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In the UK, there are 5.4 million employees who work under a formal or informal flexible working agreement, of which 2.2 million are men and 3.2 million are women. Of these, 3.3 million employees work from home in some form (TfL 2007). The graph below highlights the steep rise in UK home working since 2001: In London alone, over 120,000 people work from home. This represents around 4% of the working population. 38% of London’s home workers are women (TfL 2007).

Figure 9 In the UK, there are 5.4 million employees who work under a formal or informal flexible working agreement, of which 2.2 million are men and 3.2 million are women. Of these, 3.3 million employees work from home in some form (TfL 2007). The graph below highlights the steep rise in UK home working since 2001: In London alone, over 120,000 people work from home. This represents around 4% of the working population. 38% of London’s home workers are women (TfL 2007).

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Contents
Contents
Women's Contribution to GDP and growth {percent}
Women's Contribution to GDP and growth {percent}
The GCC States include The Kingdom of Saudi Arabia (KSA), The United Arab Emirates (UAE), Qatar, Kuwait, Bahrain and Oman. The IMF has predicted a 3.3% rise in 2009 (IMF, Aug 2009) fo! the combined GDP of these states and indicated that their economies are stabilising with the expectation of higher growth in 2010 (IMF, May 2009). In spite of the current global financial crisis that has sent shockwaves through the world’s economies, the GCC seems to be back on the road to recovery, yet is the skilled labour force being utilised to full potential to maximise economic as well as social benefits? This report has found there to be a significant numbers of unemployed, highly-skilled women in the GCC States. These highly qualified women are extremely capable and willing to work yet only a minority are actually contributing to the work force. GCC Current state of women’s employment in the workforce
The GCC States include The Kingdom of Saudi Arabia (KSA), The United Arab Emirates (UAE), Qatar, Kuwait, Bahrain and Oman. The IMF has predicted a 3.3% rise in 2009 (IMF, Aug 2009) fo! the combined GDP of these states and indicated that their economies are stabilising with the expectation of higher growth in 2010 (IMF, May 2009). In spite of the current global financial crisis that has sent shockwaves through the world’s economies, the GCC seems to be back on the road to recovery, yet is the skilled labour force being utilised to full potential to maximise economic as well as social benefits? This report has found there to be a significant numbers of unemployed, highly-skilled women in the GCC States. These highly qualified women are extremely capable and willing to work yet only a minority are actually contributing to the work force. GCC Current state of women’s employment in the workforce
Number of Students in University by Sex and Nationality The benefits of GCC governments investing in education have been reflected in high literacy levels across the states: 89.1% in Qatar, 85% in Bahrain, 81.7% in the UAE, 71% in Saudi Arabia and 67.2% in Oman (ESCWA 2007). Extensive education has been made available to Gulf womer and has resulted in producing a highly-skilled, capable workforce, which is not currently being utilized to its full capacity. Another useful indicator of relevant capability is shown in a recent study by the Arab League Educational, Cultural and Scientific Organization (ALECSO) which states that IT illiteracy in the Arab world stands at 29.7% which is significantly higher than the global average of 19% (ALECSO 2009). Furthermore, the ICDL GCC Foundation, a governing body and certification authority of the International Computer Driving License (ICDL 2009) programs in the GCC countries and Iraq has noted that this IT illiteracy is significantly higher amongst Gulf women and has called for increased funding from GCC governments to make digital initiatives ir the region more available to women in order to enhance the role of women at a socio-economi level (ICDL GCC 2009). Additionally, the ICDL GCC argues that digital initiatives implemented by the GCC governments to increase IT literacy amongst women will “create entrepreneurial opportunities for women and positively influence their country’s socio-economic growth” and empower women to “work in various areas and encourage them to take up eLearning and to establish home-based businesses, in areas such as design, translation, and financial market investments”.
Number of Students in University by Sex and Nationality The benefits of GCC governments investing in education have been reflected in high literacy levels across the states: 89.1% in Qatar, 85% in Bahrain, 81.7% in the UAE, 71% in Saudi Arabia and 67.2% in Oman (ESCWA 2007). Extensive education has been made available to Gulf womer and has resulted in producing a highly-skilled, capable workforce, which is not currently being utilized to its full capacity. Another useful indicator of relevant capability is shown in a recent study by the Arab League Educational, Cultural and Scientific Organization (ALECSO) which states that IT illiteracy in the Arab world stands at 29.7% which is significantly higher than the global average of 19% (ALECSO 2009). Furthermore, the ICDL GCC Foundation, a governing body and certification authority of the International Computer Driving License (ICDL 2009) programs in the GCC countries and Iraq has noted that this IT illiteracy is significantly higher amongst Gulf women and has called for increased funding from GCC governments to make digital initiatives ir the region more available to women in order to enhance the role of women at a socio-economi level (ICDL GCC 2009). Additionally, the ICDL GCC argues that digital initiatives implemented by the GCC governments to increase IT literacy amongst women will “create entrepreneurial opportunities for women and positively influence their country’s socio-economic growth” and empower women to “work in various areas and encourage them to take up eLearning and to establish home-based businesses, in areas such as design, translation, and financial market investments”.
