OVERCOMING THE GLASS CEILING SYNDROME THROUGH DIGITALIZATION AND ARTIFICIAL INTELLIGENCE IN GCC COUNTRIES
DOI:
https://doi.org/10.18623/rvd.v23.5637Keywords:
Artificial Intelligence (AI), Digitalization, Glass Ceiling, Gender Inequality, Women’s Career Advancement, GCC, Algorithmic Bias, Talent Management, Ethical AI, Human Resource ManagementAbstract
This study investigates the potential of digitalization and Artificial Intelligence (AI) to dismantle the "glass ceiling" syndrome affecting women's career advancement in the Gulf Cooperation Council (GCC) region. Despite high levels of educational attainment among women, particularly in STEM fields, invisible systemic barriers and traditional socio-cultural norms continue to restrict their ascent to senior executive roles. Employing a mixed-methods research design, the study utilizes a quantitative survey of 385 valid participants alongside 23 semi-structured interviews with senior HR executives across the UAE, Saudi Arabia, and Qatar.The research evaluates how digital tools can decouple professional output from physical presence, mitigating the reliance on visibility-based metrics that often disadvantage women in conservative business environments. Findings indicate that while AI-driven talent management offers a mechanism for standardizing evaluation criteria and reducing unconscious bias, it simultaneously poses risks of algorithmic bias if trained on historical, male-dominated datasets. The study concludes that the strategic alignment of human oversight, ethical governance (such as AI ethics boards), and technical upskilling for HR professionals is essential to leverage technology as a catalyst for gender equity and competitive advantage in the GCC corporate sector.
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