Entrepreneurial ambition and hybrid frustration fuel talent crunch in Middle East finance sector
Over two-thirds (68%) of finance professionals surveyed in the Middle East as part of the Association of Chartered Certified Accountants (ACCA)'s Global Talent Trends 2025 study say they aspire to become entrepreneurs – well above the global average of 52% – as regional dissatisfaction with salary and lack of workplace flexibility intensifies. ACCA's (the Association of Chartered Certified Accountants) latest annual Global Talent Trends Survey 2025 alerts employers to changing perspectives among accountancy and finance professionals, providing a unique view of how people feel about their life at work and future career aspirations. Now in its third year, this is the largest annual talent survey of accountancy and finance professionals across the world. Over 10,000 individuals from 175 countries responded to our survey on issues ranging from career ambitions, hybrid working and inclusivity practices to upskilling, mental health and employability issues. The Middle East findings point to a workplace under pressure – with a looming talent crunch, high turnover expectations, and calls for more inclusive, flexible and supportive environments. This year's emerging key themes for the Middle East are as follows: 1. Entrepreneurial ambition is high. 68% of respondents in the region say they have ambitions to start their own business, compared to 52% globally. This is especially strong among those in leadership roles (79%) and middle management (73%). 2. Employability confidence is strong – and turnover risk is high. 83% expect to change roles within the next two years – the highest figure globally. More than half (55%) say they plan to move within just 12 months. 3. Salary dissatisfaction is driving retention risk. 59% are unhappy with their current salary (vs. 48% globally), and 70% plan to ask for a pay rise in the next year. Half of respondents believe that changing employer is the best way to increase their income. 4. Demand for hybrid work is unmet. 75% of respondents say they would prefer a hybrid model, yet 78% are still fully office-based, a significant mismatch, and the highest office-based rate of any region. 5. Flexible working tops the list of desired benefits. Flexibility is viewed as the most effective employer intervention to improve work–life balance, ahead of workload support and leadership culture. 6. AI skills confidence is high, but organisational support is low. 89% are confident in their ability to learn and apply AI-related skills, but only 26% say they are being offered opportunities by their employers to develop these capabilities. 7. Mental health pressures persist. 47% say their mental health suffers due to work pressures. While this is an improvement on 2024 figures, it continues to reflect challenges across the region. 8. Equity, diversity and inclusion needs greater attention. Only 49% believe their organisation is truly inclusive – well below the global average (62%). Respondents highlight the need for more recognition of older employees, better racial and gender representation, as well as improved socio-economic mobility. 9. 'Side hustles' are less common than globally. Only 28% of Middle East respondents are engaged in additional employment outside their main role, compared with 39% globally. Most respondents are focused on their core role, with career development and fair compensation top of mind. Kush Ahuja, Head of Eurasia & Middle East at ACCA, comments: 'The 2025 talent trends for the Middle East are a clear call to action for employers. Ambition is running high – from entrepreneurship to AI upskilling – but so are frustrations around reward, progression and flexibility. If organisations are to attract and retain the next generation of finance leaders, they must evolve quickly to meet these expectations. The opportunity is there for forward-looking employers to differentiate themselves by investing in people, purpose and potential.' Jamie Lyon FCCA, Global Head of Skills, Sectors, Technology at ACCA said: 'Our 2025 data continues to show a workplace in transition, but one of the exciting themes emerging this year is how accountancy training can be a brilliant early career pathway for building entrepreneurial skills. There's no doubt this in part reflects how career ambitions continue to transform at work.'
Read the Middle East Talent Trends report here. Explore the full Global Talent Trends 2025 report here.
