Introduction: Empowering a Nation, One Woman at a Time

When women are finally empowered with the freedom to innovate, prosper, and lead, what does that mean for a country?

The answer is being revealed right in front of our eyes in Saudi Arabia. The female workforce in Saudi Arabia, once constrained by legal and social barriers, is now boldly entering boardrooms, overseeing investment portfolios, coding software, and starting businesses. This shift is not just changing individual lives; it’s fundamentally reshaping Saudi Arabia’s economic story.

The Growth of Women’s Workforce in Saudi Arabia

Saudi Arabia has seen a notable change in the composition of the female workforce in Saudi Arabia over the last ten years. During the decade, female employment increased from 17% in 2016 to an encouraging 36.20% in 2024. This is an economic evolution rather than just a social evolution.

Saudi Arabia is changing the rules of employment for cultural openness, progressive reforms, and a new generation of educated women.

This change is an opportunity as well as an obligation for the employers. Developing female talent is important for long-term growth, competitiveness, and innovation. This article examines the implications of this shift for the female workforce in Saudi Arabia and how employers may actively shape a more successful future.

 

female workforce in Saudi Arabia

The Background – Saudi Arabia’s New Era for Women Policy Reforms and Vision 2030

One of the main factors driving the increase in female workforce participation has been Saudi Arabia’s 2030 vision. The reform agenda, which is led by Crown Prince Mohammad bin Salman, has broken down long-standing obstacles by:

  • Women being permitted to drive (2018)
  • Introducing labour laws that prohibit discrimination
  • Eliminating limits on employment based on gender
  • Increasing educational opportunities in STEM and business
  • Promoting involvement in the private sector

Why Do Employers Need to Gain a Competitive Edge?

Workplaces that are intuitive are more creative, more efficient and better at keeping talent. According to the global HR studies, gender diverse teams have a 21% higher chance of outperforming their competitors in terms of profitability.

Utilizing female expertise is not only morally right but also strategically advantageous in Saudi Arabia, where economic diversification is a top concern.

The female talent pool is adamant and under utilized, as many of the women from Saudi Arabia have earned a university degree, and they frequently outperform males in academic performance. This is a critical factor for the evolving female workforce in Saudi Arabia and indeed, a key trend shaping the overall job market, as highlighted in our post on the Top 5 Trends Shaping Saudi Jobs Market.

Inclusive Recruiting: Saudi Employer’s Best Practices

Employers are required to follow more than just the rules in order to have a gender diverse workforce.

The following are some ways that employers can incorporate diversity into their hiring process for the female workforce in Saudi Arabia:

  • Update job descriptions

  1. Make use of vocabulary that is gender neutral.
  2. Prioritise results and abilities over strict experience requirements.
  3. Avoid using language that suggests characteristics associated with men, such as “aggressive” or “competitive”.

  • Encourage adaptable work arrangements

  1. Provide flexible scheduling, part-time possibilities, and remote or hiring roles.
  2. Women who are juggling work and family obligations especially need these considerations.

For instance, after implementing a four-day work week and a remote-first hiring policy, a well-known Saudi IT company saw a 30% increase in female applicants, highlighting the importance of supporting the female workforce in Saudi Arabia.

  • Collaborate with platforms for female-focused recruitment

Work together with platforms and networks that cater only to female professionals, like Glowork or other associations of university alumni that have a high percentage of female members.

  • Anonymous screening

  1. When shortlisting resumes, bling screening technologies can help eradicate unconscious prejudice.
  2. Pay attention to abilities, qualifications, skills, and potential rather than any presumptions based on gender.

Establishing a Supportive Workplace

Hiring is just the first step in being supportive towards female job seekers. Advancement and retention are both equally crucial. The following are some ways that employers can establish a supportive workplace for women, further strengthening the female workforce in Saudi Arabia:

  • Mentoring and Onboarding

  1. Assign new female hires to female mentors.
  2. Organise inclusive onboarding programs that highlight the organisation’s commitment to diversity.
  3. To create allies, promote mentorship between the genders.

  • Clearly define your policies regarding discrimination and harassment

  1. Establish a complete lack of tolerance supported by staff training and conspicuous enforcement.
  2. Make sure women have access to fair redressal procedures and feel comfortable raising issues.

  • Invest in leadership training

  1. Women need clear routes to success.
  2. Provide high-potential women with executive coaching, leadership training, and fast-track programs.

Hypothetical Example:

Within two years, the national logistics company “Women in Motion” leadership track expanded their internal promotions for female employees by 60%.

  • Offer free or on-child service

  1. One major obstacle to women continuing in the workforce is their children.
  2. A supporting day care shows a sustained dedication to working mothers.

Redefining Success Metrics

It is insufficient to merely fulfill diversity quotas. Examining the following is necessary for redefining success metrics related to the female workforce in Saudi Arabia:

  • Women’s promotion rates in comparison to men’s
  • Audit of pay equity
  • Female employees’ happiness with their jobs
  • Attrition rates by department and gender
  • Project access and visibility

Submitting gender-equality reports every year (so that companies may monitor their progress and make required corrections)

The Role of Male Allies:

When it comes to creating inclusive organisations, men are essential. Male leaders should be encouraged to:

  • Support female leadership in public
  • Sponsor female talent
  • Point out instances of prejudice or exclusionary conduct
  • Take part in training on gender sensitivity

Every level of leadership, not only women or men, everyone should work together to change the culture.

Conclusion:

Saudi Arabian employers are influencing the future of a changing society in addition to creating enterprises. The time has come to lead with integrity and vision. This proactive approach to talent management, including understanding the nuances of the female workforce in Saudi Arabia, is vital for success, much like effective GCC Tech Staffing Solutions are for the broader regional tech landscape.

Here’s how to get started today:

  • Examine your retaining and hiring practices from a gender perspective
  • Compare your diversity measurements and establish measurable objectives
  • Share your success stories to motivate others
  • Interact with entities such as Glowork and the Saudi Ministry of Human Resources
  • Make a public commitment to gender equity and submit an annual progress report

Therefore, let us celebrate the 37% increase in female workforce in Saudi Arabia as a starting point rather than an endpoint!

Let us create work environments where all Saudi female workforce have the chance to succeed and where everyone gains from their accomplishments.