The Factor

s behind the

Limited

Female

Saudization in the Privat

e Sector

2011

Deema Al Dossary

Ministry of Higher EducationKing Faisal UniversityGlobal MBA Program

Abstract: This paper emphasizes on the extent of participation of the females in the private sector and the fundamental reasons which are contributing in the unwillingness to actively participate in the Saudization program.

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Acknowledgement

My thanks go first to God, who gave me the power to pursue this project. I thank also Dr. Nourrdine Khababa for his remarks during the Business

Research course .

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Table of ContentsIntroduction........................................................................1

Literature Review...............................................................1

Importance of the study......................................................1

Objective of the Study.........................................................1

Research Dilemma.............................................................1

Research Questions and Hypothesis...................................1

Methodology.......................................................................1

Population and Sample......................................................1

Tools of analysis.................................................................1

Research Findings..............................................................1

Sample Description...........................................................1

Likert Scale Average.........................................................1

Cross Tabulation...............................................................1

Conclusion..........................................................................1

Recommendations:.............................................................1

References..........................................................................1

Appendix.............................................................................1

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Introduction In 2011, Saudi females are with potentials, ambitions and great expectations about their future careers. They represent a considerable amount of the Saudi manpower. The Population of Saudi Arabia is 26,131,703 including 5,576,076 of non-Saudis. Females amount to 7,685,328 from the Saudi population.1

The number of the female workers in the private sector amounted to 0.05 million.2 The chart shows the level of education of Saudi females. 78.3% of unemployed women are university graduates3.

1 Worlds' Factbook, CIA, (July 2011 est.)2 Central Department of Statistics and Information3 Ministry of Economy and Planning, Ministry for Higher Educations

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Source: The World’s Factbook, CIA

* Numbers are in % **Source: Ministry of Economy and

Planning, Ministry for Higher Educations

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The most important Saudi labor market dilemma arises as a result of high unemployment rates among Saudis while, ironically, employing massive numbers of foreign workforce. However, with less than 15% of its national workforce made up of women, the Kingdom has still an enormous source of untapped potential for its labor force, which currently relies heavily on expatriates. Legislative, social, educational and occupational constraints prevent women from fully participating in the Saudi labor market4.

Similar opinions come from the Saudi labor market by the president of Al-Zamil Steel and the Director of H. Al-Zamil Companies who states that his organization.

]…[have many young Saudi graduates from both the universities and technical colleges that are looking for employment. In most cases, they are not able to find jobs because their education and training are not

compatible with the demand.

(Haider, 2003)

Females cannot access adequate technical and vocational training and education, which are mainly reserved for male students.

Teaching, computer science, and health care are the technical education available for women.

Vocational training for women is restricted to clothes designing and hairstyling only.

A recent study on Saudization shows that about 35 per cent of the Saudi job seekers among females consider the mismatch between the offered jobs with their study specialization as the main reason to refuse a job5.

Government provides more employment opportunities for Saudi females, but social customs and beliefs are strong barriers to wider labor participation. Furthermore, Saudi laws based on the Shari'a guarantee a woman's right to work, but there is a constant debate about providing an appropriate environment for women to work there. Since women's role within Saudi society has traditionally been that of wife and mother, the move toward greater female participation in the labor force has been met with skepticism, debate, and even hostility. In addition, women are limited in professions that are seen as feminine and remain in less distinguished positions than men.

4 Women’s Employment in Saudi Arabia: A Major Challenge, Riyadh, KSA March 2010.5 The Saudi Arabian Economy, Policies, Achievements, and Challenges, Mohammad A. Ramady.

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Literature ReviewThe development in the Kingdom of Saudi Arabia has been associated with its

growing petroleum industry since late 1930s. This development has created a sudden wealth in the country that shaped its labor market as well as its skill formation systems in the years after. Employment in the government was always available to Saudis regardless of their qualifications which are dominated by theoretical literary majors over scientific and technical degrees.

Government employment is always limited as the majority of employment opportunities are available in the country’s private sector. Since the late 1980s, this has generated high rates of unemployment among Saudis as government employment reached its peak and as the private sector continues in recruiting millions of cheap expatriates to increase its profits and competitiveness. This is creating an unbalanced labor market structure as well as economic, political and social problems.

