In 2025, it’s no longer a question of whether women should be in the workforce; it’s about why they still aren’t fully included. Across the MENA female workforce, women have made remarkable strides in education, leadership, and entrepreneurship, yet the numbers show a stark contrast. The reality is that MENA still has one of the lowest female workforce participation rates globally.
According to the World Bank, only 19% of women in the region actively participate in the workforce, while the global average stands at 47%. In comparison, Sub-Saharan Africa boasts a participation rate of 55%, and in North America and Europe, it hovers around 52%-58%. Some countries, like Saudi Arabia and the UAE, have made efforts to reform workplace policies, introduce quotas, and encourage more women in leadership positions, but there’s still a long way to go.
Saudi Arabia’s Rapid Workforce Transformation
Saudi Arabia has been at the forefront of transformation, with MENA female workforce participation reaching a record 37.0% in Q4 2024, up from 36.2% in Q3 2024. This marks a significant leap from previous years, reflecting the impact of Vision 2030 reforms aimed at diversifying the economy. More Saudi women are entering industries traditionally dominated by men, such as the industrial sector, where companies like Johnson Controls Arabia are hiring women in manufacturing roles. Beyond breaking gender norms, more Saudi women are employed than ever before, with the employment-to-population ratio for Saudi women now at 32.1%. However, challenges such as gender pay gaps and career advancement opportunities remain key concerns.
Tunisia’s Declining Female Workforce Participation
While Saudi Arabia is making headway, Tunisia presents a different picture. Once regarded as one of the region’s most progressive nations for women’s rights, Tunisia has seen a decline in MENA female workforce participation. In 2015, women made up 28% of the workforce, but by 2024, that number had dropped to 24%. Societal expectations, mobility restrictions, and legal limitations continue to hinder women’s full economic participation. Some existing laws still restrict working hours and industries available to women, reinforcing outdated gender norms that limit their professional growth.
Key Barriers Holding Women Back
Despite regional advancements, several common challenges persist. Cultural and social norms in many MENA countries continue to restrict MENA female workforce employment choices, with some facing limitations on traveling alone or working in mixed-gender environments. Legal barriers in certain nations dictate where and how women can work, often requiring male guardian approval for employment. Women are also disproportionately employed in education, healthcare, and public sector jobs, while access to high-paying fields like tech, engineering, and finance remains limited. The absence of affordable childcare, paid maternity leave, and flexible work options further complicates their ability to balance work and family responsibilities.
Bias in hiring and promotions is another stumbling block. Many women find themselves overlooked for leadership roles, even when they have equal or superior qualifications. In some cases, women are encouraged to take on softer, less strategic roles rather than lead high-impact projects. Without enough female representation at the top levels of decision-making, change is happening at a frustratingly slow pace.
Rigid work structures are also limiting. Flexible work options, hybrid models, and remote opportunities, which surged during the pandemic, are now being rolled back in many parts of the MENA female workforce, effectively excluding women who need work-life balance. Many women who thrived in remote or hybrid setups are now being forced to choose between their careers and family obligations once again.
Pathways to Accelerating Change
To accelerate action and drive meaningful change, governments and businesses must collaborate to eliminate barriers and create inclusive work environments where women can thrive. Policy reforms should focus on removing outdated legal restrictions and introducing measures that support equal pay, paid parental leave, and workplace safety for women. Private sector companies must take proactive steps to recruit, retain, and promote women in leadership roles while fostering inclusive workplace cultures.
Given the rise of AI, automation, and digital transformation, the MENA female workforce must also be equipped with the necessary skills to compete in the evolving job market. As of 2024, women hold only 22% of tech-related jobs in MENA, despite more women than men graduating in STEM fields in certain countries. Investing in STEM and tech training alongside strong mentorship programs and women-led business networks can bridge the gap between talent and opportunity.
The Urgent Need for More Women in Leadership
Leadership representation is another critical area that needs attention. As of today, only 5% of CEOs in MENA are women. This isn’t just a gender equality issue, it’s a business growth issue. Companies with diverse leadership teams consistently outperform those without them. Research shows that businesses with women in top decision-making roles are more innovative, profitable, and adaptable. Some countries have introduced mandatory gender quotas in boardrooms and executive positions, but more needs to be done to hold companies accountable for their diversity efforts.
Supporting Working Mothers: A Game-Changer
Another area that needs urgent reform is support systems for working mothers. The lack of affordable childcare is one of the biggest reasons women drop out of the MENA female workforce. Many companies in MENA still don’t offer on-site childcare, and few policies allow women to balance work and family effectively. Countries that have successfully increased female workforce participation, such as Sweden and Canada, have strong policies on paid parental leave, workplace childcare support, and tax incentives for working mothers. MENA governments and businesses need to adopt similar models if they are serious about increasing women’s workforce participation.
Tapping into High-Growth Industries
Finally, there’s an urgent need to push more women into high-growth industries like AI, cybersecurity, and fintech. The future of work is being shaped by technology and digital transformation, yet women are severely underrepresented in tech-related fields. If this trend continues, they risk being left out of some of the highest-paying jobs of the future. Governments should invest in women-focused tech scholarships, coding boot camps, and accelerator programs designed to help women transition into digital careers. Companies should also be proactive in hiring and training women for tech roles instead of waiting for the gender gap to close on its own.
A Call to Action: Moving Beyond Talk
The numbers tell a story of both progress and stagnation. While Saudi Arabia is accelerating female participation, Tunisia highlights how quickly progress can be reversed without sustained commitment. The future of women in the MENA female workforce depends on bold action, policy shifts, and societal mindset changes that prioritize inclusion over tradition. The economic benefits of increasing female workforce participation are massive. If women were to participate in the workforce at the same rate as men, the region’s GDP could increase by $2.7 trillion.
Women in MENA don’t need more studies, panels, or awareness campaigns, they need real, immediate action. Governments, businesses, and society all have a role to play in making the workforce more inclusive and accessible. When women work, economies thrive, businesses grow, and communities prosper, businesses grow, and communities prosper.
