The effect of Saudization on female employment in local organizations

Abstract

Saudization is a policy implemented by the Saudi Ministry of Labor and Social Development that requires Saudi companies and enterprises to fill their workforce with Saudi nationals up to a certain percentage. This research examines the effect of Saudization on women working in the Saudi workforce. The study also analyzed the support and incentives of this program for stimulating females’ enthusiasm toward looking for new job opportunities in the Saudi workforce. The study employed a qualitative study design. A total of 15 women were interviewed who held jobs for > 5 years and currently have been working in companies within Saudi Arabia. The study findings offer insights to the organizations concerned about the outcomes of implementing such programs. The study’s findings reveal the positive impact of Saudization on female employment in local organizations, and these policies led to more opportunities through working in such stores and industries. The findings suggest that Saudization, retention, pay with benefits, and health insurance policies significantly affect diversity management in the Saudi private sector. There is a need to update the policy dimensions to address the issue of gender discrimination.

Keywords:

• female participation
• inclusiveness
• local organization
• quality of work
• Saudization

PUBLIC INTEREST STATEMENT

The paper contains evidence that women in Saudi society are still facing discrimination regardless of the law and establishment of liberal programs such as Saudization, to reach the Saudi Vision 2030. The study contains original assertions of participants stating that the roadblocks in female employment and leadership are mainly due to the conservative mindset and system of society. Further how female participation in the workplace is judged and how the dominant attitude of man to maintain superiority deprive women of their rightful position in the workplace is also described. The study also explored the impact of Saudization on the labor market, due to which the Saudi locals will have more access to employment; however, the foreign workers are badly affected as the low paid employment opportunities do not justify their work and position in the workplace.

1. Introduction

Over the past years, many Saudi citizens have struggled with finding jobs that suit their field of study and allow them to have their income and develop their skills in the workplace. Most job opportunities were given to foreign workers, whom the company believes have more qualifications and experience than local individuals (Fahim, 2019). This result was due to the poverty and primitivity that Saudi Arabia witnessed in the early 1900s, back when oil was first discovered. For the country to develop, foreign expertise and labor were required to exploit its vast oil reserves (Al-Nuaimi, 2022). However, year by year, having foreign workers in Saudi has left the country’s citizens with no jobs and no stable source of income. Saudi women struggle to find equal opportunities due to gender inequality and the attitude of men to stay dominant. Although Sharia law never forbids women’s employment, the broad perspective of women, in turn, alternatively influences attitudes toward women workers by male workers as they feel their superiority is challenged. This behavior was explained by a local human resource manager: In Saudi, there is nothing called equal opportunity and there is no law to govern these things. Everything, as you know, is embedded in Islamic laws and it is not clear to everybody. However, we believe that the problem is not with Islamic law; the problem is with how to interpret the law and make it clear to everybody (Saudi, male, manager) (Alhejji et al., 2018). Many factors influence gender inequality in employment in Saudi Arabia. Such factors include religious, cultural, and social values. However, Hennekam discussed specifically the effect of the male guardianship system. The guardianship system allowed men to control various aspects of women’s lives and affect their decisions. However, whether a woman gets hired or not depends on her family status and social class. Women who come from a low socio-economic class will have fewer job opportunities because the men in their families will be far more conservative than wealthier families. The main challenges faced by women to participate in the Saudi workforce include; regional variations in attitudes, the sensitive cultural nature of female participation, the influence of Western perceptions of Islam, the potential role of Islam as an enabler, and the complex association of familial responsibilities and societal expectations (Alselaimi & Lord, 2012).

To provide more job opportunities for Saudi individuals, the Ministry of Labor has worked on implementing the Saudization, which is also known as Nitaqat; it is an effective policy that provides wider job opportunities for Saudis in the workforce and supports their contribution to Saudi’s economy (Lopesciolo et al., 2021). Saudization has aimed to find an effective solution for unemployment and decrease the unemployment rate in Saudi. In addition to that, Saudization has also proposed strategies for women to participate in the workforce and assisted in supporting women’s rights and enhancing employment equality in Saudi Arabia (Tlaiss & Al Waqfi, 2022). Earlier a study by Edgar et al. (2016) revealed that Saudization affected recruitment and retention in the banking sector. To enhance Saudization, banks should offer specialized training to Saudi recruits, adjust working hours, and make banking jobs more appealing. Alzahrani (2019) revealed in his study that Saudization policies positively impacted the buying behavior of women in Saudi Arabia. Basahal examined the impact of the Nitaqat labor market policy in Saudi Arabia and the responses of the private entities and reported positive changes in these policies, as well as some policy gaps (Basahal et al., 2021). Albejaidi and Nair evaluated the impact of Saudization on the workforce of the health sector and revealed that the nursing profession was the least attractive in Saudi Arabia due to its poor image and religious and cultural elements attached to it (Albejaidi & Nair, 2021). Another recent study by Diab has assessed the impact of Saudization on the local organizations in Saudi Arabia and has identified that still, a policy gap exists for increasing the quality of work, labor participation, and the business as a whole (Diab, 2022). However, the female race in Saudi Arabia needs to be acknowledged and aware of the policies that have been changed and realize the importance of professionalism and financial independence. This issue is essential to be addressed for the growth of female empowerment and financial independence among women. To date, no study has investigated the policy impact on female employment in local organizations in Saudi Arabia. Therefore, this study aims to investigate empirical research in Saudi Arabia regarding the impacts of organizational policies and practices on female employment in local organizations. Therefore, there is a need to develop organizational policies that support the existence of foreign employees for private businesses in Saudi Arabia. Considering differences as strengths that can be utilized to enhance performance, a diverse workforce might be better able to serve diverse markets (Abaker et al., 2019). This interview-based study will provide evidence about the awareness among females regarding the Saudization program and its policies and whether they benefited from the modified law. The findings of the study will offer insights to students, researchers, policymakers, and academicians to unfold the scope of the policies under Saudization and their impact on closing the gender gap and increasing inclusiveness in Saudi society. By digging deep into the effects of Saudization, women will be able to acknowledge their rights as employees and will learn about their rights as employees participating in the workforce of Saudi Arabia. Saudization is a newly implemented system, and to be an effective part of the workforce, employees must understand what it is and motivate themselves by learning about the benefits and impact of implementing such programs across the country. This study is going to benefit female employees and women in the Kingdom and will assist students and other researchers in learning about the challenges women face and the impact of the Saudization program to solve those challenges for women. Moreover, organizations, upon reading this, can understand the problems women face regarding employment in Saudi Arabia and try to make changes in their policies to give women the right to the work they deserve.

