As per new data from LinkedIn, the epidemic led to a spike in the number of women founding their own businesses.
The share of founders in the UAE rose by 68% for women and 46% for men in 2020 compared to 2019.
According to statistics from LinkedIn, when working women strove to take control of their careers, the economic hardships brought on by the pandemic.
And the unjust job circumstances prompted a surge in the number of female entrepreneurs.
Post-Pandemic Encourages a Rise in Female Entrepreneurs.
The World Economic Forum’s research, on the Covid-19 pandemic, has led to an increase in the number of women starting their own enterprises in the United Arab Emirates.
Since women were more likely to work in service sector occupations like retail and hospitality.
Which were most affected by lockdowns, the pandemic offered significant challenges for women’s careers.
Due to the epidemic, many women had to shoulder the dual burden of caring for family members and working.
That compelled them to look for jobs with more flexibility than what their employers were able to provide.
Besides creating new business opportunities, A whole industry got upside down by the epidemic, and it was compelled to change how it operated. This cut down on some start-up costs, like real estate.
Hence, these drivers observed an unusual number of women starting their own enterprises.
Linkedin Report on a Start Rising in Female Founders.
A statement from LinkedIn notes that, while the pandemic generally had a negative impact on the job market.
Since “industries were unstable and switched to operational, which helped to minimise some initial expenses,” it also created new commercial opportunities.
Due to the epidemic, Along with having extra duties at home and at work, many women demanded more flexibility from their jobs.
According to LinkedIn, these factors encouraged more women to launch their own firms.
UAE Government Efforts to Promote Equity in the Workplace
In the UAE, the government has taken significant steps to promote equity in the workplace.
Between 2019 and 2021, many laws were passed, including:
a. requiring equal pay, 50/50 representation in the Federal National Council, and the presence of at least one female board member for listed companies in the nation.
b. It also passed legislation outlawing any type of job discrimination based on gender, race, colour, or national origin.
According to Sue Duke, Head of Global Public Policy at LinkedIn, “
As traditional gender norms gained hold and industries with a predominance of women were subjected to lockdowns, and working women were more affected by the pandemic than working men.
Data reveals that male co-workers are much more likely to be promoted into leadership positions.
Despite the large dearth of women in leadership positions still being a real issue.
Women are Undervalued in Leadership Roles
According to LinkedIn data published in the 2022 Global Gender Gap Report,
With women only holding a fifth (20%) of leadership positions in the UAE, Women continue being in leadership roles.
Women have aimed to take control of their jobs and launch their own enterprises as a result of the recent workplace and economic unrest.
Many women became “necessity entrepreneurs,” either out of a need for money or a lack of possibilities at work,
While others were pursuing their passions or looking for more flexibility.
We must acknowledge that unfair working conditions forced the hands of many of these entrepreneurs,
Should act to create workplaces that are welcoming to women.
The global data is quite alarming, yet it also shows areas where advancement is possible. It is evident that examining hiring and promotion procedures and making flexible working the norm are important factors.
To Overcome the Gender Gap Globally, Targeted Action is Required.
Per the Global Gender Gap Report and LinkedIn’s data, says focused action is required to increase equality in the workplace and throughout society.
The information shows that to advance, attention must be given to:
1. Internal mobility initiatives,
2. Flexible work schedules, and
3. Inclusive and fair employment processes.
Practical measures include:
1. establishing representative candidate slates,
2. eliminating bias from job descriptions,
3. including women on interview panels.
The intent in creating particular mentorship and training programmes for women in pre-managerial roles.
As well as educating recruiting managers and interviewers at this level about unconscious bias and offering training in it.
LinkedIn stats, the fact that women are 24% more likely than men to apply for remote employment emphasises.
The importance of flexibility for women and the role it plays in establishing an inclusive workplace by attracting a diverse talent pool.
Summary of How Linkedin is in Action to Support Female Founders
LinkedIn has developed specific remote, hybrid, and on-site filters to make it easier for people to find opportunities that suit their needs.
Platform developed a new flexible working strategy last year with the goal of putting employees’ needs first.
With possibilities for hybrid and remote positions, teams are given the freedom to decide where they want to work based on what suits them the best.
LinkedIn offers free learning opportunities as one of the ways it supports women’s career advancement.
The following resources are accessible until August 23, 2022: Gender in Negotiation;
1. Getting to Yes: Advice for Female Founders on How to Get Funded;
2. Leadership Strategies for Women; and
3. Success Strategies for Women in the Workplace.
LinkedIn also contributed to the Global Gender Gap Report and has written articles on gender equity, workplace hurdles, and biases that harm women.
Also read: The UAE launches NextGenFDI
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