• SABIC and Pearl Initiative held workshops in Riyadh with over 40 senior leaders to discuss workplace diversity and accountability.
• Interactive formats like “World Café” and “Human Library” encouraged dialogue and led to concrete commitments.
• The partnership highlights a strong focus on integrity, accountability, and inclusive growth in Gulf businesses.

Riyadh, Saudi Arabia – July 16, 2025:

In a significant demonstration of regional leadership in workplace diversity and inclusion practices, Pearl Initiative and SABIC co-hosted two impactful workshops in Riyadh this month. The closed-door sessions brought together over 40 senior executives, HR leaders, and compliance professionals from across industries to discuss the importance of building and sustaining an inclusive culture, while emphasising the importance of accountability at all levels. Participants engaged in discussions to explore the interconnected roles of gender inclusion, workplace culture, and accountability and its role in fostering good governance and reducing corruption.

The workshops came at a critical time. Across the Gulf region, companies are increasingly recognizing the strategic value of workplace diversity not only for innovation and decision-making, but also for strengthening governance systems overall. Gender inequalities in the workplace can undermine governance structures, hinder sustainable growth, and negatively impact development outcomes.

A key theme of the workshop was the link between gender inequality and corruption, with research showing that there is a strong correlation between gender inequality and corruption and that women often experience and perceive corruption differently from men, typically bearing a disproportionate burden due to systemic power disparities. The workshops emphasised how diverse leadership teams contribute to stronger governance structures, greater transparency, and robust anti-corruption strategies.

While the global average for female board representation stands at approximately 20%¹, the figure across GCC countries remains under 7%². More specifically, a 2024 report shows that women hold just 5.2%³ of board seats across the region. However, efforts to improve this are gaining momentum. In the UAE, women occupy 10.8%⁴ of board positions, which is more than double the GCC average. Saudi Arabia, too, is making steady progress through policy reforms and collaborative initiatives like this one. Both countries are seen as complementing each other’s strides and setting benchmarks for sustainable and inclusive growth across the region.

According to LinkedIn data from 74 countries for 2024 only 30.6% of leadership positions are held by women up only 0.2 percentage points since 2022. While progress was steady between 2015 and 2022, in the last two years the progress has slowed or even reversed.

A culture that prioritises inclusivity and gender equality fosters an environment where integrity thrives, reducing the risks associated with unethical behavior. By ensuring equal participation and representation of women at all levels, businesses gain access to a broader range of perspectives, leading to better decision-making and a stronger commitment to ethical conduct. Addressing gender diversity and workplace culture is not only a matter of social equity but also a strategic imperative for strengthening governance and combating corruption.

Pearl Initiative, a nonprofit organization focused on advancing corporate governance across the Gulf region, partnered with SABIC to facilitate these timely conversations. Through structured, peer-led discussions, participants examined how leadership behaviour, workplace culture, and internal systems can be better aligned to support gender diversity and accountability. Attendees also reflected on practical challenges they face in integrating gender diversity within their organisations and had an inspiring outlook on the tools and frameworks to address them.

Vineetha Mathew, Senior Advisor Programmes at Pearl Initiative, emphasised the growing urgency of these efforts. “Our collaboration with SABIC underscores the importance of accountability in gender diversity and its role in driving integrity.,” she said. “By bringing together over 40 business leaders to exchange actionable insights, we drove measurable change, equipping organisations to build accountable and inclusive environments. These workshops provided a vital platform to share best practices and inspire leaders to create workplaces where integrity thrived.”

Both workshops showcased innovative engagement formats designed to deepen learning and reflection. One session used the “World Café” method, enabling rotating discussions around critical themes such as leadership accountability and workplace culture. The second session adopted a “Human Library” approach, where subject-matter experts shared personal experiences as living case studies. These dynamic formats encouraged open dialogue and resulted in a shared commitment to tangible follow-up actions among participants.

As business in the region adapt to changing regulations and the evolving needs of their workforce, initiatives like these highlight a growing commitment to integrating gender diversity into their core strategies. Through their collaborative partnership, SABIC and Pearl Initiative have united around a shared vision to advance workplace diversity. Their joint efforts reflect a strong, mutual commitment to fostering meaningful change, positioning both organisations as driving forces in shaping a future business environment that is grounded in integrity, accountability, and sustainable growth.

Year: 2025

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