Sanjay Nair
Regional Director of Sales,
Arabian Peninsula, Hilton
Sanjay Nair says the Middle East has witnessed a remarkable evolution of gender parity.
“Male allies can challenge and dismantle gender biases”
“Male allies are needed for women empowerment.” What is your point of view on this?
I believe this is of huge importance and holds very true. Gender biases and stereotypes are often deeply ingrained in society, and many men—whether consciously or unconsciously—may be perpetuating these norms. Male allies can challenge and dismantle stereotypes, advocating for gender equality in the workplace, in the media, and in everyday interactions. We can help amplify women’s voices and we can act as advocates for their ideas and contributions.
In the Middle East, how has the evolution of gender equality at the workplace been? How different is it now than it was, say, 10 or 15 years ago, and how well do you think the region will adapt to this ‘new normal’?
The Middle East has seen a remarkable evolution in gender equality — I think more so than other regions,especially when you think of traditional setups. Progressive leaders in the region are not only working actively towards it but truly understand the importance and benefits of this. There is increased female participation in the workforce — look at the UAE and KSA!
Many countries have introduced policies and reforms aimed at promoting gender equality — a great example of this is the Saudi 2030 plan which actively encourages women empowerment by easing restrictions and barriers. The UAE is another shining example where there is a great push towards empowering women to encourage gender diversity in leadership positions and the story is similar in many other countries in the region. Apart from policy and legal reforms. many organizations in the Middle East have introduced more inclusive hiring practices, diversity trainings, and mentorship programs for women. At Hilton, we have the “women in leadership” program that covers all facets of empowering and developing women.
The region is likely to continue evolving in line with global trends and the “new normal” of gender equality. The combination of a youthful workforce (that is more open to equality and ready to challenge traditional norms), economic diversification, government commitment, and global influences will drive further change.
Today, with DEI leading the way, how does one qualify as a good leader? How would you define your personal leadership style?
DEI has today become an industry byword and for all the right reasons, and our behaviours and actions are constantly evolving to reflect this in our workplace. My leadership style involves the following: able to have a high degree of emotional intelligence —basically that means trying to be aware of, understanding, and managing my own emotions, while also recognizing and influencing the emotions of others. This helps in creating safe, open, and inclusive environments where people feel valued and understood. This also goes hand in hand with having empathy — I always try to actively listen to my teams, understand different perspectives, and respond in ways that are sensitive to others’ needs and concerns. Empathy is essential for recognizing challenges faced by individuals from diverse backgrounds. I am always open to feedback and try to nurture a culture where we are receptive to both praise and criticism. I also try to actively work towards and contribute to a better future, ensuring that it’s not just talking about DEI but also implementing tangible steps and using the resources available to address inequalities.
A good leader has to be committed to inclusion and this does not only mean hiring diverse talent but ensuring that everyone has equal opportunities to grow and thrive. I firmly believe that a good leader in today’s world has to identify and address biases and ensure fairness.