The morning rush, the school drop-off, the late-night pitch, the forgotten lunchbox, the board meeting, the big presentation, the doctor’s appointment, the school play – for working parents, especially mothers, these moments aren’t separate worlds. They coexist, often chaotically, and they shape how women engage with their careers.
In the GCC, where governments and businesses are investing in female workforce participation as part of broader national visions, there’s a growing realisation that economic empowerment and family life don’t need to be at odds. In fact, companies that actively support family-friendly cultures are not only improving retention and employee wellbeing – they’re also reaping reputational and productivity benefits.
So what does a truly family-first workplace look like in the region?
1. Childcare support isn’t just nice to have – It’s essential
Saudi Arabia’s Qurrah programme is a powerful example of how state-backed initiatives can reduce the burden on working mothers. Designed to help with childcare costs, Qurrah enables women to remain in the workforce while ensuring their children are in safe, regulated environments. Employers who supplement this with internal benefits, such as onsite nurseries or childcare allowances, send a clear message: your family responsibilities are not a liability.
2. Flexibility is no longer a luxury
Remote work and flexible hours have become a new baseline for many employees, especially since the pandemic. In the UAE, many businesses, especially in sectors like tech, media, and consulting, now offer hybrid models – a shift that’s proven particularly helpful to parents managing school schedules and family commitments. Some forward-thinking organisations are even implementing ‘core hours’ models or flexible Fridays to give employees greater autonomy. It’s not about working less – it’s about working smarter, and with empathy.
3. Family-friendly doesn’t mean less professional
Too often, family-friendly policies are wrongly viewed as being at odds with ambition or high performance. But the data says otherwise. Studies across the GCC show that companies embracing flexible, inclusive policies often enjoy higher productivity and lower turnover. When employees – particularly working mothers – feel supported, they stay longer, contribute more, and build stronger team cultures.
4. Leadership must set the tone
Family-first culture starts from the top. When leaders openly support policies like parental leave, champion work-life balance, and normalise conversations about family life, it signals that care is part of the company’s DNA. Companies like Aramco and Chalhoub Group have made headlines for their focus on inclusion, wellness, and talent retention – proving that compassion and competitiveness can coexist.
5. Small changes, big impact
Not every company can overhaul its HR policy overnight. But small gestures – like allowing flexibility for nursery pick-up, creating parent support groups, or being mindful of scheduling meetings around school hours – go a long way. Often, it’s the everyday understanding that matters most.
The reality is that women don’t leave the workforce because they lack ambition. They leave because it becomes unsustainable. In a region where there’s so much momentum around economic transformation and gender inclusion, businesses have a unique opportunity to lead by example.
By building cultures where family is part of the conversation – not a career compromise – GCC companies can help unlock the full potential of a diverse, resilient, and future-ready workforce.
