Article: Leveraging benefits to support, attract and retain women workers

In today's workplaces, there is a growing need for more diversity and inclusivity, especially in light of recent findings demonstrating that the return of women to the workforce in the MENA region can significantly boost the economy. Notably, over 80 per cent of women currently on a career break feel that returnship programmes and the removal of stigma related to their career break would motivate them to rejoin the workforce, including those who left leadership roles. In essence, organisations must prioritise providing more inclusive benefits and support in the workplace to attract and retain women workers.

Emerging needs among women workers globally include benefits such as returnship programmes, wellness support, flexible working policies, and work-life balance. Providing these benefits, along with opportunities for skill development for personal and professional growth, will encourage women to sustain their careers.

Here are some of the key benefits that Middle East organisations can leverage to attract and retain women in the workforce are:

Flexible work options

A significant portion of women workers in the UAE and KSA have emphasised the importance of flexible hours or work models as they balance both work and family responsibilities simultaneously. Due to a lack of support from family, they often find themselves shouldering full-time family responsibilities, leading them to leave their careers, even if they held key roles in their organisations. This issue has become even more prominent post-COVID pandemic, as work-life balance and family wellbeing priorities have come to the forefront. To increase women's participation in the workforce, organisations need to redesign or rethink their working arrangements, at least for the sake of flexibility. Providing options such as remote work, flexible hours, or compressed workweeks can help women balance their professional and personal responsibilities effectively. Some of the flexible work options that will attract women workers effectively includes:

1. Temporary work - Some women workers may not yet be prepared to join the workforce full-time due to their extended childcare or family responsibilities. However, they seek temporary work options to utilise their skills, foster personal growth, and attain financial independence. Offering temporary work options can attract them to work for your organisation, and later they may transition to full-time roles, continuing to excel professionally.

2. Part-time work - A work option, as widely known, that offers flexibility to work multiple jobs or for specific days or hours only, enabling workers to utilise their skills without being tied down to a fixed work environment. Employers can benefit from hiring part-time women workers by engaging them in pay-per-project contracts for occasional or one-off freelance work.

3. Remote work - The age of modern technology has brought numerous benefits to both workers and organisations, among which remote or hybrid work stands out. As workers demand a remote work setup, their primary desires often include job security and the flexibility to continue long-term, rather than seeking increased pay or promotions. Additionally, women workers in the Middle East appreciate the opportunity to work remotely, as it allows them to avoid commuting while still pursuing personal growth and financial independence.

4. Flexible work hours - Offering flexibility in working hours provides employees with the ability to adjust their work schedules according to their needs and preferences. This benefit allows women workers to balance work, personal, and family responsibilities more effectively, leading to increased job satisfaction and overall well-being.

Extended parental leave

Offering extended childcare leave can alleviate the pressure on women workers to prematurely end their careers. While maternity and paternity leave reforms are already established in labour laws, providing additional benefits and leaves as an organisation can aid in talent retention over the long term. Generous parental leave policies, which include paid time off for both mothers and fathers, can assist new parents and motivate their return to work after having children. By implementing more equitable parental leave benefits, organisations can promote a cultural shift towards shared caregiving responsibilities. Ultimately, it's about facilitating women's return to work after childcare duties.

Childcare Support at workplaces

Today, women workers increasingly need childcare support as a benefit to help them manage their family responsibilities. This support can include on-site childcare facilities, subsidies for childcare expenses, medical cover, flexibility, and access to resources for finding reliable childcare providers. By offering this support, employers can empower women workers to balance their professional and personal responsibilities more effectively, ultimately fostering greater job satisfaction, productivity, and retention.

Returnship programmes

A significant number of women in the UAE and KSA consider returnship programmes essential for their return to work. These programmes offer comprehensive training and support that aid in their reintegration into the workforce, providing valuable reskilling opportunities that serve as a significant incentive to return to work. Returnship programmes provide a structured pathway for re-entry into the workforce, including coaching, mentorship, internal and external networking opportunities, work shadowing, and training aimed at expediting their reintegration process. Additionally, they raise awareness in workplaces about women returners and the support needed by their colleagues to help them fit in.

Equal pay and career opportunities

As part of protecting women’s rights in the workplace and sustaining their contributions to the nation’s development, the UAE government has implemented reforms on equal pay for women and men. Similarly, KSA has introduced laws that prohibit gender wage discrimination and discriminatory hiring practices as part of its gender equality initiatives. These reforms have resulted in a significant increase in women's participation in the workforce by over 50 percent across the MENA region. Therefore, ensuring gender pay equity and offering equal opportunities for career growth and advancement regardless of gender can motivate women to stay and progress in their careers.

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Upskilling programmes

The rapid transformation driven by the adoption of AI and new technologies in workplaces has made it imperative for talent to acquire new skills needed in the future job roles. Meanwhile, women who are on a career break often feel inadequately skilled or find that current roles do not align with their existing skills. Consequently, they experience apprehension about rejoining the workforce. They may face challenges in accessing learning opportunities or identifying the skills required for roles that are evolving due to this transformative shift. Therefore, providing access to training, mentorship, and career development programmes can encourage women to enhance their skills, advance their careers, and sustain their participation in the workforce.