Latest news with #GlobalGenderGapReport2023
The Herald Scotland
28-04-2025
- Entertainment
- The Herald Scotland
Stars shine the spotlight on our need for women's rights
Last month, against the backdrop of a world grappling with crises, the Royal Albert Hall was transformed into a stage of unity, power, and hope. Sisters: Annie Lennox & Friends, the first-ever concert of its kind, brought together an extraordinary line-up of artists, including Beverley Knight, Hozier, and Paloma Faith, to raise funds for The Circle, a global feminist organisation founded 17 years ago by Lennox and other leading women. More than just a charity, The Circle is a movement – a force for change rooted in the belief that women's rights are human rights. Since 2008, it has worked tirelessly to support women and girls facing gender-based violence and economic inequality across the world. From the moment the first note was played, the atmosphere was electric. The concert felt like a beacon of light, igniting hope and strength in a time of darkness. Legends of music stood side by side with rising stars, amplifying a single, unshakable message: women supporting women can change the world. The night was filled with performances that stirred the soul, including a breath taking rendition of Sisters Are Doin' It for Themselves by Lennox – an anthem that has defined feminist movements for decades. Reflecting on the event, Livia Firth, founding member and ambassador for The Circle, described it as: 'So inspiring and uplifting – just what we all needed.' And indeed, as voices united in song, there was an overwhelming feeling that collective action is not just powerful – it's unstoppable. The urgency of this initiative cannot be overstated. More than 300 million women and girls live in extreme poverty, and one in three women will experience violence in their lifetime. Despite global efforts, progress on gender equality has stalled – one in three countries has made no advancements since 2015, while in 18 nations including Venezuela, Afghanistan and South Africa, conditions for women have worsened. At the current pace, achieving global gender equality will take another 131 years, according to World Economic Forum's Global Gender Gap Report 2023. This is unacceptable. The latest UN Women report published last month, Women's Rights in Review 30 Years After Beijing, also presents a sobering reality. While gains have been made – such as increased female political representation and reductions in maternal mortality – women's and girls' rights are facing unprecedented threats. Nearly a quarter of governments report a backlash against gender equality. (Image: Photographer Misan Harriman) Digital platforms are amplifying harmful stereotypes, the digital gender gap continues to limit opportunities for women, and women's rights defenders face harassment, violence, and even death. Global crises, including Covid-19, climate change, and surging food and fuel prices, only exacerbated these challenges. 'When women and girls can rise, we all thrive, yet globally, women's human rights are under attack. Instead of mainstreaming equal rights, we're seeing the mainstreaming of misogyny,' warned UN secretary-general António Guterres. UN Women executive director Sima Bahous reinforced this urgency, stating: 'Complex challenges stand in the way of gender equality and women's empowerment, but we remain steadfast, pushing forward with ambition and resolve. Women and girls are demanding change – and they deserve nothing less.' Next year marks the 30th anniversary of the Beijing Declaration and Platform for Action, the most ambitious global roadmap for gender equality. In response, the UN's new Beijing+30 Action Agenda outlines six key priorities for transformative change: ensuring equal access to digital technology, eradicating poverty, ending violence against women, increasing women's decision-making power, prioritising women's roles in peace and security, and achieving climate justice. Across all these areas, one truth is undeniable: centring women and girls in decision-making is the only path to meaningful progress. Compounding these challenges is the fact that many countries are rolling back on international aid, leaving women's rights organisations with even fewer resources. As government support dwindles, the role of NGOs like The Circle becomes even more critical. These organisations are often the only lifeline for women facing violence, discrimination, and economic hardship. Without sustained funding, progress on gender equality risks being reversed. Raakhi Shah, CEO of The Circle, reinforced the critical need for immediate action: 'The rollback of women's rights is a huge deal. Funding is vital and critical right now.' The shocking reality is that less than 1% of global development funding goes to women's rights organisations – the very groups working on the frontlines to dismantle inequality. The Circle is committed to changing this, directly funding grass-roots, women-led initiatives in some of the world's most vulnerable regions, including Afghanistan, South Sudan, and conflict zones where gender-based violence is rampant. Over the past 17 years, The Circle has directly supported more than 1.4 million people on women's rights and empowered over 700,000 women and girls facing violence, discrimination, and fear. These numbers are staggering, but they represent only the beginning of what needs to be done. This concert was not only to raise awareness but to