Number of Female Businesses in the Kingdom of Saudi Arabia
Number of Female Businesses in the Kingdom of Saudi Arabia
The United Arab Emirates (UAE): Abu Dhabi & Dubai
The United Arab Emirates (UAE): Abu Dhabi & Dubai
The following table shows the major barriers that could act against women participating in the
The following table shows the major barriers that could act against women participating in the
First, all the respondents (women and potential employers) were asked: ‘what would be the main obstacles to women working from home?’. The two main perceived obstacles to home working for qualified women in the GCC are commitment/responsibility and trust and management style, with 53% of respondents voicing these concerns. These obstacles are common in all countries that have introduced home- working and are largely overcome through a combination of training (for both worker and managers) and familiarity over time. In the UK, for example, attitudes to home-working have changed so that both parties now see it as an accepted way of working and both parties understand their obligations in such a system. Managers now generally understand that they can trust their home-workers and home-workers understand that they must live up to that trust.
First, all the respondents (women and potential employers) were asked: ‘what would be the main obstacles to women working from home?’. The two main perceived obstacles to home working for qualified women in the GCC are commitment/responsibility and trust and management style, with 53% of respondents voicing these concerns. These obstacles are common in all countries that have introduced home- working and are largely overcome through a combination of training (for both worker and managers) and familiarity over time. In the UK, for example, attitudes to home-working have changed so that both parties now see it as an accepted way of working and both parties understand their obligations in such a system. Managers now generally understand that they can trust their home-workers and home-workers understand that they must live up to that trust.
Obstacles from the Employer's Perspective The above data shows that over 70% of respondents believe that ‘making sure the job gets done’ is the main obstacle that might prevent them from using a home-working service. This highlights a potential lack of confidence on the part of the employer in terms of embarking on integration of home working into their workforce. However, this obstacle can be overcome by ensuring effective productivity and quality checks are in place from the beginning to ensure that women working from home are successfully integrated into the organizational structure and have the capacity to become valuable assets by utilizing and building upon their qualifications and skills.
Obstacles from the Employer's Perspective The above data shows that over 70% of respondents believe that ‘making sure the job gets done’ is the main obstacle that might prevent them from using a home-working service. This highlights a potential lack of confidence on the part of the employer in terms of embarking on integration of home working into their workforce. However, this obstacle can be overcome by ensuring effective productivity and quality checks are in place from the beginning to ensure that women working from home are successfully integrated into the organizational structure and have the capacity to become valuable assets by utilizing and building upon their qualifications and skills.
The interviewees were also asked what kinds of services might be most suitable for home- workers:
The interviewees were also asked what kinds of services might be most suitable for home- workers:
Understandably, the top three facilities respondents believed were need to set up successful home-working initiatives are phones, internet and training. Home working is a relatively new concept to the GCC labour force compared to the UK, for example, which emphasises the need for comprehensive training to ensure home-working women are confident and comfortable in such a working environment in order to maximise productivity and efficiency of their work methods.
Understandably, the top three facilities respondents believed were need to set up successful home-working initiatives are phones, internet and training. Home working is a relatively new concept to the GCC labour force compared to the UK, for example, which emphasises the need for comprehensive training to ensure home-working women are confident and comfortable in such a working environment in order to maximise productivity and efficiency of their work methods.
The above chart reflects the potential success of implementing a home working service that employs women across the GCC, with 55% of respondents indicating that they would definitely use such a service and a further 30% stating they would use this service. This positive response is also a reflection of how home working could be successfully integrated into the GCC economy, resulting in socio-economic benefits through increased employment of women paving the way for long-term sustainable economic growth and gender parity in line with values and visions that embody current government strategies.
The above chart reflects the potential success of implementing a home working service that employs women across the GCC, with 55% of respondents indicating that they would definitely use such a service and a further 30% stating they would use this service. This positive response is also a reflection of how home working could be successfully integrated into the GCC economy, resulting in socio-economic benefits through increased employment of women paving the way for long-term sustainable economic growth and gender parity in line with values and visions that embody current government strategies.
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Strategic Human Resources
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