2. Literature review

In the past 30 years, the Gulf Cooperation Council comprising six member states including Saudi Arabia has implemented work localization policies to integrate the local workforce in their countries that were reliant on the foreign workforce or expatriate workers from different countries. Diversity management was also one of the features of this policy that was inspired to prepare a national workforce of national citizens. While encapsulating the underlying factors behind the implementation of this policy in the GC region (Waxin et al., 2018), asserted that all these states have identical landscape and labor market characteristics, population explosion, rapid growth, and low or unemployment of their workers influenced the GCC to take corrective measures. This program also aimed to address the lower inclusion of females in the workforce participation in both the public and private sectors. Referring to the working conditions of expatriates in the GCC region (Rodriguez & Ridgway, 2019), analyzed the narratives of women expatriates and highlighted the complexity and multidimensionality of their experiences within the framework of gendered institutions. The article concludes that disparity exists in privileged and disadvantaged groups as females still face segregation in the workplace in the Middle Eastern region which calls for an increased role of the institutions in formulating the roles and vision of a more equal workplace. Waxin et al. (2020) examine sociocultural sustainability at workplaces in the Gulf region in the light of workforce localization. This research evaluates the level of organizational socialization and related practices in the United Arab Emirates (UAE). The study has identified the need to reshape organizational socialization processes and has recommended implementing a comprehensive orientation program for the national citizens for workforce localization.

In Saudi Arabia, workforce localization got traction as Saudization (Hussain, 2019). More interestingly, Al-Asmari (2008) conducted a study to define Saudization. This policy has positively affected the local workforce by reducing the unemployment rate and offering job opportunities, to make an evident change in the Saudi labor market. Al-Asfour et al., (2017) illustrate in their work that the public sector provides employment opportunities to many Saudi citizens; however, the private sector has preferences and justifications for hiring foreign workers over locals in seven areas. Over 58,400 expatriates were targeted during Saudization to increase opportunities for the local Saudi workers, which increased low-paid expatriates commonly known as “ghost workers” (Al-Asfour & Khan, 2014). More specifically, Alfarran studied how the “Nitaqat” system has influenced addressing the institutional barriers faced by women in employment in the Saudi private sector. The key findings in the journal discuss how they have affected female employment in the Kingdom. Although the Nitaqat system encourages women to get involved with the Saudi workforce, still the female participants acknowledged the barriers that were present. Further, discriminatory employment conditions were accepted as reasonable given the condition that some barriers are to be addressed for the system to progress and achieve its goals (Alfarran et al., 2018).

De Bel-Air (2014) examined the education levels of both males and females, he found out that a woman with a low education level usually does not get an opportunity in the job market, while a man holding an equal level of education has access to various employment opportunities. Reference to the Nitaqat policy (Basahal et al., 2021), assessed whether the Nitaqat policy is parallel to increase employment, organizational efficiency, human resource development, and female labor participation in the private sector. The results of the study reveal that although there is a positive outcome of the Nitaqat policy; however, it stipulates further improvement in the policy framework to achieve these goals. AlGhamedi’s research discussed the reasons behind the fake implementation of the Saudization system in the private sector. The goal of AlGhamedi’s research was to achieve Saudization goals, reform the employment policy, change the education system, and implement and/or edit the policy to create middle-class jobs. Moreover, the study found that there was a mismatch between market needs and educational outcomes and suggested creating more jobs for women (Alghamedi, 2016).

The Nitaqat program (Hussain, 2019), has asserted that the Saudization policy will beget the desired result when the government takes pragmatic measures to increase employment opportunities and eliminate a greater gender divide in Saudi society. However, Albelali (2020) asserted that the Nitaqat program has engendered an increase in female employment in Saudi Arabia; however, females have been given formal job roles to fulfill the requirements of the quota defined by the government. Most companies find it hard to segregate their workplace to make a defined workplace for women that has been made compulsory to increase female involvement and participation in the workplace. Failing to do so increases the authority and dominance of male workers over female employees.