raise funds to help women most impacted. Annie Lennox said: 'It was truly amazing to bring women and allies together, to find inspiration and community in each other, as well as raising much-needed funds to support our outstanding female-led organisations around the world.' Strengthening the power of women's rights organisations through long-term financial support is essential to advancing gender equality and building a safer, fairer future for all. Nadine Shah, another performer at the event, echoed this sentiment: 'I fully support The Circle's mission statement to persevere to ensure a future where there is equality and safety for all women and girls. If Annie asks you to do something … you do it.' As we reflect on the impact of Sisters: Annie Lennox & Friends, one thing is clear: this is not just about policy change or government intervention – it's about all of us. Whether through activism, advocacy, donating, or simply standing in solidarity, every single person has a role to play. As The Circle has proven time and again, when women stand together, change is not just possible – it is inevitable. For me, and for women across the globe, sweet dreams are made of this: a world where equality is not just a dream, but a destiny within our reach. Now is the time to act, to amplify, and to stand in solidarity with Annie all our sisters – because gender equality cannot wait another 131 years. n Dr Antoinette Fionda-Douglas is co-founder of Beira, and assistant professor at Heriot-Watt University
Yahoo
08-03-2025
- Business
- Yahoo
How much do women earn compared to men across Europe?
Multiple indicators highlight persistent economic disparities between women and men, with the data making these inequalities undeniably clear. Despite having the highest gender parity among all regions in the World Economic Forum's Global Gender Gap Report 2023, Europe is no exception to these challenges. In 2023, women in the EU earned 12% less than men according to Eurostat. This means women made only €88 for every €100 earned by men. The gender pay gap in the EU was 16% in 2013, four percentage points higher than in 2023. The unadjusted gender pay gap is a useful indicator. It is 'the difference between the average gross hourly earnings of men and women expressed as a percentage of the average gross hourly earnings of men'. This calculation includes enterprises with 10 or more employees. In 2023, the unadjusted gender pay gap ranged from -0.7% in Luxembourg to 19% in Latvia. A negative rate indicates that women, on average, earned more than men. Displaying amounts instead of percentages might make it easier to understand how much women earn for every €100 men make. In 2023, women in Latvia earned just €81 for every €100 earned by men, followed by Austria (€82) and Czechia (€82). These disparities become even more significant when viewed in terms of monthly salaries. For example, if we assume an average salary of €2,000 in Austria, women would earn €360 less than men each month. Luxembourg was the only country where women (€101) earned more than men (€100). The pay gap was also less than €5 in Belgium, Italy, and Romania, making them the best countries for women after Luxembourg. Among Europe's top five economies, the gender pay gap remains significant, except in Italy. Germany ranked fifth among 31 countries, with women earning just €82 for every €100 earned by men. In the UK, this figure was €86, while in France, it was €88. Spain was only slightly below the EU average at €91, while Italy had the third smallest gap, with women earning €98 for every €100 earned by men. Examining key trends, Eastern and Central European countries exhibit larger unadjusted gender pay gaps. In contrast, Southern European countries like Italy, Spain, and Portugal recorded some of the lowest disparities. Nordic countries also continue to show significant gender pay gaps, with Finland, Denmark, and Norway all exceeding the EU average. This may come as a surprise, given their strong reputation for gender equality. The European Commission provides four main reasons for the gender pay gap. Overrepresentation of women in lower-paying sectors: The Commission emphasises that approximately 24% of the gender pay gap is linked to sectoral segregation, meaning women are more likely to work in lower-paid industries such as care, health, and education. Jobs dominated by women are often systematically undervalued. Unequal distribution of paid and unpaid: Women tend to work more hours per week than men. However, women spend more hours on unpaid work such as caregiving and household responsibilities. '[In the EU], women would need to work 1.5 extra months to make up the difference' The glass ceiling: Position in the hierarchy significantly impacts earnings, with women vastly underrepresented in top leadership roles. For instance, fewer than one in ten CEOs of major companies are women. Another example comes from the media sector. A study by the Reuters Institute at the University of Oxford found that only 27% of the 171 top editors across 240 media brands are women in 2025. This is despite women making up an average of 40% of journalists in the 12 markets analyzed. Pay discrimination: In some cases, women still earn less than men for performing the same work or work of equal value. The Commission also found that the majority of the gender pay gap in the EU remains unexplained. It cannot be attributed to factors such as education, occupation, working hours, or the economic sector in which a person is employed. 'More transparency in pay would help uncover unjustified gender-based pay differences for equal work', the Commission urged. The EU's Pay Transparency Directive aims to tackle these issues comprehensively. Employment rate is also a key indicator of gender equality. Huge disparities still exist, too. Among 32 European countries (EU, EFTA, and EU candidate countries), men had a higher employment rate than women in the third quarter of 2024. The EU average stood at 80.9% for men and 70.9% for women, reflecting a 10 percentage point (pp) gap. Turkey stands out as an outlier with a 38 pp employment gap disadvantaging women. Similarly, the gap exceeded 18 percentage points in Italy, Greece, and Romania.
