Female employees at DEWA number 1,932 as Emirati women hold all supervisory posts
DEWA employs 1,932 female staff with 9.7% in supervisory roles—positions fully held by Emirati women—as the utility boosts leadership and empowerment plans.
Strong increase in female workforce at DEWA
Dubai Electricity and Water Authority (DEWA) says the total number of female employees at DEWA has reached 1,932, reflecting a sustained expansion of the utility’s female workforce. The figure includes staff across engineering, technical, administrative and managerial functions, underscoring DEWA’s broad recruitment and retention of women. DEWA’s report also highlights the organisation’s ongoing commitment to gender diversity as part of its broader human resources strategy.
Breakdown of roles across technical and administrative functions
Within the 1,932 female employees at DEWA, 845 are employed in engineering and technical roles while 1,083 serve in administrative and middle-management positions. This distribution demonstrates significant female participation in technical disciplines that historically have had lower representation. DEWA officials note the balance between technical and administrative roles supports operational resilience and skills diversity across the authority.
Supervisory representation reaches 9.7%
DEWA reports that 9.7% of its workforce hold supervisory roles occupied by women, a rate the authority describes as among the highest globally for a utilities provider. The supervisory statistic is framed as a benchmark of progress in moving women into roles with direct managerial responsibility. DEWA highlighted that advancing women into supervisory positions remains a priority for sustaining institutional knowledge and succession planning.
All supervisory posts held by Emirati women
According to DEWA, every supervisory role filled by women is currently held by Emirati nationals, a point the authority presented as evidence of national capacity building. Officials linked the outcome to targeted career development, mentorship, and training programmes designed for Emirati staff. DEWA’s figures illustrate a focused effort to both employ and promote Emirati women within the organisation’s leadership pipeline.
Leadership reiterates national commitment to women’s empowerment
DEWA’s managing director and CEO emphasised that the UAE’s leadership long supported women’s empowerment and integration into national development. In statements to staff, he tied the authority’s female representation to a broader national policy of enabling women to contribute to socioeconomic progress. DEWA credited historic and current federal leadership initiatives for creating an environment that encourages female talent to advance across sectors.
Programs and partnerships to support female advancement
DEWA’s women’s committee said the authority is leveraging its innovation and digital transformation agenda to expand leadership opportunities for female employees. The committee president outlined plans to use strategic partnerships and internal programmes to enhance professional, economic and social empowerment for women. These initiatives include targeted training, mentorship, and events intended to increase job satisfaction and quality of life for female staff.
Implications for the UAE utilities sector
DEWA’s reported female staffing levels and supervisory representation may serve as a model for utilities within the region aiming to accelerate gender inclusion. By combining recruitment, technical training and leadership development, the authority is positioning itself to supply skilled female professionals to a sector undergoing digital and sustainability transitions. Observers say sustained investment in career pathways will be key for replicating similar outcomes elsewhere in the UAE and beyond.
DEWA’s disclosure of the exact breakdown of female staff—engineering, administrative and supervisory—offers a granular view of progress while signalling where continued focus is needed. The authority’s emphasis on Emirati women occupying supervisory posts highlights the parallel goals of nationalisation and women’s empowerment in public sector employment.
DEWA’s next steps include widening access to leadership development, reinforcing mentorship schemes and tracking promotion rates to ensure momentum continues. Officials also plan to align future human resources policies with the authority’s innovation priorities, creating pathways that link digital skills training with promotion criteria.
The data presented by DEWA underscores measurable gains in female participation and leadership within a major UAE utility, while outlining continued institutional efforts to support Emirati women’s career advancement.
