Reintegration Of Women Into Workforce Poised To Add $385bn To MENA's GDP

Women re-entering the workforce after a career hiatus could significantly boost the economy of the Middle East and North Africa (MENA) region, with a potential addition of nearly $385 billion to the Gross Domestic Product (GDP) across nine countries. This insight comes from a pioneering study by PwC Middle East, part of their 'The case for diversity' series. The report, titled 'Navigating the path back: Women returners in Mena', is a comprehensive analysis based on responses from over 1,200 women across the UAE, Saudi Arabia, Qatar, Egypt, Bahrain, Jordan, Kuwait, Lebanon, and Oman. It also incorporates viewpoints from top CEOs in the region, highlighting the economic and social benefits of reintegrating women into the workforce.

The study reveals that 44% of women in MENA have taken career breaks, primarily due to family and caregiving duties. Despite these interruptions, 68% of these women have more than entry-level experience. A promising 82% believe they can ascend to senior positions within their organizations post-return. However, challenges persist, with 49% reporting job application rejections due to resume gaps. The stigma from employers, lack of flexible work arrangements, and potential for slower career progression are significant hurdles for these women.

Hani Ashkar, Middle East Senior Partner at PwC Middle East, emphasizes the firm's commitment to gender diversity and addressing biases. "By taking proactive action, businesses can move from awareness to action and results," Ashkar states. Norma Taki, Middle East Inclusion & Diversity Leader at PwC Middle East, also points out the obstacles faced by returning women but notes that career breaks can also offer substantial personal development opportunities.

The report suggests that facilitating women's return to work through flexible or remote working models could not only help them manage their professional and personal responsibilities better but also lead to significant GDP gains—up to $4.3 billion across the studied countries. Moreover, equitable parental leave policies and comprehensive returnship programs are crucial for encouraging women back into the workforce. Addressing unconscious bias through inclusive workplace policies and training is equally important.

Effective mentorship and sponsorship programs are highlighted as key factors in supporting women's career advancement post-break. The collective effort of employers, governments, and societies is essential in harnessing the untapped potential of female professionals returning to work. Failing to reintegrate these women into the workforce would result in a substantial loss of talent for organizations and hinder regional economic growth.