The conversation around working mothers in the Middle East has moved forward. Policies sound progressive. Flexibility is talked about more openly. But has the reality truly caught up?

In this episode of Out of Office, Lamisse Muhtaseb, Managing Director, People and Purpose at Deloitte Middle East, brings clarity to a topic that is often handled quietly in the workplace. What really happens when mothers return to work?

One of the strongest themes in this conversation is capability. Lamisse challenges the assumption that a career break of four or five years automatically means someone cannot return at the same level. Experience does not evaporate. Leadership does not disappear. In many cases, perspective deepens.

The real issue, as she explains to host Mark Timms, is not the break itself. It is the environment people return to. If workplaces are not designed to support parents, then mothers are forced into an impossible choice between career and family. That choice is not about ambition. It is about structure.

Lamisse also addresses the stigma around career pauses. In a fast-moving, highly competitive market like the GCC, hiring often happens under pressure. Safe choices are made quickly. Bias can creep in. Yet organisations that rule out returning mothers risk losing skilled, committed talent who bring resilience and maturity into leadership.

At GRG, we see this tension across sectors. The market is evolving, but inclusion must move from intention to action. Policies matter. Representation matters. Leadership mindset matters. When these foundations are missing, the long-term impact is felt in retention, particularly at leadership level.

Returning to work after maternity leave is not about proving worth, it’s about recognising it.

This episode is a reminder that your capability doesn’t decline just because life evolves. So, the question for many organisations is simple. Are we building workplaces that allow that capability to thrive?

Watch The Conversation Here

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