Hashtags
Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Biz Bahrain
17-05-2025
- Biz Bahrain
Entrepreneurial ambition and hybrid frustration fuel talent crunch in Middle East finance sector
Over two-thirds (68%) of finance professionals surveyed in the Middle East as part of the Association of Chartered Certified Accountants (ACCA)'s Global Talent Trends 2025 study say they aspire to become entrepreneurs – well above the global average of 52% – as regional dissatisfaction with salary and lack of workplace flexibility intensifies. ACCA's (the Association of Chartered Certified Accountants) latest annual Global Talent Trends Survey 2025 alerts employers to changing perspectives among accountancy and finance professionals, providing a unique view of how people feel about their life at work and future career aspirations. Now in its third year, this is the largest annual talent survey of accountancy and finance professionals across the world. Over 10,000 individuals from 175 countries responded to our survey on issues ranging from career ambitions, hybrid working and inclusivity practices to upskilling, mental health and employability issues. The Middle East findings point to a workplace under pressure – with a looming talent crunch, high turnover expectations, and calls for more inclusive, flexible and supportive environments. This year's emerging key themes for the Middle East are as follows: 1. Entrepreneurial ambition is high. 68% of respondents in the region say they have ambitions to start their own business, compared to 52% globally. This is especially strong among those in leadership roles (79%) and middle management (73%). 2. Employability confidence is strong – and turnover risk is high. 83% expect to change roles within the next two years – the highest figure globally. More than half (55%) say they plan to move within just 12 months. 3. Salary dissatisfaction is driving retention risk. 59% are unhappy with their current salary (vs. 48% globally), and 70% plan to ask for a pay rise in the next year. Half of respondents believe that changing employer is the best way to increase their income. 4. Demand for hybrid work is unmet. 75% of respondents say they would prefer a hybrid model, yet 78% are still fully office-based, a significant mismatch, and the highest office-based rate of any region. 5. Flexible working tops the list of desired benefits. Flexibility is viewed as the most effective employer intervention to improve work–life balance, ahead of workload support and leadership culture. 6. AI skills confidence is high, but organisational support is low. 89% are confident in their ability to learn and apply AI-related skills, but only 26% say they are being offered opportunities by their employers to develop these capabilities. 7. Mental health pressures persist. 47% say their mental health suffers due to work pressures. While this is an improvement on 2024 figures, it continues to reflect challenges across the region. 8. Equity, diversity and inclusion needs greater attention. Only 49% believe their organisation is truly inclusive – well below the global average (62%). Respondents highlight the need for more recognition of older employees, better racial and gender representation, as well as improved socio-economic mobility. 9. 'Side hustles' are less common than globally. Only 28% of Middle East respondents are engaged in additional employment outside their main role, compared with 39% globally. Most respondents are focused on their core role, with career development and fair compensation top of mind. Kush Ahuja, Head of Eurasia & Middle East at ACCA, comments: 'The 2025 talent trends for the Middle East are a clear call to action for employers. Ambition is running high – from entrepreneurship to AI upskilling – but so are frustrations around reward, progression and flexibility. If organisations are to attract and retain the next generation of finance leaders, they must evolve quickly to meet these expectations. The opportunity is there for forward-looking employers to differentiate themselves by investing in people, purpose and potential.' Jamie Lyon FCCA, Global Head of Skills, Sectors, Technology at ACCA said: 'Our 2025 data continues to show a workplace in transition, but one of the exciting themes emerging this year is how accountancy training can be a brilliant early career pathway for building entrepreneurial skills. There's no doubt this in part reflects how career ambitions continue to transform at work.' Read the Middle East Talent Trends report here. Explore the full Global Talent Trends 2025 report here.
Gulf Insider
23-04-2025
- Gulf Insider
Pahalgam Terror Attack: Dubai-Based Indian Expat Among Victims
An Indian expatriate in Dubai was among the 26 people killed in a terror attack in the Pahalgam area of India-administered Kashmir, on Tuesday, a family friend confirmed to Gulf News .Niraj Udhwani, a 33-year-old finance professional, was on a holiday with his wife Aayushi when gunmen opened fire in the popular tourist zone, Niraj's friend, who didn't want to be named, said. Niraj Udhwani He said the whole community is in shock. 'There were other friends also who travelled to India for the wedding. After the wedding, while most of their group returned, they (the couple) decided to spend a few days in Kashmir before flying back to Dubai. Everyone is so shocked and saddened after hearing this tragic news,' he added. When contacted, a spokesperson for Cognita Schools, said in a statement to Gulf News that the school community was 'deeply saddened' by the passing of Niraj. Describing him as 'a much-loved and respected member of the finance team,' the spokesperson said he was 'a dedicated and inspiring member of staff, and a kind, generous colleague.' 'Our thoughts and heartfelt condolences are with his family, friends and colleagues at this incredibly difficult time,' the spokesperson added. According to his LinkedIn profile, Niraj was a finance manager with the group. Prior to that, he worked for an investment and management group in the field of education and a couple of insurance companies. Hailing from Jaipur in Rajasthan, Niraj had been residing in Dubai since childhood, according to his family members in India. After his studies at The Indian High School Dubai, he graduated from the University of Rajasthan and went on to become an ACCA-qualified accountant. Indian newspapers quoted Niraj's uncles, who confirmed his death. 'He was supposed to return to Dubai from Kashmir this week after the vacation,' his uncle Prakash Udhwani told Hindustan Times . Another uncle, Bhagwan Das Udhwani, told The Indian Express that Niraj and Aayushi had married in February 2023 and had no children. Quoting Aayushi, Prakash said, she was in the hotel when the attack began and later discovered Niraj was among those killed. 'She heard some sounds of bullets and cries of people. She came out and realised some people had opened fire in the valley. When she was searching for her husband, the local police officials informed her at night that Niraj is dead,' said Prakash. Niraj's body is being transported to Jaipur via Delhi. The family has called for strict action against the perpetrators of the attack, reports said.'Those terrorists should be punished. The government should not leave them. We only want action against them. That would be the only justice to Niraj,' Prakash attack claimed the lives of 26 civilians, including tourists and a local pony handler. Several others were injured in the strike — one of the deadliest in recent years targeting civilians in the region.
