While there’s increasing focus on diversity, equality, and inclusion — DE&I — across the Middle East, we’re still only scratching the surface of the deeper work culture challenges faced by today’s professionals.
To create a truly inclusive advertising industry, we must tackle systemic barriers faced not only by women, but also by people from different nationalities, individuals with varying abilities, and the disabled community.
Key issues such as women’s career gaps, ageism, socioeconomic bias, racism, and disability inclusion need to be addressed to build a fair and equitable industry.
The penalty of motherhood: Challenges faced when returning to the workforce
Despite the many strides taken toward fostering more inclusive environments for women in the workforce, an area that deserves more attention is the challenges that women face when returning to work after career breaks.
Women returning to the workforce after taking time off to focus on their families face significant barriers despite their years of experience. Employers often view these career gaps as liabilities, excluding these highly driven women from roles they are fully qualified for.
Research indicates that women returning from caregiving breaks face a wage penalty of up to 20 per cent and are frequently offered positions below their skill level. This not only stalls their career growth but deprives industries of valuable talent.
Despite recent improvements in work-life balance and the adoption of flexible working conditions, women still face penalties for utilising certain benefits. Extended maternity leave and family-friendly policies, though progressive, can sometimes have unintended consequences.
In some cases, these measures lead to perceptions that women are less committed to their careers, resulting in fewer opportunities for advancement and slower professional growth.
Studies have shown that extended maternity leave can lead to slower career progression and lower lifetime earnings compared to those who do not. Flexible work policies should not inadvertently hinder women’s long-term career growth but instead support it.
Ageism and the pursuit of young disruptors
Ageism is another significant issue that often goes unnoticed. A World Health Organization survey found that one in two people hold ageist views, leading to discrimination against older employees.
In recent years, employers have increasingly favoured younger workers, perceiving them as more innovative and better equipped to adapt to new technologies.
This trend reflects a cultural phenomenon often referred to as the “Silicon Valley syndrome,” which describes the preference for youth in the tech industry, often at the expense of experienced professionals.
As organisations idolise youthful disruptors and seek to replicate their success, this preference can sometimes overshadow the experience, soft skills, and network of older workers, who bring long-term value and critical insights to organisations.
Striking a balance between youthful energy and seasoned expertise is key to building a truly inclusive workplace.
“We need to rethink DE&I. It’s not just about adding more diverse voices to the table — it’s about redefining the table itself … The DE&I needle is moving, but it’s up to us to keep it going. There’s work to be done, and it’s worth doing,” says Houda Tohme, CEO, Havas Media Network.
Subtle and unconscious biases: Confronting hidden forms of racism at work
Subtle forms of racism, often in the form of unconscious bias, are still present in various industries across the Arab world.
Individuals from certain nationalities or origins may experience unequal opportunities in career advancement, leadership roles, or compensation.
Studies show that many professionals feel they are evaluated more critically based on their background, highlighting the ongoing need for equity.
While strides have been made, specifically in the servicing industry, client preferences for specific nationalities can sometimes unintentionally reinforce these biases, subtly influencing interactions and workplace dynamics, which can hinder efforts to foster a fully inclusive culture.
Disability inclusion: A missing piece in workplace DE&I
Disability inclusion remains one of the most overlooked aspects of DE&I in our industry. Many workplaces still fall short of being fully accessible, leaving individuals with disabilities facing significant barriers to participation.
Whether due to physical limitations or lack of inclusive work practices, employees with disabilities are often excluded from opportunities that allow them to contribute fully.
To create a truly inclusive environment, it’s essential to recognise and address these gaps, ensuring that all individuals, regardless of ability, have equal access and opportunity to thrive.
Innovative work models for meaningful DE&I progress
Sustained DE&I progress requires targeted initiatives that address diverse challenges. For women returning to work, “returnships” offer mentorship and flexible arrangements, ensuring a smoother transition and capturing their expertise.
Addressing ageism is crucial, as older employees provide valuable insights. Fostering a culture of respect and lifelong learning boosts innovation, as age-diverse teams excel. Tackling racism goes beyond hiring — it demands open dialogue, training, and systemic reform to ensure all nationalities are valued.
Additionally, ensuring physical and digital accessibility for disabled employees will create a truly inclusive environment where everyone can thrive. True inclusion redefines leadership and prioritises diverse perspectives to drive growth.
We need to rethink DE&I. It’s not just about adding more diverse voices to the table — it’s about redefining the table itself.
This requires challenging old norms, reworking processes, and embracing new ways of working. Innovation thrives when fuelled by diverse perspectives.
While progress has been made, we cannot afford to become complacent. The gaps are still wide, and closing them demands bold, sustained action.
We have a unique opportunity — and responsibility — to lead this change, creating a fairer, more inclusive industry while paving the way for future diverse leaders.
The DE&I needle is moving, but it’s up to us to keep it going. There’s work to be done, and it’s worth doing.
By Houda Tohme, CEO, Havas Media Network.
