Role Of HR In Building An Inclusive Workplace In The Middle East

11 mins read

Can it really be a modern workplace if it still battles the issues of the past? 

This is the question that comes to the mind of women across the world - because even today, decades after women first marched for equality, women are still not included in certain workplaces across the globe. 

The World Bank estimates the current global average for female workforce participation is around 47.4%. The Middle East falls below this average, with a wide range of participation rates depending on the country. 

While the UAE boasts female workforce participation rates of around 53%, countries like Saudi Arabia still have a lower percentage of women in the workforce. As of 2023, Saudi Arabia reports a female workforce participation rate of around 35% - though significantly lower than the world average and UAE, it has still exceeded its Vision 2030 goals several years ahead of schedule. 

Despite this progress, significant steps still need to be taken to foster women’s inclusion in the Middle East workplace. Building an inclusive workplace is not just a buzzword; it's a strategic advantage that drives innovation, productivity, and employee satisfaction. At the heart of fostering inclusivity lies the Human Resources (HR) department.

From implementing diversity initiatives to promoting equal opportunities and supporting employee resource groups, HR professionals have the power to shape company culture and ensure everyone feels valued and respected. 

Before we dive into the role HR plays in fostering inclusion in the workplace for women and other marginalized groups, let’s take a look at the history and current status of women in the Middle Eastern workforce. 

Women in the Middle Eastern Workforce

Women’s inclusion in the workforce in Middle Eastern countries has been a journey of progress and challenges. Historically, Middle Eastern societies adhered to strict gender roles, limiting women's participation in the formal workforce. More often than not, cultural norms and legal restrictions discouraged female employment.

Current Status

The level of female workforce participation varies significantly across the Middle East. Gulf countries like Saudi Arabia still have some of the lowest rates, while nations like the United Arab Emirates show higher female participation. Sectors like education and healthcare often see higher numbers of women employees.

Some of the reforms introduced by select Middle Eastern countries

Cultural barriers and societal expectations can still hinder women's advancement in the workplace. Lack of affordable childcare or flexible work arrangements can create obstacles for working mothers. Gender pay gaps and limited access to leadership positions persist in many countries. 

As per the World Bank’s Women, Business and the Law 2022 Index, Jordan requires significant reforms in multiple areas, from freedom of movement, laws affecting women's decisions to work, laws affecting women's pay, to laws affecting women's work after having children. 

However, the increasing need for skilled workers and economic diversification efforts in the Middle East create opportunities for women's inclusion. Continued educational advancements and government initiatives aimed at gender equality are paving the way for a more inclusive future.

Overall, women's inclusion in the Middle Eastern workforce is a story of gradual progress amidst ongoing challenges. As the region continues to develop, removing barriers and promoting equal opportunities will be crucial to unlock the full potential of its female workforce. It’s here that the HR department has a critical role to play.

Importance of DEIB

DEIB, which stands for Diversity, Equity, Inclusion, and Belonging, is crucial in building an inclusive workplace. By embracing DEIB principles, organizations create a roadmap for collaboration and success.

The significance of DEIB lies in its ability to bring together individuals from diverse backgrounds, experiences, and perspectives. This diversity fosters innovation, creativity, and problem-solving by introducing a wide range of ideas and approaches.

When employees feel valued and included in the workplace regardless of their differences, they are more likely to contribute to the organization's goals actively. Building DEIB improves employee morale and enhances their perception of their workplace. When employees witness the commitment of their organization towards creating an inclusive environment, they develop a sense of belonging and loyalty.

Impact on Employee Perception

A workplace prioritising DEIB sends a powerful message to its employees: everyone is valued for who they are. This fosters a sense of psychological safety, where individuals feel comfortable expressing themselves without fear of judgment or discrimination. As a result, employees become more engaged, motivated, and productive.

Furthermore, when organizations prioritize DEIB initiatives, it creates opportunities for career growth and advancement for underrepresented groups. This helps break down barriers and promotes equal access to opportunities. Employees recognize these efforts and appreciate the organization's commitment to fairness and equality.

Creating Respectful and Inclusive Environments

One of the core objectives of DEIB is to create respectful and inclusive environments where all individuals can thrive. Organizations achieve this by promoting awareness about biases, providing training on cultural competence, implementing fair policies and practices, and fostering open communication channels.

Companies can also send a powerful message that everyone has an equal opportunity to succeed by ensuring that employees from different backgrounds are represented in leadership positions.

HR departments can spearhead initiatives such as implementing unbiased hiring practices and work closely with leadership teams to develop comprehensive diversity and inclusion strategies. Let’s take a look at the various steps that HRs can take to make the workplace more inclusive for women. 

Role of HR in Building Inclusive Workplaces for Women

HR professionals play a central role in fostering a work environment where women feel valued, empowered, and have the opportunity to thrive. Here's how HR can champion women's inclusion:

Recruitment and Onboarding

• Bias-free recruitment: Develop processes that eliminate gender bias in job descriptions, interview panels, and candidate evaluation.
• Flexible work arrangements: Offer flexible work options like remote work, part-time schedules, or compressed workweeks to support working mothers and attract diverse talent.
• Inclusive onboarding: Ensure onboarding programs are inclusive and provide women with the resources and support they need to succeed.