Trade Arabia
19-12-2024
- Trade Arabia
ACCA urges SMEs to take control of their finances
The Association of Chartered Certified Accountants (ACCA) is calling on SMEs and individuals to take decisive action in reviewing and managing their finances as 2024 draws to a close. Against the backdrop of rising costs, fluctuating income, and increasing regulatory demands, conducting a robust year-end financial review is essential for maintaining resilience and positioning for success in 2025. ACCA's latest insights indicate that inflation and escalating costs remain top concerns for SMEs, with 58% highlighting these as their biggest challenges. The combination of global economic uncertainty and new regulatory demands, such as tax compliance and ESG reporting, further underscores the need for careful financial management at year-end. Five key tips for effective year-end financial reviews Compare budgets with actual performance: Reviewing discrepancies between planned budgets and actual spending highlights areas of inefficiency and provides opportunities to realign for the upcoming year. This is a critical step for maximising profitability and ensuring accurate financial forecasting. Prepare for tax and compliance: The UAE Ministry of Finance recently reminded businesses of strict penalties for late corporate tax filings, which include fines of up to AED50,000 ($13,613) for non-compliance. This underscores the importance of ensuring accurate record-keeping and timely submissions. For SMEs, year-end is an opportune moment to review financial records, reconcile accounts, and consult with tax professionals to avoid errors and fines. Additionally, businesses should explore available deductions, particularly for ESG or technology investments, to optimise their tax position while supporting sustainable growth. Strengthen cash flow management: With inflationary pressures squeezing margins, maintaining a strong cash position is crucial. Prioritise paying off high-interest debts and focus on creating liquidity buffers to weather potential volatility. Leverage technology and AI: The UAE's SME sector is undergoing a transformation, driven by technological advancements. As the Middle East continues to embrace digital innovation, businesses leveraging these tools are better positioned to streamline operations and scale effectively. The adoption of AI-driven analytics further enhances decision-making, helping SMEs identify trends and opportunities to remain competitive in a dynamic business environment. This can also support compliance with complex ESG and reporting requirements. Embed sustainability into business models: Beyond compliance, sustainable practices provide competitive advantages. Nearly 50% of SMEs now face ESG reporting requirements, and integrating green practices not only aligns with regulations but attracts investment and eco-conscious customers. Positioning for future success Kush Ahuja, Head of Eurasia and Middle East at ACCA, comments: 'The year-end offers an opportunity to assess financial performance and prepare for upcoming challenges. By embracing new technologies, embedding sustainability and focusing on talent development, SMEs can build a foundation for resilience and growth in 2025.' SMEs, which represent 90% of businesses in the GCC region, play a pivotal role in economic development. However, as highlighted in ACCA's research, these businesses face hurdles such as cost pressures, talent shortages and ESG compliance. Addressing these proactively through strategic planning and leveraging tools like AI and PropTech can unlock new opportunities. Broader context and strategic insights ACCA's recent Global Economic Conditions Survey shows rising economic confidence in the Middle East, driven by robust non-oil sector growth and increased capital expenditure. Despite global challenges, the region remains resilient, with SMEs at the forefront of economic recovery and innovation.
