Nearly half of MENA businesses face a 'resilience gap,' Lockton survey finds
A Lockton survey of 140 HR and business leaders across the Middle East and North Africa found that 47% of businesses face a "resilience gap." Just 39% described their organizations as very prepared for significant disruption, with talent loss leading the workforce concerns reported.
Mariam Al Mansoori
Understanding risks does not mean being ready
The insurance brokerage's research found that 86% of respondents considered their organizations at least somewhat prepared to sustain workforce performance during major disruption or change. The smaller share reporting that they were very prepared illustrates what Lockton describes as the distinction between preparedness and genuine resilience.
In a separate finding, 86% of businesses said they understood their workforce-related risks well. Lockton interpreted that response as a sign of the importance employers place on their people.
The findings appeared in Lockton's MENA workforce playbook dated October 20, 2026, and were unveiled at the inaugural Lockton People Forum on October 28, 2026, at the Mandarin Oriental Jumeira in Dubai.
Adeeb Al Naser, Lockton's UAE CEO, said regional businesses had kept operating through economic, geopolitical and organizational changes. He said competition for talent, advancing technology and shifting employee expectations were also contributing to the emerging resilience gap.
Regional disruption has also brought opportunities for some companies. Khaleej Times reported that Dubai-based cable supplier Ducab's business flourished following the conflict, as shipping and logistics constraints in the Strait of Hormuz prompted developers to turn to domestic suppliers.
Talent retention and skills lead workforce concerns
For 66% of respondents, losing key talent and skillsets ranked among their top three workforce concerns, making it the most widely cited challenge. Keeping skills aligned with digitization and AI followed at 43%, while competition for talent stood at 38%.
Inadequate succession planning and shortages of specialized and niche skills completed the research's list of five leading workforce challenges.
"Workforce risks rarely exist independently and, conversely, can often exacerbate one another," Al Naser said. He explained that new technologies can add pressure to already constrained talent pools by increasing competition for people with the necessary skills.
"At the same time, technology advances are also accelerating upskilling as people consider how they can make these developments work for them," he added.
Al Naser said many businesses were renewing their attention to workforce resilience and reducing people-related risks. In his assessment, resilient, engaged and high-performing workforces help strengthen business confidence and support long-term growth.
Wellbeing priorities outpace confidence in measurement
Wellbeing was a high or critical priority for 87% of the leaders surveyed, and 80% believed it had a significant or moderate effect on business performance. Yet only 39% were very confident that they could measure that effect.
Respondents most often identified budget constraints as an obstacle to effective wellbeing outcomes. Low employee engagement was another significant barrier: one respondent reported utilization below 20% despite employees having access to coaching, therapy and a wellbeing platform.
The survey also examined benefits programs. Regular reviews were reported by 82% of respondents, while 87% said employees received appropriate information and updates. Another 71% agreed that their benefits program helped set their organization apart when attracting the best talent.
