One of the most prominent global economic developments of the past century has been the rise in female labor force participation in Saudi Arabia. The Kingdom of Saudi Arabia has undergone a significant transformation in the demographics of its labor force over a short period of time. Despite the challenges imposed by the pandemic, the percentage of working women increased from 20% in 2018 to 33% in late 2020. Saudi women of all ages began joining the workforce and taking on jobs that were previously restricted to men, such as positions in accounting, supermarkets, and graphic design companies (Tamayo, Koettl & Rivera, 2021).
Nonetheless, the active participation of women in the labor force was unfortunately coupled with several challenges and struggles. Bearing this fact in mind, the following research questions were raised: What are the challenges faced by women in the Kingdom of Saudi Arabia? What policies can governments and human resource departments adopt to alleviate these challenges?
Women in Saudi Arabia face numerous challenges related to job accessibility in both the private and public sectors. To understand these struggles first-hand, a qualitative study conducted by Al-Asfour, Tlaiss, Khan & Rajasekar (2017) interviewed twelve women holding university degrees and employed across various industries. The findings revealed that all participants felt restricted to traditionally female-oriented jobs in both the public and private sectors.
One participant explained, “I have become a teacher. I could try to become a principal, but a higher rank, like superintendent, is almost impossible for a woman in Saudi Arabia.” Educational governance structures in Saudi Arabia have been predominantly male-led, and women still have limited participation in these boards (Alsubhi, Hoque & Razak, 2018). Another participant highlighted that the lack of access for Saudi women was rooted in cultural and societal stereotypes. She believed that traditional gender roles and perceptions of authority contributed to women’s limited access to opportunities (Al-Asfour et al., 2017).
A similar finding by Alhamadi (2017) revealed that despite the growing number of women in leadership roles, traditional principles and practices continue to hinder women’s career advancement. Likewise, Saudi labor law restricts women from occupations deemed hazardous or physically demanding. In practice, some companies interpret this broadly, further limiting access to certain roles (Michaelson, 2019). According to the latest World Bank report (2020), women constituted 19.87% of national parliaments, a massive improvement from 0% in 2003, though further progress remains necessary to achieve equality.
Another major challenge faced by women in Saudi Arabia is gender discrimination and inequality in the workplace. The country has historically been a highly gender-segregated society, though recent reforms have gradually changed this dynamic (Michaelson, 2019). Despite this, gender bias remains prevalent. Although the legal requirement to separate male and female workers was lifted in 2005, some companies, such as the Luna Food Factory, continue to enforce segregation to “protect” women from bias and discrimination.
Elghamdi, a data-entry employee at the factory, even supported this separation, believing it reduced instances of discrimination by male colleagues (Michaelson, 2019). Additionally, there is a clear pay gap between men and women. Arabian Business (2018) found that in the private sector, Saudi women earned 56% less than their male counterparts, ranking the Kingdom 107th out of 198 countries globally in gender pay equality.
Beyond institutional barriers, cultural drivers also shape these challenges. Many Saudi women prioritize family commitments, which can limit opportunities for professional development, training, and networking compared to men (Al-Asfour et al., 2017). However, with stronger policies in place, these barriers can be mitigated.
Several policy initiatives could help alleviate the challenges women face in both the public and private sectors. The Sustainable Development Goals (SDGs) explicitly highlight gender equality (Goal 5) as a global priority. Strengthening labor protections to ensure consistent enforcement across genders would be a critical first step. According to the International Labor Organization (ILO), there should be clear wage policies, social protections, and equal opportunity measures addressing gender inequality.
Furthermore, policies should nurture the growth of women in the labor force by granting equal rights to open businesses, inherit assets, and access financing (Morse, 2020). Advancement to higher positions should be based on competence and skills, with sustained efforts to minimize gender disparities. Women in leadership roles have consistently proven capable of solving complex problems and driving workplace innovation (Morse, 2020).
Beyond government policies, human resource departments must adopt internal policies to foster equitable workplaces. HR plays a pivotal role in recruitment, benefits administration, and career development, making it central to addressing bias at every stage of employment.
During hiring, both genders should be eligible for all roles, including leadership.
Companies may set voluntary gender-balance targets.
Equal pay, mentorship, and development opportunities must be guaranteed (Onley, 2016).
Anti-discrimination policies should explicitly prohibit gender-based bias, harassment, and unfair treatment (Nie, Lamsa & Pucetaite, 2018).
Clear disciplinary procedures should be established for any form of misconduct, regardless of rank. Such accountability fosters a sense of safety and fairness among employees. Workplaces should also promote inclusive environments through benefits such as paid parental leave, flexible working hours, and part-time opportunities for new parents (Worthington & Volerman, 2019). When enforced, these measures can build organizations grounded in respect and equality, essential foundations for economic prosperity.
In conclusion, over the past decade, more women have joined Saudi Arabia’s workforce, signaling positive progress in gender participation. However, many still face challenges, particularly in accessing leadership roles, overcoming restrictive norms, and combating workplace discrimination. Both government and human resource departments must continue implementing equitable policies that empower women and ensure fairness in employment. By creating supportive and inclusive environments, women’s productivity, efficiency, and innovation will rise, driving sustainable economic growth and national development.
References
Al-Asfour, A., Tlaiss, H. A., Khan, S. A., & Rajasekar, J. (2017). Saudi women’s work challenges and barriers to career advancement. Career Development International.
Alsubhi, A. A., Hoque, K. E., & Razak, A. Z. (2018). Workplace barriers and leadership conflicts experienced by women in higher education in Saudi Arabia. International Journal of Learning and Development, 8(2), 1–17.
Michaelson, R. (2019). An “Oasis” for women? Inside Saudi Arabia’s vast few female-only workspaces. The Guardian.
Morse, M. M. (2020). Five things world leaders can do now to advance gender equality. United Nations Foundation. Retrieved from https://unfoundation.org
Nie, D., Lämsä, A. M., & Pučėtaitė, R. (2018). Effects of responsible human resource management practices on female employees’ turnover intentions. Business Ethics: A European Review, 27(1), 29–41.
Onley, D. (2016). HR key in helping employers achieve gender equality. Society for Human Resource Management.
Tamayo, S. G., Koettl, J., & Rivera, N. (2021). The spectacular surge of the Saudi female labor force. Brookings. Retrieved from https://www.brookings.edu
The Arabian Business. (2018). Saudi women paid up to 56% less. Arabian Business. Retrieved from https://www.arabianbusiness.com
The World Bank. (2020). Proportion of seats held by women in national parliament—Saudi Arabia. Retrieved from https://data.worldbank.org
Worthington, R. O., Feld, L. D., & Volerman, A. (2019). Supporting new physicians and new parents: A call to create a standard parental leave policy for residents. Academic Medicine, 94(11), 1654–1657.
Edited by Alissar Izrafeel