Yahoo
08-03-2025
- Business
- Yahoo
How much do women earn compared to men across Europe?
Multiple indicators highlight persistent economic disparities between women and men, with the data making these inequalities undeniably clear. Despite having the highest gender parity among all regions in the World Economic Forum's Global Gender Gap Report 2023, Europe is no exception to these challenges. In 2023, women in the EU earned 12% less than men according to Eurostat. This means women made only €88 for every €100 earned by men. The gender pay gap in the EU was 16% in 2013, four percentage points higher than in 2023. The unadjusted gender pay gap is a useful indicator. It is 'the difference between the average gross hourly earnings of men and women expressed as a percentage of the average gross hourly earnings of men'. This calculation includes enterprises with 10 or more employees. In 2023, the unadjusted gender pay gap ranged from -0.7% in Luxembourg to 19% in Latvia. A negative rate indicates that women, on average, earned more than men. Displaying amounts instead of percentages might make it easier to understand how much women earn for every €100 men make. In 2023, women in Latvia earned just €81 for every €100 earned by men, followed by Austria (€82) and Czechia (€82). These disparities become even more significant when viewed in terms of monthly salaries. For example, if we assume an average salary of €2,000 in Austria, women would earn €360 less than men each month. Luxembourg was the only country where women (€101) earned more than men (€100). The pay gap was also less than €5 in Belgium, Italy, and Romania, making them the best countries for women after Luxembourg. Among Europe's top five economies, the gender pay gap remains significant, except in Italy. Germany ranked fifth among 31 countries, with women earning just €82 for every €100 earned by men. In the UK, this figure was €86, while in France, it was €88. Spain was only slightly below the EU average at €91, while Italy had the third smallest gap, with women earning €98 for every €100 earned by men. Examining key trends, Eastern and Central European countries exhibit larger unadjusted gender pay gaps. In contrast, Southern European countries like Italy, Spain, and Portugal recorded some of the lowest disparities. Nordic countries also continue to show significant gender pay gaps, with Finland, Denmark, and Norway all exceeding the EU average. This may come as a surprise, given their strong reputation for gender equality. The European Commission provides four main reasons for the gender pay gap. Overrepresentation of women in lower-paying sectors: The Commission emphasises that approximately 24% of the gender pay gap is linked to sectoral segregation, meaning women are more likely to work in lower-paid industries such as care, health, and education. Jobs dominated by women are often systematically undervalued. Unequal distribution of paid and unpaid: Women tend to work more hours per week than men. However, women spend more hours on unpaid work such as caregiving and household responsibilities. '[In the EU], women would need to work 1.5 extra months to make up the difference' The glass ceiling: Position in the hierarchy significantly impacts earnings, with women vastly underrepresented in top leadership roles. For instance, fewer than one in ten CEOs of major companies are women. Another example comes from the media sector. A study by the Reuters Institute at the University of Oxford found that only 27% of the 171 top editors across 240 media brands are women in 2025. This is despite women making up an average of 40% of journalists in the 12 markets analyzed. Pay discrimination: In some cases, women still earn less than men for performing the same work or work of equal value. The Commission also found that the majority of the gender pay gap in the EU remains unexplained. It cannot be attributed to factors such as education, occupation, working hours, or the economic sector in which a person is employed. 'More transparency in pay would help uncover unjustified gender-based pay differences for equal work', the Commission urged. The EU's Pay Transparency Directive aims to tackle these issues comprehensively. Employment rate is also a key indicator of gender equality. Huge disparities still exist, too. Among 32 European countries (EU, EFTA, and EU candidate countries), men had a higher employment rate than women in the third quarter of 2024. The EU average stood at 80.9% for men and 70.9% for women, reflecting a 10 percentage point (pp) gap. Turkey stands out as an outlier with a 38 pp employment gap disadvantaging women. Similarly, the gap exceeded 18 percentage points in Italy, Greece, and Romania.
