According to the World Economic Forum’s Global Gender Gap Report 2023, the Middle East and North Africa (MENA) region has closed 63.4% of its overall gender gap. While this still lags behind global averages, it marks a notable improvement, particularly in areas like education and health. However, the gap remains wider in political empowerment and economic participation, where women hold only 16% of ministerial positions and account for about 21% of the labor force.
In countries like the UAE and Saudi Arabia, recent reforms have been instrumental in boosting women’s participation in leadership roles. For instance, the UAE has achieved gender parity in its Federal National Council, with women making up 50% of its members. Saudi Arabia has also made significant strides, appointing women to key leadership roles in government and business, including the country's first female ambassador and the first female CEO of a publicly traded company.
However, challenges persist. Cultural norms and legal barriers continue to limit women’s full participation in leadership, especially in more conservative societies. According to a 2022 report by the Arab Barometer, around 60% of women in the region believe they face discrimination in the workplace, and less than 20% feel they have equal opportunities for promotion compared to their male counterparts.
Despite these obstacles, the trajectory of women’s leadership in the Middle East is moving in a positive direction. With continued efforts toward gender equality and empowerment, there is growing optimism that women will play an increasingly central role in shaping the future of the region. This article will highlight the experiences and insights of women leaders in the Middle East, exploring how they are overcoming challenges and contributing to the region's socio-economic and political development.
“Culturally, the Middle East is a traditional and male-dominated society and while this is reflected in the home, this theme is also found in how local companies are run, often with family-run businesses led by a patriarch who makes most ultimate decisions. This is however slowly changing, with a new generation of women leaders taking the helm of family businesses as well as more women founders of startups and c-suite professionals at multinational companies. As the region, especially select countries and governments in the Gulf commit to greater diversity and inclusion at board and leadership levels across all companies, norms are shifting as there is a greater acceptance that more diversity not less makes better business sense.”
— Zainab Faisal Kufaishi
“The Middle East, especially the GCC, is rapidly changing and has big goals. Success depends on attracting and retaining skilled talent. While the region has the financial resources and stable leadership to achieve these goals, there's an urgent need to develop the skills and capacity required across all sectors.”
— Samah El Saghier
“Doing business in the UAE and travelling to Egypt, Turkey and Saudi Arabia opened my eyes to the incredible number of strong women in decision-making positions in the region. As I have Iranian roots myself, I find it particularly sad that Western media doesn’t talk about the highly educated pool of female talents in the Middle East. It’s time to shine a light on those stories and encourage international business relations with women in the Middle East to strengthen their role and impact even more.”
— Mahdis Gharaei, co-founder, the female factor
how to make it in the region
Barbara Baumgartner, an Austrian national, is a self-made success story in the Middle East. She has built a remarkable career in the region, culminating in her current role as Managing Director of FAI Jet, a leading provider of aviation services and her activities as business angel, having invested in over 30 female-led companies.
“At the age of 10, I was told that piloting was a career reserved for men, which only intensified my desire to defy stereotypes and succeed in this field. My path was marked by hard work and persistence, coupled with a deep-seated passion for reading medical science, helping others, and a keen interest in aviation. The support I received was crucial - I had the backing of a male mentor who believed in my potential and a supportive husband who provided me the space to pursue my career goals.
When I entered aviation, my strengths were distinct from the typical expertise found in the industry. I brought deep market knowledge of the Middle East, strong connections at high government levels, and a passionate drive to develop new business segments. In 2003 I identified a niche business opportunity which was not yet available in the Middle East: International ICU patient transfers by dedicated air ambulance private jet and decided to bring this service to the region.
Today I am Managing Director Middle East for the world’s largest air ambulance company and our regional office contributes significantly to the group’s success.
In my role as Managing Director, I have consciously worked towards underrepresentation of women. In fact, in our Dubai office, we've achieved a significant milestone where 75% of our staff are women. This isn't a coincidence but shows that places where women lead are more likely to hire and mentor other women, creating a more balanced and diverse workplace.
Today, as a leader, I focus on giving back. I actively invest in and mentor female-led tech start-ups in order to change the gender gap in this field. My decision to invest with a gender lens is deliberate and informed. According to 2021 data collected by Crunchbase, only 2.2% of all venture funding was allocated to female-founded startups. This disparity is not just a funding gap; it's a missed opportunity, as data shows that women investors are more likely to invest in women, and female-led or mixed teams often generate higher returns. My investment strategy is thus not only about supporting women but also about recognizing and capitalizing on the untapped potential that female entrepreneurs bring to the table.“
ความคิดเห็น