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FHH, Bank al Etihad Partner for Shorouq Career Comeback Program

by Madaline Dunn
written by Madaline Dunn

Hygiene and wellness products manufacturer Fine Hygienic Holding (FHH) and Bank al Etihad are partnering for the sixth edition of the Shorouq Career Comeback Program in Jordan, which is aimed at helping women reenter the workforce after taking voluntary career breaks.

In FHH ‘s second year of participation, the company will offer participants practical experience through a six-week on-the-job training program.

This will be supported by the Shorouq Career Comeback Program’s training modules, designed to equip participants with essential soft skills and facilitate a smooth transition back into the corporate world.

“We are delighted to be part of the Shorouq Program for the second consecutive year. The success of our previous collaboration reaffirmed the program’s significant impact on enabling women and revitalizing their careers,” commented Dima Haddadin, Chief Human Resources Officer at FHH.

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Innovation & EducationLatest News

Orange Jordan and HTU sign apprenticeship agreement

by Madaline Dunn
written by Madaline Dunn

Orange Jordan and Al Hussein Technical University (HTU), a Crown Prince Foundation initiative, have signed an agreement to launch an apprenticeship to enhance the workplace and employability skills of HTU’s students in several technology domains.

These include: 

  • Data Science, 
  • Data Engineering, 
  • Artificial Intelligence, 
  • Robotic Process Automation, 
  • Cybersecurity and others.

The apprenticeship will span six to eight months. 

Orange Jordan’s CEO, Philippe Mansour, and HTU’s President, Prof. Ismael Al-Hinti, signed the agreement on behalf of both parties.

Mansour stressed the key role of such partnerships in enabling young women and men to be an influential part of the course of the global digital revolution. 

Mansour praised the extended partnership with HTU, which led to the implementation of several initiatives to empower youth with digital knowledge.

Meanwhile, Prof. Al-Hinti underlined the importance of working together with Orange Jordan to provide HTU’s students with the best education and training.

Orange Jordan shared that it has supported numerous initiatives and activities at HTU, including the sponsorship of the National SUMO Robot Contest which was organised by HTU in 2023 at the King Hussein Business Park. It saw the participation of 150 teams, 600 students, and more than 50 educational institutions from across Jordan. 

In 2022, Orange Jordan also inaugurated the Digital Village at HTU to provide students with a set of digital educational and entertainment solutions to enrich their digital knowledge.

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IntelligenceSpecial Reports

PwC Middle East’s report – Navigating the path back: Women returners in MENA

by Madaline Dunn
written by Madaline Dunn

PwC Middle East has released its report, Navigating the path back: Women returners in MENA, the first in its ‘The case for diversity’ series. 

The report gathered responses from over 1,200 women in the UAE, Saudi Arabia, Qatar, Egypt, Bahrain, Jordan, Kuwait, Lebanon, and Oman, including perspectives from leading CEOs in the region.

The survey results revealed that 44 per cent of women in the MENA have taken a career break at some point, largely driven by family and caregiving responsibilities. 

Results showed that two-thirds (68%) of these women have experience beyond entry level. 

Eighty-two per cent of women who have returned to work following career breaks believe they can progress to the top levels of their organisations. 

Forty-nine, however, have had their job applications rejected due to gaps in their resumes.

When rejoining the workforce, women highlighted several challenges, including:

  • Employer stigma, 
  • Lack of flexible working arrangements to manage work along with other responsibilities,
  • The risk of being subject to slower career advancement and
  • Reduced earnings compared to peers due to being “mommy tracked.”

The survey results also suggest that the longer time spent out of work, the more challenging it is to return.

The report recommends alternative work models, such as flexi- or remote working. 

It also suggests introducing models that allow women to work additional hours, which it said could result in GDP gains of up to US$4.3 billion across the nine countries in the study.

Other recommendations include: 

  • Equitable parental leave policies, 
  • Returnship programs, 
  • Action to address unconscious bias by implementing inclusive workplace,
  • Policies and training for teams, leaders, and talent acquisition,
  • Providing effective mentorship and sponsorship programs.

Read the full report here. 

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