Recent findings from the research group ‘The Consultants MEA’ in collaboration with Kūdi, an association of female leaders in the Middle East dedicated to accelerating women’s learning and personal development, crowned the UAE as the Middle East’s hub for women in business.
With strong representation of women in leadership roles, effective empowerment policies, and initiatives to foster gender equality, the UAE takes the lead in positioning itself as a key player in the region’s economic development. This progress is evident in the DIFC Innovation Hub’s report, which shows that almost 50 percent of startups in the UAE are co-founded or led by women, indicating a growing presence of women in sectors like technology and innovation.
Uneven sector progress
The ‘MENA Women in Business Survey 2024: Breaking Barriers with Bold Women’ survey interviewed around 400 women in leadership positions within the business sector across various Middle Eastern countries, including Morocco, Egypt, Jordan, UAE, Saudi Arabia, Oman, Kuwait, Qatar, and Bahrain. It examined how women are taking on more significant roles in the workplace, indicating a positive shift towards reducing gender disparity that has long characterized the region.
The study reveals a significant disparity in the distribution of female CEOs across industries. Women are participating in greater numbers in manufacturing and technology, yet markedly lower in banking, consumer goods, retail and government sectors.
Nielsen predicts that by 2028, women will make up 75 percent of discretionary spending, making them the most powerful influencers in the world. However, analysis suggests that only 3 percent of creative advertising directors in the U.S. are women.
“Empowering women in leadership is essential for fostering innovation and driving sustainable growth in our organizations. Time and again, crises have revealed women as the most empathetic and influential leaders. It’s imperative we translate this reality to the business world, championing women’s advancement,” stated Marise Assaf, founder & CEO of Kūdi.
UAE’s progress in gender inclusivity
The data also revealed that 87 percent of women leaders have made changes to be more inclusive of women in managerial positions. This demonstrates a proactive approach to addressing gender inclusivity within these organizations. This high rate also reflects a strong commitment to enacting tangible and intentional changes to create a more supportive and equitable environment for women in managerial roles.
This commitment aligns with the UAE’s wider progress in gender inclusivity. The country’s progress is also evident in the 17 percent representation of women on boards in the UAE and their increasing leadership within the technology sector.
“Workplaces need to adapt; there are two competing needs for women: the career and the biological clock. A successful workplace can navigate both, ensuring that one does not sacrifice the other,” added Najla Al Jamali, CEO of Alternative Energy at OQ.
Read: UAE President engages with world leaders on trade and development at BRICS Summit
Pay disparities remain a challenge
The study also revealed that MENA women leaders are less likely to prioritize leadership styles that rely on emotions and personal support. Instead, they focus on fostering an environment where professional success is recognized and rewarded. Moreover, they seek to ensure that employees are supported in achieving a healthy work-life balance.
Studies demonstrate that firms with a higher representation of women in senior leadership positions tend to exhibit better performance. However, these same studies reveal that women in such roles often earn significantly less than their male counterparts. This paradoxical finding raises critical questions about the persistence of gender-based pay disparities. Moreover, it raises questions regarding the underlying factors contributing to this inequity within organizations.
The recognition of gender bias as a top challenge reflects the persistence of stereotypes, preconceptions, and unequal treatment. This bias can manifest in various forms, including disparities in opportunities for career advancement, unequal pay, and limited representation in leadership roles.
Another challenge is the reintegration of mothers into the workforce, which is notably difficult due to significant work challenges, particularly those arising from family responsibilities related to childbearing and childcare.
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