Doha, Qatar – The women returning to the workforce following a career break have the potential to contribute nearly US$385bn to the GDP across nine countries in the Middle East and North Africa (MENA) region. says a PwC Middle East’s survey.
82% of these women believe that they can progress to the top levels of their organizations. However, nearly half (49%) agree that their applications have been rejected due to gaps in their resumes.
Providing flexible working models that enable women to work additional hours could generate close to US$4.3 billion in GDP gains in the nine countries surveyed.
The report calls for actions that employers can take to harness and advance this talent pool effectively with 83% of women agreeing that returnship programmes will be significant in influencing their decision to rejoin the workforce.
The report draws insights from over 1,200 women in the UAE, Saudi Arabia, Qatar, Egypt, Bahrain, Jordan, Kuwait, Lebanon, and Oman. It also includes critical perspectives from leading CEOs in the region.
Results show that nearly half (44%) of women in MENA have taken a break over the course of their careers, typically driven by family and caregiving responsibilities. More than two-thirds (68%) of them possess beyond entry-level experience.
The report calls for actions that employers can take to harness and advance this talent pool effectively with 83% of women agreeing that returnship programmes will be significant in influencing their decision to rejoin the workforce.
Those that can rejoin the workforce face several challenges, including employer stigma, lack of flexible working arrangements to manage work along with other responsibilities, and the risk of being subject to slower career advancement or reduced earnings compared to their peers as a result of being “mommy tracked.
The survey results also suggest that the longer time spent out of work, the more challenging it is to return.
“We remain committed to advancing gender equality within our firm as a key priority for our growth and development. While there is still ground to cover, we are encouraged by the strides we have made in challenging biases and fostering an inclusive environment for women,” Bassam Hajhamad, Qatar Country Senior Partner and Consulting Lead, PwC Middle East, said.
Norma Taki, Middle East Inclusion & Diversity Leader, Transaction Services Partner and Consumer Markets Leader, said: “Women returning to work face obstacles to career advancement as employers do not view career breaks favourably, which results in negative impact on earnings and career progression. However, career breaks can offer profound personal growth opportunities.”
The report shows that providing alternative work models such as flexi- or remote working can help women balance their work and home responsibilities in a way that suits them best. Also, allowing women to work additional hours by granting them flexibility could lead to GDP gains of up to US$4.3 billion across the nine countries in the study.