The MENA region is witnessing a surge in the Femtech industry, catering to the specific health and wellness needs of women. This growing market presents exciting opportunities, but also unique challenges in attracting and retaining female talent. It’s therefore pivotal to explore the evolving needs of women in Femtech, how recruitment strategies need to adapt, and strategies to address the gender pay gap and foster a more inclusive work environment.
Femtech in MENA:
Femtech startups in the MENA region are tackling a wide range of issues, from fertility and menstrual health to mental wellbeing and tele-medicine consultations. This rise is driven by several factors, including:
– Growing awareness: We’re witnessing increased open dialogue about women’s health, creating a demand for innovative solutions
– Increased internet penetration: Mobile technology allows for discreet access to Femtech products and services.
– Investment surge: Investors are recognising the potential of the Femtech market, leading to increased funding for startups.
Attracting and retaining female talent:
In order to capitalise on this growth, Femtech companies in the MENA region should tailor their recruitment strategies to attract and retain skilled female talent. Here are some key considerations:
– Focus on diversity and inclusion: Create a work environment that celebrates diversity and welcomes women from various backgrounds and skillsets, promoting diversity of thought.
– Highlight a purpose-driven mission: Showcase the positive impact Femtech products have on women’s lives, attracting candidates who are passionate about improving women’s health, and aligning with your organisations values.
– Offer flexible work arrangements: Recognise the unique needs of working women by offering flexible hours, childcare support, job-sharing, or remote work options.
– Mentorship and development programs: Invest in mentorship and leadership development programs specifically for female talent, fostering career growth opportunities.
Closing the gender pay gap and building inclusion:
The gender pay gap remains a prevalent challenge in many industries, including tech. To address this in Femtech, companies should;
Ensure fair compensation for all employees, regardless of gender identity, it’s essential to conduct regular pay audits. These audits will help to identify and rectify any discrepancies in pay, promoting equality within the workplace. Promoting transparency is equally important because being open about salary structures and promotion criteria can help build trust. Additionally, it ensures that all employees understand the basis for compensation and career advancement, fostering a fairer workplace.
Offering equal opportunities is another crucial step. Providing equal access to training, development opportunities, and leadership roles for women ensures that everyone has the chance to grow and succeed. Alongside this, building a culture where women feel safe to voice their concerns and advocate for their rights is vital. Creating this supportive environment will help address issues promptly and foster a more inclusive and equitable workplace.
By implementing these strategies, Femtech companies in the MENA region can not only attract top female talent but also build a more inclusive and equitable work environment. This will ultimately lead to a stronger Femtech ecosystem that empowers women and improves their health and well-being.
Looking to the future:
The Femtech revolution in MENA offers a chance to address women’s health needs and create a more inclusive tech landscape. By prioritizing female talent and closing the gender pay gap, Femtech companies can lead in MENA’s tech scene. Moreover, these efforts will positively impact the lives of women across the region
