Women returning to work could contribute $385bn to MENA region, shows study

A new study conducted by PwC Middle East has shed light on the untapped potential of women returning to the workforce following career breaks in the Middle East and North Africa (MENA) region.

The report, titled Navigating the path back: Women returners in MENA, is the first installment of ‘The case for diversity’ series, aimed at exploring the multifaceted dimensions of diversity in our societies.

With insights drawn from more than 1,200 women across nine countries in the region, along with input from prominent CEOs, the findings underscore the significant economic contribution women returners can make, provided organisations embrace supportive measures to ease their transition back into the workforce.

The study revealed…

… that nearly half (44 per cent) of women in MENA have taken career breaks, predominantly driven by family and caregiving responsibilities.

Remarkably, over two-thirds (68 per cent) of these women possess experience beyond entry-level roles, indicating a wealth of untapped expertise waiting to be reintegrated into the workforce.

However, despite 82 per cent of returning women believing in their potential to ascend to leadership positions within their organisations, nearly half (49 per cent) of them have faced rejection in job applications due to resume gaps, highlighting the challenges they encounter upon their return.

Hurdles that women face when re-entering the workplace

The barriers women face upon re-entry into the workforce are multifaceted, ranging from employer stigma to a lack of flexible working arrangements that accommodate both work and personal responsibilities.

This, coupled with the risk of experiencing slower career advancement or reduced earnings, paints a complex picture of the challenges women returners confront.

The survey findings also indicate that the longer the duration of the career break, the more challenging it becomes to reintegrate successfully.

Norma Taki, Middle East Inclusion & Diversity leader at PwC Middle East, underscored the need for concerted efforts from employers, governments, and societies to empower women to channel their talent effectively. She emphasised, “Failure to bring back women to the workforce will be a huge loss of talent for organizations.”

The report advocates for the adoption of alternative work models such as flexible or remote working arrangements to enable women to balance their work and home responsibilities effectively. Furthermore, granting flexibility for additional work hours could potentially yield GDP gains of up to $4.3bn across the nine countries surveyed.

To facilitate the return of women to the workforce, the report recommends implementing more equitable parental leave policies and well-designed returnship programmes.

Additionally, addressing unconscious bias through inclusive workplace policies and training, along with providing mentorship and sponsorship programmes, is crucial to fostering an environment where women can thrive professionally.

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Also read: The global gender retirement gap and its regional impact