Alternative Work Models: A Key To Empowering Saudi Women, Says PwC

In a revealing study by PwC Middle East, it has been found that 52% of Saudi women have faced rejection from potential employers due to career gaps in their resumes. This statistic underscores the broader challenges that women professionals encounter when attempting to re-enter the workforce in Saudi Arabia, including being sidelined or 'mommy tracked' due to these breaks. The survey, titled "Navigating the path back: Women returners in KSA," highlights the critical need for 'alternative work models' to empower Saudi women's return to the workplace.

The comprehensive report surveyed over 1,200 women across several countries in the Middle East, including the UAE, Saudi Arabia, Qatar, Egypt, Bahrain, Jordan, Kuwait, Lebanon, and Oman. It also features insights from leading regional CEOs on the subject. A significant finding from the report is that more than 83% of Saudi women believe returnship programmes, which provide a structured pathway back into the workforce including training and tailored support, are crucial for their successful reintegration.

Interestingly, the study reveals that 55% of women in Saudi Arabia have taken career breaks, a figure that is higher than the 44% average in the MENA region. However, only 40% of these Saudi women are likely to return to work after their break, which is lower than the regional average of 43%. Financial independence was cited as a key motivator for 42% of Saudi women returning to work, compared to 38% in the broader MENA region.

The majority of these women (67%) who took career breaks were in experienced roles, including senior management and C-level positions. Caregiving responsibilities were among the top reasons for these breaks. Notably, unlike their counterparts in other MENA countries, Saudi women also prioritized their own mental or physical wellbeing as a top reason for taking a career break.

The stigma surrounding career gaps poses a significant barrier for Saudi women. Over half (60%) believe that taking a break from work could detrimentally affect their careers. Riyadh Al Najjar, PwC Middle East Chairman of the Board & Saudi Country Senior Partner, emphasized that maintaining the upward trajectory of Saudi Arabia’s female labour force—which has more than doubled to 36% between 2017 and 2023—is vital for achieving the goals of the National Transformation agenda.

Al Najjar further stated that Saudi women represent a reservoir of untapped talent essential for the kingdom's diversified socioeconomic growth and development. He advocated for employers to adopt inclusive workplace practices and alternative work models to reintegrate women into the workforce effectively.

Norma Taki, Middle East Inclusion & Diversity Leader at PwC Middle East, also highlighted the importance of creating a supportive culture for women. She pointed out that offering alternative work models and enhanced childcare benefits can significantly facilitate women's return to the workforce. Taki underscored that reintegrating women after career breaks could contribute up to $385 billion to the MENA region's economy.

The findings from PwC Middle East's report underline the necessity for Saudi businesses to invest in returnship programmes and foster more inclusive workplaces. Such initiatives not only support women in making positive contributions upon their return but also enable employers to tap into a highly motivated and experienced talent pool eager to make their mark on the workforce.