Introduction
In the current state of business and society, Saudi Arabian women present a paradoxical phenomenon in terms of their participation in the country’s labor force. While women in Saudi Arabia have access to higher education and appropriate living standards, the country exhibits a glaringly evident employment gap in the matter of gender compared to the rest of the world. According to the National Development Plan Vision 2030, Saudi Arabia is seeking to renovate its economy and move towards addressing discrimination against women in employment.
This paper examines the existing scholarly literature and official websites to determine whether the government and companies in Saudi Arabia should apply positive discrimination in favor of women with regard to promotion and hiring.
Background
Saudi Arabia is an absolute monarchy in which the King is the head of the country, the commander-in-chief of the army, and the President of Majlis Al-Shura, the consultative assembly. The state’s law is established based on decrees, and the royal family governs many aspects of the country’s political, social, and economic spheres. This system has deprived Saudi women of the rights enjoyed by most Muslim women in other developed countries.
In particular, a woman in Saudi Arabia is legally considered a minor from birth until her death. To study, work, travel, marry, or receive any official documents, she must obtain the consent of her male guardian (Parveen 52). Widowed mothers may be placed under the care of their teenage sons. It has not been unknown for a woman to go abroad with a son who had not yet gone to school. However, while abroad, the widow, along with her son, could indulge in some serious issues.
Religious and cultural practices in Saudi Arabia dictate that women have significantly fewer rights than men, and in terms of equality, the kingdom usually occupies the last position in international surveys (Al Munajjed 7). The testimony of a woman in court is considered to hold less weight than that of a man, and women are currently not allowed to work together with men or to be with them in the same public space unless that space is a hospital or a bank.
Also, it is important to mention that in Saudi Arabia, women have been forbidden to drive since the 1950s. Saudi Arabia is one of the most conservative societies in the world, adhering to Wahhabism, a relatively new movement in Islam, which rejects many modern interpretations of religion and prescribes following the first followers of the Prophet Mohammed. In view of the identified issues, it becomes evident that Saudi Arabian women are facing discrimination in employment and education, causing the country’s female labor resources to remain unutilized.
Examining Vision 2030 about Positive Discrimination of Women in Saudi Arabia
The economic portion of the Vision 2030 program focuses on promoting small and medium-sized businesses, considered one of the core sources of economic growth. The plan is to increase their share in the gross domestic product (GDP) from 20 to 35 percent by increasing the level of banking and financial support for this sector (Vision 2030). In turn, promoting this area is likely to reduce unemployment from 11.6 to 7 percent (Vision 2030).
Specifically, the program notes the potential contribution of women, who presently comprise more than half of university graduates. Promoting the development of their knowledge and skills along with their capability to contribute to the effective construction of the future is identified as an essential goal. By 2030, the level of economic employment of women is supposed to increase from 22 to 30 percent (Vision 2030). It should be stressed that these figures reflect a realistic assessment of the conservatism of Saudi society.
When considering Vision 2030, it becomes clear that the plan raises the issue of moving Saudi Arabia from its current 25th place to the top ten most competitive economies in the world. The authors of the program consider it possible to increase the share of foreign direct investment in the country’s GDP from 3.8 to 5.7 percent by 2030 (Vision 2030). They go on to assert that Saudi Arabia has a feasible prospect of escalating the share of the private sector.
At the same time, Al Munajjed stresses the need to create a digital infrastructure and a larger labor force to accomplish the stated goals within the given period (11). In this regard, it is possible to see the potential benefit of women as an additional force that has not yet been integrated into the country’s economy. A paramount concern is an appropriateness of using positive discrimination in their favor.
More than two decades ago, the European Court of Justice established a law that allows an employer to apply positive discrimination if a man and a woman with the same qualifications should claim the same position. Proceeding from law to practical application, it can be considered preferable to choose a woman in a sphere where a gender imbalance exists. The Arab world has no similar laws, yet because Saudi Arabia is striving to attract more women to join the labor force, related initiatives may be considered.
The practice of positive discrimination under discussion may be specified as a set of measures to provide preferential rights or privileges for particular groups of the population, used to create statistical equality in positions and income for people of different sexes and ethnic groups as well as education levels. The current gender segregation that exists in Saudi Arabia appears to present a critical barrier to attracting women to both the public and private sectors.
In the context of the given country, women encounter certain challenges while trying to obtain or hold a good job. For example, cultural and religious standards oblige them to ask the permission of their husbands, fathers, brothers, and even sons in numerous circumstances. At the same time, many Saudi women are persuaded that they should not work as prescribed by their religion since their responsibilities are restricted to taking care of their family and home.
Another barrier to improving women’s participation in the country’s economy is the current situation, in which they are in an unfavorable position, implying the need for a strong and relevant strategy (Vision 2030). In this connection, positive discrimination in such processes as hiring and promotion appears necessary and promises to be effective as it is likely to fit the goals set by the Vision 2030. For example, women-friendly workplaces and special education courses may be developed to assist women in finding good jobs and enjoying their positions.
However, questions arise as to the ethics of such regulations due to a phenomenon known as golden skirts, referring to women who have found jobs with the help of their relatives but not by means of their knowledge and skills. Studies exploring the type of intervention considered here present diametrically opposite results from the intended outcome. For example, the National Bureau of Economic Research in the United States found that Norwegian quotas did not increase the number of women in business schools and did not contribute to any reduction in wage differences (Matsa and Miller 150).
Another study by the University of Michigan demonstrated that the market reacted poorly to the introduction of quotas, reflected in the falling shares of Norwegian companies (Krook 185). The hiring of allegedly less-experienced and less-qualified women to the boards of directors worsened the ability and impact of the leadership in terms of company results.