Varshney discusses the recent change in discrimination, gender gap, and inequality for Saudi women in the Saudi Arabian workforce. It illustrated how the Saudi government has taken a step forward and applied great effort in evolving the Saudi working women and introducing them to better education in the workforce. Policies are being changed regularly and continuously, and Saudi Arabia has been gradually getting closer to the United Nations standards of the Gender Empowerment program in labor law and the number of women working in the government’s administrations (Varshney, 2019). Albejaidi and Nair analyzed the key initiatives of the Saudi government aiming at workforce development. The results of the study showed that there is lower female participation and representation in the Saudi health sector and recommended upgrading policies to increase female employment in the health sector (Albejaidi & Nair, 2021). Mansour and Achoui (2013) discussed job satisfaction among Saudi female employees in Saudi Arabia. The results show that Saudi female employees who work in governmental sectors are mostly fulfilled and satisfied with their job, asserting that get support from their supervisors, even though their work is challenging and secure (Mansour & Achoui, 2013). Hejazi et al. (2022) have revealed in their study that attitudes and perceptions of the healthcare workforce are influenced by the quality and competency of the healthcare system.

As researchers investigate female employees about their opportunity to progress in leadership positions, many barriers have been explored. Abalkhail conducted a study illustrating that despite having high qualifications, degrees, and long experience, a female employee was not selected for positions of power. The participants in this study reported that the workplace has been physically segregated to preserve women’s modesty and morality. It is also to prevent sexual harassment, premarital relationships, and discrimination in the workplace related to promotion which is a cultural theory where men are favored over women in almost everything (Abalkhail, 2017). In addition, Al-Ahmadi mentioned in his study the following reasons preventing women’s progress in leadership positions. First, structural challenges, particularly those associated with the centralization of the decision-making process, lack of authority, and participation in the formulation of the strategy. Second, the lack of empowerment limits their opportunities for learning and enhancing their professional experiences. Third, the cultural challenge faced by women leaders is due to the prevailing traditional conservative mentality among some men in leadership positions (Al-Ahmadi, 2011).

All of the three reasons mentioned in the Al-Ahmadi’s (2011) study can be traced back to classical philosophies such as feminist and system theory. The issues planted in the structure of society need to be seen through the lens of system theory to comprehend the functionality of society. The theory states that to cause transformation in society, it is of utmost importance to analyze how society operates, the structure and segmentation of the society, and how the fragments of the environment are intertwined and dependent on each other resulting in a cohesive component (Von Bertalanffy, 1968). The social system can be understood by considering the importance of each component of the environment and how to work independently while influencing other parts of society. The Saudization and Nitaqat programs that are being implemented in the country can be sought under the system theory. This theory sheds light on the importance of measuring the impact of the Saudization policy on female laborers to analyze the potential pros and cons of the employed framework of increasing the Saudi national workforce. However, the initiatives introduced by the segments at the upper hierarchy of the system would result in vain if the potential stakeholders did not benefit from it. Nonetheless, the role of the women as beneficiary of the policy, need to be studied as well to smoothly run the proposed strategy. Given that, the implementation and outcomes of Saudization, and the role of females are interdependent, which requires proficient understanding to ensure the coherent process of the society along with justified opportunities for all segments of the system.

Similarly, the unequal representation of society has been long addressed by Mary Wollstonecraft in her theory, stating that women in society have been designated as homemakers, being responsible for taking care of the home while performing all chores independently from laundry to working a healthcare worker (Britannica & Editors of Encyclopaedia, 2023). The Feminist theory explains that society-driven gender roles result in no good to women, instead, they lead females to stay behind men and bring no growth in their personal, professional, and social domains. The theory emphasizes that the shift in the status quo is required by altering the pre-existing grounds of the equilibrium the society is based on. It helped in sparking insights on the necessity of moving the analytic lens and topical focus away from the male chauvinistic culture to a society with balanced gender representation. Social problems, trends, and issues that have been experienced by women as a result of their neglected and repressed roles are outweighed by the historically dominant male perspective within social theory (Crossman, 2019). Listing the male-dominant states, the Kingdom of Saudi Arabia would be ranked among the top countries. Considering the situation in Saudi Arabia a few years back, demonstrated the need to transform the roles of the neglected group of society. However, efforts have been seen to shift the patriarchy-driven society to a more gender-balanced system. In the newest policies of Saudi Arabia, clauses have been introduced to promote women’s empowerment, for instance, the Saudization policy and Saudi Vision 2030. Despite these policies, the literacy and employment rate among women has been observed to be insignificantly changed. This takes to the need to explore intensively the roots of Saudi culture while keeping in view the feminist theory. The notions surrounding the male’s superior status are engraved on women’s minds. The incongruence between the policies and their implementation could be resolved by assessing the opinions and experiences of the women, and subsequently adopting strategies. It is crucial to empower women enough to voice their opinions and take fundamental steps independently to benefit their gender.

Along the same lines, Hodges’s research study associates social factors with the notion of considering women incapable of handling leadership roles. Additionally, other factors were discussed, such as organizational practices. Particularly about being discriminated against in terms of the recruitment and selection process, along with training and development and lack of support from HR to place women in leadership positions (Hodges, 2017). Furthermore, Danish & Smith studied the challenges facing women entrepreneurs in SMEs. The article stated that because female entrepreneurs mostly have less training and education before engaging in entrepreneurial activity and less education in the business field, they have less financial support than men (Danish & Smith, 2012). In a recent study, Alobaid et al. (2022) reported that although there is an increase in women’s representation in the paramedics, it does not equalize gender parity in this sector.

