Munajjed, Senior adviser with Booz & Company's ideation Centre, carries on from last week and looks at current initiatives to promote the advancement of women in employment. Here is part two of three:Saudi Arabia has taken many positive steps aimed at promoting women's advancement within the labor market. At the international level the Kingdom has ratified three United Nations conventions that promote gender equality in the workforce. At the national level, the government has taken a number of promising legislative steps. The Saudi labor code grants every citizen the right to work, and stipulates that firms must provide all workers opportunities for training. A 2004 regulation established women's sections within the government and employment and training initiatives. It made a groundbreaking decision to eliminate the need for the permission of a wakil, or male guardian, to enter into business transactions. In 2006 the labor code was revised to include measures relating to maternity and medical care leave, nurseries, vacation and pension provision. The Kingdom's Saudization policy has identified positions particularly suitable for women. The Eighth Five-Year Development Plan (2005–2010) emphasized the need for more employment and advancement opportunities for women, stressing the importance of their participation in the economy. In 2007 plans were announced to allocate one-third of government jobs to Saudi women and to create additional job opportunities for them. Government initiatives focusing on job creation and training include telecommuting arrangements, plans to establish 17 technical colleges for women and the opening up of the tourism industry to women. In addition to these government initiatives, various non-governmental organizations have led efforts to create economic opportunity for poor and uneducated women in urban and rural areas through vocational training and small business loans. The Saudi government is making major efforts to improve the status of women in terms of employment. However, a number of social, legislative, educational, and occupational factors continue to hinder the full participation of Saudi women in the labor market, thereby preventing the Kingdom from reaching its full economic potential. Since women's role within Saudi society has traditionally been that of wife and mother, the move toward greater female participation in the labor force has been met with skepticism, debate, even hostility. Pervasive social customs continue to limit the scope and extent of women's participation in the labor market. Implementation lags on existing legislation at both the international and national levels. While rights exist in theory, they have largely been unenforced, for example, the continuing requirement for Saudi businesswomen to have a wakil, in spite of laws eliminating this requirement. Another legal constraint is the fact that women are not permitted to drive, making it difficult for them to commute to work without a male driver. The lack of good quality basic education for females lies at the heart of labor market segmentation. The public sector educational system does not provide girls with the skills they need to compete in the labor market. It relies on rote learning, and does not sufficiently promote analysis, skills development, problem solving, communication and creativity. There is also a shortage of education in areas vital to the development of the new knowledge-based economy, such as math, science, technology and computer literacy. Occupational segregation is strongly evident in the Saudi labor market, with women largely restricted to traditionally female-oriented fields in the public sector. There is a lack of opportunities for women in decision-making and management positions; less than 1 percent of decision-making posts are held by Saudi women. Family-friendly policies including flexible working hours, parental leave, child-care facilities, and transport are not in place. Trade unions are not permitted in Saudi Arabia, so women do not have a mechanism to fight for or protect their rights. The problem is compounded by the lack of a specialized women's unit at the Ministry of Labor and the dearth of women appointed to positions within the Saudi legal system. In addition, the absence of complete and updated socio-demographic and employment data on women hinders socio-economic planning and future labor-market policies. Saudi Arabia's women represent an untapped and important source of power for the economy. Although incorporating women fully into the labor market may not be achieved overnight, it can—and must—be achieved if the Kingdom is to transition to a knowledge-based economy. To this end the Saudi government needs to ratify, enforce, and implement legislation that promotes equal participation in the labor market, implement policies that create employment opportunities for women, and establish institutional mechanisms that promote women's wellbeing and success in the workforce. - SG Dr. Mona Al-Munajjed is presently a Senior Adviser with Booz & Company's Ideation Centre, a leading think tank in the Middle East. She is located in Riyadh, Saudi Arabia, and writes regular publications on social issues in the GCC countries and the Arab region. Editor's note: Next week's article will propose specific policy recommendations to enhance women's employment. __