Discover how a diversity hackathon helped Walmart India exceed its gender mandate.

Policy and Culture

• Anti-discrimination and harassment policies: Implement clear and effective policies against discrimination and harassment, with robust reporting and investigation procedures.
• Parental leave: Offer parental leave policies that are equitable for both mothers and fathers, encouraging shared responsibility for childcare.
• Mentorship programs: Develop mentorship programs that connect women with experienced professionals, fostering career development and creating a supportive network.
• Unconscious bias training: Conduct unconscious bias training for all employees, including HR personnel, to raise awareness and reduce biased decision-making.

Empowerment and Advancement

• Equal pay for equal work: Conduct regular pay audits to ensure equal pay for men and women in similar roles.

Know more about the current status of gender pay gap across the world, and in India.

• Leadership development programs: Include women in leadership development programs, equipping them with the skills and confidence to take on leadership roles.
• Career development opportunities: Provide opportunities for skill development and career advancement for women through training programs and mentorship initiatives.
• Work-life balance initiatives: Promote healthy work-life balance with initiatives like flexible scheduling, on-site childcare options, or wellness programs.

Measurement and Communication

• Track progress on diversity metrics: Regularly track and analyze diversity metrics to monitor progress and identify areas for improvement.
• Transparent communication: Openly communicate the company's commitment to gender equality and the initiatives being implemented to achieve it.
• Employee feedback: Solicit feedback from female employees through surveys or focus groups to understand their experiences and identify areas where the company can do better.

By actively promoting these strategies, HR professionals can become champions for women's inclusion. This will lead to a more diverse, equitable, and successful workplace for everyone.

Measuring Inclusion Progress: Key Metrics

Measuring and tracking the progress of inclusion initiatives holds organizations accountable, offers insights into their efforts and helps them identify areas for improvement.

There are several key metrics and indicators that organizations can use to measure the effectiveness of their inclusion initiatives. These metrics provide tangible evidence of progress and help identify any gaps or challenges that need to be addressed. Some common metrics include:

1. Representation: Tracking the representation of underrepresented groups at different levels within the organization can provide insights into whether diversity is being achieved.
2. Employee Engagement: Assessing employee satisfaction, retention rates, and feedback through surveys or focus groups can indicate how inclusive the workplace culture is.
3. Pay Equity: Analyzing salary data based on gender, race, or other demographic factors helps identify any disparities in compensation and take corrective actions.
4. Promotion Rates: Examining promotion rates across different demographics can reveal potential biases in advancement opportunities.
5. Training Participation: Monitoring participation in diversity training programs indicates employee engagement with inclusion initiatives.

Role of Data-Driven Insights in Assessing and Enhancing Workplace Inclusivity

Data-driven insights play a crucial role in assessing and enhancing workplace inclusivity. By analyzing the collected data, organizations can identify patterns, trends, and areas that require attention. These insights enable them to develop targeted strategies that address specific challenges faced by underrepresented groups.

Moreover, data-driven decision-making ensures objectivity by removing personal biases from the equation. It provides a foundation for evidence-based policies and interventions that drive positive change towards a more inclusive environment. By leveraging data, organizations can measure the impact of their efforts, make informed decisions, and continuously improve their inclusivity initiatives.

Closing Thoughts

Middle-Eastern countries have already taken the first few steps in bridging the gender gap in the workplace, but there’s still work to do. Remember, fostering inclusivity requires ongoing commitment and effort. Measuring inclusion progress allows you to track your efforts and make necessary adjustments along the way.

Empowering women in the workplace is a key aspect of building an inclusive workplace - one that not only benefits individual women but also contributes to the overall success of the organization. 

Frequently Asked Questions

1. What is the role of HR in building an inclusive workplace?

HR plays a crucial role in building an inclusive workplace by implementing diversity, equity, and inclusion (DEI) initiatives. They are responsible for creating policies that promote inclusivity, fostering a diverse workforce, addressing representation gaps, and providing training to employees on bias and discrimination.

2. How does HR unveil representation gaps in the workplace?

HR uncovers representation gaps by analyzing demographic data, conducting diversity audits, and tracking employee demographics. By identifying underrepresented groups in different roles or levels within the organization, HR can develop targeted strategies to address these gaps and ensure equal opportunities for all employees.

3. What are some strategies HR can use to foster inclusivity?

HR can foster inclusivity by implementing strategies such as unconscious bias training, promoting diverse hiring practices, establishing employee resource groups, encouraging open communication channels, providing mentorship programs, and offering flexible work arrangements. These initiatives create a more inclusive environment where everyone feels valued and respected.

4. How can HR empower women in the workplace?

HR can empower women by advocating for gender equality through fair pay practices, promoting leadership opportunities for women, implementing family-friendly policies like parental leave and childcare support, providing mentorship programs specifically for women, and creating a supportive work culture that values diversity and promotes career advancement for all.

5. How does HR measure progress in building an inclusive workplace?

HR measures progress by tracking key metrics such as employee engagement surveys focused on inclusion, analyzing diversity representation at different levels of the organization over time, monitoring retention rates of underrepresented groups, and assessing the success of DEI initiatives through feedback and impact assessments from employees. This data helps HR identify areas for improvement and evaluate the effectiveness of their efforts.

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