促进阿联酋私营部门的性别平等

“If the moral imperative worked,it would have worked by now.”C-Level Female Hospitality Professional FOREWORDIn today's rapidly evolving business landscape, diversity and inclusion have become crucial factors for success. Genderequity is no longer just a social responsibility, but a strategic imperative that helps organizations thrive. Diverse teams driveinnovation, foster creativity, and deliver superior business performance.The United Arab Emirates (UAE) has made significant progress in advancing gender balance, particularly in the public sector.However, efforts to promote gender diversity in the private sector have been hindered by a data gap. Existing research isbased on global or regional perspectives, failing to capture the unique dynamics of the UAE private sector. Recognizing this,Oliver Wymanconducted groundbreaking research to provide an intersectional understanding of the experiences of bothmen and women in the UAE private sector.Through a rigorous methodology involving comprehensive surveys, individual interviews, and extensive research, thisreport uncovers the realities faced by those working in the UAE private sector. It goes beyond statistics, delving into thenuances and complexities of their experiences. The findings are enlightening and thought-provoking, revealing somesimilarities to global trends but also interesting differences, shaped by the demographics and circumstances of the UAE'smultinational population.Gender diversity brings benefits such as revenue growth and higher retention. This report calls on organizations,individuals, and policymakers to promote inclusivity in the UAE private sector, offering actionable steps andrecommendations for short-term and long-term gains.We extend our gratitude to the participants who generously shared their experiences and insights and made this first-of-its-kind research possible. The data is clear, so let us use these findings to take tangible actions that foster a more equitable andprosperous future for employees in the UAE private sector.Rana NawasPartner, Transportation& Services PracticeOliver Wyman Isabell StobwasserExecutive Directorof TalentOliver Wyman EXECUTIVE SUMMARY010205080924394145WHY THIS RESEARCH WAS CONDUCTEDHOW THIS RESEARCH WAS CONDUCTEDENDNOTESRECOMMENDATIONS OVERVIEWWHAT THIS RESEARCH REVEALED1. Cultural Contrasts2. Shared Ambitions3. Conclusion: The Action Plan EXECUTIVESUMMARYGender diversity in the workplaceshould be a priority for manyreasons, including the fact that itis good for business — multiplestudies have demonstrated thisfact. For example, IBM1foundthat companies with greatergender diversity reported 19%higher revenue growth andstronger organizational cultures,including 16% higher employeeretention. Along these lines, in anInternational Labor Organizationsurvey2of almost13,000enterprises across 70 countries,57% said that initiatives topromote gender equalityhad helped to improve theirbusiness outcomes. So, what can be done to support a balanced, gender-diverse, and inclusive workforce in the UAE? What canwomen — and men — do on an individual level to help foster this? And what can companies and policymakersdo to promote gender parity? That’s what this report asks — and answers — with a specific focus on the UAEprivate sector.The UAE public sector has been advancing efforts towards gender parity and inclusivity, and it is critical thatthe private sector maintains pace. By incorporating the results of a comprehensive survey and individualinterviews, this report by Oliver Wymandelves into the experiences of women within the UAE private sector,highlighting their unique perspectives and providing actionable steps that can be taken to address experiencegaps and promote overall workplace inclusivity. In addition to our data-driven research, we drew uponextensive global literature to inform these recommendations that aim to be of use to numerous stakeholders,including companies operating in the UAE, individuals within and outside the private sector, and policymakers.Some of these recommendations could be implemented immediately, whilst others would be longer termimprovements on the way to a North Star of gender equity.As further detailed in the methodology section, the findings and recommendations were informed by an in-depth survey, interviews, and a literature review, all completed in Q2 and Q3 of 2023. This research hears froma cross-section of women and men within the UAE’s private sector to yield insights into the intricacies of theirworkplaceexperiences.The findings underscore that there are shared experiences between women in the UAE and those aroundthe globe, but also that there are distinctive narratives. TheCultural Contrastschapter illuminates theunique insights that set the UAE private sector apart, such as women advocating for themselves privately;the prevalence of financial incentives as a motivation; shared perspectives on gender targets; and a commonunderstanding of the key attributes that are vital