply. Total UAE KSA Jordan Egypt 0

56 Top-ranked monthly expenses Rent (0%) and food/ dining (%) out are the top monthly expenses Rent is particularly high in GCC countries (% in UAE, % in Kuwait, % in Oman, 8% in Qatar). Rent 0 8 Food / Dining out Education / Children's schooling / Books 8 8 Transportation 8 8 Health/ Medical bills - 8 Clothing 8 - Entertainment/ Traveling Investment (property, stocks, insurance, etc.) Electronics - Exercise/ Fitness Furniture Q. Please rank the following items from to, where is the item on which you spend the most on.

57 Home ownership Almost in respondents (%) report that they own a home. Home ownership is higher in Egypt (%) Yes No Q. Do you own a home?

58 Interest in owning a home Nearly half of respondents (%) who do not own a home would like to purchase one in their country of residence, while % would want it to be located in their home country. Total UAE KSA Kuwait Qatar Oman Lebanon Jordan Iraq Egypt Morocco Algeria Tunisia Sudan Yes, in my country of residence Yes, in my home country Yes, in another country No Don't know/ Can't say BASE (Those who do not own a home) Q. Would you like to own a home? Total UAE KSA Kuwait Qatar Oman Lebanon Jordan Iraq Egypt Morocco Algeria Tunisia Sudan *Data for Bahrain, Syria and Libya not shown due to small base

59 Section DEMOGRAPHICS

60 Respondent Profile Country of residence Gender Male 8% Female % Nationality group Gulf % Levant % North African % Westerner % Asian % Other % Age - 8% - % - % + % Main earner Yes % No % Saudi Arabia Egypt UAE Jordan Algeria Qatar Kuwait Lebanon Morocco Sudan Oman Iraq Tunisia Libya Bahrain Syria Palestine Pakistan Other 0. Base: Total -

61 Respondent Profile Industry Engineering/ Design Real Estate/ Construction/ Property 8 Manufacturing Education/ Academia IT/ Internet/ E-commerce Healthcare/ Medical services Advertising/ Marketing/ Public Relations Commerce/ Trade/ Retail Banking/ Finance Oil, Gas and Petrochemicals Human Resources Hospitality/ Recreation/ Entertainment Consumer Goods/ FMCG Electricity/ Power Generation/ Water Automotive Telecommunications Business Consultancy/ Business Government/ Civil service Tourism Market Research 0. Domestic Services 0. Other private sector Other public sector Base: Total - Private sector Small or medium Private sector Large local company Private sector Multinational Public or government sector Private sector Other Semi-government/Quasi- Private sector Family-owned Charity/ Voluntary sector/ NGOs Private sector Self-owned company Professional higher education University higher degree University first degree Vocational college education Secondary school Elementary school Private sector Family-owned Education Other Sector Income Under US$ 00 per month US$ per month US$ 0-00 per month US$ per month US$ per month US$ 00 or more per month Prefer not to say Don't know/can't say 0

62 Thank you

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