Question: While the UAE has established rules for maternity and paternity leave, some companies are going above and beyond. One company even offers working mothers an entire year off for maternity leave, while new fathers can take an extra 42 days. How long should these leaves be? What factors should companies consider when making this decision?
Answer: The UAE is a significant player in the global conversation about gender equality. With several groundbreaking initiatives, the country is leading efforts for gender parity.
For example, the UAE Gender Balance Council has mandated that women hold 30% of all leadership roles in the private sector by 2025. This isn’t just a policy; it’s a major step towards creating a more inclusive and diverse corporate environment. This commitment reflects the UAE’s impressive global ranking, as it stands seventh worldwide and first in the region according to the UNDP Gender Inequality Index 2024.
The late Sheikh Khalifa bin Zayed Al Nahyan laid a strong foundation for this progress. His call for Emirati women to occupy half of the Federal National Council (FNC) seats is about more than just representation; it ensures that women’s voices shape the country’s future.
However, achieving gender equality comes with challenges. Women often face a tough choice between pursuing their careers and focusing on family life. Supportive maternity policies are essential in helping them navigate this dilemma.
Going Beyond Basic Support
Some companies understand the significant changes women experience after childbirth and are developing maternity policies that go further than the standard.
The Chartered Institute of Personnel and Development (CIPD) recently updated its maternity policy in the region to offer a year off, with six months paid in full. This policy helps women recover and bond with their babies, allowing them to return to work without losing their momentum.
Of course, this may be challenging for startups or smaller companies with financial constraints. Nonetheless, where possible, organizations should explore ways to implement policies that allow women to balance their careers and home life. Research indicates that workplace inclusivity leads to better decision-making and improved performance.
In conclusion, while laws set the minimum standards for rights and protections, they are just the starting point. Companies that go beyond the minimum, offering additional support and flexibility, not only comply with the law but also create an environment where women can succeed both professionally and as mothers.
Roujin Ghamsari is an experienced HR professional and fellow of the CIPD, a leading organization for HR and people development. Named one of the ‘Most Influential HR Practitioners 2023’, she specializes in working with top leadership to create effective people strategies that help organizations achieve their goals.