The major obstacle remains in the country’s efforts to replace expatriates with Saudis who are incapable of demonstrating the professionalism or vocationalism of a Saudi working class. The country’s skill formation systems are still ineffectual in responding to the private sector’s demands of technical and vocational skills, knowledge and attitudes. In fact and historically speaking, incapability of such systems was at the core of the country’s dilemma of excessive expatriates’ recruitment which was initiated originally to bridge the country’s vacuum of qualified human resources.

A number of government initiatives have been introduced to rectify such dilemma. One of which is Saudization to replace the country’s 4.7 million of expatriates recruited mainly (95%) in the private sector with as many qualified Saudis as possible. However, such efforts has not yet produced fruitful results as the private sector is still recruiting expatriates and as skill formation systems are still producing Saudis with incompatible skills, knowledge and attitudes with the private labor market needs.6

Apart from the historical reasons, other factors can also be identified as being influential in determining supply and demand of skilled manpower on the Saudi labor market. These include a wide array of determinants, such as social, economic, political, educational, managerial, and externally influenced factors. In general, it is agreed that “education will be the main inspiration for altering and solving the major problems of human resources development in Saudi Arabia”.7 Nevertheless, the increasing levels of

6 Saudization and Skill Formation for Employment in the Private Sector, Serhan Abdullah Al-Shammari, January 20097 Al-Abdulwahed, 1981

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unemployment of Saudi nationals can be attributed primarily to the poor quality of the Saudi educational system.

Plarke (1998) contended that large numbers of young men are unemployed because they lack the skills needed in a modern economy. The Saudi’s graduating from renowned foreign universities and a few local universities are being easily absorbed, while most of the locally educated Saudis are finding it very difficult to obtain suitable jobs on competitive salaries. In fact, there is a sharp contrast between the system or orientation of education and market demands.

The situation gets worsened with the spatial distributions of technical and vocational centers, which are mainly concentrated in big cities, reducing access to people of smaller regions. These institutes also suffer from lack of qualified teachers and trainers. The inadaptability of educational curricula and a chronic imbalance between supply and demand in the educational system slow down educational reforms.

Studies of International Labor Organization (ILO) and World Bank, in the late 1990s, indicated that the Saudi educational system was failing to adequately educate either male or female students for future jobs, and that it is steadily deteriorating in quality and economic relevance.8 Furthermore, there were only 10,000 engineering graduates out of 114,000, compared with 48,000 in social sciences and literature.9

The future economic prospect of the Kingdom can no longer replicate the past. The golden days of high oil prices are virtually over. With the slowdown in the world demand for oil exports, the oil prices and revenues have gone down drasticcally, thus forcing the Kingdom to adjust to a very low growth rate. From an economic point of view, the future is likely to witness normal or moderate rates of growth.

The Kingdom is experiencing rapid population growth for many years now. While this has triggered a baby boom in the past, the same is adding a huge chunk to the working age of civilian population. Half of Saudi Arabia’s 21 million populations are under the age of 18. It estimated that native Saudi population increased at an average annual rate of 3.5 percent from 1995 to 2000 and the fertility rate is 5.5 infants per women in 2000.10 The life expectancy of average Saudis increased to 72 years.11

There is a lack of enthusiasm on part of country’s youth for filling up of lower and middle level jobs positions. The main reasons are deceptive social concerns. This is a 8 Bourland, 20029MEED, 200010 Cordesman, 200211 SCSF, 2004

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hindrance for the Saudi youth, as they do not wish to work in menial positions and work their way up into positions of responsibility. Rather they immediately expect to supervise people who are often more experienced than them and hence end up feeling responsible and important. Even if they achieve it, they still end up totally reliant on the expatriates underneath them. It is reported by the US State Department that the turnover or attrition rate for Saudi workers in the private sector is extremely high, estimated at 70 percent. Therefore, the private firms face the problem of hiring workers who will likely leave the business.12 Minimal concern and interest shown by the private sector for securing and development of national interests are also responsible for Saudi unemployment.

Private sector in Saudi Arabia employs the largest share of the workforce. According to SAGIA, in 2002 the number of workers in the government sector stood at 0.9 million, and those in the private sector at 6.4 million.13 Saudi workers in the government sector represented 83.2 percent of total workers in the government sector, whereas foreign labor represented 16.8 percent. In contrast, Saudis working in the private sector accounted for 44.9 percent, while foreign labor constituted 55.1 percent.14 Unfortunately, most of their labors and employees are foreigners. Although there are some valid reasons behind this phenomenon, the private sector has to change its employment mechanisms and procedures.

