• This initiative contributes to increasing the participation rate of women in all government sectors and at all job levels by investing their energies and capabilities, expanding their work options, increasing their participation to ensure equal opportunities for both sexes, and assuming them to senior structural leadership positions in government agencies through a group of supportive projects, so we find the national platform For women leaders, it serves as a tool that enables the authorities to communicate and nominate women leaders for leadership positions, boards of directors, or official delegations in international forums based on smart search criteria, as the number of female registrants on the platform with 8 years of experience or more reached (7000).
  
  We also find a project to achieve gender balance in the civil service that aims to focus on three axes: the enabling environment, the institutional level, and the societal/individual level. Where the enabling environment, regulatory and legislative frameworks, policies, systems and regulations were analyzed to identify gaps that limit equal opportunities between the two sexes, assess training needs and make recommendations in human resources practices and procedures that achieve equal opportunities for both sexes.
  
  On the other hand, the draft remote work strategy in the civil service (government sector) comes as one of the initiatives of the National Transformation Plan 2020. It aims to prepare a strategy to organize remote work in the civil service and expand work options for working women and men alike, by defining the jobs that can be practiced by the remote work method, proposing what should be amended or added to the civil service system and its implementing regulations, and setting up legislation, systems and controls. necessary to organize it.
  
  Finally, at the level of the work environment, there is a need to activate childcare centers in workplaces in all sectors. The feasibility of this project has been studied with the aim of creating an attractive and stimulating work environment for working women, in addition to providing job and investment opportunities for job seekers from specializations suitable for investment and work in these centers.

• It seeks to create a work environment in which the differences between the categories of workers are valued in order to reduce the disparity in work conditions and opportunities through:
  
  All kinds of motivation to enhance the positive image of women's work in the work environment.
  
  Supporting the creation of a supportive and inclusive environment to facilitate women's entry into the labor market.

It aims to review policies and update relevant regulations, work on designing training programs aimed at enabling women to enter the labor market, and then launch awareness campaigns in support of that.

Contributes to identifying potential career advancement tools for women and analyzing the tools' feasibility and impact.

It aims to develop legislation, bylaws, and systems in a way that enhances the development of the physical work environment and solves obstacles that make it difficult for women to work.

The initiative aims to raise the percentage of women in middle and senior leadership positions in order to achieve the goals of increasing women’s participation in the labor market by training women cadres in various sectors, whether in the public or private sectors, with the aim of providing an ideal environment that enables them to obtain information that will enrich the knowledge of leadership and provide it with With everything you need to be a pioneering role model that the country can be proud of. The nomination mechanism is carried out by employers for female cadres who have some leadership characteristics, and to ensure the inclusion of the largest possible number, the program allows for the nomination of a maximum of two trainees from each entity, as the target is to train 1,700 leaders.

The initiative aims to reach the human potential of male and female job seekers, self-employed (freelancers) owners of establishments and others in various regions of the Kingdom, and in line with labor market development policies by opening work fields for male and female citizens in suitable, stable and productive jobs. The initiative seeks to develop an operational business model designed with pioneering specifications in which the program's vision of developing human resources, raising their productivity, expanding their options, in acquiring knowledge, skills, and experience, providing appropriate and productive job opportunities for national labor, and reducing unemployment, is achieved. What achieves its objectives in raising employment rates for job seekers, especially women and persons with disabilities, in various regions of the Kingdom, which contributes to achieving the Ministry's strategic goals.

The initiative contributes to increasing job opportunities for Saudi men and women, especially residents of less developed regions who have a limited level of education, in addition to promoting economic growth and diversity in available job opportunities that include different segments of society, by developing comprehensive laws for flexible work (hourly) and motivating business owners to provide Flexible work contracts (hourly)

It aims to create a bridge of communication between hospitality centers to offer and market its services to parents looking for centers to register their children, in addition to supporting the empowerment of working women to join and continue in the labor market. Qurrah also works to organize and develop this sector through services for children's hospitality centers, nurseries and kindergartens.

It aims to enable women to work in the private sector and raise their participation in the labor market by helping female employees to overcome transportation difficulties to and from the workplace in order to support their job stability.

The fund provides support for directed quality employment, starting with a support percentage of the employee’s salary who is employed according to the specified controls, amounting to (30%) of the salary for the first year, and the percentage decreases to (20%) for the second year, then to (10%) for the third year. The minimum wage due for support is (4,000) riyals, and the maximum wage is (15,000) riyals. The subsidy is 70% for employment and 30% for training. The establishment deserves additional support according to the following cases (employment of females, employment of people with disabilities, employment in villages and small towns, employment in small and medium enterprises, and employment in critical professions).