- 10 Aug 2025
Why Gender Inclusivity Matters
Gender inclusivity is a powerful force for change. It means fair treatment, equal opportunities, and recognizing the value of everyone, regardless of gender. When workplaces are inclusive, everyone benefits; individuals, businesses, and the economy as a whole.
In Jordan, as across much of the region, women remain an underutilized force in the economy. Despite notable progress in education with women outnumbering men in many university programs, female labor force participation in Jordan hovers around 14%, one of the lowest rates in the world. This glaring gap is not just a social issue, it’s a missed economic opportunity.
Many women in Jordan continue to face significant challenges in finding jobs, advancing in their careers, or starting businesses. Only a small number of graduate women are entering the workforce, and even fewer are rising to leadership roles. Women also tend to earn less than men for doing the same work. As of 2020, there was a 44% gender gap in labor force participation and a 41% gender pay gap. These figures highlight deep-rooted barriers such as traditional gender roles, cultural expectations, limited access to childcare, and workplace environments that often lack the flexibility and support women need to thrive.
The Foundation: Human Rights and Jordanian Law
The drive for gender equality in the workplace is firmly rooted in fundamental human rights and national legislation. The Universal Declaration of Human Rights, accepted by all United Nations Member States, champions the right to work, free choice of employment, just and favorable conditions, and equal pay for equal work (Article 23). It emphasizes the importance of fair wages, economic security, and addressing the disproportionate burden of unpaid care work often shouldered by women89.
Complementing these international declarations, the Jordanian Labour Law (Law No. 8 of 1996, amended by Law No. 14 of 2019) provides specific guarantees for women’s rights. Key provisions include:
- Protection against termination of employment for pregnant women from their sixth month of pregnancy or when on maternity leave.
- An entitlement to ten weeks of fully paid maternity leave, with at least six weeks after delivery.
- A requirement for employers with at least twenty married women workers to provide an adequate facility with a trained nurse for children under four years of age, if at least ten children are in that age group. These legal and human rights frameworks serve as the bedrock for fostering an inclusive labor market that benefits all.
Skills4Work II: A Strategic Initiative for Change
Recognizing this critical challenge, the Skills4Work II project aims to catalyze change. A core component of this project is a tailored module on gender inclusivity, specifically designed to empower Jordanian Small and Medium-sized Enterprises (SMEs). SMEs are the backbone of Jordan’s economy, comprising 97% of all companies, contributing over 50% of the GDP, employing 60% of the workforce, and accounting for 45% of exports.
The project’s goal is ambitious but achievable: promote a balanced workforce with at least 50% women in diversified roles across sectors, not just in administrative or traditional support functions. This means empowering enterprises to transform their internal cultures and external outreach strategies to attract, retain, and elevate female talent.
How the Project Supports Gender Inclusivity
To help companies become more inclusive, Skills4Work II created a gender inclusivity module. This is a set of tools, tips, and training sessions that guide businesses in how to:
- Hire more women
- Create fair and safe work environments
- Support women’s growth and leadership
The project also explains why gender inclusivity is important—not just for fairness, but for business success. Studies show that diverse workplaces are more creative, more productive, and better at solving problems.
The Skills4Work II module offers practical ideas that businesses can easily apply. Some of these include:
- Flexible working hours or remote work options, especially for working mothers
- Clean, private facilities for women, including restrooms and nursing rooms
- Safe transportation options, especially for night shifts or long commutes
- On-site childcare or support for working parents
- Training for all staff on gender awareness and teamwork
- Encouraging women’s leadership and fair promotions
Conclusion: A Ripple Effect for Economic Development
Empowering Jordanian SMEs to embrace gender-inclusive practices is not only a social initiative; it is a strategic economic imperative. As SMEs comprise the vast majority of companies and are significant contributors to the GDP and employment, their adoption of gender-inclusive practices will create a powerful ripple effect, generating jobs, stimulating innovation, and driving broader economic development across Jordan. By leveraging the comprehensive guidance and actionable recommendations provided by the Skills4Work II gender inclusivity module, Jordanian enterprises can bridge existing disparities, create truly equitable and thriving workplaces, and unlock the full potential of their female workforce for the benefit of the entire nation.
“This document has been produced with the financial assistance of the European Regional Development and Protection Program (RDPP III) for Jordan and Lebanon which is supported by Austria, the Czech Republic, Denmark, the European Union, Ireland, the Netherlands, and Switzerland. The content of this document is the sole responsibility of Leaders International and can under no circumstances be regarded as reflecting the position of the RDPP or its donors.”