The Saudi private sector has the privilege of investing in a safe and healthy investment environment. The political and economic stability the country attracts domestic and foreign capital to be invested in the domestic markets. However, Saudi laborers are facing many barriers when they want to work in the private sector. Most of the work opportunities that the private sector advertises require high qualifications and long experience. What aggravates the situation is the fact that many of the private sectors companies have poor training centers, if they are present at all. Therefore, private companies resort to the strategy of hiring trained foreign laborers, hence neglecting the development of and investment in the local workforce.

Some reasons provided, in defense of their argument are better control on foreign workers, poor work ethics within the local workforce, and the refusal of local workers to be involved in intensive and rigorous labor. The private sector also blames the lack of experience in Saudi workforce. In addition, a highly imbalanced distribution of the wealth is prevalent within the country, roughly 1 percent with 90 percent of country’s wealth.15

12 ITWV, 200513 SAGIA, 200514 Ministry of Planning, 2002b15 Raphaeli, 2003

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According to a report released by The World Bank in 2007, the labor market in gulf countries including Saudi Arabia is exceptional because “it has the highest level of labor force growth, the lowest levels of female participation”.

In line with the evolution in the nature of the banking business and the change of its requirements, a Women's Training Center was opened in the beginning of 2008 as the need arouses to provide training services to of female workers in the banks to provide them with needed knowledge and skills in the areas of banking, leadership, management, financial systems and professional certificates.

During implementation of the past eight development plans, substantial achievements were made in improving women’s conditions in the Kingdom, particularly in education and health. The gender gap was narrowed in indicators of enrollment at the elementary, intermediate, secondary, and university education. Furthermore, total enrollment rates for girls at the elementary level increased to 96.99% and for secondary levels to 90.80% in 1430/31 (2009). The narrowing of this gap led not only to improving girls’ education and skills, but also to preparing them to participate in the labor market in a fair manner.

The IOB continued its own efforts through organizing programs which included open courses, qualification programs, courses that are part of diploma programs, English language courses, symposia, standard tests and international tests. In 2009, the IOB offered a total of 1,013 activities from which 15,218 participants benefited, the bulk of the participants were accounted for by open courses with 6,639 participants;

5,024 joined standard tests of Tadawul, investment principles and accidents surveyor programs, 398 joined preparatory and developmental programs (qualification programs), 1,813 joined diploma programs of courses and workshops.16 Details of these activities are given below and also in Table below:

16 Saudi Arabian Monetary Agency Forty Sixth, Annual Report, The Latest Economic Developments 1431H (2010G) Research and Statistics Department

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Latest figures issued by the Ministry of Labor show that the number of workers in the private sector (Saudis and non-Saudis) was 6.9 million at the end of 2009, increasing by 10.8 percent over the preceding year. The ratio of Saudis employed in the private sector to total employed workers was 9.9 percent. A breakdown of employees in the private sector at the end of 2009 indicates that Saudis amounted to 0.68 million (declining by 17.8 percent from the preceding year) while non-Saudis were 6.2 million (increasing by 15.2 percent over the preceding year). The number of Saudi male workers at the end of 2009 was 0.63 million, increasing by 18.6 percent over the preceding year, and that of female workers amounted to 0.05 million, increasing by 5.9 percent over the preceding year. The number of non-Saudi male workers at the end of 2009 stood at 6.1 million, rising by 15.5 percent over the preceding year, and that of female workers was 0.09 million, declining by 2.8 percent from the preceding year.17

17 The Ninth Development Plan

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The breakdown of the labor force by region at the end of 2009 shows the three main regions are Riyadh, Makkah, and Eastern Region. These accounted for more than three quarters of labor force in the private sector. Riyadh Region occupied the first rank with 33.7 percent (2.3 million workers) of the total manpower in the private sector, followed by Makkah Region with 22.2 percent and the Eastern Region with 21.7 percent (1.5 million workers for each), while the Northern Border Region occupied the last position with 0.6 percent (0.04 million workers) of the total manpower in the private sector.18

Importance of the study This study is an explanatory study that manifests the gap in the Saudization plan for females, and highlights the obstacles facing the female Saudization. Social, educational and 18 Ministry of Labor

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occupational constraints prevent women from fully participating in the Saudi labor market. Overcoming these constraints will be essential if the kingdom is to create a dynamic market economy.

Objective of the Study The major objective of the study is to model the factors that might influence the female Saudization. The focus will be on measuring the following aspects:

How Demographic factors may affect the female Saudization. The conflict between social, religious values, and the female Saudization. The role of the proper training and education in accelerating the female Saudization

process. .

