In recent years, Saudi Arabia has been making strides in closing the gender gap, particularly in the public sector. The country’s Vision 2030 initiative has placed gender equality at the forefront of its socio-economic reforms, aiming to empower women in various sectors of society. The Institute of Public Administration’s recent study on gender equality in the Saudi public sector for the period 2022-2023 sheds light on the progress made, the challenges that remain, and offers recommendations for achieving gender balance across different job categories in the public sector. While progress is evident, the report acknowledges areas of concern, especially in leadership and decision-making roles, where women remain significantly underrepresented.

The study conducted by the Institute of Public Administration surveyed 2,580 employees across 21 ministries, with 29 percent of the sample being female. The majority of the respondents (74 percent) were aged 25 to 45, occupying various job levels, including administrative (61 percent), supervisory (23 percent), and executive (16 percent) roles. Interestingly, despite the Kingdom’s ambitious goals toward gender equality, the overall gender gap in Saudi ministries stood at 8 percent in favor of men. For every 100 male employees, there are 92 female employees. However, this gap is not uniform across job categories.

Leadership and decision-making roles remain dominated by men, with striking disparities. The study reveals that 92 percent of directors and general directors are men, while in top executive positions, such as ministers or deputy ministers, 96 percent are men. Diplomacy and health sectors also reflect these gaps, with 84 percent of diplomatic directors and 97 percent of directors in the health sector being male. This significant imbalance indicates a persistent barrier for women aspiring to leadership roles, especially in traditionally male-dominated fields.

At the professional/specialist level, the gender gap narrows, with almost equal representation at a ratio of 99 women for every 100 men. However, within these categories, notable differences emerge. For example, in general professional-ranking employees, men outnumber women by 66 percent, and in the health professions, men hold a 28 percent lead over women. Conversely, in the education sector, the gender balance shifts in favor of women, with a ratio of 107 women to 100 men among university faculty and 114 women to 100 men among teachers.

The technical and assistant job categories show a 41 percent gap in favor of men, with 59 women for every 100 men. This gap grows even larger in general administration, where only four women are employed for every 100 men. In lower-level positions, such as sales and services, the ratio is 15 women to 100 men. However, in office clerk roles, women hold a commanding lead, with 134 women for every 100 men. In factories and assembly line jobs, women are significantly underrepresented, with only four women for every 100 men. This shows that while women are making headway in education, health, and clerical jobs, they are still underrepresented in sectors traditionally viewed as male-dominated, such as administration and manufacturing.

Notably, the study highlights a promising trend in the STEM (science, technology, engineering, and mathematics) fields, where the gender gap is small. The overall gap in STEM fields is just 10 percent in favor of men, with only a 4 percent gap in terms of hiring new graduates. This suggests that Saudi women are making significant strides in technical and scientific fields, challenging traditional gender roles in the workplace.

The study also explored employees’ perceptions of gender equality within the work environment, revealing valuable insights into organizational procedures, equal opportunities, and work-life balance. Overall, the survey respondents rated their work environments as moderately balanced, with a score of 53.4 percent on the study’s scale, where scores between 50 and 75 percent are considered average.

One key area of concern is organizational procedures, which scored 55.9 percent. The study revealed gaps in the implementation of gender balance policies, communication channels for reporting discrimination and harassment, and flexible work arrangements. Despite policies aimed at creating a more gender-equal environment, interviewees indicated that women’s empowerment sometimes appears superficial, with women’s voices not always being heard in decision-making processes. Many leaders pointed to the absence of a dedicated unit to monitor the implementation of gender balance policies, calling for clear guidelines on ensuring equal opportunities in hiring, promotion, and benefits.

The second indicator in the study examined salary equality, scoring 55.9 percent, highlighting employees’ perception of inequality in favor of men. This underscores a lingering concern about gender-based wage gaps, which persist despite efforts to create a more equitable work environment.

The third indicator, equal opportunities, scored 52.5 percent and measured the perceived fairness of job allocation, decision-making authority, and opportunities for promotion. The study found that women, particularly those who have only recently entered the job market, are less likely to hold leadership positions or participate in key decision-making roles. Some leaders attributed this to women’s lack of experience in the workplace, while others pointed to the shortage of qualified women in certain fields. Additionally, the nature of some jobs, such as those requiring late hours or travel, was cited as a reason for the preference for male candidates, reinforcing traditional gender roles.

Training and development, which received the lowest score at 51.7 percent, is an area where women continue to face challenges. The study found that many employees, particularly women, lack access to career development opportunities, including assignments that could help them advance within the organization. Interviewees noted that some employees, especially men, were hesitant to work closely with women, particularly in roles that required overtime or travel. This hesitation could limit women’s opportunities for career progression, especially in male-dominated fields.

The final indicator, organizational culture, scored 51.6 percent and assessed attitudes toward gender equality, collaboration, and the perception of talent. The study found that men were often perceived to possess stronger negotiation skills, while women were seen as more productive. This cultural bias suggests that gender stereotypes still play a role in shaping perceptions of men and women’s abilities in the workplace. Additionally, some employees were not fully aware of their rights and responsibilities at work, emphasizing the need for better internal communication and employee support.

The study concludes with several recommendations aimed at addressing the gender gap in Saudi Arabia’s public sector. These include creating dedicated units to monitor the implementation of gender balance policies, improving communication channels for addressing discrimination, and providing flexible work arrangements for both men and women. The study also calls for greater investment in training and development programs for women, particularly in leadership roles, and advocates for budget allocations to support services such as childcare and prayer rooms to create a more inclusive work environment.

Additionally, the report highlights the importance of changing cultural perceptions about women’s abilities and contributions to the workforce. This includes promoting gender-sensitive training and awareness programs to challenge stereotypes and encourage collaboration between male and female employees.

Saudi Arabia has made significant progress in closing the gender gap, particularly in the education and health sectors. However, challenges remain, especially in leadership roles and organizational culture. The Institute of Public Administration’s study provides valuable insights into where gender imbalances persist and offers actionable recommendations to promote a more inclusive and equitable work environment. By addressing these issues, Saudi Arabia can continue its journey toward gender equality, creating opportunities for women to fully participate in the public sector and contribute to the nation’s growth and development.

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