Employment in Bahrain is no longer a discussion limited to labour-market statistics or annual economic targets. With each passing year, it becomes more central to the country’s social balance and to the long-term direction of national development.
This is particularly relevant at a time when the number of qualified Bahrainis continues to grow, yet a familiar contradiction remains: many companies and institutions still choose a foreign candidate when a Bahraini is competing for the same role, even where competence is comparable, and sometimes where the Bahraini candidate holds a distinct advantage.
Of course, Bahrain’s legal and regulatory framework does not prohibit the recruitment of non-Bahrainis, and in an open economy, such flexibility is both expected and necessary. Yet, there is a difference between openness and neglecting what should be a clear national priority. Where competence exists, giving Bahrainis precedence is not simply a preference; it is a matter of responsibility.
I once raised this issue with a businessman, and his response was strikingly blunt. From his perspective, Bahraini employees are often perceived as less ‘stable’ because they are seen as more likely to leave for a better offer – whether for higher pay, better hours, or a shorter commute. This isn’t an argument that can be easily dismissed; it is a real sentiment shared in boardrooms that influences hiring more than most would care to admit. However, this view captures only one facet of a much broader and more complex picture.
What it overlooks is that the Bahraini employee operates within an entirely different human and psychological context. Working in one’s own country, close to family, carries a stability that cannot be replicated by salary alone.
The Bahraini does not live with the emotional weight of displacement, or the persistent questions surrounding residency, legal status and separation from loved ones. In many cases, that sense of rootedness becomes a quiet advantage: it strengthens attachment to the workplace and reinforces performance through personal and social stability.
The foreign employee, no matter how skilled or professional, often remains emotionally anchored to home, drawn by family ties and the natural desire to return, or to pursue the next opportunity elsewhere when conditions change.
Beyond this, Bahrain has developed a comprehensive ecosystem of support and incentives for employing nationals. Wage support schemes, training programmes and structured pathways for professional development and rehabilitation form a practical advantage for employers, and one that should weigh heavily in recruitment decisions.
Speaking from experience, my own perception has shifted considerably. Roughly three years ago, I began working closely with the Labour Fund Tamkeen and the Labour Market Regulatory Authority, and I saw, first-hand, how investing in Bahraini talent can reshape results. In many situations, I came to view the Bahraini employee as the stronger long-term choice, even when early experience or technical proficiency appears slightly behind at the beginning. The decisive difference is not always found in credentials alone. It often lies in a deeper sense of belonging, a stronger appetite to learn, and a genuine drive to grow within the organisation.
There is also a crucial economic reality that must be acknowledged in this debate. A Bahraini salary largely remains within Bahrain. It circulates through the local economy, supporting housing, services, education, consumption and investment.
For this reason, employing Bahrainis cannot be reduced to a social gesture or framed purely as a moral position. It is a strategic economic decision. Every Bahraini who works, produces and advances becomes an additional unit of stability and a pillar of growth. Every organisation that offers real opportunity, and invests seriously in training and development, is doing more than filling vacancies; it is contributing to a stronger economy and a more cohesive society.
To the Bahraini youth standing on the threshold of their careers, I offer an essential reminder: the national initiative to employ our citizens should not be viewed as an unconditional right or a duty imposed upon employers.
It is, instead, a valuable gateway that must be met with rigorous dedication and accountability.
I am firmly convinced that if Bahrainis are awarded a genuine opportunity and seen for who they truly are, they will exceed expectations and establish themselves as the true architects of Bahrain’s prosperity.
akram@fp7.com