What This Measures
The Qatarisation rate in the private sector measures the proportion of private sector employees who are Qatari nationals. Workforce nationalisation is a cornerstone of the Human Development pillar, reflecting the Vision’s aspiration that citizens should be active participants in the productive economy rather than relying predominantly on public sector employment.
Qatar’s labour market is characterised by a structural duality: Qatari nationals are concentrated in government employment, while the private sector workforce is overwhelmingly expatriate. Bridging this divide is one of the most persistent challenges in GCC workforce development.
Baseline
Approximately 2 percent (2010) — At the baseline, Qatari nationals constituted a negligible share of the private sector workforce, reflecting both the availability of well-compensated public sector positions and the private sector’s reliance on lower-cost expatriate labour.
Current Value
Approximately 4 to 5 percent (2024 estimate) — Progress has been incremental despite sustained policy attention. Mandatory Qatarisation quotas in specific sectors, including banking, insurance, and hospitality, have driven some improvement. The Kawader and Khibrat programmes provide training and placement support.
2030 Target
10 to 15 percent in targeted sectors — The government has set sector-specific targets rather than an economy-wide rate. Banking targets approximately 30 percent Qatarisation, while other sectors have lower thresholds. The aggregate private sector target is estimated at 10 to 15 percent by 2030.
Status Assessment
At Risk — The gap between current performance (4 to 5 percent) and the 2030 target (10 to 15 percent) is substantial, and the rate of improvement has been slow relative to the timeline remaining. Without a significant acceleration in private sector integration, this indicator will not reach its target.
Key Drivers
Mandatory sector quotas with compliance enforcement. Government wage subsidies for Qatari private sector employees. Training and placement programmes through the Ministry of Labour. Structural barriers including salary expectation gaps between public and private sectors, skills mismatches, and cultural preferences for government employment.
What Needs to Happen
Closing the gap requires addressing the fundamental economics of Qatari private sector employment. Public sector salaries, benefits, and working conditions must be brought into closer alignment with private sector offerings, or private sector compensation for nationals must be supported through sustained subsidy mechanisms. Vocational and technical education pathways must be expanded to produce graduates with skills directly relevant to private sector demand. Compliance enforcement for sectoral quotas must be strengthened, and genuine career progression structures for nationals within private enterprises must be demonstrated rather than merely mandated.