The Headline Numbers
Omanisation data presents a superficially encouraging picture. The proportion of Omanis in the total formal workforce has increased gradually, from approximately 12 percent in 2010 to around 15-18 percent by 2024. In the public sector, Omanisation rates exceed 85 percent. Private-sector Omanisation rates have risen to 20-25 percent in targeted sectors. The number of Omanis employed in the private sector has grown by approximately 50 percent over the past decade. These headline numbers suggest steady progress.
Behind the Numbers
Deeper analysis reveals a more complicated reality. Much of the private-sector Omanisation increase reflects numerical compliance rather than genuine integration. Omanis are disproportionately concentrated in administrative, HR, and PRO (public relations officer) roles rather than core technical and commercial positions. Average private-sector tenure for Omani employees is significantly shorter than for expatriate counterparts, suggesting high turnover. Many companies maintain separate Omani and expatriate management tracks. The quality of employment – not just the quantity – matters for sustainable Omanisation.
Sector Variation
Omanisation progress varies dramatically by sector. Banking and financial services have achieved relatively high and genuine Omanisation, with Omanis in substantive roles throughout the industry. Oil and gas has significant Omani employment in technical and management positions, benefiting from decades of investment in national talent. Tourism and hospitality show growing but still modest national participation. Construction, manufacturing, and retail remain heavily expatriate-dependent, with Omanisation often limited to supervisory and administrative roles. The IT sector shows promise but from a small employment base.
What the Data Suggests
The data suggests that Omanisation works best when: the sector offers competitive wages (finance, energy); there is a clear career progression pathway; genuine skills transfer occurs; and the work is perceived as professionally prestigious. It works least well when imposed through quotas alone on sectors with low wages, limited career prospects, and work conditions that Omanis consider unacceptable. Policy should focus resources on sectors where genuine Omanisation is achievable and meaningful, rather than pursuing uniform targets across all sectors.