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MENA region faces the widest gender gap in labor force participation

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Authored by: Garcelle Hodge  GLOBAL FLEET

10 March 2026

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MENA Region Faces the Widest Gender Gap in Workforce - GF

Photo Source: shutterstock_2496507777

 

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While several nations lag behind in workplace inclusion, the region coming in last place is the Middle East and North African region, reported by the World Bank. While this is largely due to political barriers, and restrictive laws holding women back from entering the workforce, what pathways can they access to begin climbing the ladder?

Data spanning more than five decades shows that while progress has been made, it remains slow and uneven. The region’s average legal equality score increased from 29.6 in 1971 to 54.7 in 2024. However, under the updated measurement framework — which now includes safety and childcare — the regional average stands at just 38.6, compared to a global average of 64.2.

Reform efforts accelerated after 2010, with more than 100 reforms introduced in the past decade. Most targeted workplace participation (45 reforms) and parenthood protections (31 reforms). Yet asset ownership remains one of the most resistant areas, with only two reforms enacted since 1970.

Legal framework scores remain particularly weak in Marriage (28.8), Assets (28.8), and Safety (22.5), revealing structural constraints that extend beyond employment and into household dynamics and personal autonomy.

The labor market impact is stark. In 2023, the region recorded gender gaps in labor force participation of 33 percentage points among youth and 61 percentage points among adults — more than double global averages. Female unemployment rates also significantly exceed those of men. Even modest increases in women’s participation could yield substantial GDP gains in emerging economies.

Restrictive barriers in place

The barriers preventing women from entering the workforce in MENA are both legal and systemic.

One of the most restrictive provisions is the requirement for spousal consent. In nine of the 20 economies assessed — Bahrain, Egypt, Iran, Jordan, Kuwait, Qatar, Syria, West Bank and Gaza, and Yemen — women do not have the same legal right as men to get a job without potential household consequences. While employers do not directly require consent, family laws may penalize women who work against a husband’s wishes, reinforcing unequal power dynamics.

Removing these restrictions has measurable benefits. Evidence shows that eliminating legal barriers increases women’s likelihood of entering paid employment, particularly in higher-skilled occupations.

Recruitment discrimination also remains largely unaddressed. No economy in the region explicitly prohibits discrimination in hiring based on marital status, parental status, and age. Only half of MENA economies guarantee equal pay for work of equal value. Occupational restrictions persist in several countries, limiting women’s ability to work at night or in certain industries.

Workplace protections are uneven as well. Only eight economies explicitly address sexual harassment in employment law, despite strong evidence linking workplace violence to reduced female labor force participation and earnings.

Lack of systemic support

Even when women enter the labor market, motherhood often becomes a turning point.

Only nine economies meet the international benchmark of providing at least 14 weeks of paid maternity leave. Just five fund maternity leave through government schemes, a critical measure to reduce hiring discrimination. Paternity leave remains limited, with nine economies offering none at all.

Childcare is another structural barrier. While most countries regulate childcare centers, affordability and public financial support are rare. Only three economies provide financial assistance to families for childcare services. Quality standards and reporting mechanisms are also limited.

Beyond legal gaps, implementation remains weak. While legal framework scores average 38.6 across the region, supportive frameworks — including enforcement mechanisms, institutional capacity, and access to justice — average just 24.9. In many cases, laws exist on paper but lack effective enforcement.

The path forward

The findings make one point clear: legal reform is necessary but not sufficient.

Closing the gender gap in MENA is not only a matter of fairness — it is an economic imperative. Stronger protections, equal pay provisions, expanded parental leave, affordable childcare, and the elimination of discriminatory family laws could unlock significant economic growth.

Some economies in the region have demonstrated that reform is possible. However, sustained progress will require stronger enforcement, institutional investment, and a shift in policies that continue to limit women’s autonomy.

The pathway forward is defined. The challenge now lies in translating legal progress into real economic opportunity for women across the region.

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