Euronews
08-03-2025
- Business
- Euronews
How much do women earn compared to men across Europe?
Despite progress, women in the EU still earn 12% less than men. Euronews Business analyses the gender pay gap across Europe to mark International Women's Day. ADVERTISEMENT Multiple indicators highlight persistent economic disparities between women and men, with the data making these inequalities undeniably clear. Despite having the highest gender parity among all regions in the World Economic Forum's Global Gender Gap Report 2023, Europe is no exception to these challenges. In 2023, women in the EU earned 12% less than men according to Eurostat. This means women made only €88 for every €100 earned by men. The gender pay gap in the EU was 16% in 2013, four percentage points higher than in 2023. The unadjusted gender pay gap is a useful indicator. It is 'the difference between the average gross hourly earnings of men and women expressed as a percentage of the average gross hourly earnings of men'. This calculation includes enterprises with 10 or more employees. In 2023, the unadjusted gender pay gap ranged from -0.7% in Luxembourg to 19% in Latvia. A negative rate indicates that women, on average, earned more than men. Displaying amounts instead of percentages might make it easier to understand how much women earn for every €100 men make. In 2023, women in Latvia earned just €81 for every €100 earned by men, followed by Austria (€82) and Czechia (€82). These disparities become even more significant when viewed in terms of monthly salaries. For example, if we assume an average salary of €2,000 in Austria, women would earn €360 less than men each month. Luxembourg was the only country where women (€101) earned more than men (€100). The pay gap was also less than €5 in Belgium, Italy, and Romania, making them the best countries for women after Luxembourg. Among Europe's top five economies, the gender pay gap remains significant, except in Italy. Germany ranked fifth among 31 countries, with women earning just €82 for every €100 earned by men. In the UK, this figure was €86, while in France, it was €88. Spain was only slightly below the EU average at €91, while Italy had the third smallest gap, with women earning €98 for every €100 earned by men. Examining key trends, Eastern and Central European countries exhibit larger unadjusted gender pay gaps. In contrast, Southern European countries like Italy, Spain, and Portugal recorded some of the lowest disparities. Nordic countries also continue to show significant gender pay gaps, with Finland, Denmark, and Norway all exceeding the EU average. This may come as a surprise, given their strong reputation for gender equality. ADVERTISEMENT Why do women earn less than men? The European Commission provides four main reasons for the gender pay gap. Overrepresentation of women in lower-paying sectors: The Commission emphasises that approximately 24% of the gender pay gap is linked to sectoral segregation, meaning women are more likely to work in lower-paid industries such as care, health, and education. Jobs dominated by women are often systematically undervalued. Unequal distribution of paid and unpaid: Women tend to work more hours per week than men. However, women spend more hours on unpaid work such as caregiving and household responsibilities. '[In the EU], women would need to work 1.5 extra months to make up the difference' European Commission The glass ceiling: Position in the hierarchy significantly impacts earnings, with women vastly underrepresented in top leadership roles. For instance, fewer than one in ten CEOs of major companies are women. Another example comes from the media sector. A study by the Reuters Institute at the University of Oxford found that only 27% of the 171 top editors across 240 media brands are women in 2025. This is despite women making up an average of 40% of journalists in the 12 markets analyzed. Pay discrimination: In some cases, women still earn less than men for performing the same work or work of equal value. The Commission also found that the majority of the gender pay gap in the EU remains unexplained. It cannot be attributed to factors such as education, occupation, working hours, or the economic sector in which a person is employed. ADVERTISEMENT 'More transparency in pay would help uncover unjustified gender-based pay differences for equal work', the Commission urged. The EU's Pay Transparency Directive aims to tackle these issues comprehensively. Employment rate is also a key indicator of gender equality. Huge disparities still exist, too. The employment rate is higher for men in all 32 countries Among 32 European countries (EU, EFTA, and EU candidate countries), men had a higher employment rate than women in the third quarter of 2024. ADVERTISEMENT The EU average stood at 80.9% for men and 70.9% for women, reflecting a 10 percentage point (pp) gap. Turkey stands out as an outlier with a 38 pp employment gap disadvantaging women. Similarly, the gap exceeded 18 percentage points in Italy, Greece, and Romania.