All the studies mentioned above point to the issue of the perception of men towards women’s employment and their success. Saudization program although providing women with opportunities and an environment to progress and practice in their desired field however, the program is unable to make a significant change in the illiteracy rate and unemployment among women until a strict policy addressing the issue and removing the barriers that prevent women to progress is formed. A woman’s perspective should be taken personally and anonymously for the authenticity of their response and the clarity of the situation. The current study contributes to the literature with valid perceptive and unpressurized responses for the government to improvise the Saudization program in accord with the concerns of women.

2.1. Conceptual framework

Considering the mentioned literature and theories, a proficient framework can be derived, implying the exploration of the crucial aspects around the experiences and perspectives of women workforce or potential beneficiaries against the introduced strategies, to subsequently make the society evolve cohesively as a result of interaction between multiple fragments of the system. To cause privilege to the deprived group, it is necessary to understand their perspectives and take their feedback on the prospective initiatives. Gender roles require a significant revision to change the learned behaviors of men as well as women. Both genders need to acquire a balance between their careers and home responsibilities while subsiding the conditioned gender duties. Keeping in view the necessities discussed above, this study aims to explore women’s perspectives to assess the impact of Saudization on female employees and simultaneously draw conclusions on the steps needed to fill the gap between the policy and targeted goals. Also, this study would add to the scant published literature concerning the policies of Saudi Arabia to diversify its workforce with female inclusion in the workforce.

3. Material and methods

3.1. Study design

This study adopts a qualitative research design to procure an in-depth exploration of the experiences of female employees after the implementation of the Saudization policy. Considering the objectives and research question of the study, descriptive responses were required in the data collection process to gain a comprehensive understanding encompassing the outcomes of the Saudization policy in the context of female employment (Queirós et al., 2017). The data was collected from the participants by utilizing an interview approach. The employed method was constructive in providing valuable insights into the existing workforce diversity, feedback from the females on the current gender disparity in the employment sector, and the necessary modifications required to ensure a sound environment for female workers.

3.2. Sampling technique

The study used a stratified sampling technique to recruit Saudi female employees from different local organizations in the country. The targeted study population was female employees keeping in view the research question of this study. The participants were selected through a stratified sampling technique by dividing the sample into two groups i.e. private and public sectors, followed by a random selection of participants from both groups.

3.3. Data collection and study procedures

The ethical approval to conduct this study was taken from the Institutional Review Board (Approval No. ____). Considering the intent of the study encompassing the in-depth exploration of the experiences and perspectives of the women workforce, to gain a nuanced understanding of the subject matter, data was comprised of a small sample size. Data was collected from a total of 15 participants. Due to the time constraints, unavailability of the participants, and qualitative approach, this study was restricted to a short sample size. The investigators contacted the participants and planned for interview appointments. The privacy of the participants was ensured by providing them with an informed consent form, entailing the purpose of the study, how the data will be stored and used, and the associated potential dangers it could bring to the participants. Informed consent forms also involved the level of confidentiality for the participants. Two forms of interviews were applied; face-to-face interviews and phone call interviews. However, questions were unified among all participants on the same pattern. Additionally, the interview transcript was prepared instantly after conducting the interviews to prepare it for the data analysis stage. Moreover, experts were consulted during the preparation of the questions to be asked in interviews.

3.4. Inclusion and exclusion criteria

The participants, having five or more than five years of work experience in their current occupation, were recruited so that the interviewees be able to explain the impact Saudization had during the past five years and elaborate further in answering the rest of the questions. However, participants with less than five years of work experience in their current occupation were excluded from the study to collect valid data regarding the impact of the policies and to examine the underlying challenges related to female employment.

3.5. Data analysis

The data for the research was entirely qualitative. A total of 15 interviews were conducted with individuals who worked in different fields in both the public and private sectors. Five interviews were conducted face-to-face and ten via phone call. To get accurate results, the interview was made of six questions that focused on collecting the data needed to answer the research questions for examining the effect of Saudization on female employment in companies (See Appendix A).

4. Results and discussion

The characteristics of the participants including their age, marital status, years of working experience, working sector, and designation are represented in Table 1.

Table 1. Demographics of study participants

Participant	Age	Marital Status	Years of Work Experience	Working Sector
P1	35	Unmarried	6	Private sector
P2	42	Married	8	Public sector
P3	40	Married	7	Private sector
P4	37	Married	6	Private sector
P5	49	Married	9	Private sector
P6	32	Unmarried	7	Public sector
P7	41	Married	8	Private sector
P8	44	Married	5	Private sector
P9	44	Married	5	Private sector
P10	39	Married	7	Private sector
P11	36	Married	5	Public sector
P12	37	Unmarried	6	Private sector
P13	33	Married	5	Private sector
P14	42	Married	9	Public sector
P15	35	Unmarried	5	Public sector

4.1. Hurdles and set back faced by women employees

Women in Saudi Arabia are given the independence to receive education, work, and involve themselves in outdoor activities; however, in some societies, it is considered far too liberal to give women such privilege. An important point to be considered here is that due to illiteracy and unawareness a minority of women refuse to leave the comfort of their house and consider it as a religious protocol. The country lacks the factor of gender equality and the cruciality of the matter. When the participants were asked about the setbacks in employment opportunities most of them were concerned about the opinion of their fathers, brothers, or husbands. Participant 2 (private sector) shared that a male member has the right to restrict the women of their family from leaving the house for any purpose, which affects the employment opportunities women can opt for.

