In the context of allowing women with children under 10 to work from home, might we inadvertently create a division in the workplace among single men, fathers, childless women, and working mothers with older children? Could this affect the concept of equity, given that, for example, a single father would not be eligible for the same benefit?
The discourse on gender equality has evolved considerably since the 1980s, a period when women were absent from the highest echelons of Fortune 100 companies. Today, in the GCC, we observe a significant transformation. The role of women in the workforce has undergone a radical change, with countries like Qatar, the UAE, and Saudi Arabia leading rapid advancements, challenging traditional norms, and setting new standards for female involvement.
However, achieving true equity, especially in senior executive and board positions, remains a challenge. The World Economic Forum’s Global Gender Gap Index highlights the considerable distance yet to be covered in the GCC. This journey involves not only increasing numbers but also refining policies to suit the unique circumstances of individual lives.
A YouTube video I often share on International Women’s Day features Shonda Rhimes, the creator of several of my favorite shows, including Grey’s Anatomy, Scandal, and Bridgerton. In her speech, she reminds us that achieving success in one aspect of life often means struggling in another, debunking the myth of perfect balance, particularly for working mothers who manage both their professional and personal lives.
The goal is to create an environment that assists mothers in balancing the ongoing conflict between work and home, alleviating the perpetual guilt of not fully succeeding in either area. By cultivating a supportive and empathetic workplace, women can fully engage and excel in their professional roles, assured that their dual responsibilities are acknowledged and respected.
While tailored policies may introduce new dynamics, they should not be seen as divisions but as pathways to a more equitable work environment. The focus should shift from a standardized approach to one that enables each employee to leverage their strengths.
For me, returning to the office after maternity was like stepping back onto a stage where adult conversations and a hot coffee took precedence over a crying baby—a personal encore. The ultimate objective is to establish a setting where every individual—mother, father, single, or childless—can flourish. It’s about implementing measures that resonate with the diverse composition of the workforce.
Yes, while certain policies may appear to favor mothers, they are indeed steps toward a broader vision of equity—a workplace that is not just about attendance but about collaboration, growth, and collective success. Ultimately, the goal is not about filling positions or checking boxes; it’s about crafting policies that address the diverse needs of the workforce.
Roujin Ghamsari, an esteemed HR professional and a fellow of the CIPD, a body for HR and people development, is recognized among the 'Most Influential HR Practitioners 2023'. She excels in collaborating with C-Suite leaders to develop and execute effective people strategies, enabling organizations to achieve their strategic goals.
