While the UAE has established guidelines for maternity and paternity leaves, some companies are going above and beyond these standards. One notable example is a company that grants working mothers an entire year off for maternity leave, while new fathers receive an additional 42 days. How long should these leaves ideally be? What factors should companies take into account when making these decisions?
In the global discourse on gender equality, the UAE stands out as a leading advocate. Through a series of pioneering initiatives, the country is not only participating in the global conversation about gender parity but is also setting the pace. For example, the UAE Gender Balance Council has mandated that women occupy 30% of all leadership positions in the private sector by 2025. This mandate is more than just a policy; it represents a significant step towards reshaping the corporate landscape to be more inclusive and diverse. This commitment is mirrored by the UAE's impressive global ranking, placing seventh worldwide and first in the region in the UNDP Gender Inequality Index 2024.
The late Sheikh Khalifa bin Zayed Al Nahyan laid the foundation for this transformative journey by directing that Emirati women should hold half of the seats in the Federal National Council (FNC). This move is not just about representation but ensures that women's voices are integral in shaping the nation's future. However, the path to gender equality is fraught with challenges. Women, often seen as the nurturers of future generations, face a dilemma: pursuing a career they are passionate about or stepping back to focus on family. To support this balance, progressive maternity policies are essential.
Some organizations, recognizing the significant mental and physical changes women experience post-childbirth, are crafting maternity policies that extend beyond the basics. The Chartered Institute of Personnel and Development (CIPD) recently updated its maternity policy in the region to offer a year off, with six months at full pay. This policy not only supports recovery and bonding but also empowers women to return to their careers seamlessly. While this may not be feasible for startups, financially struggling organizations, or smaller enterprises, where possible, organizations should consider implementing policies that allow women to maintain their commitment to their careers and balance home life. Research indicates that inclusivity at work leads to better decision-making and enhanced performance.
In essence, while laws and regulations provide a safety net against discrimination and ensure basic rights, they set the floor, not the ceiling. Organizations that choose to go further, offering more extensive support and flexibility, not only comply with these laws but lead by example in creating an environment where women can thrive both as professionals and as mothers. Roujin Ghamsari, an accomplished HR practitioner and fellow of the CIPD, excels at collaborating with C-Suite leadership to craft and implement robust people plans, enabling organizations to deliver their strategic objectives.
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