Dubai Investments’ Hind Abdulrahman Al Ali on how women are driving change

In this exclusive interview with Gulf Business, Hind Abdulrahman Al Ali, board director at Dubai Investments, discusses the pivotal role of women in leadership, her advice for aspiring female professionals in finance, and her vision for a more inclusive future.

Tell us how women in leadership positions can drive change and influence the industry’s direction.

Women in leadership positions are a driving force for change and significantly impact the direction of the industry. By bringing diverse perspectives to the table, they foster innovative solutions that might otherwise be overlooked. Their presence in top management allows them to lead by example, creating and participating in mentorship programs essential for cultivating the next generation of female leaders. These leaders not only share their experiences but also provide guidance and open doors for women climbing the corporate ladder, ensuring a more balanced and inclusive workforce in the future.

Moreover, women in finance have considerable influence in strategic decision-making, advocating for sustainable and ethical business practices that steer companies toward not just profit, but also social responsibility. Their insights balance the often singular focus on the bottom line with considerations of wider societal impact, leading to more holistic and sustainable business strategies.

Finally, women leaders act as powerful advocates for policies that promote gender diversity and inclusion, helping shape an environment that supports and encourages continued growth in gender diversity across the industry.

What advice can you give young women aspiring to enter and succeed in the finance industry?

First and foremost, it’s crucial to stay resilient and confident in your abilities. The finance sector can be particularly challenging, with stiff competition and high-pressure situations, so maintaining self-confidence and resilience will help you navigate these challenges effectively.

Continuous learning is also vital, as the finance industry constantly evolves with new trends, technologies, and regulations. Staying informed and educated is key to maintaining a competitive edge.

Building a strong network is another essential step. Networking with peers, joining industry groups, and seeking out mentors can provide invaluable opportunities for guidance, support, and professional growth. Experienced mentors offer insights and advice crucial for navigating the complexities of the finance industry.

Lastly, aim to make a meaningful impact in whatever role you find yourself in, regardless of your position or level within the organization. Focus on contributing positively and effectively, demonstrating your value and dedication. Making a significant impact can lead to recognition and opportunities for advancement, positioning you as a key player in your field.

How can we collectively work towards breaking down the remaining barriers for women and ensure a more inclusive future?

Advocating for inclusive policies is critical. This involves pushing for policies that support work-life balance and facilitate career advancement for women, addressing the systemic obstacles women often face in the workplace. Such policies could include flexible working hours, parental leave, and professional development programs designed with women’s needs in mind.

Fostering a corporate culture that genuinely values diversity and inclusion is equally important. It’s about embedding diversity and inclusion into the fabric of organizational practices and attitudes, ensuring they are reflected in day-to-day operations, decision-making processes, and overall company ethos.

Encouraging male allies in leadership to champion gender diversity is another crucial aspect.

Men in leadership positions have a powerful platform to advocate for change, dismantle stereotypes, and support initiatives aimed at enhancing gender diversity. Their support can drive significant cultural shifts within organisations, making it clear that gender diversity is not just a women’s issue but a business imperative that benefits everyone.

Lastly, increasing education and awareness about unconscious biases in the workplace is essential. Conducting training sessions and workshops can help employees at all levels recognize and address their biases, leading to more inclusive hiring practices, evaluation processes, and day-to-day interactions.

This awareness can encourage a more thoughtful and intentional approach to diversity and inclusion, making it easier to identify and eliminate barriers that women face.

What legacy do you hope to create for the next generation of female leaders?

Creating a legacy for the next generation of female leaders is a multifaceted ambition, focusing on empowerment, breaking barriers, mentorship, advocacy, and inclusive leadership.

The goal is to empower women to lead confidently in finance and across all sectors by equipping them with the tools, knowledge, and self-belief to take on leadership roles boldly and effectively.

Striving to break down the barriers women face in traditionally male-dominated sectors is crucial. This involves challenging and changing systemic biases and structures that perpetuate inequity while highlighting and celebrating the successes of women thriving in these fields. Establishing mentorship programmes that support and guide young women in their careers is essential to ensure that they not only reach leadership positions but thrive in them, equipped with the wisdom and experience passed down from those who paved the way.

Finally, the hope is to establish a standard for inclusive leadership that genuinely values diversity as a strength. Inclusive leadership goes beyond mere representation; it creates an environment where diverse perspectives are actively sought, heard, and integrated into decision-making processes.

This approach enriches organisational cultures and drives innovation and success by reflecting the diverse world in which we operate. The legacy desired for the next generation of female leaders is one of empowerment, equity, support, and inclusivity.

Read: Women now hold 10.8% of board seats in listed UAE firms, reveals report