The integration of women on corporate boards has become a priority for the government of the United Arab Emirates. Through a series of mandates and initiatives, the authorities are seeking to boost the presence of women in senior decision-making positions. This move is part of a wider drive to promote gender equality and strengthen diversity within the country's economic structures.
New obligations for private companies
From January 2025, all private limited companies will have to include at least one woman on their board of directors. By imposing this rule, the Ministry of the Economy intends to boost female representation in strategic positions. This measure echoes a similar policy introduced in 2021 for public companies listed on the Abu Dhabi and Dubai stock exchanges.
This decision, however, had its roots much earlier. In 2018, under the impetus of President Sheikh Khalifa bin Zayed Al Nahyan, the goal was already clear: to ensure that women held 50% of the seats on the Federal National Council. The 2020 decree mandating equal pay for men and women in the same positions also marked a major step towards a more equitable society.
The key role of Sheikha Manal bint Mohammed bin Rashid Al Maktoum
Sheikha Manal bint Mohammed bin Rashid Al Maktoum, Chairwoman of the United Arab Emirates' Gender Balance Council, plays a crucial role in the current development. It is thanks to her commitment and numerous initiatives that this ambitious project is taking shape. Her goal: to ensure that women occupy 30% of management positions by 2025.
Through a combination of awareness-raising, support for women leaders and policy reform, Sheikha Manal works continuously to create an environment where women can not only be present but also excel in leadership roles.
Expected impact of new regulations
The mandatory inclusion of women on boards of directors is more than just a symbol. It represents an essential step forward in closing the gender gap in corporate leadership. In the long term, this regulation promises to fundamentally alter corporate culture and serve as a model for other innovations around the world.
This transformation aspires to leave no part of society untouched, creating opportunities for a new generation of female leaders. However, these ambitions are not limited to private and public companies. The range of efforts to integrate gender diversity potentially extends to other sectors such as education, healthcare and technology.
Expectations for the future
With such reforms, we can look forward to a future where women will finally have a leading voice on boards of directors and in other decision-making positions. The expected benefits are manifold:
- Improved decision-making with diversified perspectives.
- Showcasing talents that are often overlooked.
- Promoting an inclusive and equitable working environment.
However, much remains to be done to achieve these ambitious goals. Success will largely depend on the continued support of current leaders and the active commitment of women themselves.
Towards broader sector diversification
The integration of women should not only target boards of directors. For lasting, holistic change, female participation must be encouraged in all sectors, including those historically dominated by men. This requires specific educational programs, mentoring and ongoing training tailored to the needs of women aspiring to these roles.
A tangible example could be the encouragement of STEM (science, technology, engineering and mathematics) careers among young girls from an early age. Awareness-raising campaigns, combined with scholarships and internships geared towards these fields, will help diversify the future skilled workforce. This strategic approach will not only break down existing stereotypes, but also build a solid foundation for a robust and inclusive economy.
Government initiatives and institutional support
Governments play a central role in creating a framework conducive to societal change. In addition to legislation promoting gender equality, a variety of incentive programs are needed to motivate companies to adopt these new guidelines. These incentives could include subsidies, tax breaks or official recognition for organizations meeting or exceeding set quotas.
As far as institutional support is concerned, collaboration between different government agencies and non-governmental organizations will be vital to offer comprehensive support. This will include training courses, discussion forums and networking platforms enabling women to share their experiences and find professional mentors.
Examples of initiatives put in place
- Mentoring programs for young professional women.
- Specific training focused on developing leadership skills.
- Events and conferences dedicated to women's economic emancipation.
In addition to facilitating access to the necessary resources, these activities will gradually change mindsets, which is essential for any significant and lasting progress.
As an implicit conclusion, the UAE's initiatives clearly point to a promising future. The path mapped out by these reforms will be decisive for the evolution of society by fully integrating women into the economic fabric. It remains to observe this dynamic and await these transformative changes, which are sure to raise global standards in corporate governance.
