The FM industry plays a significant role in the national development of a dynamic country like the UAE. According to industry reports, the UAE facility management market is expected to grow from USD 23.86 billion in 2026 to USD 42.27 billion by 2031, at a CAGR of 12.12 per cent over the forecast period. This growth trajectory is underpinned by smart-city investments, mandatory sustainability codes, evolving work cultures, and rapid technology adoption that collectively elevate facility management from a cost centre to a strategic pillar of the national diversification plan.  

Despite its critical position, facilities management has long been considered a male-dominated industry that lacks diversity. According to a report by the International Facilities Management Association (IFMA), women represent only 20 per cent of the global workforce and have high attrition rates at the senior level, highlighting a major concern for the sector. The impending retirement of a large portion of the workforce, combined with rising infrastructure development, means that skilled talent is the need of the hour. A diverse workforce is not just crucial for filling the talent gap but also key to fostering creativity, inclusion and bringing a range of viewpoints together for problem-solving.   

Additionally, women’s leadership styles are often characterised by collaboration and inclusivity, which can enhance team dynamics and lead to more effective and cohesive groups. Their emotional intelligence and communication skills improve employee engagement and motivation, helping businesses achieve profitability and stability objectives. However, this vision can only become a reality by identifying and addressing the barriers women employees face. From technology adoption to career growth and recognition, the journey to empowering women in FM begins with providing upskilling and training opportunities.  

When women employees are allowed these opportunities, the entire sector thrives. Training and upskilling programmes can look different depending on context, and might include short-term courses, mentoring workshops, or even graduate degree programmes. Companies can also offer on-the-job training and support for remote learning, helping women balance their personal and professional commitments with ease. The impact of instilling an industry-wide focus on training and upskilling women is tremendous: 

• Adaptability and innovation 

The FM sector is experiencing a historic shift thanks to recent technological advancements. Building management systems have become more sophisticated, incorporating IoT-enabled devices such as sensors, smart thermostats, and lighting systems to optimise energy efficiency and predict maintenance issues in advance. While these are positive developments, they also underscore the need for a workforce that is appropriately skilled and certified to manage these technologies.  Providing employees, and female employees in particular, with skilling courses on the latest digital methods and data-analysis techniques can go a long way in boosting their career growth and self-confidence.  

• Sustainability and green building practices 

In response to the UAE’s sustainable development goals, facility management is increasingly focused on green building practices that reduce environmental harm from buildings. This includes implementing energy-saving solutions such as LED lighting, high-efficiency mechanical cooling and ventilation systems, and renewable energy sources for electricity generation. Certifications such as Estidama and LEED are also becoming the norm for major city infrastructure, making sustainability-led training essential for women employees in FM. This will open several new avenues of professional growth for them, in addition to helping businesses comply with and contribute to the UAE’s environmental regulations and goals.  

• Employee retention and satisfaction 

When women are supported in their ambitions, they’re able to realise them. Empowering women with the right education for a career in facilities management nurtures a culture where the next generation has role models for where they want to be and feels comfortable speaking up and sharing ideas. Employees are also confident in their ability to navigate technological and regulatory changes and can adapt to a rapidly evolving FM sector.  

Ultimately, training and upskilling play a significant role in encouraging women to participate and even lead in the FM industry. While other factors, such as child care benefits, flexible scheduling, and workplace training, also play a pivotal role in women’s experiences, providing the resources to learn is the ideal start to creating an industry that is intelligent, innovative, and inclusive.