Tahawul Tech
08-03-2025
- Business
- Tahawul Tech
UAE empowers women in tech to build a future-ready nation
The UAE's leadership in empowering women in technology is a powerful embodiment of the 2025 IWD theme, 'Accelerate Action.' By blending visionary governance, STEM education, and private-sector innovation, the UAE is not just keeping pace but setting the pace for gender equality in the digital era. The UAE's commitment to empowering women in technology is not only a testament to its progressive values but also a recognition of the vital role women play in driving innovation and economic growth. As we celebrate International Women's Day 2025, let us continue accelerating action towards gender parity in tech and empower women to reach their full potential. Today in celebration of International Women's Day 2025, we shine a spotlight on the UAE's remarkable strides in empowering women in the technology sector. Aligned with this year's theme of 'Accelerate Action,' the UAE has emerged as a global leader in fostering gender diversity and inclusion in tech. According to the World Economic Forum's latest Global Gender Gap Report, the UAE ranked first in the Arab world and 17th globally in terms of gender parity. In the technology sector, women account for an impressive 30% of the workforce, significantly higher than the global average of 25%. This progress is attributed to the UAE government's unwavering commitment to gender equality and the implementation of various initiatives aimed at empowering women in technology. These initiatives include mentorship programs, skill development workshops, and policies that promote flexible work arrangements. The UAE's commitment is reflected in its top ranking for gender parity in the Arab world, according to the World Economic Forum's Global Gender Gap Report 2023. The report highlights the UAE's strides in closing gender gaps, achieving full parity in parliamentary representation in 2024 and boasting a 77% higher education enrollment rate for women. In technology specifically, Emirati women are breaking barriers. The UAE's focus on STEM (Science, Technology, Engineering, and Mathematics) has resulted in significant female participation, with women constituting a growing share of the tech workforce. For instance, the UAE Space Agency's Mars Mission, led by Sarah Al Amiri—Minister of State for Public Education and Future Technology—features a team that is 80% female, showcasing women's leadership in cutting-edge innovation. Recent World Economic Forum research underscores the urgency of this acceleration. The Future of Jobs Report 2023 predicts that 75% of surveyed companies will adopt AI, big data, and cloud technologies within the next five years, reshaping the global workforce. Yet, the Global Gender Gap Report 2023 warns that at the current pace, full gender parity won't be achieved until 2158—over 130 years from now. The UAE is defying this timeline by proactively equipping women with digital skills and leadership opportunities. Initiatives like the UAE's National Policy for Empowerment of Emirati Women 2023-2031 aim to boost women's participation across all sectors, with a strong emphasis on technology. Programs such as the Dubai Women Establishment (DWE) and Abu Dhabi Women's Council (ADWC) provide training, mentorship, and networking, fostering female tech entrepreneurs and professionals. The private sector is also stepping up. Emirati women feature prominently on global lists, with the UAE ranking second in the number of women on Forbes' 100 Most Powerful Arab Businesswomen 2024. Companies in the UAE are increasingly adopting gender-inclusive policies, aligning with the WEF's call for businesses to drive sustainable growth through diversity. This momentum is further fueled by cultural shifts—evidenced by the UAE's legal reforms, such as outlawing pay discrimination—creating an ecosystem where women in tech can thrive. New data from Coursera reveals that women represent 23.8% of GenAI learners in the UAE, lower than the global average of 31%. This highlights a persistent gender gap in this critical field, especially concerning given the UAE's impressive 1,102% growth in GenAI course enrollments in 2024. While women comprise 56% of government university STEM graduates in the UAE, this educational success isn't translating to GenAI participation, underscoring the need for targeted interventions. Globally, only 36% of women believe GenAI can advance their careers, compared to 45% of