Annual Diversity & Staffing Report

Reporting Period: January 1, 2025 – December 31, 2025

Company: Dubai Window Curtains

Location: Dubai, UAE

1. Executive Summary

At Dubai Window Curtains, we believe that our strength lies in our differences. As a business operating in one of the world’s most international cities, our workforce reflects the diverse community we serve. This report outlines our current staffing demographics, our commitment to fair hiring, and our goals for the upcoming year.

2. Workforce Demographics

Data as of December 31, 2024

Our team consists of skilled professionals across administration, sales, tailoring, and installation. We are proud to employ staff from a wide range of backgrounds.

A. Nationalities Represented

We currently employ staff from [100] different nations, fostering a truly global work environment.

South Asia (India, Pakistan, Bangladesh): [e.g., 45%]
Southeast Asia (Philippines): [e.g., 30%]
Middle East & Africa (Egypt, Jordan, Kenya): [e.g., 20%]
Other: [e.g., 5%]

B. Languages Spoken

To better serve our diverse client base, our team is multilingual.

Primary Business Language: English

Additional Languages Spoken by Staff: Arabic, Urdu/Hindi, Tagalog, Malayalam.

C. Gender Distribution

While the window installation and construction industry has historically been male-dominated, we are actively working to balance our teams, particularly in sales, design consultation, and management roles.

Department	Male	Female
Installation & Logistics	[e.g., 95%]	[e.g., 5%]
Tailoring & Production	[e.g., 60%]	[e.g., 40%]
Sales & Administration	[e.g., 40%]	[e.g., 60%]
Total Workforce	[e.g., 75%]	[e.g., 25%]

3. Recruitment & Hiring Practices

In 2024, our recruitment strategy focused on skill-first hiring.

Blind Screening: Where possible, initial resume screenings focus on skills and experience rather than nationality or age.
Local Hiring: We prioritized hiring candidates already resident in the UAE, reducing the carbon footprint of recruitment and supporting the local economy.
Internships: We launched a [e.g., vocational training program] to help young talent enter the textile and interior design trade.

4. Employee Retention & Growth

We invest in our people so they stay with us.

Average Tenure: The average employee has been with Dubai Window Curtains for [e.g., 4.5 years], significantly higher than the industry average.
Internal Promotions: In 2024, [e.g., 15%] of our open roles were filled by promoting existing staff members.

5. Goals for 2026

We acknowledge there is always room for improvement. Our targets for the next fiscal year include:

Increase Female Representation: We aim to increase the number of female staff in our technical and measurement teams by [e.g., 10%].
Cultural Training: Implement a formal “Cultural Competency” workshop for all installation staff to better serve our international clientele.
Language Support: Provide optional English language upskilling courses for our junior technical staff.