Report shares best practices to develop female talent in GCC
Gender diversity in the workplace remains a key issue for employers in the GCC region. This is one of the key findings of a new report developed by the Pearl Initiative, a UAE- based business- led non- profit organization, and Sharjah Business Women Council. The report was launched in collaboration with PepsiCo. in Riyadh.
Four of the region’s leading companies surveyed for the report — General Electric ( GE), Olayan Group, PepsiCo. and Petroleum Development Oman ( PDO) — convened at the launch event to discuss the challenges of acquiring and retaining local female talent. The participants also shared best practices for ensuring inclusion and strategies to achieve stronger governance.
The report, titled “Women’s Careers in the GCC — Four Good Practice Case Studies,” aligns with Saudi Arabia’s Vision 2030 that sets the ambitious target of increasing women’s participation in the workforce from 22 to 30 percent. The vision also emphasises the importance of nurturing female talent, and acknowledges women’s contribu- tion to the development of Saudi society and economy. According to the Ministry of Education, Saudi women constitute 51.8 percent of the country’s university students.
Speaking at the event, Carla Koffel, executive director of the Pearl Initiative, praised Saudi Arabia’s vision. She added: “In recent years, women in the GCC region have been breaking through the glass ceiling at a growing pace, increasingly taking on top government and private sector jobs. The real challenge now lies in attracting and incentivising the right talent, fostering an organizational culture that will retain them, and providing professional development tools to enable them to climb to top positions in every industry. The private sector plays a pivotal role in driving change. Olayan Group, PepsiCo. and GE are great examples of organizations that are leading the way in Saudi Arabia.”
The report suggests that an integrated approach involving schools and universities, aggressive awareness drives at multiple levels, implementing supportive infrastructure, family engagement as well as women-specific policies and programs are the most effective ways to address the challenges of female employment.
PepsiCo, which has been instrumental in rolling the case study out across the GCC region, has adopted a tailor- made gender diversity and inclusion program with four main focus areas: Improving work/ life balance, nurturing a culture of understanding by setting the right tone, creating opportunities for women and communication. In less than a decade, the percentage of female employees in PepsiCo’s Saudi office increased from five to 20, with women holding four out of 12 leadership positions.