For example, a ‘flex-framework’ allows all employees to manage commitments outside of work more easily, whether that’s children or older relatives, and the maternity policy allows for six months’ leave after having children.
According to the Organisation for Economic Co-operation and Development (OECD), fewer than one in five women (less than 20%) in the Middle East are actively employed. However, across PwC’s entire business, 30% of employees are women.
Addressing the gender balance isn’t just a regional issue, it’s a global one. PwC actively supports the HeForShe campaign, a solidarity movement for gender equality that brings together one half of humanity in support of the other half, for the benefit of all. At the World Economic Forum 2015 in Davos, PwC’s global chairman Dennis Nally, became an IMPACT 10x10x10 champion, committing to taking game-changing action to achieve gender equality within and beyond his institutions.
The goal over the coming years will be to increase the representation of women in senior leadership dramatically. For the first time, a comprehensive global evaluation of the rates of women across all levels will be undertaken, with a specific focus on women in leadership.
Based on the insights from this evaluation, each PwC firm will be able to develop tailored interventions to address any potential barriers.
The next generation of women leaders aspire to more than their counterparts aimed for, even a few years earlier. From a gender perspective, females in our region rightly expect, and are demanding, a level playing field. Those organisations that can deliver this – though human resources policies, cultural change and career support – are the ones that will succeed in the region.