men, further accentuating the need for focused efforts to change perceptions and provide opportunities. This aligns with UAE Minister Noura Al Kaabi's recent World Governments Summit address, which emphasized AI's impact on gender equality and the need for integrating AI into education. Her call for gender equality to be a fundamental principle by 2045 emphasizes the urgency of this issue, particularly as women currently hold only about 11% of board positions in the UAE, demonstrating a significant leadership gap. — host of Women in Technology Forum and Awards 2025 — brings to you leading voices in the UAE today to celebrate IWD 2025 in accelerating individual's role that shape the future of women in this progress-driven futuristic nation. Vibha Thusu, Industrial Automation (IA) eCommerce Program Leader – Marketing & Communications at Schneider Electric The theme 'Accelerate Action' for IWD 2025 is a powerful call to stop talking and start doing. We've spent years discussing diversity and inclusion, but it's now time to move from awareness to tangible action. For the tech industry, this means embedding these values into every layer of the organization. Joumana Karam, Head of Marketing at Acer Middle East and Manager of Business Development On a corporate level, It is critical that HR policies and practices are adapted to further accommodate women in the workplace without causing them to sacrifice their important roles within their families. This could include flexible working hours, equal advancement opportunities, and customized training on diversity. Martine Billmann, Marketing Manager, Middle East, Turkey and Africa, Genetec We are committed to fostering a fair, inclusive, and high-performing workplace—one where diversity is not just welcomed but actively embraced, respected, and encouraged. By prioritizing inclusive policies and creating an environment where all talent can thrive, we can accelerate progress and build stronger, more innovative teams. Dr. Priyanka Sainani, Founder at Hygge As a bootstrapped founder, I've seen firsthand how difficult it is to break into spaces that actually make room for women leaders, not just as token speakers, but as thought leaders shaping industries. We need more 'unbiased' stages that amplify women-led innovation platforms where female founders can showcase their work, ideas, and solutions to the right audience and investors. The future of tech isn't just about 'including' women. It's about backing them. Franziska Huber, PR & Communications Lead for Europe, Middle East, Africa and India, Western Digital Companies can actively encourage early interest in STEM professions by participating in school partnerships or sponsoring workshops (e.g., WD All Girls Hackathon). Businesses should also revise their recruitment and promotion strategies by using gender-neutral language, ensuring diverse decision-making panels and applying gender-neutral criteria like skills, effort, responsibilities and working conditions. Fadia Ayad, Senior Director & Country Manager, UAE & Gulf, F5 Organisations must create a more welcoming space for women interested in IT roles, including ensuring that recruitment processes are free from unconscious bias, getting the right processes in place to ensure women feel comfortable in their role, and encouraging women to pursue new roles, including promotions, within the organisation. Kanessa Muluneh, Investor/Serial Entrepreneur Women stand out by default in male-dominated industries like tech. Tech companies need to realise that women always juggle multiple responsibilities. Helping women manage all their responsibilities will make them perform better. Think about offering childcare at work or working from home possibilities. This will make life easier for your female employees easier and make them more available for work. Heather Mahalik Barnhart, SANS Fellow and DFIR Curriculum Lead 'Accelerate Action' is exactly what we need. Real change happens when we stop just talking and start doing. That means creating opportunities, mentoring women in tech, and actively challenging the biases that still exist. I've seen firsthand that when we push for real action. Whether it's hiring, promoting, or simply ensuring women's voices are heard, it does move the needle. It's not about waiting for change, it's about making it happen now. Morgan Demboski, Threat intelligence analyst, Sophos I take pride in our commitment to addressing the gender pay gap. Our HR and leadership teams conduct