The Rise of Women Leaders in the GCC: A Shift in Corporate Culture

 July 11, 2025 | Corporate Culture              

The labor market environment across the GCC has witnessed a significant shift over the past decades, marked by immense strides toward gender equality and the increasing participation of women within the labor force (Finance Middle East, 2024). As women have increasingly adopted leadership, managerial, and employee roles, this shift has played a pivotal role in reshaping corporate culture across the region. This evolution not only reflects changing societal norms but also signals a new era of inclusive growth and opportunity across the region.

Drivers Behind the Shift

  Government initiatives and national transformation agendas have been central to accelerating gender inclusion across the GCC. Landmark frameworks such as Saudi Vision 2030 and the UAE Gender Balance Council have set clear priorities around female empowerment and participation in the workforce. In the UAE, recent legal reforms mark a significant move to enhance women’s leadership roles, especially their representation on corporate boards. In fact, to advance gender parity, the UAE Gender Balance Council has mandated that the private sector ensure women hold at least 30% of leadership roles by 2025.   On the occasion of Emirati’s Women’s Day in 2023, HH Sheikha Fatima bint Mubarak announced the National Strategy for Empowerment of Emirati Women in the UAE, a project that spans from 2023 to 2031 (Finance Middle East, 2024). This strategic plan, announced on such a symbolic date, is a testament to the great strides toward gender equality in the GCC. Across the region, governments are actively reshaping both public and private sector expectations by embedding gender equity into long-term economic development plans, empowering women to cement their rightful positions within the workforce. Moreover, one of the most significant enablers of women's growing role in the GCC workforce is the sharp rise in female educational attainment. According to the UAE Gender Balance Council, “56% of the UAE’s graduates in STEM courses at government universities are women” (UAE Gender Balance Council, n.d.).  Thus, the surge in women pursuing higher education reflects not only a shift in societal expectations but also a strong desire among women to compete in traditionally male-dominated sectors. This educational momentum is building a well-qualified talent pipeline, empowering more women to step confidently into leadership, entrepreneurial, and specialized roles.

Women’s Leadership Styles and Impact

According to the GCC Board Gender Index Report 2025, “As of January 2025, women’s board representation in the GCC increased to 6.8%, up from 5.2% in 2024” (Zawya, 2025). The UAE is “leading regional progress with 14.8 per cent of board seats (185 of 1,248) held by women” (Gulf Business, 2025). While the figure remains relatively low by global standards, the upward trend reflects growing recognition of the value that diverse perspectives bring to boardrooms, particularly in shaping resilient, forward-thinking strategies.  Women leaders are increasingly influencing not just who sits at the table, but how decisions are made and cultures are shaped. Across the GCC, female executives are bringing distinct leadership styles—often marked by collaboration, empathy, and inclusive decision-making—that are reshaping corporate strategy and governance. Research consistently shows that diverse leadership teams drive better outcomes, including stronger financial performance, improved innovation, and higher employee satisfaction. 

The Way Forward

To accelerate gender equity, companies must go beyond recruitment and focus on building inclusive talent pipelines, particularly from mid-management upward. Fisher supports this through its tailored Leadership Development and Coaching programs, which can equip high-potential female talent with the skills, confidence, and strategic mindset needed to thrive in senior roles. In parallel, our Employee Engagement and Retention efforts focus on building cultures where women can thrive and choose to stay. Moreover, implementing structured mentorship, sponsorship, and allyship programs can make a critical difference, helping women navigate career progression, access decision-making circles, and build confidence in leadership roles. Equally important is the active involvement of men as allies, not just as supporters but as co-creators of inclusive cultures.    References:   Finance Middle East. (2024, March 8). Women’s leadership in the GCC: Transforming corporate dynamics and driving economic progress. https://www.financemiddleeast.com/opinion/womens-leadership-in-the-gcc-transforming-corporate-dynamics-and-driving-economic-progress/ Gulf Business. (2025, May 2). GCC board gender diversity rises to 7% in 2025. https://gulfbusiness.com/gcc-board-gender-diversity-rises-to-7pc-in-2025/ Permanent Committee for Human Rights. (nd.). Women’s Rights and Empowerment. https://pchr.gov.ae/en/priority-details/gender-equality-and-women-s-empowerment UAE Gender Balance Council. (n.d.). UAE women FAQs. https://www.gbc.gov.ae/facts.html Zawya. (2025, April 29). GCC board gender diversity sees steady growth since 2024, report reveals. https://www.zawya.com/en/press-release/companies-news/gcc-board-gender-diversity-sees-steady-growth-since-2024-report-reveals-i5czhsod