Introduction: One of the central issues in managing diversity is to do with the majority and the minority perspective and

considering that the most pressing issue in managing diversity arises out of the treatment of women. We have devoted a separate section on gender sensitization because when compared to other issues in managing diversity, this is the most pressing issue because of the preponderance of women in the workforce as well as recent trends that point to the emergence of this single issue as the dominant issue that is taking the mind space of managers. The government body DEWA is advancing more towards customer satisfaction and long term goals. The major role being done by the employees are 1522 employees with 817 male employees
and 705 female employees presently. Looking through the past figures the number of female employees did reached 756 in 2010 with 2/3 of these being UAE nationals while rest 1/3 Asians and Europeans noting that their specializations are varied from technological(32%) administrative and supervisory tasks. The present numbers includes 480 male technicians and 191 female technicians. Women are playing a major role in the success of DEWA.H.H Sheikh Mohammad Bin Rashid Al Maktoum ,vice president of UAE and ruler quote don visiting DEWA in 2010 that, Women is the spirit Of the place and without women, the place has no spirit. Woman has been playing a distinct dual responsible role at home and workplace both and doing justice at both places with her duty. Woman at workplace enhances quality of work as they have got different perspective of decision of decision making and a great plus point of getting calm at odd times. Women workforce:Major issue and challenge in DEWA Despite tremendous advances, women are facing a variety of professional challenges, particularly in this traditionally male-dominated technical field DEWA. Recognizing these challenges can help overcome them.

In many GCC countries, basic measures like womens networks, mentorship programmes are deficient. Even in countries where such initiatives are being promoted, such as in the UAE, these measures alone will not turn gender diversity into a competitive advantage, the study indicated The greatest challenge for organizations lies not in a lack of awareness about the diversity topic but rather in an inability to appropriately identify a companys own glass ceiling. Unlike their Western peers, Emirati women typically marry and have children early in their lives so they face little difficulty in performing their duties after their marriages.
The Work-Life Balance: The drive to do it all and do it well is a uniquely female trait. According to the European Labor Relations Observatory, many women find balancing the responsibilities of their chosen profession with the traditionally female-oriented duties required at home challenging. Add a demanding boss, deadlines and ambition to succeed, and you have a recipe for anxiety that causes many women to feel overwhelmed and guilty.

Health Issues: According to studies sponsored by the federal government and performed by the Centers for Disease Control, women are also more prone to certain types of work-related health issues. Here in UAE women are facing issues like heart disease ,depression, pregnancy issues because of the adverse climate etc. Women who work have higher instances of carpal tunnel syndrome and tendinitis, in addition to a higher rate of respiratory illnesses and infectious and parasitic diseases, according to the CDC. Mental health is an area of concern as well; women have higher rates of stress and anxiety disorders because of concerns over you guessed it balancing a heavy workload with the demands of family. Leadership and the Glass Ceiling Despite the number of degrees that women earn and the number of women in the workplace, there is a dearth of women who rise to top leadership roles. The career website Monstergulf.com reports that the difficulty women face in breaking what's commonly referred to as the "glass ceiling" often is attributed to management's concern that an otherwise qualified woman will leave work to have a baby or focus on family issues. However, it could also reflect a woman's conscious desire to avoid high-risk, high-profile and high-paying roles. Women workforce towards productivity:

Women have made both direct and indirect contributions to this increase in trend productivity. The direct contribution has come about from their role as workers in the paid economy. Second, women have a history of success as team players and problem-solvers. In surveys, female managers receive low ratings on masculine attributes and styles of leadership (taskoriented, directive) but higher ratings for non-masculine styles (interpersonally oriented, participative). In the past, when the masculine approach was most valued, this meant that women faced a substantial uphill battle in being (and being perceived as) effective leaders, although lab experiments showed women to be more effective when the roles were defined as less masculine. Greater flexible working hours for female nationals and an option to work part time a long way towards achieving a better balance between men and women in the workplace while also boosting the number of females Emiratis in DEWA. Motivation: On the occasion of launching of this committee, H.E. Saeed Mohammed Al Tayer, MD & CEO of DEWA stated We believe in H.H. Sheikh Mohammad Bin Rashid Al Maktoum, VicePresident of Prime Minister UAE, and Ruler of Dubais quote that Woman is the Spirit of the Place, and without Woman, the Place has no Spirit. Therefore, we worked on the involing of Woman Committee in the strategic plans of the authority aiming at the refining female employees skills and capabilities, and enhancing their participation in making the authoritys key decisions by providing all necessary means to exercise their vital role as a leading and effective partner in the authoritys process of development and progress. The authoritys lunch of this committee fosters the pivotal role of woman in decision making and provides a work environment that continuously supports the development of highly qualified female employees.

Objectives, & Activities: To empower and encourage the working woman in DEWA through the establishment of joint platform for positive interaction and communication, to assist woman in improving the quality of life and work, in addition to activating its participation and role in community to achieve progress for all women and generations to come The Committee is formed to process six areas of specializations: Strategic planning, execution and administrative support. Promote awareness, communication and education. Health and safety, and balance between work and social life. Provide consultations, professional and personal advice. Social accountability. Entertaining activities

The Committee discusses the women issues in general, as well as it enhances awareness on the importance of achieving balance between the practical and social life of the authoritys female employees The Women Committee in DEWA is seeing to the enhancement of equality at the work place, and in a multi-cultural society as we see all over Dubai. The Committee also aims to enhance the role of woman and to contribute in her empowerment through knowledge, education, self development, health and religious education.