This policy brief unveils the underlying causes and consequences of young women’s unemployment in the region and warns that the inability of young women to reach into the labour market, would not only affect their potential income, but may also expose them to poverty. From an economic perspective, it is estimated that the opportunity cost of the unemployment crisis of young women amounts to $50 billion annually. The brief draws examples from several Arab countries on the poor transition of young women from school-to-work, and urges policy makers to introduce policy interventions, based on a strategic framework to empower women and achieve gender equality.

Arab women trade unionists, seeking a greater role in workers' organizations, will convene a regional workshop in Lebanon from February 4 to 6, entitled: "Women and trade unions in Arab countries: Decent work through organizing". The meeting aims to promote a greater appreciation of the value of women’s work and their role in workers’ organizations. Participants will explore ways to increase women’s participation in trade unions and enable them to build synergies with NGOs that advocate for women’s rights. The event brings together participants from Lebanon, Jordan, the occupied Palestinian territory, Bahrain, Yemen, Kuwait, Tunisia, Egypt, Morocco, Libya and Algeria. It is part of a series of activities undertaken by the project "Strengthening Workers' Organizations in Arab Countries through Economic, Social and Legal Literacy".

This report describes the position of women in the labour market and their economic activities, specifically in business management and leadership in the MENA region. It discusses the challenges, opportunities, and developments for more women to enter the labour market and to advance as business owners and corporate managers. It aims to inspire constructive discussions in the region and motivate actors in the world of work to achieve gender equality at all levels. Chapters two, three and four review the most recently available indicators on women’s participation in the labour market, as managers, employers and own account workers. These sections rely on ILO statistical databases, as well as drawing on surveys such as the ILO Company Survey conducted in 2013 and studies conducted by renowned institutions and official data sources in order to sketch a general picture. The scarcity of data limits comparability and aggregation and thus examples from the region are used to highlight key features of MENA with respect to women in business. The fifth chapter provides a business rationale for augmenting the representation of women in management and leadership in the private sector. As little research is available to make a business case based on studies conducted in the region, global research findings are presented. The sixth chapter discusses the main challenges for women to break through the glass ceiling and to avoid the leaking pipeline in the MENA region. The seventh and eighth chapters present initiatives and emerging opportunities worth pursuing especially targeting the private sector at large. Finally, the last chapter offers avenues for action, specifically for the private sector and for business and employers’ organizations.

As women overtake men in education, they are running a third of the world’s businesses. However, women business owners are concentrated in small and micro-businesses, and still only 5 per cent or less of CEOs of the largest global corporations are women. This report highlights the business case for gender diversity and the obstacles women still face as well as ways to move ahead, underlining the fact that women’s presence in the labour market is increasingly significant for economic growth and development at both enterprise and national levels. It advocates for a greater role for national business organizations, which can assist their member companies with putting in place policies and measures to recruit and retain talent. The report also shows that women still have to deal with a number of hurdles to reach positions as CEOs and company board members. While women have advanced in business and management, they continue to be shut out of higher level economic decision-making despite activism in the last decade to smash the “glass ceiling”. The report calls for a closer examination of the career paths of women and men to ensure that subtle gender biases are eliminated, proposing an array of initiatives that challenge gender stereotypes and corporate cultures, and that seek to reconcile work and family responsibilities.

This report examines how current legal provisions in Algeria, Egypt, Jordan, Libya, Morocco and Tunisia are impacting women’s ability to fully participate in economic life, both as employees and entrepreneurs. It is based on a comparative analysis of the various rights set out in constitutions, personal status laws, labour laws, in addition to tax and business laws. The report recognises the considerable progress made – in particular in the aftermath of the 2011 uprisings – following the adoption of constitutional and institutional reforms to strengthen women’s status. Yet ensuring sufficient opportunities for women remains a challenge in the six countries. The report suggests that this may be due to different factors such as: the existence of certain laws that are gender discriminatory, contradictions between various legal frameworks, lack of enforcement mechanisms, and barriers for women in accessing justice. Through targeted policies, countries can tackle these challenges, and help unleash women’s potential to boost growth, competitiveness and inclusive social development.