comprehensive reviews, implement structured budgets, and establish sustainable processes to ensure fair pay and career growth opportunities for women in cybersecurity. Encouraging self-confidence is key—something I believe is vital for everyone, especially women navigating this field. Aparna T A, senior enterprise analyst, ManageEngine To accelerate action on closing the gender gap in the tech industry, we need to take bold and impactful steps. First, leaders should actively mentor and sponsor junior women, ensuring they have the same support provided to men to rise into leadership roles. It's also crucial to increase the representation of women at tech summits, giving them platforms to inspire others and showcase their contributions to the industry. Prakriti Singh, Senior Vice President for Acceptance, Digital and New Infrastructure, EEMEA, Mastercard Closing the gender gap in technology requires a multi-faceted approach driven by both the organizational ecosystem and the workforce, starting with inclusive hiring, mentorship, and leadership programs that empower women at every stage of their careers. Dr. Fatma Taher, Associate Professor, Assistant Dean for Research and Outreach at Zayed University To accelerate action and close the gender gap in tech by IWD 2025, the industry must commit to transparent diversity goals, invest in STEM education for girls, and create inclusive workplaces. Promoting women to leadership roles, addressing pay gaps, fostering male allyship, and supporting women returning to tech are critical. Dr. Sana Amairi-Pyka, Lead Scientist for Quantum Communications at the Technology Innovation Institute (TII) in Abu Dhabi, UAE. In quantum science, women are significantly underrepresented. Beyond encouraging more women to enter the field, we must ensure they have the mentorship, funding, and leadership opportunities to stay and succeed. Amal Al Marri, STEM Program Manager at ASPIRE Industry leaders must invest in mentorship, ensuring women have role models to guide them. Companies should commit to inclusive hiring and leadership development, embedding diversity in decision-making. Finally, visibility matters. When women see others leading in AI and STEM, they believe, 'That could be me.' By removing barriers and fostering real opportunities, we accelerate action for lasting change. Fatma Ashkanani, Chief Corporate Officer at Khazna Data Centers The tech industry must act decisively to close the gender gap.. When businesses prioritize gender equity, they don't just empower women; they fuel innovation and long-term success. Now is the time to accelerate action. Rania Wehbi, IBM Business Unit Leader at Gulf Business Machines (GBM) To close the gender gap in tech, the industry must take decisive action. Despite progress, women remain underrepresented, particularly in leadership and decision-making roles, with unconscious bias continuing to influence hiring and promotion. To drive real change, organizations must implement measurable policies such as gender diversity targets in leadership and pay equity audits, ensuring accountability. Louise Bou Rached, Director, Middle East, Turkey and Africa, Milestone Systems To genuinely accelerate action in closing the gender gap, it's important for the tech industry to prioritize these initiatives. By putting people first and recognizing the diverse experiences and contributions that everyone brings to the table, we create workplaces where everyone can thrive. Sara Lewis, Director of Communications, EMEA, Cloudera We can accelerate action in the workplace by changing the industry narrative. Amplifying women's voices and visibility across all departments in an organisation will emphasise the breadth of opportunity in our dynamic industry. We also need to show leaders how diversity in teams not only brings different skills and behaviours but truly adds value and drives progress – whether it's a project, organisation or country. Professor May El Barachi, Head of the School of Computer Science, Engineering, and Information Sciences, University of Wollongong in Dubai Companies must actively promote women into senior leadership roles, providing visible role models who inspire the next generation. Diverse boardrooms ensure broader perspectives that shape inclusive innovations. Finally, education and awareness are key—hands-on tech workshops and events for girls can normalize STEM fields and make them more accessible, accelerating progress toward true gender equity in the industry.