While thinking about the employment opportunities the first thing that I have to think about is if I will be permitted to practice in my desired field.

Participant 7 while shedding light on the matter of male dominancy and the impediments that restrict the free will of women elaborated her view by addressing the problems of women, in charge of the workforce. Men employees do not easily negotiate with women workers and hesitate to take orders from a woman.

Male employees mostly have a conservative mindset even if a woman worker upgrades her position the male employees won’t take orders from a woman. They think it’s an insult to the dominant gender.

Another concern put forward by Participant 6 (Private sector) is the factor of the egoistic attitude among men. Men take pride in maintaining superiority in society, they want women to walk behind them and not with them. Gender inequity has been engraved in society since the beginning and still prevails which makes it difficult for women to stand strong and hopeful.

The men’s dominancy in the country is the reason why in some cases men don’t allow women to work. They think that women might become dominant and they won’t be able to secure an upper hand in the family.

Participant 1 (works in the private sector) asserted the efforts laid forward by her company to engage female employees in professional life.

The company I work for is taking huge steps to get females into the workforce. They plan to accomplish that by investing in developing employee’s skills, by offering business, technical, and academic skills to women. The company also attracted more females by providing daycare for their children.

Hurdles and setbacks faced by women employees in Saudi Arabia reflect the complex intersection of cultural norms, family dynamics, and gender equality. Participant 12, from the private sector, highlighted the challenges related to societal perceptions.

The societal view of women working outside the home is still evolving, and there’s a constant struggle to balance tradition and modernity.

Participant 9, when discussing the challenges faced by women in advancing their careers, emphasized the role of educational access and awareness:

Access to quality education is key. Many women in rural areas lack the educational opportunities necessary to enter the workforce.

Similarly, Participant 14 shed light on the critical aspect of self-confidence and empowerment.

Women need to be empowered and encouraged to step into leadership roles. This can be achieved through mentorship programs and support networks.

Whereas, Participant 11, working in the public sector, addressed the role of policy changes in shaping women’s participation.

Government policies play a crucial role in empowering women in the workforce. Continued reforms and proactive measures are needed to break down barriers.

These findings emphasize the multifaceted nature of the challenges women in Saudi Arabia face, highlighting the need for a dignified approach that addresses societal attitudes, educational opportunities, self-confidence, and policy changes to facilitate greater gender equality and women’s participation in the workforce.

4.2. Cultural values norms and tradition

The region consists of a traditional Saudi society, which emphasizes the conservative culture of a nuclear family system. The male members are responsible for earning bread and butter for the house while females are required to stay in the house and fulfill the household chores daily in many households in Saudi Arabia. This has always been the structure of Saudi society and a change in the norms will cause the society to modify its cultural values which are unbearable for a majority of people.

The women are required to wear Saudi attire, which makes it difficult for them to perform and interact with others. The idea of gender-segregated workplaces is not adopted by many working environments many participants oppose the idea of a co-working environment. Participant 8 upon inquiring about the cultural barriers faced by women while opting for employment opportunities asserted that,

I will be more comfortable if the environment of the workspace is separated for women. We will easily take off our Hijab and interact freely and share opinions more without hesitation.

A segregated environment is supported by all participants and elaborated as open and unrestricted. Participant 4 (who works in the private sector) opined on this idea due to its benefits. She stated that,

We can also share our thoughts and have a brainstorming session in a free environment which can help us to make a clear image of the task.

Participant 1 (works in the private sector) while inquiring about the tradition and norms in the workplace raised the matter of suppressing a woman’s voice. She contended,

Working with men might not be very helpful, many of them won’t allow us to talk or argue on certain matters, and the group meetings will be pointless.

Participant 7 (private sector) asserted the hindrance of language and cultural differences faced by the female instructors in her company,

It was hard managing men at first. When I give them an order, they do not complete the work and they think just because I am a female, I am not going to follow up and reprimand them. They were not accustomed to receiving directives from women managers. As I engaged them more in meetings, their behavior began to slowly change. Communication was also a challenge, especially when dealing with different nationalities.

Participant 2 (private sector) stated the increase in job opportunities for female employees in her institute due to the decrease in male expatriates,

When I joined my organization 7 years ago, the lack of females was obvious in my department. Due to the nature of the required jobs in my division, most of the workers were technicians and computer engineers mostly Saudi men and expatriates who held these jobs. Only a few females were in the administrative area. However, the number of female employees in the department increased significantly, not only in the administrative section but also as engineers.

Cultural values, norms, and traditions affect shaping the work environment and opportunities for women in Saudi Arabia. Participant 15, who works in the public sector, addressed the broader societal implications:

Our traditional culture places a significant emphasis on the family unit, with men as primary breadwinners. This has deep-rooted implications for women seeking to pursue professional careers.

Furthermore, Participant 12, employed in the private sector, highlighted the challenges related to traditional attire and gender segregation in workplaces:

The cultural expectation for women to wear traditional attire can be restrictive in certain work environments, limiting interaction and mobility.

In line with this, Participant 10 discussed the critical importance of segregated workspaces:

Having gender-segregated workspaces can offer women more freedom and opportunities for open communication. It’s essential to provide an environment where women can feel comfortable.

