Gendered Interaction and Practices of Intimacy Among Emirati Young Spouses: Exploring the Experiences of Wives

Abstract

This study aims to explore the practices of intimacy among Emirati spouses in a society where gender discrimination persistently governs the private space of family relationships. Participants include 41 young Emirati working wives aged 24–30 who have jobs and are enrolled in graduate studies and research degrees (PhD and MA). In-depth interviews were used to collect data. Line-by-line coding, thematic coding, and constant comparison method were employed to analyze and interpret data. Analyses revealed seven interrelated categories associated with the gendered practices of intimacy. They were influenced by factors such as the wives’ status, the gap of age, and the wives’ religiosity. These themes are suppressed self-disclosure, restricted self-disclosure of wives, not sharing responsibilities, not sharing time, unequal mutual reciprocity, not solving problems, and not thinking together. Narratives highlighted gendered interaction and low quality of intimacy between spouses. The findings of this study show that empowering women in the public sphere has not impacted their position in the patriarchal structure of the family, which is reproduced by traditions and religious interpretations. This study’s findings can inform social policymakers aiming at bridging empowerment between the public and private spheres.

Exploring Women's Leadership Experiences: Challenges, Successes, and the Role of Support Networks

“…One of the main challenges faced by women in leadership is gender bias (Babalola, du Plessis, & Babalola, 2021;Diehl, Stephenson, Dzubinski, & Wang, 2020). Studies have shown that gender stereotypes are deeply ingrained in our culture, and these stereotypes often influence the way people perceive women in leadership positions (Al Hourani, 2023;Birindelli, Iannuzzi, & Savioli, 2019;Nickerson & Goby, 2017;Tabassum & Nayak, 2021). Women are often viewed as emotional, irrational, and less competent than their male counterparts, which can make it difficult for them to gain respect and credibility in their roles as leaders (Post & Sen, 2020).…”

“…Another challenge faced by women in leadership is the lack of representation and mentorship (Al Hourani, 2023;Birindelli et al, 2019;Nickerson & Goby, 2017;Tabassum & Nayak, 2021). Women are often underrepresented in leadership positions, which can make it difficult for them to find role models and mentors who can guide them in their careers (Delgado & Ozuna Allen, 2019).…”

“…Despite these challenges, there are also many positive experiences that women can have in leadership positions (Al Hourani, 2023;Birindelli et al, 2019;Nickerson & Goby, 2017;Tabassum & Nayak, 2021). For example, women often bring unique perspectives and leadership styles to their roles, which can lead to more collaborative and inclusive workplaces (Al Hourani, 2023;Birindelli et al, 2019;Nickerson & Goby, 2017;Tabassum & Nayak, 2021).…”

“…Despite these challenges, there are also many positive experiences that women can have in leadership positions (Al Hourani, 2023;Birindelli et al, 2019;Nickerson & Goby, 2017;Tabassum & Nayak, 2021). For example, women often bring unique perspectives and leadership styles to their roles, which can lead to more collaborative and inclusive workplaces (Al Hourani, 2023;Birindelli et al, 2019;Nickerson & Goby, 2017;Tabassum & Nayak, 2021). Women may also be more empathetic and skilled at building relationships with colleagues and stakeholders, which can lead to more effective leadership and better outcomes for their organizations (Al Hourani, 2023;Birindelli et al, 2019;Nickerson & Goby, 2017;Tabassum & Nayak, 2021).…”

“…To overcome the challenges faced by women in leadership, it is important to address gender bias and promote greater representation and mentorship for women in all industries and sectors (Al Hourani, 2023;Birindelli et al, 2019;Nickerson & Goby, 2017;Tabassum & Nayak, 2021). This can be done by implementing policies and practices that support gender equity, such as flexible work arrangements, mentorship programs, and equal pay initiatives (Al Hourani, 2023;Birindelli et al, 2019;Nickerson & Goby, 2017;Tabassum & Nayak, 2021).…”