Enhancing Women's Representation in Palestinian Boards of Directors

Author: سهى جدعون

Despite the progress made by Palestinian women recently in various fields, especially education, there have not been substantial changes in the representation of women in board memberships. Although there are Palestinian laws and legislations affirming the principle of equality and equal opportunities between women and men, along with Palestine's accession in 2014 to the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW), the gender gap remains evident. The representation of women in boards of directors is significantly lower compared to men, and lower than the rates recorded in many Arab countries such as Tunisia and Morocco, as well as foreign countries like Norway, France, Britain, Spain, and others.

To illustrate the extent of the gender gap in representation in decision-making positions, the article will present the key indicators for the year 2023 according to data from the Palestinian Central Bureau of Statistics. It shows that the percentage of women among the registered company heads in the Capital Market Authority is 0%, while the percentage of men is 100%. The representation of women in the boards of directors of these companies reached 15.3% compared to 84.7% for men, and 26% of local councils members in the West Bank are women, whereas men constitute 74%.

The indicators also demonstrate male dominance in Palestinian professional unions, where they held 100% of the seats in the board of the Physicians' Union in the West Bank with no female representation. In the Dentists' Union, the percentage of female membership is 9.1% compared to 90.9% for men, while women accounted for 14.3% of the members of the Pharmacists' Union board compared to 85.7% for men. The percentage of women in the Lawyers' Union board is recorded at 13.3% against 86.7% for men, while female representation in the Engineers' Union board dropped to 6.7% compared to 93.3% for men.

These indicators collectively affirm that women's representation in decision-making positions remains limited, indicating that Palestine is still far from justice and equal opportunities between genders and the application of the concept of social responsibility and principles of good governance in its true sense. Although Palestinian laws and legislations and the CEDAW Convention affirm equality, the theoretical progress does not reflect practical reality, necessitating mandatory measures to enhance women's participation and influence in various positions and fields and to eliminate all forms of discrimination.

The weakness in women's representation is not limited to the number of seats occupied by women but extends further to include their actual influence, as their presence is often considered a formal representation aimed primarily at improving the institutions' and companies' image in front of the community and donors by committing to and believing in the principle of gender diversity, without granting them essential roles and powers to participate in decision-making and formulating strategic and financial policies. What are the reasons limiting women's representation in Palestinian boards of directors and obstructing their effective influence in the decision-making process? What benefits can institutions gain from involving women in their boards? How can practical strategies and solutions be developed to address these obstacles and ensure fair and effective participation?

The most important reasons limiting women's representation in board memberships are as follows:

1. The absence of a binding women’s quota system compelling institutions and companies to allocate specific percentages for women’s representation, as is the case in many Arab and foreign countries.

2. Women's weak professional relations, as the nomination of board members is based on personal and professional relationships still dominated by men, disregarding Palestinian women's competencies.

3. The continued dominance of a masculine culture and the prevalent traditional views in Palestinian society that still restrict leadership positions to men and underestimate women's capabilities.

4. The lack of clear internal policies that promote the principles of justice, equality, and gender diversity.

5. Weak empowerment and training programs that qualify women for leadership positions.

6. The absence of effective official oversight on institutions' and companies' commitment to applying the principle of justice and equal opportunities, leaving the matter to the discretion and desires of the institutions.

Nevertheless, the integration of women in boards of directors is not merely a demand for achieving justice and equality, but a strategic necessity that brings positive benefits to institutions and Palestinian society. Numerous recent studies and international reports have shown that having balanced female representation contributes to enhancing the financial performance of institutions and companies, boosts the capabilities for innovation and the openness to new ideas, enriches discussions in meetings, and allows for more comprehensive and diverse decisions that consider various social, economic, cultural, and political dimensions. Additionally, it enhances their credibility and reputation both locally and internationally, affirming their commitment to the values of justice, equality, and equal opportunities that positively reflect on the trust of employees, clients, and society, granting them a competitive edge in the economic business environment.

To overcome these obstacles and maximize benefits, practical strategies and measures must be adopted, beginning with:

1. Imposing a women's quota system within the mandatory legislations and laws for institutions and companies to allocate no less than 35% of board seats to women.

2. Amending Law No. (42) of 2021 regarding companies and revising the laws regulating the work of institutions by adding new clauses that clearly and directly support enhancing women's representation.

3. Forming national committees comprising representatives from relevant ministries, local community institutions, human rights and judicial bodies, as well as institutions concerned with women's affairs, to follow up on the implementation of laws and legislations aimed at achieving gender equality and ensuring their actual application.

4. Tying external funding provided to institutions and companies to their commitment to include women in their boards.

5. Launching specialized training programs to prepare women leaders as is done in many Arab and foreign countries.

6. Establishing strong professional networks that provide opportunities for networking, support, and exchanging experiences, in addition to holding local conferences discussing women's leadership, as is the case in Arab and foreign countries.

7. Initiating community awareness campaigns to highlight the success stories of Palestinian women to enhance Palestinian societal acceptance of women's leadership.

8. Conducting research and studies to measure the percentage of women's representation in boards, especially in family businesses, due to the lack of accurate indicators and data.

In conclusion, the road to achieving the principle of equality and equal opportunities in Palestinian society is still long. Attracting women to decision-making positions is a fundamental characteristic of smart economies, and enhancing their participation should not be limited to granting them nominal seats but should extend beyond that to enable them to have a real influence and participate in shaping policies and making strategic decisions. Palestine needs female leadership that contributes to serving and developing Palestinian society; women are not just a number but essential partners in building the nation and preparing the rising generations.

It is worth noting here that the Local Authorities Election Law No. (10) of 2005 and its amendment by Law No. (12) of 2005, in addition to the Decision Law No. (1) of 2007 regarding general elections, are the only laws that allocated a binding women’s quota in Palestine, hoping that this will be applied in all laws and legislations regulating the work of institutions and companies.