14 Dec 2021
Launching a comprehensive training plan targeting 600 female employees
(A 5-month training plan is in place with international universities and organisations)
His Excellency Mattar Mohammed Al Tayer, Director-General, Chairman of the Board of Executive Directors of the Roads and Transport Authority, (RTA) has endorsed a master training plan modelled after advanced training methodologies. The aim of the plan, which runs from December 2021 to March 2022, is to promote the leadership and practical skills of female employees in various sectors and agencies of RTA.
The plan is tailored to empower women in a variety of jobs and professions across RTA with a view to enhancing their leading roles. It focuses on grooming RTA female staff in different job grades for higher leading positions, fostering competitiveness concepts and uplifting the skills of females in different job scopes. The initiative encompasses unique training programmes for women at work, such as a coaching programme focused on women at work in addition to e-Learning training courses run by reputable international universities and institutions such as Harvard University, Case Western Reserve University, and workshops delivered by Women@Work organisation.
In a gathering with RTA’s female leaders and nominees for the training programme, His Excellency Mattar Mohammed Al Tayer, said, “The launch of this women-empowerment training plan is aligned with the national strategy for the empowerment of women in the UAE. It stems from RTA’s commitment to encourage and support women, nurture a suitable training environment for them to take up leading positions, and contribute to RTA’s successes and ambitions.”
Moaza Al Marri, Executive Director, Office of RTA Director-General, Chairman of the Board of Executive Directors, said, “This plan for women empowerment aims to train women on current and future critical leadership roles. It addresses the tools required for fast-tracking women career progressions such as professional communication, modern negotiation techniques, leadership, and enriching knowledge and teamwork,” she said.
“It also evaluates challenges confronting female employees at work, honing skills of benefiting from the training opportunities, gathering knowledge about valuable attitudes of interest for women at work, and developing knowledge about the techniques that enable women to become pioneering and excellent in their jobs. Among the key objectives of the initiative is to encourage employees to plan and realise their leadership aspirations and strike a tripartite balance between family, work and women as an independent body,” added Al Marri.
“The initiative inspires female employees to grasp the basics of career success and focuses on the contribution of international universities and workshops to employees’ records. It helps them identify the potentials that the local and global economies can apply for uplifting their abilities and competitiveness in taking leading roles, and how to promote and maximise the benefits from talents competencies. It also sheds light on the importance of motivating female staff and empowering them to embark on a meaningful career progression path and taking up leadership positions,” she explained.
“This training plan features integrated and identifiable objectives, intended results, target groups, and training content tilted towards improving the skills and picking up fresh knowledge. All specialist programmes are delivered by an elite bunch of experts, be it listed under the initiative or by joining local and global seminars tailored to the empowerment of women at work. The initiative applies a self-learning technique and develops personalised plans for integrating different sources of knowledge, such as reading useful articles and watching meaningful videos. These tools aim to familiarise inductees with the new management concepts, and increase their ability to understand, work and communicate with others more effectively,” she further added.
This plan for women empowerment training programmes, which runs from December 2021 to March 2022, contains programmes for developing leadership identity, the current status for RTA’s women’s leadership, the presence of women leaders, women leadership tools, and purposeful career development program for women.
Learning Skills Guide
RTA’s Women Committee has published a Learning Skills Guide aimed to provide effective assessment and learning tools to support self-learning and optimise the benefit from the programmes of the training plan. Topics discussed in this guide include adults learning styles, four-way personality analysis, and methods for designing self-learning plans. It contains information on how to join women’s professional associations, obstacles facing the learner and how to overcome them, setting the optimal times for learning, developing learning habits, and developing a determination index that predicts the probability of the learner’s achieving difficult goals.
RTA is keen on fostering an inviting environment for women to take up leading roles and participate effectively in its achievements. According to statistics, RTA has 817 female employees who make up 22% of its total workforce. The number of Emirati women employed in RTA has reached as much as 691 staff. Female employees are present in several projects and programmes undertaken by RTA.