Research DilemmaThe dilemma of the research is the barriers encountering Saudi females and

influencing their employment in the private sector.

Research Questions and HypothesisH1: The demographic factors affect Full implementation of Saudi females in the Saudization plan.

H2: Education and training affect Full implementation of Saudi females in the Saudization plan.

H3: Social and Islamic values affect Full implementation of Saudi females in the Saudization plan.

Methodology The method taken in this qualitative research is descriptive by which data will be collected through a survey, presented, described, and then analyzed. Secondary data will be got from the previous studies made on this field.

Population and Sample The population of this research is the Saudi citizens. It will be measured by taking a random sample made of 200 female Saudi citizens from the Eastern Region.

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Tools of analysis The type of analysis of this research is descriptive analysis. It will be done by the use of the likert scale, frequencies table, and cross tabulation.

Research Findings

Sample DescriptionIt is important to mention that the sample is females only and does not include males.

The responses from the sample were 150 out of 200 distributed questionnaires. The first table shows the description of the population sample:

Variables groups Frequencies Percentage Com. Freq.

Age 25 and less 59 39.3% 39.3%26 - 30 41 27% 66.7%

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31- 35 13 8.7% 75.3%36-40 19 12.7% 88.0%41 and more 18 12.0% 100%Total 150 100%

Marital Status Single 77 51.3% 51.3%Married 45 30% 81.3%Others 28 18.7% 100%Total 150 100%

Level of Education

Elementary 17 11.3% 11.3%Intermediate 12 8% 19.3%Secondary 44 29.3% 48.7%H. Education 77 51.3% 100%Total 150 100%

The sample in this research represents the female Saudi population in the Eastern Region. As for the age, 39.3& were below 25, 27% were from 26-30, 8.7% were from 31 to 35, 12.7% were from 36 to40 and from the age 40 and above the percentage was 12%. Thus, the majority of the sample is relatively young. On the marital status field, 51.3% were singles, 30% were married and 18.7% were others. So, more than half of the samples are singles. Moreover, the level of education of the sample is as follows; 11.3% are elementary degree holders, 8% have intermediate degree, 29.3% were secondary degree holders, and 51.3% are Higher education degree holders which represents more than half of the population.

Likert Scale AverageAs the hypothesis tests, the relationship between the variables given and the limited

female Saudization is proven through the following likert scale average analysis:

Strongly Agree

Agree Don’t know

Disagree Strongly disagree

Total Lekert Av.

1 2 3 4 5

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Q4 21 33 36 50 10 150 2.966667

Q5 17 41 25 54 13 150 3.033333

Q6 58 51 21 13 7 150 2.066667

Q7 89 39 3 13 6 150 1.72

Q8 40 64 33 10 3 150 1.506667

Lekert Av. 2.258667

So from the summation average of the variable that it does affect the female Saudization with variety of levels; this will be illustrated below:

Question number 4 tests the responses of the sample on the effect of age on the limited female Saudization. The likert average of this variable is 2.96 which are in the middle of the scale. However, the highest answers disagreed with this statement; they represent 50 members of the sample.

Question number 5 tests the responses of the sample on the effect of marital status on the limited female Saudization. The likert average of this variable is 3.03 which are in the middle of the scale. However, the highest answers disagreed with this statement; they represent 54 members of the sample.

Question number 6 tests the responses of the sample on the effect of education on the limited female Saudization. The likert average of this variable is 2.06 which mean the sample agrees on the effect of this variable as obstacle facing female Saudization.

Question number 7 tests the responses of the sample on the effect of social values on the limited female Saudization. The likert average of this variable is 1.72 which are the highest average among the variables. This shows that social effect has the strongest effect on the face of the female Saudization.

Question number 8 tests the responses of the sample on the effect of Islamic values on the limited female Saudization. The likert average of this variable is 1.50 which is the second highest likert scale average after the social values on the limited female Saudization.

Cross TabulationThe cross tabulation will focus on the demographics of the population sample and link

it to the answers of the population.

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The Marital Status * Effect of Marital Status Cross tabulation

Effect of Marital Status

TotalStrongly agree agree don't know disagree

strongly

disagree

The Marital Status Single 3 23 16 33 2 77

Married 14 5 9 7 10 45

others 0 13 0 14 1 28

Total 17 41 25 54 13 150

In the table above, 33 single ladies disagreed with the effect of the marriage as an obstacle in the female Saudization. However, their answers are based on theoretical opinions. 14 of the married women strongly disagreed with the effect of the marital status as a reason prevents them from working. That concludes that marital status has weak effect on female Saudization.

