In recent years, the MENA region has seen an influx of talent, driven by the post-2020 business boom in the UAE, GCC, and surrounding areas. This surge has opened up significant opportunities for professionals and brands alike, fueled by the region’s attractive lifestyle, culture, and lower tax rates.
But this is just the beginning for MENA. Small and medium-sized enterprises (SMEs) in the Arabian Gulf now contribute between 15% and 30% of the nation’s GDP, and in Qatar, they represent about 97% of private sector companies. The UAE is also ambitiously aiming to become home to 20 unicorn startups by 2031.
This growth has led to a more diverse workforce and a professional landscape enriched by people from various backgrounds.
DEI’s Growing Influence in MENA
Diversity, Equity, and Inclusivity (DEI) play a crucial role in a company’s success. While DEI’s impact on company culture is well-known, it also affects many other aspects of a business, such as reputation. A 2020 Glassdoor survey revealed that 76% of job seekers consider diversity when evaluating job offers, and Kantar found that 88% of consumers believe brands need to improve representation efforts. A strong or weak reputation can significantly affect a business’s revenue, talent strategies, and market value.
Environmental, Social, and Governance (ESG) factors are also closely linked to DEI. An analysis of the S&P 1500 found a direct correlation between diverse leadership and high environmental ratings. This shows that DEI is not just about internal culture—it’s a critical factor in the success of key strategies.
Loretta Ahmed, an industry leader, notes, “In a region marked by historical and ongoing conflict, encouraging mutual respect and understanding among different cultural and social groups is key.”
The UAE is particularly committed to sustainability, with goals that include health and well-being, gender equality, climate action, and responsible production. The GCC is similarly focused on environmental and social growth.
Leadership’s Role in Promoting DEI
Achieving equal representation across all business levels is central to DEI strategies. Ensuring that female talent has the same opportunities for advancement as their male counterparts remains a key focus. Over the past two decades, the region has made significant strides, with more women moving into senior leadership roles. The Emirates Securities and Commodities Authority (ESCA) has even mandated that listed companies in the UAE must have at least one female board director to improve the current figure of 26%.
However, challenges remain. Around 83% of women say that childcare or other caregiving responsibilities have hindered their progression to leadership roles. Leaders, particularly at the C-Suite level, can play a significant role in overcoming these barriers by advocating for flexible working arrangements, strong parental leave policies, and other supportive measures.
Injeel Moti emphasises, “Leadership must demonstrate a genuine commitment to diversity, equity, and inclusion through both words and actions. Setting clear goals, allocating resources, and being vocal on topics like equal representation are essential for driving meaningful change.”
Hiring Managers and DEI
Addressing underlying issues is critical to ensuring greater workplace diversity and inclusivity. While company culture as a whole plays a significant role in DEI, hiring managers and decision-makers are particularly influential. They can either enable or hinder talent acquisition.
Zainab Alhassan points out, “Despite the diverse demographics in the UAE, workforce representation often does not mirror this due to unconscious biases in hiring practices.”
To combat this, many businesses in MENA and beyond are implementing advanced training programs for hiring managers. These programs focus on the challenges faced by minority professionals and offer strategies to overcome biases and stereotypes in hiring.
The Road Ahead for DEI in MENA
MENA still has progress to make toward achieving a truly inclusive culture, and businesses in the region will play a crucial role in driving positive change. Collaborative efforts between businesses, governments, and civil society will become increasingly important in fostering a more diverse, equitable, and inclusive workplace and society.
Loretta Ahmed highlights the importance of collaboration, stating, “Addressing the challenges and leveraging the benefits of a diverse and inclusive society requires concerted efforts from governments, civil society, and the private sector – a collaborative approach is key.”
Organisations like PRCA MENA are making significant strides in promoting DEI, working closely with businesses on initiatives and awareness campaigns. As more private sector companies engage in proactive discourse and policy lobbying, DEI could become one of the most critical advancements in MENA in the coming years.
Injeel Moti sums it up well: “The role of diversity and inclusion is critical in fostering stability, economic growth, cultural richness, and adherence to human rights. While challenges remain, now is the time to take steps forward. Conversations about these issues are where solutions begin.”
