Saudi Women’s Views on Healthcare Leadership in the Era of Saudi 2030 Health Transformation

Figures & data

Table 1 Participant demographics

Characteristic	n (%)
Age (years)
25–35	9 (8)
36–40	31 (26)
41–45	25 (21)
46–50	22 (18)
51 or older	32 (27)
Marital status
Single	25 (21)
Married	73 (61)
Divorced	18 (15)
Widowed	3 (3)
Have children
Yes	78 (66)
No	40 (34)
Prefer not to answer	1 (1)
Number of children
1–2	23 (19)
3–4	40 (34)
5 or more	15 (13)
Work setting
Ministry of Health	37 (31)
Government Hospital	19 (16)
Private Hospital	25 (21)
Employee and Family Healthcare Services	7 (6)
University	9 (8)
Other	6 (5)
Undetermined	16 (13)
Region
Central	38 (32)
Western	55 (46)
Eastern	23 (19)
Southern	2 (1)
Northern	1 (2)

Note: Bold numbers indicate the highest value within a specific group.

Table 2 Career and Leadership Background

Characteristic	n (%)
Healthcare professional degree
Physician	101 (85)
Dentist	13 (11)
Other (allied health, healthcare administration)	5 (4)
Work experience (years)
5 years or less	9 (8)
6–10 years	20 (17)
11–15 years	22 (18)
16–20 years	24 (20)
21–25 years	17 (14)
26 years or more	27 (23)
Post graduate degree
PhD	9 (8)
Masters	31 (26)
Fellowship	25 (21)
Other	22 (18)
No	32 (27)
Currently in a leadership position
Yes	67 (56)
No	52 (44)
Leadership training location
National	25 (21)
International	11 (9)
N/A	9 (8)
Did not receive leadership training	74 (62)
Leadership program date
≤ 2009	3 (3)
2010–2015	4 (3)
2016–2019	11 (9)
2020–2021	13 (11)
N/A	14 (12)
Did not receive leadership training	74 (62)
Leadership experience (years)
Less than 1 year	16 (13)
1–2 years	32 (27)
3–4 years	29 (24)
5–6 years	9 (8)
More than 6 years	9 (8)
Never held a leadership position	24 (20)

Note: Bold numbers indicate the highest value within a specific group.

Figure 1 Impact of leadership positions (n=119). (participants could choose more than one option. Answers “missing/not applicable” were excluded).

Figure 2 Areas impacting career choices (n=119). (participants could choose more than one option. Answers “missing/not applicable” were excluded).

Figure 3 Approaches to increasing women representation in healthcare leadership positions (n=119). (participants could choose more than one option. Answers “missing/not applicable” were excluded).

Table 3 Meaning of the Country’s 2030 Vision

Theme	Description Statements that Reflect	Statement Example	n
Advancement	Development	“Development and quality of work”	50
	Improvement	“More development more facilities and more improvements in all fields”
	Innovation	“Lot of Development & innovation”
	Better future	“Hope & Positive Impact”
	Better health	“A positive step towards prosperity, particularly in Preventive Medicine and public health”
Opportunities	Opportunities	“Growing opportunities, more challenges”	28
	Leadership opportunities	“There will be a huge change in technical & other modalities to encourage women to lead the change”
	Opportunities for woman	“Giving women more chances more responsibility”
	Opportunities for men and woman	“Building up more career chances for both genders”
Empowerment	Empowerment	“Empowering women’s leadership”	21
Equality/Equity	Equality/Equity	“Equality and cultural prosperity for all”	20
Transformation	Transformation	“Transformation to achieve the best”	7
	Change	“There will be a huge change in technical & other modalities to encourage women to lead the change”
Challenges	Challenges	“Growing opportunities, more challenges”	2
Thriving Economy	Thriving Economy	“A thriving economy, a vibrant society and an ambitious nation”	2
Transparency	Transparency	“Justice, accountability, transparency”	2
International Recognition	International Recognition	“Healthy and well educated and training for our population to compete international level in all aspects and have our fingerprint in the world”	1