The Age * Effect of Age Cross tabulation

Effect of Age

TotalStrongly agree agree Don't know Disagree

Strongly

disagree

The Age >25 0 9 18 22 10 59

26 to 30 20 0 14 7 0 41

31 to 35 0 0 1 12 0 13

36 to 40 0 10 0 9 0 19

<41 1 14 3 0 0 18

Total 21 33 36 50 10 150

In the table above, 22 females below 25 disagreed with Age as a reason affecting female Saudization. However, females from 26 to 30 had another opinion. 20 of them strongly agreed of Age as a factor affecting female Saudization. The group from 31 to 35 had 10 females agreeing but on the other hand, 9 of them disagreed as well. 14 Females from 36 to 40 agreed with age as a factor stepping in the way of women. So the percentages are close and it has neutral result.

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The Level of Education * Effect of Education Cross tabulation

Effect of Education

Totalstrongly agree agree don't know disagree

strongly

disagree

The Level of Education elementary 0 3 14 0 0 17

Intermediate 10 1 0 1 0 12

Secondary 20 18 0 5 1 44

H. Education 28 29 7 7 6 77

Total 58 51 21 13 7 150

As the cross tabulation of the level of education of the sample and their point of view of the effect of education on female Saudization shows, 14 of elementary graduates mostly chose "don’t know". 10 of intermediate graduates strongly agreed on the importance of education in female Saudization. Secondary graduates mainly agreed on that as well as the higher education graduates. These statistics reflects that education is an important factor affecting female working in the private sector.

1% 3%

18%

55%

23%

the Main Reason Among the Variables

Age Marital Status Education Social values Islamic Values

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The last question gives the result of the main reason standing in the way of the female Saudization in the point of view of the sample. According to the survey, the responses of the sample indicate that social values represent the main reason in the face of female Saudization with 55%. What come next are the Islamic values 23% that do not allow the mix between men and women. Education is the third reason representing 18% of the responses of the sample. The demographic factors represent a small amount of the responses; age 3%, and marital status 1%.

ConclusionAs the survey shows, demographic factors have small influence on the female

Saudization. Age and marital status are almost insignificant compared to the other variables. Thus the first hypothesis is rejected.

Education, on the other hand, has its role in the female Saudization. As Saudi Arabia looks to develop a knowledge-based economy, it has to invest in the education and training of all of its citizens. So, the second hypothesis is accepted.

According to the responses in the survey, the final and the most important factor affecting female Saudization is the Social and factors. Social constrains are the main reason behind the limited female Saudization. And Islamic values that prevent women from

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working along with men are the second reason in the way of Saudization. Hence, The third hypothesis is definitely accepted.

Women represent a valuable yet untapped source of energy for the new economy. Investing in women's education, training and professional assimilation will yield enormous rewards, both today and far into the future. The Saudi labor market is robust, capable and equipped to deal with tomorrow's challenges and reap its opportunities.

Recommendations:Saudi Arabia should develop a national plan of action and policy formulation for

working women, targeting women's participation in the labor market, upgrading their levels of literacy and education, and increasing capacity building and vocational training.

The government should form partnerships with civil society, NGOs and the private sector for the implementation and follow-up of the action plan. Launch a national taskforce to assess the needs of women in the labor market. This taskforce would facilitate the exchange of information and raise awareness about employment issues, exploring the needs of women in urban and rural areas, a key step in diagnosing and treating existing problems and creating a comprehensive framework for action. Once established, that framework needs

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to be energetically implemented across every sector of society and the government should ensure that every aspect of labor policy is strictly evaluated, monitor and modified based on feedback as well as on the evolving needs of the market. Work to raise public awareness about the positive role that women play within the labor market, as well as their rights, opportunities, and successes.

Government also should ensure that women are represented at top decision-making levels, across every sector and region. Women should be encouraged and prepared to assume highly visible positions, and selected to represent the Kingdom at regional and international meetings. Facilitate the development of a system of transportation services for women that enables them to commute to work without the help of a driver or a male family member.

As the entity that is most directly responsible for setting employment policy, the Ministry of Labor has the opportunity to assume a vital role in improving the role of women in the Saudi labor market. A critical first step in achieving this goal is the establishment of a Special Bureau for Women's Affairs within the Ministry, creating a framework for policy and establishing the direction of future research.

