Advancing workplace gender equality in the Middle East

The topic of gender equality has come to the fore in recent years, with movements like #MeToo and Time’s Up spotlighting the power imbalances entrenched in today’s society. The COVID-19 pandemic has only further highlighted these disparities. For instance, the perpetuation of gender norms means that women often feel obligated to take on a larger share of household and childcare responsibilities. As a result, many have found it difficult to separate their work and family lives during COVID-19 lockdowns. 

This was just one  of the issues raised during a recent conversation, “How Women Rise: Influential Women in Middle East Finance,” which featured senior female leaders from some of the Gulf’s leading financial institutions. Bloomberg sponsored this exchange as part of the company’s G.C.C. gender diversity initiative, A Fair Share, which advocates for gender equality in the financial industry and seeks to help women ascend the corporate ladder.

“The pandemic has upended the lives of women across the globe. Many working mothers have been hit with the double whammy of holding down their jobs and dealing with childcare and schooling,” said panel moderator Zainab Fattah, Middle East correspondent for Bloomberg News. “While many of us hope that the pandemic will be short-lived, its long-term repercussions may be severe – on women’s advancement within various industries, as well as on their ability to earn a living.”

Fattah went on to share some salient findings from a recent study conducted by management consulting firm McKinsey, which shows that working mothers are three times more likely than working fathers to be handling the majority of the housework during COVID-19. The study also found that a quarter of women are considering scaling back their career aspirations or even leaving the workforce entirely as a result of the extra demands created by the pandemic. As Fattah observed, these trends could stymie existing efforts to advance gender equality in the workplace. Women only hold a small minority of top leadership roles – and the disparity is even more acute in the Middle East. 

Supporting women during COVID-19 

Fortunately, while the pandemic has had a disproportionate impact on women, several companies in the Middle East are striving to alleviate the burden on their female employees.

“At Citi, we are mindful of the challenges that women are facing during the pandemic – for instance, taking care of their families, homeschooling, and household chores,” said panelist Carmen Haddad, the Vice Chair of the Middle East & Chief Country Officer of Saudi Arabia at Citi. “This is an opportunity for us to enact change and look at flexibility [policies] for women.” 

Fellow panelist Farah Foustok, the Chief Executive Officer of Lazard Gulf Limited, highlighted the importance of empathy during these trying times. “Compassion is critical at this point. At Lazard, we have started conducting mental health workshops for employees, and we encourage mentoring and one-on-one engagement to really understand [each individual’s] problems,” she said. “The fact that employees are able to share their issues and challenges has really helped a lot.”

Gender equality in the workplace 

Beyond COVID-19, companies are striving to promote gender equality on a wider scale.

“There is still a lot of work that needs to be done when it comes to gender diversity in the Middle East, but we are seeing a fundamental shift in mindset towards female empowerment and female inclusion,” Haddad observed. 

Some firms are building gender equality into the hiring and promotion process.

“At Citi, we are really focused on equal pay, equal promotion, and having equal voices at every table,” said Haddad. “Last year, for instance, 10 out of the 19 employees promoted to director-level positions in the Middle East and Africa were women. We also ensure that our graduate program intake comprises 50% female candidates.” 

In the same vein, Bloomberg is dedicated to advancing women in the workplace through both internal and external initiatives. These include the Bloomberg Gender-Equality Index (GEI), which tracks the financial performance of public companies that have demonstrated their commitment to the cause. The Index is aimed at building a compelling business case for gender equality. The company is also planning to hold more knowledge-sharing sessions across the Gulf in the coming months as part of its A Fair Share initiative. 

“Women are not a problem that needs to be solved. Instead, they are the solutions to the problems that exist today in our corporations,” said Foustok. “By employing and empowering female talent, you will only enhance your business’s performance.” 

Success starts from within 

While such workplace practices are integral, women are also responsible for their own success. This starts with simple self-belief.

“Women shouldn’t remain silent. If you want to assume more responsibility or think that you deserve a higher position, you should fight for your right,” said panelist Wafa Ahmad Alqatami, who sits on the Board of Directors at the Kuwait Chamber of Commerce. 

Her views were echoed by Haddad, who underscored the importance of carving out your own career path. “Manage your career instead of relying on other people to do it for you,” she advised. “Also, don’t be afraid to make mistakes, and put your hand up when you see something wrong. Grab every opportunity and say yes to things that might take you out of your comfort zone.” 

However, while career progression is undoubtedly important, women should not feel pressured to prioritize it above all else.

“At the end of the day, check in on your happiness index. Women work exceedingly hard, but we all need balance as human beings,” said Haddad.

Ultimately, it is key that women define success – be it in the workplace or otherwise – on their own terms.

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