Participant 13, when discussing the impact of working alongside men, emphasized the need for more inclusive discussions:

To ensure that women’s voices are heard, it’s important to create an environment where they can actively participate in discussions and decision-making.

These results highlight the complex relationship between cultural values and the workplace, emphasizing the need for more inclusive and flexible work environments that accommodate cultural norms while promoting gender equality and women’s empowerment.

4.3. Double standards in the society

Women face a hard time in society due to the unequal perceptions and ideas about the worth of both genders. If a woman comes home late, she is accused of having disgraceful character while if a man enters home late, he is praised for being hard working. If a woman has been harassed or hurt by a man, she is accused of provoking him and the situation is left to their families to be settled in most cases in the name of honor, the families would not make a justified decision and wouldn’t drag the matter any further. Participant 5 (who works in the retail sector) suffered through such a situation and was devastated by the law-and-order situation.

My father didn’t want me to study under male tutors, my education was at stake only because my father feared something wrong might happen while my teacher’s aim was only to provide education with the best knowledge he can deliver.

Participant 7 expressed the inequality faced in the family between siblings. Daughters are mostly considered as a burden while the son is considered a symbol of wealth and prosperity this is the reason why most of the participants face gender inequality within their families.

My father used to bring good food and clothes for my brother as for me he would always say we will give her dowery which will cost a fortune no need to spend on her right now.

Participant 3 (healthcare workers) conferred about the characteristic principles which are imposed on women such as arriving home late is disdained by society for a woman while men can stay outside for as long as they like and are not answerable for their actions.

I’m a nurse and I’m required to do night shifts as well when I come back home, I’m scorned for having a bad character regardless of how many times I justify my situation.

Participant 3 (healthcare workers) further expressed the unequal opportunities based on gender in Saudi Arabia explaining the unequal proportion of female participants in various rooms.

When I was giving tests for the university entrance exams the competition was tough because the male participants were given more seats than females the male participants were able to attend the test even if their scores were low but female participants were not able to attend even with good grades.

Participant 3 (healthcare workers) showed concern about the preferability of men while working in any medical institute. She faced challenges while assigned a task as many patients do not trust female workers in the field of medicine and consider them unprofessional,

In my field, women face many challenges when it comes to medic’s staff, even if women do it equally to men. Some of the patients that I see every day tend to underestimate the abilities of women in this field due to our gender.

Participant 4 (who works in the private sector) stated a favorable response to the current evolution in the law-and-order situation,

Hiring Saudi employees and training them to reach global industry standards, shows that the company is adding value and supporting the Government’s mandate. In doing so, the company created a win-win situation, by employing more local employees instead of hiring expats from Asia and elsewhere.

Participant 10, working in the private sector, highlighted the disparities in expectations and behaviors:

Society often criticizes women for coming home late, unfairly labeling them as having a questionable character, while men are praised for their hard work and late arrivals.

Participant 11 emphasized the unequal treatment within families, noting that sons are often favored over daughters, perpetuating gender inequality:

Daughters are considered burdens, while sons are seen as symbols of wealth. This unequal treatment within families creates a significant challenge for women.

In line with these observations, Participant 12 discussed the restrictive gender norms imposed on women, particularly when it comes to arriving home late.

Women face societal disdain for returning home late, regardless of the reason, while men can stay out as long as they like without facing the same scrutiny.

Moreover, Participant 15 voiced concerns about gender disparities in educational opportunities, highlighting that the male participants were given more seats for university entrance exams, creating an uneven playing field.

The competitive landscape for women is further skewed by the unequal distribution of seats for male and female participants.

These results highlight the deep-rooted nature of double standards in Saudi society and their impact on women’s opportunities and experiences. To foster gender equality and create a more inclusive society, it is essential to address addressing these double standards.

4.4. Positive view on Saudization

All the participants shared positive reviews about Saudization and its impact and benefits in achieving equality for women’s employment. Participants were witnessing more innovation and modernization around them which leads to providing females with adequate employment opportunities. And positive about their future achievements. Participant 4 (who works in the private sector) stated

I’m positive that the current change in the policy due to Saudization will impact the society with positive change, I have lately encountered many job opportunities

Participants while discussing the policies were pleased to see the change in the policy implementation. Participant 6 (Private sector) asserted that,

I feel more comfortable in the working environment when I know that there is a law for women to take action against any injustice that we face.

She further mentioned,

I don’t think Saudization is the only way to solve unemployment it did change lives in Saudi, but still not the same as in other countries, let’s say the United Kingdom for instance.

Participant 8 (working in the government sector) displayed her satisfaction with the current program and its mobilization in the region,

Saudization has given female employees more opportunities in the workplace.

Participant 1 (works in the private sector) also showed her satisfaction with the program stating the effective effort made by the company to increase the number of female employees and to provide comfort to the existing employees,

Saudization improved the gender inequality that existed in the workplace. Our organization implemented these mandates by providing job opportunities for both men and women equally. In the past, some specialties were for men only. For example, engineering, top management jobs, jobs in the field of biomedical.

Participant 5 (works in the retail sector) showed her gratitude towards the Saudization program and the opportunities she can acquire with the help of the change it brought in the policies.

Our country is evolving and improving daily, we have come a long way, but we still need to make more improvements. Yes, I think Saudization has evolved and has helped women. It created more jobs for Saudi citizens, instead of foreigners. Many departments converted to 100% Saudi nationals for example: Cosmetics and lingerie departments in the retail sector.

