Women in the MENA Workforce

The Evolving Landscape of Women’s Employment in MENA

Traditionally, women’s participation in the labor market across MENA has been lower compared to global averages. However, recent years have witnessed a positive trajectory.

• Policy reforms in countries like Saudi Arabia, the UAE, and Egypt have increased access to education, mobility, and workplace inclusion.
• The World Bank reports that female labor force participation in MENA has been rising steadily, driven by government initiatives aligned with national visions such as Saudi Vision 2030 and the UAE Gender Balance Council.
• Women are not only joining the workforce but also pursuing STEM (Science, Technology, Engineering, Mathematics) careers — a key shift for the region’s tech-driven future.

Women in Technology: Breaking Barriers

Technology has emerged as both a challenge and an opportunity for gender inclusion.

• Digital skills programs and entrepreneurship initiatives have empowered women to enter fields traditionally dominated by men, including software engineering, data science, and cybersecurity.
• Remote work and the rise of digital freelancing have opened new avenues for women to balance professional and personal responsibilities.
• Regional initiatives like SheTechs, Women in Tech MENA, and TechWomen have provided mentorship, networking, and global exposure for aspiring female professionals.

Still, barriers remain. Access to venture capital for female tech founders, unequal pay, and limited representation in C-suite roles persist as significant obstacles.

Leadership Representation: The Growing but Narrow Pipeline

In boardrooms and executive roles, women in MENA are gradually gaining visibility

• The UAE leads the region with a growing share of women in leadership — over 29% of managerial positions are held by women, according to recent government data.
• Saudi Arabia has made notable progress, with women now holding leadership roles in ministries, finance, and major corporations such as Aramco and STC.
• Across sectors like banking, education, and government, women are assuming roles that directly influence policy and strategy.

However, leadership diversity remains concentrated in specific sectors, and female representation in tech startups or senior technology roles is still relatively limited.

The Business Case for Gender Diversity

Beyond social equity, gender inclusion in leadership and technology is a strategic advantage.

• McKinsey research indicates that companies with gender-diverse leadership teams are 21% more likely to outperform their peers in profitability.
• Diverse teams bring broader perspectives, innovation, and better decision-making — critical ingredients in today’s digital economy.
• MENA organizations adopting inclusive practices are better positioned to attract top global talent, enhance employer branding, and drive sustainable growth.

Challenges That Still Need Addressing

While progress is evident, structural challenges continue to slow advancement:

• • Cultural norms and workplace bias often discourage women from pursuing leadership tracks.
• • Limited access to mentorship and networking platforms reduces visibility for high-performing female professionals.
• • Skill gaps in emerging technologies such as AI, data analytics, and cloud computing can create barriers to entry.
• • Workplace flexibility and childcare support remain inconsistent across organizations.

These challenges highlight the need for holistic HR strategies and policy-level interventions to sustain inclusion efforts.

Bridging the Gap: What Organizations Can Do

Organizations in MENA have the opportunity — and responsibility — to accelerate gender inclusion. Some actionable steps include:

• Develop inclusive hiring frameworks to ensure unbiased recruitment and equal pay.
• Invest in digital upskilling programs specifically designed for women in tech.
• Launch mentorship and leadership programs pairing emerging female talent with experienced leaders.
• Implement flexible work policies to support work-life balance.
• Highlight women role models through internal communication and employer branding.
• Collaborate with educational institutions to promote STEM pathways for young women.

These measures not only empower women but also create stronger, more agile organizations.

The Road Ahead: Inclusion as Innovation

The inclusion of women in tech and leadership is not just a social goal — it’s an innovation strategy. As MENA economies diversify beyond oil, digital transformation and human capital are becoming the region’s strongest assets. Empowering women to contribute fully in these areas is vital for sustainable progress.

By embracing gender balance as a core business value, organizations across the MENA region can unlock untapped potential — creating workplaces that are innovative, inclusive, and globally competitive.

Conclusion

Women in MENA are no longer standing at the sidelines of economic transformation — they are driving it forward. From coding labs in Riyadh to boardrooms in Dubai, a new era of female leadership is emerging.

The challenge now is to ensure that this momentum is sustained, scalable, and supported — not just by policy, but by culture, leadership, and opportunity.

Bridging the gender gap in tech and leadership isn’t just about equality — it’s about building the future of work for everyone.