By Emma Burdett | Founder, WILD Talent – Why Saudi’s Talent Strategy Must Include Visible Female Leaders
Saudi Arabia stands on the cusp of unprecedented transformation. With Vision 2030 driving bold reform across every sector, the Kingdom is rapidly evolving into a global economic force. New industries are rising, giga-projects are reshaping infrastructure, and international partnerships are flourishing. Talent is at the heart of this movement, however, the way we define, develop, and position leaders must evolve too.
One critical truth is becoming harder to ignore: we cannot build the future of this region while half the leadership potential remains unseen and underutilized.
The progress is there. Saudi women’s labour force participation has surged from 17% in 2017 to over 36% by 2022 (GASTAT), with representation continuing to climb. Yet boardroom diversity tells a different story. According to the World Bank, women still hold under 2% of board seats in the Kingdom, a stark contrast to the global average of over 20%. While women are entering the workforce in record numbers, too few are reaching the top or influencing policy, strategy, and public perception.
Visibility is the new currency of leadership
The issue isn’t a lack of capability, it’s a systemic gap in visibility, positioning, and leadership development. Many women are highly qualified, deeply capable, and strategically minded, yet remain out of sight when key decisions are made about advancement, promotion, or representation.
This lack of visibility has measurable consequences
A 2023 LinkedIn report revealed that women in the MENA region are twice as likely as men to avoid posting thought leadership content or promoting their achievements online. In a digital economy where presence equals opportunity, this reluctance directly impacts their career growth. Fewer speaking invitations, fewer board appointments, and fewer opportunities to be recognized as credible, senior-level decision-makers.
At the same time, executive visibility is emerging as a core currency of leadership. In today’s competitive landscape, people follow leaders who are known, trusted, and present. The ability to articulate one’s vision, speak with authority, and build a compelling leadership brand is what drives influence and opportunity.
According to research by McKinsey, companies with women in top leadership roles are 25% more likely to achieve above-average profitability. But that doesn’t happen by accident. Women don’t rise into these roles without intentional investment from their companies and themselves.
Boston Consulting Group found that organizations with structured leadership programs for women are 2.5 times more likely to close the executive gender gap. And Deloitte reports that women who receive targeted coaching and development are 80% more likely to stay and advance internally.
In today’s economy, presence drives opportunity
The takeaway is clear: companies that invest in female visibility and leadership development create stronger talent pipelines, higher retention rates, and more resilient organizations.
But despite the data, the private sector still hesitates to make this investment consistently; especially in industries like construction, real estate, law, and finance. Leadership branding, communication training, and executive presence are too often dismissed as optional, when in fact, they are decisive.
Leadership grows where visibility meets investment
From my work through WILD Talent, I’ve seen what happens when companies take visibility seriously. Women step into rooms with greater confidence. They speak with impact. They are shortlisted for board roles, invited to panels, recognized by peers, and increasingly called upon to lead both visibly and authentically. Female leaders are important role models for future generations of talent.
We help companies move beyond checkboxes and into strategic alignment: placing and positioning women for maximum impact and longevity. Not only do our clients see stronger results, they also future-proof their leadership culture, ensuring their organization reflects the ambition of the country it operates in.
Here’s what that looks like in practice:
- Developing public speaking confidence to increase influence across stakeholders
- Crafting a leadership brand that communicates expertise and trustworthiness
- Supporting visibility through thought leadership and digital positioning
- Building presence in high-stakes meetings, boardrooms, and investor conversations
- Providing access to board-readiness pathways through coaching and succession planning
These elements are are essential leadership infrastructure for a thriving national economy. When you elevate women to lead visibly, you send a message to the market, to your people, and to the world.
Saudi Arabia has no shortage of ambitious, intelligent, and capable women. What’s needed now is a commitment from both public and private sectors to help these women become strategically visible, confidently prepared, and boardroom-ready.
Because the future doesn’t belong to those who work quietly behind the scenes. It belongs to those who are seen, heard, and trusted to lead.
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