Participant 2 (private sector) displayed her dissatisfaction with the pace at which the program is implemented.

The unemployment rate is still there. The job market has improved. We cannot say that the issue is solved. We need to raise awareness by teaching the younger generation about workplace ethics and equal opportunities since high school. Supporting the students by providing summer jobs to teach them the importance of working.

Participants expressed positive views on Saudization and the positive changes it has brought to the employment landscape in Saudi Arabia. They highlighted the impact of Saudization on job opportunities for women and its contribution to greater gender equality. Participant 9, who works in the private sector, shared her perspective:

I believe that Saudization has been a catalyst for positive change, offering more job opportunities for women and enhancing gender equality in the workplace.

Furthermore, Participant 13, who works in the private sector, appreciated the laws that Saudization introduced to protect women’s rights:

Saudization has provided women with a sense of security, knowing that they have legal avenues to address any injustices they may encounter in the workplace.

Participant 14, in the public sector, acknowledged the opportunities Saudization has created: “Saudization has undeniably expanded the scope of employment for female workers, offering them more opportunities.”

Additionally, Participant 12, employed in the private sector, recognized the significant strides made by companies in addressing gender inequality:

Saudization has played a crucial role in reducing gender inequality in our workplace. It has allowed both men and women to access a wider range of job opportunities, which were previously restricted based on gender.

The findings of this research provided an understanding of the effects of Saudi Women’s experience in the employment fields as well as the Saudization policy. The results of this study show that Saudi women still face many challenges and discrimination when it comes to achieving their workforce goals, business opportunities, and getting a higher job position. It further showed that Saudi females have to break the glass ceiling to take up leadership roles moreover, the language and cultural differences have been hurdling the effective conveyance and deliverance of work by women leaders (Participants 2, 7, 6, 10, and 11). However, the participants have expressed that Saudization has created new opportunities and assisted Saudi female employees in their development (Participants 1, 4, 5, 8, 12, 12, and 14). The participants showed great satisfaction while implementing policies in the Saudi programs providing them with opportunities in the field of business, technical, health care, and in the fields where women were restricted to study and practice such as engineering. However, some participants still face gender inequality and are ignored even though their performance is equivalent to that of men (Participants 6 & 2). The reports from the Migration Governance Indicators (MGI) proposed employment opportunities for Saudi nationals and share in the total private employment opportunities which provides immense growth in Saudization (Al-Kibsi et al., 2015). In Saudi Arabia, it is highly likely for Saudi locals to take over high-income jobs and regulate low-income jobs with the expertise of expatriates. Further, low-paid jobs have also been expected to be replaced by Saudi locals. The government’s efforts and policies laid forward have been highly expected to improve levels of Saudization; however, the government is forced to restrict visas for expatriate workers to control increased unemployment in the country (Alhazmi, 2021).

Further, the participants asserted that a segregated workplace will help assure the privacy of female employees, and a productive outcome is expected in an independent workspace (Participants 4, 8, 10, and 12). These policies were also useful for them in gaining new experiences and knowledge in their careers. These findings are similar to the results of (Al‐Dossary, 2018), which reviewed the positive results of Saudization in unfolding social and economic opportunities for the workforce of Saudi Arabia under Vision 2030. The present study was found congruent with the results of (Parveen, 2021), who stated that the policies under the Saudi government are favorable for women’s empowerment and achieving gender equality. All participants agreed that Saudi female employees now have more opportunities in top management jobs because Vision 2030 implements Saudization. Moreover, companies started investing in developing the employee’s skills by offering business, technical, and academic programs to fulfill the company’s present and emerging needs. Othayman et al. (2020) have identified that since the Saudization, there has been an increasing inclination of governmental and non-governmental organizations to spend on training and development programs and also a special emphasis on the education sector (Othayman et al., 2020). Also, companies attracted females to apply for a job by creating a friendly and safe working environment for them by setting up workplace daycare centers and nurseries for their children. Whereas, all participants viewed that Saudi females do face discrimination (Participants 1, 2, 7, and 13). This shows that even with the implementations of Saudization and Vision 2030 plan and the daily evolvement of the country, a wide gap exists in improving the socio-economic fabric of this country. The mentality of society has been hurdling the effective implementation of Saudization in the community. However, the female employment rate is likely to show significant improvement due to the replacement of men expatriate employees to reach global business standards and to maintain the Government’s mandate (Participants 2 & 4). The traditional standards in Saudi Arabia prevails in society setting boundaries to employment opportunities for female in various types of sectors (Alhazmi, 2021). Varshney (2019) stated that women amidst the cultural boundaries in Saudi Arabia have achieved their rightful place in the professional world due to their strong and consistent dedication to work. The author further, admired the women in Saudi Arabia stating they were well-educated, well-informed, and financially independent (Varshney, 2019). The findings of the study reveal that Nitaqat has been playing its role in influencing the drive that is engaged with women empowerment in a country like Saudi Arabia where females were not allowed earlier to be an equal part of the workforce. However, it reveals that the females have been assuming ordinary roles and are not hired at places where they could be part of decision-making and leadership. The participants have reported that they still face discrimination based on gender moreover, the customer expects male employees to handle their task (Participants 6, 7, 13, and 15) and the fear of physical harassment that forces women to stay back still linger in society (Participant 5) although, it is restricted by law and punishment are unnegotiable. The findings of the study are imperative to design more parallel strategies in this regard to inculcate women’s roles in organizations and new sectors. Moreover, the study also highlights that more attention to be paid to the context of giving managerial roles to female workers as opportunities to them in assuming leadership roles. This empirical research that explores the effectiveness and success of the Saudization policies of the government encapsulates and documents the viewpoints and voices of female workers, and adds to the related but scant literature in the context of Nitaqat.

