Five minutes with Minelle Gholami, Emrill
Emrill Services' people director tells ConstructionWeekOnline how the role of women in regional FM can be expanded
Minelle Gholami, people director at Emrill Services, speaks to ConstructionWeekOnline ahead of International Women's Day about the role of women in the Middle East's FM market, and how it can be expanded in the future.
Gholami also outlines Emrill's human resource (HR) policies for women.
What is the role of diversity in Emrill’’s employment strategy and policy?
Diversity is not only part of our employment strategy to ensure we are attracting and retaining the best talent in the industry but it is also one of Emrill’s core business values.
Operating in a country and in an economy that is so rich in diversity in every sense of the word, it is important that we are tapping into the [country's] unique talent and diverse cultures and embracing the best of what the UAE has to offer.
Our policies and processes across the board are designed to embrace diversity, ensure equality, and equal opportunity for all.
It is through diversity of culture, skills, experience, and talent that Emrill is able to address the needs of its clients across a varied portfolio in different sectors.
The internal development and progression of our talent pool has seen vertical and horizontal career moves, which is a testament to Emrill’s commitment to career growth and to creating equal opportunity for talent within a growing business for our colleagues to grow with us.
How many women are currently employed with the company, and how is this number spread across the company’s managerial / operational levels?
Emrill employs 7,402 staff, of which 770 are women.
Of these 770, 25 are managers; 55 are involved in support operations and security and concierge each; 633 are part of the housekeeping team; and two in the technical team as facilities engineer and trainee engineer.
What is the turnover rate of women employed with Emrill?
Our turnover in 2016 was 183.
How would you rate female representation in the Middle East’s FM industry and how can industry gaps be filled?
Women are certainly underrepresented, [and] FM in the Middle East is still predominantly male in terms of the employment mix.
Having said that, we have seen some great strides in the promotion of women in FM to directorships and senior positions, as well an increase in women coming into operational roles and the recognition through awards of exceptional women in FM.
At Emrill we have been committed to the development of female graduate engineers with a view to [boosting their careers], increasing our diversity, and contributing to the advancement of FM [by furthering] exceptional talent.
Talent needs to be developed right from the grass roots, with continuous support to facilitate the building of experience, skills, and confidence.