Gender managerial obstacles in private organizations

The UAE case

Bibliographic Data

ID12920927
AuthorsMohamed Osman Shereif Mahdi Abaker (0000-0002-1403-1241, American University of Ras Al Khaimah, corresponding author), Helen Louise Patterson (American University of Ras Al Khaimah), Boo Yun Cho (0000-0003-4707-9791, Jeju National University)
Year2022
Volume38
Issue4
Pages454-470
Publication date2022-11-17
Peer ReviewedYes
Open AccessYes
TypeARTICLE
VenueGender in Management An International Journal (JOURNAL)
Journal identifiersISSN: 1754-2413 • E-ISSN: 1754-2421
PublisherEmerald Publishing Limited (PUBLISHER • GB)
DOI10.1108/gm-04-2022-0143
OpenAlexW4309621377
LanguageEN
Citations received5
References cited26

Purpose The purpose of this study is to report empirical research on gender managerial obstacles in UAE private organizations. It identifies the barriers that limit opportunities for gender equality promotion in managerial level positions. Design/methodology/approach Primary data were gathered from 384 female managers operating in UAE organizations using Survey Monkey and ANOVA for statistical analysis. Two variables (years of experience and industry) were used to compare the average means across the responses and the differences among the group. Findings The situation of gender equality in UAE management currently shows a positive trend. The females who participated in the survey have considerable work experience and jobs in a vital economic sector of the UAE industry. The earlier cultural stereotypes that worked against the interests of women in the UAE society are no longer relevant except for informal barriers and the level of cooperation among female leaders. We found differences among industry, service and transportation sectors in which gender managerial level in a private industry is dependent upon the number of years of experience for female managers. Research limitations/implications The limitation of the study is the online survey was affected by the COVID-19 pandemic during the lockdown period in the spring of 2020, which led to a low number of participants responding to the questionnaire. Additionally, the survey did not include a nationality question to distinguish Emiratis from non-Emirati. Social implications This study indicates a need to coordinate UAE female leaders' actions to protect their rights, develop formal and informal mechanisms of gender inequality realization in business and promote professional skills, orientation on social networks, and mentoring programs for female leaders. These initiatives improve the positions of female leaders. Originality/value The study of the UAE case adds to the existing literature on gender studies because the survey-based research in the UAE context contributes to the limited knowledge of Middle Eastern countries. The females’ employment and their representation in managerial levels remain lower compared to males. Differences exist among the industry, service and transportation sectors

Business · Demographic economics · Economics · Gender discrimination · Immigration · Nationality · Political science · Private sector · Promotion (chess · Public relations · Service (business · Work (physics · Engineering · Gender Diversity and Inequality · Organizational and Employee Performance · Socioeconomic Development in MENA · Marketing

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