Inclusion
Women at work in MENA: participation is only the first measure
Getting more women into work is necessary. It is not enough. Retention, pay, decision-making power and access to advancement determine whether participation becomes durable economic opportunity.
A persistent regional gap
World Bank analysis using ILO estimates placed female labour-force participation in MENA at about 19% in 2023, compared with roughly 48% globally. The regional average hides large differences, including rapid change in Saudi Arabia and persistent barriers elsewhere.
The workplace is connected to life outside it
Transport, childcare, safety and the distribution of unpaid care shape whether a job is possible before workplace culture is even considered. Inside the employer, predictable hours and real flexibility can determine whether talented people stay.
Count advancement, not only hiring
A company can improve its entry-level representation while leadership remains unchanged. Useful questions follow the whole career path.
- Are promotion criteria published?
- Who receives high-visibility assignments?
- Is parental leave usable without career penalty?
- Are complaints handled by a genuinely independent process?
Evidence without exposure
Small teams can make even anonymous stories identifiable. Sadeq avoids authors, exact dates and public contribution counts, and withholds grouped figures until enough people report. Reviews should describe systems rather than identifying a manager or colleague.
Sadeq Editorial distinguishes official statistics from survey findings and interpretation. Regional figures describe broad patterns—not every country, sector or workplace.