Across the Gulf, companies are rethinking workplace policies to better support women’s professional lives. This shift is being driven by both demographic changes and economic goals, as countries aim to increase female participation in the workforce.
Saudi Arabia, under Vision 2030, has increased female labor force participation from 17% in 2016 to over 36% in 2023. This has forced employers to confront structural issues: lack of flexible work, limited childcare options, and uneven access to senior roles. In the UAE, companies like Emirates Group and ADQ have introduced flexible work models and mentorship programs aimed at retaining women.
Some private companies are going further. Family-run businesses in Kuwait and Bahrain are implementing return-to-work programs and policies that account for caregiving responsibilities. Hybrid work has become a standard offering in sectors like tech, finance, and design.
The challenge remains in implementation. Cultural expectations, especially around unpaid labor and family roles, still affect how policies are used. Experts note that workplace inclusion is not only about new benefits but also about changing attitudes—particularly among male managers and executives.
Still, the direction is clear. Companies that recognize and adapt to the real structure of women’s lives are better positioned to retain talent and remain competitive.
