Returning to the workforce after a career break can be a daunting prospect for women in Saudi Arabia, where only 40 percent are likely to return to work after a break. Women in the Kingdom face unique challenges and societal expectations when it comes to their careers, shaping their views on participating in the workforce. A recent report titled ‘Navigating the path back: Women returners in KSA’ from PwC Middle East sheds light on the obstacles women professionals encounter and provides insights into potential solutions to facilitate their successful reintegration into the workforce.
Challenges faced by women returners
In its report, PwC surveyed more than 1,200 women in countries like the UAE, Saudi Arabia, Qatar, Egypt, Bahrain, Jordan, Kuwait, Lebanon and Oman. One of the primary challenges is the stigma associated with career gaps, with 52 percent of Saudi women reporting resume rejections due to these gaps. While many Saudi women want to return to work after a break, 60 percent of them believe a break negatively impacts their careers.
Additionally, societal norms often lead to women being ‘mommy tracked’, limiting their career advancement opportunities. Meanwhile, 83 percent consider returnship programs that offer a pathway for re-entry into the labor market. Those programs include training and support which is essential for reintegration.
Key incentives for Saudi women
Financial independence emerges as a key incentive for women returners in Saudi Arabia, with 42 percent citing it as a primary motivation. Moreover, the desire to make positive contributions to society and pursue personal fulfillment also drives women’s aspirations to return to work.
“Saudi Arabia’s female labor force has more than doubled to 36 percent between 2017 and 2023, and maintaining this trajectory is essential to fulfilling the goals of the National Transformation agenda,” said Riyadh Al Najjar, PwC Middle East Chairman of the Board & Saudi Country Senior Partner, PwC Middle East.
Notably, 67 percent of women who took career breaks in Saudi Arabia held experienced, senior management and C-level roles. Those women cited caregiving responsibilities as the main reason for a career break. Contrary to other regions, Saudi women also prioritized mental and physical well-being as major reasons for taking a career break.
Key recommendations
Al Najjar recommends multiple solutions that tackle the hurdles women face when re-entering the Saudi workforce. Employers must adopt inclusive workplace practices. This includes alternative work models that help women reintegrate into the Saudi workforce. Hence, women represent an untapped pool of talent that can greatly contribute to Saudi Arabia’s economic diversification efforts and socioeconomic growth.
For her part, Norma Taki, Middle East Inclusion & Diversity Leader, Transaction Services Partner and Consumer Markets Leader at PwC Middle East, added: “Saudi businesses must create a culture where women feel secure in taking breaks when necessary.”
The report reveals that alternative work models and better childcare benefits significantly ease women’s return to the workforce. “In fact, our findings show women returning to the workforce after a career break could contribute $385 billion to the MENA region,” Taki added.
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