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A June report by the Organisation for Economic Co-operation and Development claimed: “Women’s status in the Middle East and North Africa has steadily improved over the past 30 years.” It attributed the shift to “increased participation in the public sphere and a growing body of laws, policies and initiatives to foster gender equality.” Despite the COVID-19 pandemic hampering progress on gender equality and shifting focus away from the challenge, as initiatives combating gender inequality in the region expand, they often reveal the need for even greater efforts.

Some studies use COVID-19 as a frame of reference and claim that the pandemic exacerbated existing gender inequalities worldwide. They found this phenomenon more evident in the MENA region, where women remain underrepresented in formal employment, with labor force participation rates showing the lowest levels globally.

However, some studies also highlight green shoots in the desert, raising expectations of a slow but steady transformation. For instance, the World Economic Forum’s “Gender Gap 2024” report claimed that, with a gender parity score of just 61.7 percent, the MENA region ranks last globally. However, a slow but encouraging upward trajectory means it has also improved its gender gap score by 3.9 percentage points since 2006.

The report also states that MENA countries rank seventh overall in terms of women’s economic participation and opportunity, scoring 43.1 percent. Even though the region’s labor force participation remains low, women’s representation in professional roles has shown a promising upward trajectory, suggesting a gradual shift toward more inclusive workplaces.

Women’s representation has shown an upward trajectory, suggesting a gradual shift toward more inclusive workplaces

Ehtesham Shahid

Educational attainment is perhaps the brightest spot in the region’s gender parity landscape, boasting an impressive score of 97.2 percent. This reflects the significant strides made in literacy and enrollment rates for both genders, marking a considerable educational equity achievement.

With balanced sex ratios at birth, the region’s health and survival metrics remain at 96.4 percent, according to the World Economic Forum. However, disparities persist in healthy life expectancy, highlighting ongoing challenges in women’s healthcare access.

MENA ranks last in political empowerment — a meager 11.7 percent in 2024, even though there has been an 8.4 percentage-point increase in political parity since 2006. More and more women are stepping into regional ministerial and parliamentary roles. This transformation signals a potential shift in its political dynamics. In other words, while MENA’s journey toward gender equality is fraught with challenges, the incremental advancements across various sectors offer hope.

A recent PwC survey highlighted a crucial aspect of gender inequality in the region: the differing perception of skill demands among male and female employees. While most aspirants of both genders strongly want to expand their skill sets, contrasts emerge in their view of the relevance of specific skills. As employees prepare for the changing job landscape over the next five years, the study concluded that men and women exhibit different attitudes toward the importance of digital, analytical and green skills. Somehow, women perceive these skills as less critical to their current career trajectories, which raises concerns about their future employability in an increasingly competitive job market.

While challenges remain stiff, collaborative efforts and a strong commitment to change can ensure progress

Ehtesham Shahid

A gender gap also exists in the perceived opportunities to acquire essential skills, reflecting a broader issue. As the individuals’ education-to-workforce transition happens, their skills are shaped and valued differently depending on gender. Such disparities can hinder career advancement and restrict access to high-demand roles. Reskilling initiatives can potentially address this challenge by creating a more inclusive approach to skill development. Organizations can enhance individual career prospects and build a more equitable and balanced workforce by recognizing and nurturing men’s and women’s diverse talents.

In the broader Arab region, economic and political instability also present significant challenges. The International Labour Organization’s “World Employment and Social Outlook: Trends 2024” claims that the Arab states — excluding the Gulf Cooperation Council — have the world’s lowest female participation rate at 11.7 percent. Male participation stands at 66.2 percent. With the GCC included, the region’s overall female participation rate increases to 25.5 percent, making it the second-lowest globally. This rate is higher than North Africa’s 20.1 percent but lower than South Asia’s 29.7 percent.

Decisive action is essential to address the region’s deeply rooted gender inequalities and numerous affirmative efforts have been made to address the situation. Like anywhere else, the journey begins with removing the barriers that hinder the progress of half the population. While challenges remain stiff, collaborative efforts and a strong commitment to change can ensure progress.

The “2024 Arab Barometer Gender Report” highlights another troubling trend: a slump in support for women’s rights, particularly concerning workplace equality, political leadership and household decision-making.

Establishing supportive environments for women juggling work and family responsibilities requires awareness campaigns and structural reforms. Recent reforms in ��������Ƶ demonstrate how state-driven initiatives can influence gender roles. The Saudi government has shown that societal attitudes can evolve by actively promoting female workforce participation and with the proper measures and support systems in place.

Even though significant progress has been made, MENA’s prevailing circumstances call for comprehensive strategies to combat entrenched gender norms and promote women’s rights across the region.

• Ehtesham Shahid is an editor and researcher based in the UAE. X: @e2sham