Among all the respondents that have trade/investment relations with MENA region, 10.00% indicated that they have advantages of hiring female employees over male employees at foreign location while 90.00% denied of having any such advantages. In comparison, 14.09% of all the respondents that have trade/investment relations with rest of the world (excluding MENA) indicated that they have advantages of hiring female employees over male employees at foreign location while 85.91% denied of having any such advantages. 15% indicate there to be disadvantages in hiring females The question inquired whether there are any disadvantages in hiring female employees over their male counterparts at a foreign location. 84.06% of the respondents do not see any disadvantages of hiring female employees while 15.94% of the respondents indicated that there are specific disadvantages associated with hiring female employees at foreign location. 79.92% of the respondents indicated that they have trade/investment relations with rest of the world (excluding MENA) and also do not have any disadvantages associated with hiring female employees over male employees at foreign location, compared to 4.08% who shared the same opinion but have trade/investment relations with MENA region. On the other hand, 13.02% of the respondents indicated that they have trade/investment relations with rest of the world (excluding MENA) and also have some disadvantages associated with hiring female employees over male employees at foreign location, compared to 2.98% who shared the same opinion but have trade/investment relations with MENA region. all the respondents that have some disadvantages associated in hiring female employees over male employees at foreign location, 18.63% have trade/investment relations with MENA. Further, among all the respondents that have no disadvantages associated in hiring female employees over male employees at foreign location, 4.86% have trade/investment relations with MENA.
Among all the respondents that have trade/investment relations with MENA region, 10.00% indicated that they have advantages of hiring female employees over male employees at foreign location while 90.00% denied of having any such advantages. In comparison, 14.09% of all the respondents that have trade/investment relations with rest of the world (excluding MENA) indicated that they have advantages of hiring female employees over male employees at foreign location while 85.91% denied of having any such advantages. 15% indicate there to be disadvantages in hiring females The question inquired whether there are any disadvantages in hiring female employees over their male counterparts at a foreign location. 84.06% of the respondents do not see any disadvantages of hiring female employees while 15.94% of the respondents indicated that there are specific disadvantages associated with hiring female employees at foreign location. 79.92% of the respondents indicated that they have trade/investment relations with rest of the world (excluding MENA) and also do not have any disadvantages associated with hiring female employees over male employees at foreign location, compared to 4.08% who shared the same opinion but have trade/investment relations with MENA region. On the other hand, 13.02% of the respondents indicated that they have trade/investment relations with rest of the world (excluding MENA) and also have some disadvantages associated with hiring female employees over male employees at foreign location, compared to 2.98% who shared the same opinion but have trade/investment relations with MENA region. all the respondents that have some disadvantages associated in hiring female employees over male employees at foreign location, 18.63% have trade/investment relations with MENA. Further, among all the respondents that have no disadvantages associated in hiring female employees over male employees at foreign location, 4.86% have trade/investment relations with MENA.
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