Without a strong legal foundation, policies crumble and the Ministry of Labor should ensure that national and international labor laws are enforced and implemented, including legislation to ensure gender equality in recruitment, employment and compensation, as well as social security coverage and family-friendly policies. At the policy level, the Ministry should:

Implement infrastructural support for working women, including flexible hours, parental leave, and child-care facilities, and expand the availability of nurseries in workplaces.

With the Ministry of Education, create centers that offer career guidance and development services for women joining the labor market.

Establish a timetable for implementation and a framework for monitoring progress and modifying programs based on evaluation and feedback, ramping up data collection and employing up-to-date statistical techniques.

Data collection should include household surveys in urban and rural areas, and institutions across all sectors of the labor market should be analyzed in regard to the skills in demand.

The Ministry of Education has a valuable opportunity to assume a leadership role in reforming and improving the Saudi public educational system so that it produces a robust,

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capable labor force that prepares girls for the labor market. To accomplish this, the Ministry of Education should:

Reform the curriculum so that learning materials emphasize the ability to identify, analyze and solve problems and to adapt to new tasks, with an eye towards gender-sensitivity by highlighting women succeeding in a variety of professions, including those traditionally associated with men.

Encourage the creation of a culture of continuous education and training for women.

The Ministry of Commerce and Industry can play a critical role in Saudi Arabia's economic progress by leading efforts to incorporate women into the labor market. The Ministry of Commerce should:

Encourage private institutions and funds to support women's economic growth through loans and grants.

Encourage and promote cross-sector partnerships. Encourage entrepreneurship for low-income women through the development of

microfinance programs and, with the Ministry of Social Affairs, support women's traditional income generating activities such as food processing and marketing and the production of handicrafts.

Establish training programs to empower women with confidence, skills, expertise and technical know-how to advance to managerial, decision-making positions.

ReferencesMinistry of Labor, http://www.mol.gov.sa/

Ministry of Higher Education, http://www.mohe.gov.sa/ar/pages/default.aspx

Ministry of Commerce and Industry, http://www.commerce.gov.sa/

Ministry of Economy and Planning, http://www.mep.gov.sa/

Ministry of Education, http://www.moe.gov.sa/Pages/Default.aspx

The World FactBook, CIA, Saudi Arabia, https://www.cia.gov/library/publications/the-world-factbook/geos/sa.html| 20

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Wikipedia, Saudi Arabia, http://en.wikipedia.org/wiki/Saudi_Arabia

Labor Force and Development in Saudi Arabia, September 2002 Ishac Diwan and Maurice Girgis

Saudi Arabian Monetary Agency, Forty Sixth, Annual Report, The Latest Economic Developments, 1431H (2010G), Research and Statistics Department

BRIEF REPORT ON THE NINTH DEVELOPMENT PLAN, 1431/32-1435/36 (2010-2014)

The Saudi Arabian Economy, Policies, Achievements, and Challenges, Mohamed A. Ramady, Second Edition, Chapter 12

An Integrated Approach to Combat Unemployment in the Saudi Labor Market, Adel S. Al-Dosary, Syed Masiur Rahman, and Mir Shahid King Fahd University of Petroleum and Minerals, Saudi Arabia

Saudi Labor Force: Challenges and Ambitions, M.G.H. Al-Asmari, Sociology Department, Faculty of Arts and Humanities, King Abdulaziz University, Jeddah, Saudi Arabia

Appendix

1. Age:

25 and less26 - 3031- 3536-4041 and more

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2. Marital Status:

SingleMarriedOthers

3. Level of Education:

ElementaryIntermediateSecondaryH. Education

4. Do you thing that Age has effect on the limited female Saudization in the private sector?

Strongly agreeagreeDon’t knowDisagreeStrongly disagree

5. Do you thing that Marital Status has effect on the limited female Saudization in the private sector?

Strongly agreeagreeDon’t knowDisagreeStrongly disagree

6. Do you thing that the current education and training has effect on the limited female Saudization in the private sector?

Strongly agreeagreeDon’t knowDisagreeStrongly disagree

7. Do you thing that the social factor has effect on the limited female Saudization in the private sector?

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Strongly agreeagreeDon’t knowDisagreeStrongly disagree

8. Do you thing that the Islamic factor has effect on the limited female Saudization in the private sector?

Strongly agreeagreeDon’t knowDisagreeStrongly disagree

9. What do you think to be the most influential factor stopping the female Saudization?

AgeMarital StatusEducationSocial valuesIslamic Values

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