Enhanced collaboration between the education and the private sectors could facilitate a smooth transition of Gulf Cooperation Council (GCC) women with Science, Technology, Engineering and Mathematics (STEM) education into the regional workforce, said Christine Harb from Global Brand Council at VISA.
Harb told TRENDS that although the number of female STEM graduates was high in the GCC region, this did not necessarily translate into a proportionate increase in the workforce.
But their number could rise if women are empowered by securing a healthy female representation in the recruitment pipeline and ensuring they have the proper support, mentoring, experience and opportunities once hired.
 Identifying and removing bias in hiring by making ‘job descriptions’ more gender-neutral and adjusting the recruitment process to appeal to more female candidates could also increase the number of women in the workforce.
Equally important, Harb said, is walking the talk by providing flexible working conditions and creating psychological safety that would encourage women to bring their whole selves to work and be authentic.
How digitalization fosters diversity at work
Speaking at a panel discussion at the recently-concluded TOP CEO Conference 2022, Harb said women had to leave their jobs to fulfill other responsibilities during the pandemic, which was a setback to the growing focus on diversity and inclusion in the workforce.
Yet, she added, GCC is witnessing a rise in recruitment of women and more knowledge sharing between companies to ensure women are supported throughout their careers.
Promoting women’s equality in the workplace, society, and the economy is a significant force for progress. As technology begins to reshape the workplace and provide more job opportunities and greater flexibility for working women, digital inclusion is a critical catalyst for increasing female participation in jobs in the region.Â
Digitalization, Harb said, would help organizations that invest in digital tools to hire and retain diverse talent and besides supporting women’s active participation in the workplace.
Other benefits of digitalization include:
Broadening options: Digital platforms that create online marketplaces for contingent work open new avenues for women and offer opportunities to overcome the region’s societal and cultural barriers.
 Designing flexible work arrangements: Digital tools enable employees to have a more flexible lifestyle by streamlining work and personal commitment. It also helps companies manage their remote workforce and level the playing field.
Create unconventional career pathing: As people digitally upskill to grow and enhance their capabilities, they could be considered for jobs outside their area of expertise that would expand their career growth and learning. A multidimensional career path can be created to enhance continual knowledge and equip them for future jobs.