Women Leaders in the UAE.

The Gender Diversity in

Top Management

A survey was conducted among a sample of female, in

order to know if the Gender diversity can effect to reach
to the top management.
Eventually, a reasonable Determination might have been
committed Also portion proposals were given

Survey Analysis

Figure 1

The results and what it showed is that majority of the

sample agreed on the culture effect on womens
confidence in success. The majority were resembled in
1

85.19% of the total, whereas, the minority which are the

remaining 14.81% had a different saying.

Figure 2

The majority of the sample disagreed on the fact that

women are less confident than men when they reach top
management. The majority were resembled in 42.55% of the
sample adding to them that 18.52% of the sample strongly
disagreed. As for the minority of the sample they agreed, they
2

were also resembled in 27.78% in addition to the part of them

who strongly agreed of 11.11%.

Figure 3

Gender diversity effect women entrepreneurship had

the saying of YES in its majority of 64.81% of the sample.
As for the minority they had the say NO of 35.19% of the
sample.
3

 Figure 4

Out of the biggest barriers to implementing gender

diversity were said to be lack of awareness or concern for
gender diversity as a critical matter, saying were to form
4

62.96% of the whole sample. As for the second saying were

said lack of resources dedicated to gender diversity initiatives
(eg; people, budget, etc), saying were to form 25.93%, and so
the minority had the saying that there are no barriers and other
reasons forming 9.26% and 1.85% of the sample.

Figure 5

Women having a different style than men when it comes

to management, the results took over to the YES forming
79.63% of the sample. Whereas, NO formed 20.37% of the
sample. Proving the women does have a different style than
men.

 Figure 6

Prevailing leadership styles limit womens

opportunities to reach top management positions had the
majority saying MAYBE forming 62.26% leaving it on
chance of YES or NO. Whereas, the DISAGREE took over
next forming 22.64%. The AGREE had the minority of
15.09%.

 figure 7

Combining parenting and top careers is more difficult

for women than men, turned out to be a YES for majority
had the saying AGREE forming 64.81% of the results, as
for the DIAGREE forming 35.19% of the sample.
7

 Figure 8

Gender diversity having a change on the level

strategic importance, as a result of seeking top
management positions had the majority say YES forming
77.36%, whereas, the minority had the saying NO forming
22.64%.

 Figure 9

For the tectical measures and how it had the biggest

impact on gender diversity in reaching top management, the
majrity had the saying of the flixable working conditions,
locations, etc forming 62.96% of the sample. As for the
second biggest impact to be gender specific hiring goals,
programs, etc forming 20.37% of the sample. And last
9

assessing indecators of gender divesity performance had the

least rate of 16.67% of the sample. None of the sample had the
choice of other impacts or any other answer, 0.00%.

Firgure 10

In the last question, the sample was asked to give

opinions of which how do they think women can reach top
management positions. Most of the repeated answers had
10

awareness and giving rights to women, equality and

ignoring the gender as a barrier or so. Some of the other
answers had suggestions of providing programs that
supports women confidence and intervention programs to
foster their career programs.

Related to the survey conducted to the female sample we

had. The results showed and stated the fact that there is
gender diversity to reach the top management position, and as
we prove that there is gender diversity there is a difference
between males and females at work places. One of the most
important reasons of this difference is culture, so in our opinion,
we hope by time we can break down and change these
distinguishes between women and men because everyone can
reach the top management depending on their abilities and
education not just the gender. Each one of us has special
abilities and qualifications that makes him/her special to be
someone not labelled by the gender.

11