Another problem with positive discrimination and quotas, making them only seem useful, is apparent when relatives of major managers and leaders or women who play a decorative role may come to fill vacant positions. Krook states that in countries with undeveloped democracy, a disproportionate number of women employees are involved in health care and education, while other spheres remain the monopoly of men (186).
Quotas or any other positive discrimination appear ineffective in an environment where basic human rights are not respected, and the rhetoric in defense of women remains pure populist sentiment. This applies to both individual corporations and authoritarian political systems. Therefore, positive discrimination in Saudi Arabia should be accompanied by the practical application that gives women more rights and extends existing ones.
After reviewing the Vision 2030 plan and the country’s contemporary affairs, it is possible to identify some prerequisites for establishing equality between men and women. For example, according to reports by the Saudi Arabian Foreign Ministry, the current King of Saudi Arabia, Salman bin Abdulaziz Al Saud, issued a decree that for the first time gives the women of the kingdom the right to drive a car.
As part of this process, the king ordered the convening of a commission of representatives of the Ministry of Internal Affairs, labor and social development bodies, and the ministries of finance to study the necessary measures to give women the right to drive a car. This development represents a positive step towards the advancement of rights and opportunities for women in Saudi Arabia and should be regarded as Saudi Arabia’s efforts to strengthen Saudi society and its economy by way of reforms.
In Saudi Arabia, further empowerment of women may be possible, especially in terms of employment. Many women are already working in business, and the number of females employed in the public sector is showing a tendency to grow, primarily in hospitals and education (Vision 2030). The Saudi Arabian government has a rationale to explain allowing women to drive a car and extend the workforce.
First, the abolition of the ban on driving cars is part of a strategy to stimulate the economy and reduce state social security. Low oil prices have placed a heavy burden on the state budget, and authorities have had to cut many government jobs that numerous Saudis have long depended on. Currently, the authorities are trying to push a larger number of citizens, including women, towards employment in the private sector. They consider that lifting the ban will empower women to enter the workforce and revitalize the country’s economy, consistent with Vision 2030’s aims to stimulate the presence of a greater number of women in the workforce by 2030.
The global market encourages positive discrimination in favor of women, and Saudi Arabia is likely to join this trend. Namely, many socially responsible corporations are helping to eliminate the gender imbalance that has developed because of centuries-old stereotypes while at the same time they can maintain competition in finding employment. Educational programs for women are helping to achieve equality of opportunity, and education for women may be considered a key way to assist them in finding jobs. At present, Saudi universities accept females and offer them programs similar to male-oriented study. However, to overcome cultural stereotypes, it appears that promotional work is required to increase the awareness of the Saudi population of the need to allow women to work.
It is possible that some women’s courses and training sessions may seem demeaning about the concept of gender. However, it is important to stress that no one should force the choice of such educational options. For women who are afraid of sexism or disapproval in the technical labor environment, specialized programs will help them feel more comfortable among like-minded people who still represent a minority against the backdrop of men (Parveen 52).
Restructuring of the educational system should be accomplished according to the needs of the labor market, implying extending the system of secondary vocational education and higher education as well as continuing the course of training specialists in the leading foreign universities. Also, consistent with Vision 2030, it is relevant to set a goal of attracting foreign specialists to work in the higher educational institutions of the country.
Ultimately, the paramount objective of positive discrimination in favor of women should be the achievement of equality with men. The mentioned strategy should be used until an approximately similar representation of men and women in the local labor market is achieved. In light of the critical situation involving employed women, it may be necessary to give the preference to women in some positions. At the same time, it must be taken into account that women should be engaged at all levels of labor relations, including management and leadership.
While women are seen as a separate social group, it may be rather difficult for the government and companies to consider them as an untapped potential for the economy. Therefore, the government should pursue certain initiatives to promote self-confidence in Saudi women, explaining that their involvement in the workforce would significantly benefit the country and themselves, both economically and socially. Thus, the Vision 2030 goals present an effective step towards equalizing Saudi men and women in terms of employment opportunities.
Conclusion
It is essential to emphasize that the current position of women remains discriminatory with regard to employment even in the face of current trends giving them more opportunities and rights. Applying positive discrimination in favor of women may be an appropriate option to meet several of the goals of Vision 2030, especially in terms of increasing the participation of women in the workforce of the private sector and renovation of the Saudi economy.
Not only is it necessary to give preference to women in some positions but it is also crucial that their self-perception should change positively, evoking self-confidence along with a greater desire to work and bring the country economic benefits. Finally, the application of positive discrimination should target the equality of men and women as paramount goals to be achieved in the labor market of Saudi Arabia.
Works Cited
Al Munajjed, Mona. “Women’s Employment in Saudi Arabia a Major Challenge.” Booz & Company. Web.
Krook, Mona Lena. “Empowerment Versus Backlash: Gender Quotas and Critical Mass Theory.” Politics, Groups, and Identities, vol. 3, no. 1, 2015, pp.184-188.
Matsa, David A., and Amalia R. Miller. “A Female Style in Corporate Leadership? Evidence from Quotas.” American Economic Journal: Applied Economic, vol. 5, no. 3, 2013, pp. 136-69.
Parveen, Musrrat. “Saudi Feminization: Dynamical Phases of Saudi Women in the Field of Education and Employment.” Journal of American Science, vol. 10, no. 1, 2014, pp. 52-66.
Vision 2030. Kingdom of Saudi Arabia, 2018. Web.