GCC companies prove more women in workplaces work out well for all
Longer term results from more women in workforces show up well on corporate bottom-lines
Gender diversity is no longer just a ‘nice to have’.
It’s a business necessity and the smartest CEOs in the Gulf know it. But some still don’t get it.
Last month, I had the opportunity to speak about gender diversity and unconscious bias at one of the largest HR organizations in Dubai, NHRDN. And, like so many times before, after the talk, one of the HR leaders pulled me aside and made a quiet confession: “We’re just ticking the box, adding numbers. But we’re not really doing anything more.”
I hear it far too often.
Many companies still treat gender inclusion as a checkbox exercise, not as a real strategy for growth. But this isn’t about doing the minimum, it’s about unlocking the full potential of women inside organizations.
It’s about investing in them — and reaping the true value of diversity: innovation, profitability, sustainability, and connection with future generations.
Companies can't afford attrition
The business case is clear: According to Oliver Wyman, 70% of top-performing teams in the Gulf have strong female representation. And McKinsey’s Diversity Wins report shows that companies with more women in leadership are 25% more likely to outperform on profitability.
And here’s the risk: when women don’t see real opportunities, they leave.
And we all know how costly attrition is. A study by Employee Benefit News (EBN) reports that it costs employers 33% of a worker's annual salary to hire a replacement if that worker leaves.
Losing top talent — especially in a competitive market like the Gulf — is a risk no smart CEO wants to take. In fact, the smart ones are already ahead. They are the trailblazers.
Take Chalhoub Group, the region’s luxury retail giant, managing brands like Christofle, Fendi, Lacoste, or Ferragamo and with a multibillion-dollar annual revenue. They’ve implemented leadership programs for women, a data-driven DEI dashboard, and achieved pay equity.
Today, 41% of their leadership team are women.
Why? Because their CEO, Michael Chalhoub, gets it. Diversity and inclusion isn’t just about ticking a box, polishing the brand image, or even boosting profits (though yes, it does that too). At Chalhoub Group, it’s a core value, woven into the heart of the company.
Olayan's pioneering ways
In Saudi Arabia, the Olayan Group is another pioneer. They were already hiring women in 2001 and, in 2013, created a dedicated ‘Head of Diversity’ role.
The vision has been led by the founder’s daughters — Lubna Olayan, former CEO of Olayan Financing Company, and Hutham Olayan. Their current CEO, Hani Lazkani, continues to build on this legacy cause diversity is not a slogan, it’s a strategy.
They are not alone in the region.
Last year, some of the companies recognized as top leaders in diversity and inclusion included: Apparel Group, Bayer Middle East, Diversey A Solenis Company Gulf, Easa Saleh Al Gurg Group, Ecolab, General Motors Overseas Distribution, Gulf Islamic Investments, OTIS Elevator, and Wipro Limited.
More and more CEOs in the Gulf — encouraged by the example set by governments — are betting on it. In the UAE, women now hold 30% of leadership roles in the public sector. Across the region, national visions like Saudi Arabia’s Vision 2030 are paving the way for more inclusive workplaces.
Diversity is not a trend, it’s a competitive edge.It drives performance, attracts talent, and builds trust with a new generation of employees and consumers.
What side of the future will you stand on? Are you ticking boxes or building legacy?
The writer is founder of IWEI, a digital platform that helps companies scale gender diversity and inclusion in the workplace. She is also a former CNN correspondent and author.
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