Women leaders are reshaping traditional norms and making strides across all socio-economic spheres. They’re not just leading—they’re driving conversations on sustainability, innovation, and impact, paving the way for a more inclusive and forward-thinking future.

In the Middle East, 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.

Sustainability impact..

Masdar's Women in Sustainability, Environment, and Renewable Energy (WiSER) in its study highlighted the growing influence of women as leaders in driving sustainable change globally. The initiative emphasized the critical role of female entrepreneurs in advancing climate solutions and outlined key steps to bridge gender gaps in finance, scalability, AI, integration, mentorship, and accessibility. WiSER also stressed the importance of equipping women with the resources, opportunities, and support needed to scale their impact—positioning them as catalysts for climate innovation and sustainable development.

Dr. Lamya Fawwaz, Executive Director of Brand & Strategic Initiatives at Masdar and Program Director of WiSER, said: “By fostering an inclusive ecosystem that supports female-led innovation, we can unlock new economic opportunities, accelerate sustainable development, and ensure female entrepreneurs have the tools and investment they need to lead in shaping a more resilience and prosperous future.”

At the heart of this transformation are female climate entrepreneurs. Women are not just contributors to sustainability efforts – they are leaders, innovators, and catalysts for change, pioneering solutions that will define our sustainable future."

"Female entrepreneurs are emerging as indispensable forces in the transformation to a sustainable global economy, driving progress in both climate mitigation and adaptation. However, unlocking their full potential requires the creation of an enabling environment – one that is visionary, inclusive, and holistic. This ecosystem must blend critical elements, including access to financing, pathways to scalability, the transformative power of artificial intelligence, and opportunities to build strong networks. When these elements come together, they do more that support individual women – they spark innovation, accelerate impact, and help ignite the global sustainable economy we all envision," she added. 

The report underlines that female-led startups consistently demonstrate strong ESG (Environmental, Social, and Governance) performance, creating ripple effects across the broader ecosystem. Research shows that women in leadership roles are more proactive in integrating climate considerations into business strategies, leading to tangible environmental benefits. Organisations with gender-diverse boards are: 

• 60 percent more likely to lower energy consumption intensity
• 39 percent more likely to cut greenhouse gas emissions
• 46 percent more likely to reduce water usage
• Additionally, a 1 percent increase in female managers is linked to a 0.5 percent reduction in CO2 emissions.

By investing in female entrepreneurs, particularly in climate tech, investors not only strengthen their ESG credentials but also fuel the growth of sustainable and ethically managed businesses.

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.

Additionally, women remain significantly underrepresented in AI, both in workforce participation and the adoption of emerging technologies. According to the 2023 Global Gender Gap Report, women make up just 30 percent of the global AI workforce, reflecting broader disparities across STEM fields.

This gap extends beyond employment—Harvard Business School (2025) data shows that women are also less likely to adopt and integrate generative AI into their work. Systemic barriers, from limited access to technical education to a lack of leadership representation, continue to reinforce these inequalities.

Closing this gap is not just about equity—it’s about ensuring that AI systems are inclusive, ethical, and designed to benefit everyone.

The WiSER report also underlined that while many programs offer technical training in renewable energy and sustainable business, they often fail to address the gender-specific barriers women face. Additionally, they tend to overlook the importance of soft skills—like confidence and negotiation—which are crucial for navigating gender bias in business. To drive true inclusion, training must go beyond technical expertise and equip women with the tools to lead, influence, and thrive in the sustainability sector.

In many regions, legal and societal restrictions limit women’s ability to own assets like land, making it harder to start and grow businesses. Lack of access to information, technology, and professional networks further compounds these challenges.

Affordable childcare shortages create additional obstacles, while climate change exacerbates the issue—forcing women to spend more time on household tasks. For instance, prolonged droughts mean longer journeys to fetch water or fuel, reducing the time available for business pursuits. Addressing these barriers is key to unlocking women's full economic potential and fostering inclusive, sustainable growth.

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.