Health workforce in the United Arab Emirates: analytic point of view

Abstract

A strong health system is impossible without health workers who are the ultimate resource. Money and medical supplies are needed, but these inputs require an efficient workforce. Challenges with respect to human resources vary greatly between and within countries, and are associated with the political, economical, cultural and societal context of a country. Moreover, the gaps in the workforce do not generally relate to doctors but to nurses and other classes of health worker who make up the bulk of health workforce. The difficulties caused by low staff numbers are compounded by morale problems, skill imbalances and geographical maldistribution. This paper will discuss how it is difficult for the United Arab Emirates (UAE, a Middle East federation country) to wrestle effectively with the demands of a good health system, exploring how they lack the basis of health systems-motivated, trained and supported people. Additionally, we looked at how the UAE health system further challenged by negative work environment, and weak knowledge-base, out-migration and inadequate investment. At the end of our discussion, we are providing some suggestions to manage human resource problems in the UAE. Highlighting how a national workforce strategic plan is important to guide investments in human resources as the core component of strengthening the UAE national health system.

Time to address gender inequalities against female physicians

“…Likewise, studies indicate that gender stereotypes persist in the health care workforce and that female health care professionals often choose specialties with lighter workloads that allow them to balance work and family . The MOHAP classifies workloads as heavy when they have an excess of unsubsidized overtime duties . De Koninck et al reported that with the strain women experience in order to balance their professional and personal lives; with the myriad responsibilities from planning pregnancies, to organizing childcare, to fostering their own career while supporting their spouse's, without sufficient support, some female doctors are drawn to specializations that allow for more time with family …”

“…Previously, we reported that Emirati female physicians choose to be general practitioners, and to work in peripheral health clinics to avoid working night shifts . Prevailing sociocultural norms and values of the Middle East make for strong barriers against the advancement of female physicians.…”

“…In the UAE, the female to male ratio is 0.46 for health care labor participation . However, there is still an underrepresentation of women in leadership roles, with the female to male ratio being 0.11 for legislators, senior officials, and managers, and 0.28 in the professional and technical health care workforce .…”

“…In a previous publication, we reported that to achieve the education/training target, MOHAP should increase the annual intake of indigenous students without compromising the study quality. Access to local and international education and training programs should be increased, and opportunities for promotion and career development should be further enhanced in attempts to achieve the millennium development goals …”

Creating a Framework for Medical Professionalism: An Initial Consensus Statement From an Arab Nation

“…Participants included 9 men and 5 women, a gender ratio reflective of the UAE physician population. 20 During a plenary session following the world café, participants acknowledged the origins of medical professionalism in the Middle East as stemming from the Islamic Code of Medical Ethics, but highlighted the importance of developing a secular definition to facilitate the incorporation of these constructs into the multicultural setting of the UAE.…”