Women leaders redefining the future of businesses and workplaces
Women leaders in the Middle East are transforming traditional paradigms and advancing in all socio-economic spheres.
From Saudi Arabia's entrepreneurial ecosystem to the UAE's advances in corporate leadership and Oman's improved family policies, these developments highlight the role women play in the region's economic future. The collective efforts of governments, organisations and individuals are beginning to align for women to strengthen leadership in the region.
Recent data and initiatives further illustrate this progress, while also shedding light on the challenges that remain.
Rising entrepreneurs..
In Saudi Arabia, women’s entrepreneurial ambitions have surged, with a 30 per cent increase in business aspirations over the past eight years. The Saudi Women’s Global Entrepreneurship Monitor (GEM) reveals nearly half of Saudi women intend to launch entrepreneurial ventures within three years, driven by Vision 2030’s commitment to economic diversification and inclusivity.
However, challenges persist for women who take career breaks: 55 per cent of Saudi women have experienced such breaks, with only 40 per cent returning to work. The PwC Middle East report, "Navigating the Path Back: Women Returners in KSA", highlights that caregiving, health issues, and societal pressures often hinder their workforce reentry. Addressing these issues with flexible work options and skill-matching initiatives can empower women to maintain their career trajectories and fulfill their potential.
Notably, 85 per cent of Saudi women believe in their capacity to ascend to senior leadership, illustrating their aspirations and resilience despite these challenges.
Inclusive leadership and workforce empowerment
The UAE continues to lead in advancing gender inclusivity in leadership. Research by Consultants MEA and Kūdi shows that 87 per cent of UAE women leaders actively promote gender equity in managerial roles. Women now co-found or lead approximately 50 per cent of UAE startups, reinforcing their critical role in business innovation. However, challenges such as gender bias and family demands remain significant, with only 17 per cent of women occupying CEO roles.
Mentorship has been instrumental, with nearly 100 per cent of women affirming its impact on career growth. Emirati initiatives like the Abu Dhabi Family Growth Support Programme further support women by extending private sector maternity leave to 90 days and offering financial support during this period. Such measures aim to help women balance professional ambitions with familial responsibilities, reducing pressure to leave the workforce during critical caregiving phases.
The Abu Dhabi Pension Fund’s 2024 report highlights a 41 per cent increase in insured Emirati women, showcasing their growing workforce participation. Women now constitute 52 per cent of insured Emiratis, with a 13 per cent rise in private-sector employment over three years. This growth is complemented by financial independence and personal development incentives that attract women back into the workforce.
Oman’s family-friendly labour reforms have set regional benchmarks. Policies such as 14 weeks of paid maternity leave and pension contributions during leave reflect a strong commitment to gender equity. The reforms address critical challenges like job security during caregiving periods, ensuring women’s continued participation in the workforce.
Breaking barries, but challenges persist
Despite these achievements, women across the region face significant barriers in career continuity. The PwC report indicates that over 60 per cent of Saudi women experience negative career impacts due to career breaks, with resume gaps and societal biases cited as primary obstacles. Similar patterns are evident across the MENA region, underscoring the importance of returnship programs and re-skilling initiatives.
Workplace adaptations are also critical. As Najla Al Jamali, CEO of Alternative Energy at OQ, notes, balancing career progression with biological and familial priorities requires systemic support. Addressing these challenges could unlock significant economic gains, with flexible work policies projected to contribute $385 billion to regional economies.
As women leaders in the Middle East continue to break barriers, their influence across entrepreneurship, governance, and community initiatives becomes more pronounced. Their contributions are critical to the region’s economic diversification and innovation. Collaborative efforts from governments, organisations, and communities are key in sustaining this progress, ensuring women can lead the Middle East into a more inclusive future.