The UAE Gender Balance Council, established in 2015, coordinates national efforts to achieve gender parity across economic participation, education, health, and political empowerment. The UAE ranks first among Arab nations on the World Economic Forum Gender Gap Index but recognises significant gaps relative to global leaders. The 2031 targets focus on expanding female workforce participation, increasing women’s representation in senior leadership, and closing the gender pay gap across private and public sectors.
Key Gender Balance Metrics
| Metric | 2022 | 2023 | 2024 | 2025 (est.) | 2031 Target |
|---|---|---|---|---|---|
| Female workforce participation (%) | 57.5% | 59.2% | 61.0% | 62.5% | 70% |
| Women in FNC seats (%) | 50% | 50% | 50% | 50% | 50% (maintained) |
| Women on listed company boards (%) | 8.5% | 11.2% | 14.8% | 17.5% | 30% |
| Women in senior government roles (%) | 30% | 31% | 33% | 34% | 40% |
| Gender pay gap (private sector, %) | 18% | 16% | 14% | 12% | <5% |
| Female STEM graduates (%) | 42% | 44% | 46% | 48% | 50% |
Workforce Participation by Sector (2024, Emirati Women)
| Sector | Female Share (%) | Change from 2022 | Key Driver |
|---|---|---|---|
| Education | 72% | +2% | Historical strength |
| Healthcare | 58% | +4% | Expanding sector |
| Government administration | 46% | +3% | Policy mandates |
| Financial services | 38% | +6% | STEM pipeline growth |
| Technology | 32% | +8% | Accelerator programmes |
| Energy | 22% | +5% | Graduate recruitment focus |
| Construction and engineering | 11% | +3% | Emerging participation |
Progress Rate Analysis
The UAE has made measurable progress on gender balance metrics, particularly in boardroom representation where a 2021 mandate requiring listed companies to appoint at least one female board member catalysed movement from 8.5 per cent in 2022 to an estimated 17.5 per cent by 2025. This regulatory approach — combining mandates with incentive programmes — has proven more effective than voluntary commitments.
Female workforce participation among Emirati women has risen steadily, driven by higher education attainment (Emirati women now outnumber men in university enrolment by nearly two to one) and expanded childcare infrastructure. The private sector gender pay gap has narrowed from 18 per cent to an estimated 12 per cent, reflecting both policy pressure and market competition for female talent in growth sectors such as technology and finance.
The technology sector shows the most dynamic change, with female participation growing 8 percentage points since 2022. Programmes such as the Fatima bint Mubarak Women’s Academy and sector-specific mentorship initiatives have contributed, alongside the broader expansion of the UAE’s digital economy creating new employment categories.
Risk Factors
| Risk | Severity | Impact |
|---|---|---|
| Cultural resistance to senior female leadership | Medium | Slows advancement beyond mid-management |
| Childcare and family support infrastructure gaps | Medium | Constrains workforce retention |
| Private sector pay gap persistence | Medium | Undermines economic equality |
| Concentration in traditional sectors | Medium | Limits diversification of female employment |
| Board mandate compliance without substantive roles | Low-Medium | Creates tokenistic representation |
Outlook
The UAE’s gender balance trajectory is positive across most metrics, with boardroom representation and workforce participation showing the strongest gains. The 30 per cent board representation target by 2031 is achievable at current rates, though the 70 per cent workforce participation target requires acceleration. Closing the pay gap to below 5 per cent demands more aggressive enforcement mechanisms, including mandatory pay transparency and sector-specific benchmarking. The STEM pipeline is strong — with 48 per cent female STEM graduates — suggesting that the talent supply exists to support continued progress if workplace barriers are addressed.
Current Assessment: On Track — boardroom gains strong, pay gap closure and workforce participation need acceleration.