Iran exports $1bn in petrochemicals
- Nationalization quotas in the individual country need to be considered first. Gulf Countries governments require that MNCs hire some percentage of local nationals. Quotas are generally set by industry and can range between 5% and 60%.
- Next you must consider the passport and the nationality of the potential hire. For example Syrians are not allowed to enter Libya and cannot be employed there. In Saudi Arabia, hiring quotas are set by nationality. An individual will not be able to enter any of the Gulf countries if he/she has travelled to Israel in the past.
- Country attitudes and customs must be considered. “One of my Scandinavian clients was determined to be gender-friendly.” Ksenia said, “This organization wanted to hire a female senior executive to develop its business in Kuwait and Saudi Arabia. But it does not work: a range of restrictions prevent women from participating in public life in these countries.”
- Finally, companies need to have their fingers on the pulse of what is going on. New laws and restrictions can be adopted overnight and not be publicized. Businesses in the region need to be agile and build wide networks to gain faster access to such information.