Well this: DE's are always a double-edge sword, and pilots be fools to think that management doesn't know this. DEs may tear companies apart if not done right. If experienced captains who have done it elsewhere can also do it in the ME and allow rapid expansion-although they'll probably enjoy the help of the experienced FOs with SOPs, local radio lingo, etc- but also, the experienced FOs, most of whom have jet command time, could also do the same job if allowed. So then these two points:
EK gives the impression of a very well organised airline which unlike many other in that region puts the right people to do the right job. I think EK probably has the most qualified FO force right now and as such company would be wise to revisit the 18 months requirement before hiring direct, and upgrade from within as much as possible from training point.
And the pilots, hopefully stay flexible and if not reasonably possible to upgrade from within, welcome DE's as long as on contract and in seniority which will be retained if these captains decide to stay later. To put it bluntly, the company is ultimately in charge and in this regard can do as it please, so why not work with them to keep every one happy. Lest we forget that recent years are littered with failed airlines unable to adapt, from which many of you come. Keep in mind that you and management work for the same company.
In closing, it has to be borne in mind that none of us were born as captains, however, some have forgotten the past. It is time for us to stay closer together and look after one another as we share the same passion for flying. The FOs should remain confident and not cocky, eager but not pushy, grateful and not confrontational, otherwise some day they might be surprised at the requried level of competence even in today's highly automated birds. At the same time, seasoned captains should remember the old days and how they craved for command, regard all FOs as captains in training and pass the torch on-it will happen anyway, willingly is just more becoming.