Based on our findings, Saudization has provided many opportunities for female employees to develop and evolve within their careers. However, yet, there is a need to eliminate the stereotypes related to women’s participation in the workforce. Moreover, there are hurdles for women to assume leadership roles in Saudi society, which hinder their success. Therefore, it is indispensable for organizations to bridge the skills and knowledge gap between their male and female employees and widen the circle of skill development and training programs to prepare women for working in managerial positions. Furthermore, the study recommends changing the perception of employers that tend to believe that expatriates are more qualified and capable of doing the job and reaching the required expectations; however, this is not always the case. Organizations need to decrease their dependence on expatriates and start giving the local people a chance to prove themselves, which will eventually create more jobs for Saudi females. The study offers insights to the local businesses and policymakers for analyzing the effectiveness of the Saudization policies concerning female employment. Thus, there is a need to unfold and update the dimensions of the policy to address this critical issue of gender discrimination. The research provided an understanding of what Saudi females are experiencing in the workplace. This policy has increased the number of females employed in all sectors, retail, and government although expatriates do not work for the government. Saudi females face many challenges for example discrimination based on gender, as well as lack of credibility and they are not trusted when practicing in their field of knowledge. The organization needs to refrain from stereotyping and allow the Saudi female the opportunity to excel in her field like any other professional and expatriate worker. The understanding is that the Saudi female is as qualified as any other person in her profession and she should be trusted as an expert in her field.

The study includes a limitation regarding the constraints in participant availability as 15 female workers were interviewed to measure the impacts of Saudization. Future research can be conducted to investigate the quantitative impacts of Saudization to bridge gender inequality in the workplace in Saudi Arabia with a larger sample size.

5. Conclusion

This study focused on exploring the impact of the policies introduced to ensure a balanced representation of society. The impact of the Saudization policy, particularly focusing on the experiences and perspectives of the women workforce has been investigated. The study provided insights on the Saudi women facing gender discrimination at home as well as at work, restrictions from society, inferior and repressed status, uncooperative behavior by male coworkers, and non-compliant male subordinates. The double standard of society and pre-existing cultural norms, values, and traditions have caused hurdles in the growth of women. This system of society reinforced women’s behavior that they do not exercise on the policies presented in their favor. However, analyses of the current study suggest that such policies have been bringing positive change as well, for instance, increased rate of women’s employment in corporate sectors while receiving equal benefits as the other gender. More policies need to be introduced for women empowerment along with ensuring the implementation of them.

Future research should continue to explore the multifaceted dynamics of gender equality and women’s empowerment in the Saudi workforce. Moreover, there is also a need to investigate the evolving role of women in shaping not only the labor market but also the broader societal landscape. In this way, further studies can help refine and optimize policies to better meet the needs of Saudi women and provide a more comprehensive understanding of the ongoing transformation in gender dynamics in Saudi Arabia.

Acknowledgments

The author is thankful to all the associated personnel who contributed to this study by any means.

Disclosure statement

No potential conflict of interest was reported by the author(s).

Data availability statement

The data will be available for review from the corresponding author upon request.

Supplementary data

Supplemental data for this article can be accessed online at https://doi.org/10.1080/23311886.2023.2283919

Additional information

Funding

The study is not funded through any source.

Notes on contributors

Nadia R. Lucien

Nadia Lucien is currently a lecturer in the College of Business, Human Resource Management department at Prince Mohammad Bin Fahd University, where she teaches and advises undergraduate female students. Dr. Lucien volunteers as mentor to upcoming college students at Nova Southeastern University. She advises former students regarding their professional and academic path. She serves on several committees at the College of Business and advises the HR club. She is also a member of the founding committee for the new Hospitality program. Prior to this position, Dr. Lucien taught Hospitality Management courses at a local college in Pompano Beach, Florida. She worked as Director of Human Resources in the fields of hospitality, manufacturing, and healthcare. Dr. Lucien is a practicing consultant in the fields of human resources and hospitality management. She is a member of the Society of Human Resources Management (SHRM), she recently earned her Society Human Resource Management Certified HR Professional (SHRM-CP) and a member of Mediators Beyond Borders (MBB). Dr. Lucien and her group believe that women should have a voice, and their contribution in the workplace should be recognized. The great majority of her work is focus on women issues, for example, education, discrimination, mental health, benefits, equal pay, childcare and other issues that continue to affect women and other minorities in the workplace. Her group is composed of Millennials and Gen Z who share her beliefs.

Appendix A

Question 1.

How has Saudization impacted the employment of women in your organization?___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Question 2.

What types of challenges are you dealing with as a woman in your workplace? How did you overcome them?___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Question 3.

Do you believe that Saudization is being implemented correctly in your workplace?___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Question 4.

Do you believe that Saudization has solved the unemployment issues that women have faced?___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Question 5.

Saudization has shown to be a great program that will enhance gender disparity, how has your organization applied it?__________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________