A PwC study found that 36% of Middle Eastern female employees paused their careers to raise a family. In the same report, PwC revealed that 68% of women across the MENA region took career breaks at grades entry level for many reasons. These dispersed yet sustained gaps in the region’s workforce comprise an estimated $385 billion in total contribution to the MENA region.

In the Middle East, where cultural and workplace dynamics constantly evolve, women returners face unique challenges. 

SYSTEMIC STRUGGLES 

Shedding light on why women in the region struggle more than their male counterparts when returning to work, Dr. Kerstin Brehm, a former cardiac surgeon-turned-leadership and longevity consultant, says, “Let’s face it: women returning to work after a career break are our biggest untapped potential, and yet, the system is stacked against them. It’s not just about flexible hours or remote work—it’s about part-time options, which are virtually non-existent in the region.”

Pointing to the pervasive issue of unconscious bias, Dr. Brehm adds that women are judged on their achievements or perceived lack thereof during their break, while men are judged on their potential. “A man with kids? ‘He’s so responsible.’ A woman with kids? ‘She’s distracted and might want more children.'”

This double standard, she says, harms women’s careers and undermines the region’s economic potential. “If we don’t actively fight these biases in hiring and leadership, we’ll never tap into the immense talent pool women returners represent.”

Liying Tay, co-founder of Crunchmoms, a platform that addresses systemic obstacles, says, “Through our networking events and mentorship opportunities, we connect women to influential professionals who can help them navigate the workforce and open doors to new opportunities.” 

BRIDGING THE NETWORKING GAP

When it comes to addressing access to professional networks in the Middle East, Dr. Brehm says, “Honestly, we’ve barely scratched the surface. While returnship programs and initiatives exist, many feel like a checkbox exercise rather than a genuine commitment to change.” 

She notes that networking gaps remain a significant barrier but sees a gradual change led by local communities. “Women are creating their own networks. From grassroots community groups to digital platforms, women bypass traditional structures and form connections on their terms.” 

According to Natasha Hatherall, Founder and CEO of TishTash Communications, while many initiatives are underway, “the real change will come when organizations truly embrace flexibility and meaningful connection.

REMOTE WORK QUOTIENT 

In this context, the relevance of remote work models is crucial for the thousands of professional women who are currently taking a career break and want to return to work. 

According to Dr. Brehm, remote work eases certain barriers for female returnees, but it is not a complete solution. “Remote work is a step in the right direction, but without truly flexible arrangements – like job shares, reduced hours, or project-based work – it’s just another band-aid on a gaping wound.”

Highlighting how TishTash’s flexible policies have played a transforming role in supporting women, Hatherall says,“Flexibility is crucial, and it’s about creating a culture of trust where women feel empowered to balance their personal and professional lives.”

BUILD A PERSONAL BRAND 

Gone are the days when certifications and references charmed hiring managers. In 2025, an eager returnee must become proactive when shaping their careers. “A generic CV isn’t going to cut it anymore,” says Dr. Brehm. 

Women need to build a personal brand, monetize a skill, start consulting, and showcase a portfolio career that highlights versatility and resilience. 

“Start building an investment portfolio, too. Financial independence is a skill in itself,” she adds.

At Crunchmoms, women are given the tools to refresh and build on their skills through various learning modules and mentorship programs. “Our goal is to help women build their confidence and abilities to succeed in the workforce, whether they want to return to a corporate role or become entrepreneurs,” Tay says.

For Hatherall, upskilling is an intricate strategy that spotlights unspoken necessities like salaries and promotions as an integral aspect of workplace dynamics. “We [TishTash] train our team on pitching for a promotion the right way by building confidence while upskilling them,” Hatherall remarked. According to Hatherall, the historical implications of gender-based conditioning in social settings require vocal treatment, especially in the workplace. 

ADDRESSING DISPARITIES 

Highlighting the disparity in supporting women returnees across different sectors in the Middle East, Dr. Brehm says fields like STEM are still playing catch-up in creating welcoming environments for women returners. “The perception is that ‘you’ve been out too long’ or ‘you’ll need too much reskilling,’ which ignores the fact that many women in STEM take career breaks because of inflexible, outdated work environments.”

On the other hand, she notes that corporate and creative industries are more adaptable while battling specific challenges.“Until we see systemic changes, the disparity will persist, and companies will miss out on the most resilient, innovative talent out there.”

Tay says it’s crucial to, through targeted programs, to connect women with industry leaders and provide them with the guidance they need to succeed in any sector.

“It’s not just about flexibility and policies—it’s about creating a culture where women’s needs are truly understood and supported. The future of work depends on the success of women returners,” adds Hatherall.