Friday 22 / November / 2024
Muscat: As Oman prepares to celebrate Women's Day on October 17th, the nation reflects on women's indispensable role in its progress and development. A recent study by The Consultants MEA in collaboration with Kūdi, an association of female leaders in the Middle East, reveals significant advancements Omani women make across various sectors. This comprehensive study, which interviewed approximately 400 women in leadership roles across the Middle East, underscores a positive shift toward reducing the persistent gender disparities that have historically affected the region.
The findings illustrate that Omani women are emerging as confident and assertive leaders, committed to fostering inclusive workplace environments. They are not only serving as role models but also capitalising on educational and leadership opportunities to advance their careers.
According to the National Center for Statistics and Information (NCSI), Omani women are making significant strides in higher education, with a 57% enrollment rate. However, they still face challenges such as gender bias and underrepresentation in sectors like banking and finance. Despite these obstacles, Omani women are resilient and optimistic about the future of women in business, as evidenced by the growing number of female entrepreneurs who own and manage over 32,000 SMEs in Oman.
Nielsen predicts that by 2028, women will make up 75% of discretionary spending, making them the most powerful influencers in the world. However, analysis suggests that only 35% of creative advertising directors in the US are women. The study aims to provide research-based recommendations to support women's career growth, an initiative by the women's group Kūdi. Marise Assaf, the Founder & CEO of Kudi says, “Empowering women in leadership is essential for fostering innovation and driving sustainable growth in our organizations. Time and again, crises have revealed women as the most empathetic and influential leaders. It's imperative we translate this reality to the business world, championing women's advancement. The path ahead is long, but the potential for transformative leadership is immense.”
The Bottom Line: Perceptions vs. Realities
The data revealed that 87% of women leaders have made changes to be more inclusive of women in managerial positions, demonstrating a proactive approach to addressing gender inclusivity within these organizations. Women leaders are at the forefront of Oman's drive towards gender equality, actively shaping a more inclusive future. Data from NCSI shows that women make up 47% of the public sector workforce, while 11.1% of managerial positions in the private sector. This data emphasizes the need for continued efforts to address these disparities and create more opportunities for women to advance into leadership roles in the private sector.
Many organisations recognise the value of having more women in managerial positions and are actively taking steps to create an environment that supports and encourages their advancement. There is room for improvement, and further investigation could be warranted to identify potential barriers to implementing inclusive practices.
Najla Al Jamali, CEO of Alternative Energy at OQ, said, “Workplaces need to adapt; there are two competing needs for women: the career and the biological clock. A successful workplace can navigate both, ensuring that one does not sacrifice the other.”
Leadership Styles and Challenges
The study revealed that women leaders are less inclined to prioritise leadership styles that heavily rely on emotional states and personal support. Instead, they focus on fostering an environment where professional success is recognized and rewarded and where employees are supported in achieving a healthy work-life balance.
Despite studies demonstrating that firms with a higher representation of women in senior leadership positions tend to exhibit better performance, these same studies reveal a disheartening trend: women in such roles often earn significantly less than their male counterparts. This paradoxical finding raises critical questions about the persistence of gender-based pay disparities and the underlying factors contributing to this inequity within organizations.
The recognition of gender bias as a top challenge reflects the persistence of stereotypes, preconceptions, and unequal treatment based on gender within the workplace. This bias can manifest in various forms, including disparities in opportunities for career advancement, unequal pay, and limited representation in leadership roles.
Another challenge is the reintegration of mothers into the workforce, which is notably hindered by significant work challenges, particularly those arising from family responsibilities related to childbearing and childcare.
