Attending the Gulf Awards 2025 was inspiring. Watching GCC businesses being recognised as ‘Best Companies for Women’ highlighted how women’s empowerment is increasingly gaining mainstream acclaim. Yet these individual wins remind us that recognition is just one milestone. The real work lies in the collective commitment required to nurture truly inclusive environments. In the UAE’s “Year of Community,” the question becomes: how do we build workplaces where diversity truly drives innovation and connection?
Leadership sets tone
Inclusion starts at the very top. The most effective leaders amplify voices that would otherwise go unheard. They understand that diversity of thought comes from diversity of experience, and they create multiple pathways for input, both formal and informal.
Recruitment then sets the tone. As we hire future talent, it is essential to recognise that biased language can sneak into job descriptions more easily than we think. Words like “aggressive” or “competitive” deter qualified female candidates, while “culture fit” requirements perpetuate homogeneity. We need structured interviews, diverse panels, and partnerships with women-focused networks and universities.
Employer branding matters too. Organisations must authentically communicate their commitment to gender equity through tangible evidence, not just recruitment materials. When potential candidates see tangible proof of inclusive leadership and career advancement opportunities, attraction becomes organic rather than forced.
Meanwhile, retention requires the understanding that employees navigate different life stages with varying needs. Flexible work, comprehensive parental leave, and structured return-to-work programs signal that we understand life happens.
Women’s career journeys, in particular, are often non-linear. A sustainable employee retention strategy means policies that flex with individual needs, including parental leave, eldercare, health challenges and personal development. When employees see colleagues navigate these transitions without career penalty, it builds trust across the organisation.
Impact beyond our walls
As HR professionals, we must ensure our organisations’ inclusive efforts extend beyond our immediate environment for a more profound impact. Why invest in people who do not work for us? Because strengthening entire industry ecosystems creates benefits that ripple back. This translates to expanded talent pools, stronger networks, and community-centered thinking.
Partnerships with industry organisations and professional development programs demonstrate this power. When companies invest in training and skill-building beyond their own workforce, they contribute to a stronger talent ecosystem. These investments create pathways for women to develop expertise, build networks, and advance their careers, whether that leads them to become future employees, collaborators, or industry leaders.
This is not to minimize the challenges ahead. Global organisations, in particular, face the specific challenge of maintaining consistent inclusion principles while respecting diverse cultural contexts. In the Middle East, this might mean mentorship programs that honor traditional relationship-building while opening new pathways for advancement.
This cultural intelligence requires a deep understanding of local values and communication styles. What works in Silicon Valley may not resonate in Dubai, but the commitment to creating environments where everyone can thrive remains universal.
The path forward
As we move through this Year of Community and beyond, we have an opportunity to redefine inclusion in practice. Incremental changes create profound long-term impact on how we work, lead, and contribute to our communities.
When we create environments where women not only participate but also thrive and lead, we contribute to broader societal progress. These women become role models and change agents, multiplying the impact far beyond organisational boundaries.
This transformation requires collective commitment across all levels, sustained investment in internal culture and external community, and unwavering dedication to continuous improvement. Recognition at events like the Best Companies for Women awards marks milestones on an ongoing journey toward workplaces where everyone can thrive.
