UPR Sexual Rights Database

National Report:
Para 39) ... Qatar has formed a committee to consider accession to the ICESCR.

National Report:
Para 59: Qatar Foundation for the Protection of Women and Children has conducted a number of skills training courses for security sector personnel (officers and investigators) of various ranks on dealing with cases of abuse and violence against children or women.

Para 82) Qatar has adopted a number of procedures with a view to protecting female domestic workers in particular, including:
- Establishment of a working group from the Ministry of Labour and Foreign Affairs and the Ministry of the Interior responsible for the ongoing coordination of foreign and domestic workers' affairs and exploration of how best to protect their rights;
- Verification of domestic workers' employment contracts by the Ministry of Labour and Social Affairs in order to guarantee the rights set forth therein. The Ministry monitors the activities of employment offices importing domestic labour from abroad and conducts periodic unannounced visits in order to verify that they are not being exploited and that their rights are safeguarded. These visits have resulted in the closure of a number of offices for violations.

National Report:
Para 21) … Qatar population policy 2017–2021: This policy seeks to control the population growth rate, to reduce any demographic imbalance and to mitigate the possible effects of such an imbalance. One focus of the population policy is on women and children, the main objective being to support the involvement of women in society and to create conditions conducive to increasing their participation in the workforce, while maintaining family cohesion and ensuring a healthy environment for children.
Para 22) The State has proceeded with its policy to support and empower women through the Second National Development Strategy 2018–2022, part of the Qatar National Vision 2030. Chapter III of the Strategy envisages the Social Protection Strategy 2018–2022, which aims to achieve the following results: • The establishment of an integrated, effective and sustainable system of social protection; • Strong, cohesive and empowered Qatari families; • Increasing the scope and impact of social capital.
Para 23) Qatar has constantly monitored the progress of its family cohesion strategy 2011– 2016. Between 2011 and 2015, there was a decline in the percentage of unmarried women between the ages of 35 and 39, while statistics show that the divorce rate among Qataris decreased, from 19 cases per thousand in 2008 to 16 per thousand in 2015. Similarly, there was a decline in the number of cases of domestic violence in 2015 with respect to the preceding year, after the phenomenon had taken an upward trend in the years since 2008.
Para 24) National legislation that has been enacted in recent years reflects the concern of the State authorities to promote the rights of women, to eliminate discrimination between women and men, and to establish rules governing gender equality in a number of different fields. Laws use generic wording when stipulating rights or determining obligations, so that no distinction is made between men and women.
Para 25) Legislation regulating the labour market in Qatar follows the model of the Constitution in avoiding all discrimination between men and women. Laws do not envisage any negative discrimination against women and make no distinction between men and women in terms of salary or employment privileges. In fact, provision is made for positive discrimination such as in Act No. 15 of 2016 promulgating the Civil Service Human Resources Act and its implementing regulations, issued by Council of Ministers Decree No. 32 of 2016. It regulates public service in the country and includes a number of forms of positive discrimination whereby women have the right to: • The allowances and benefits of a married functionary, while her spouse will receive the allowances and benefits of an unmarried functionary, if her benefits are greater than his; • Paid leave if she has a child with a disability or a child suffering from a condition necessitating accompaniment by the mother; • Leave with full salary to accompany a sick child for treatment in a public or private hospital within the State; • Fully paid maternity leave; • Two hours per day for a period of two years, designated as “two hours for breastfeeding”; • Leave of 130 days in the case of the death of a spouse, which is the period of mourning prescribed by Islamic sharia for the death of a husband; such leave is not counted as part of other leave; • An accompanying family member if the woman has to travel on official business or to attend a training course; the costs of the companion are borne by the employer.
Para 26) The rate of participation in the workforce for individuals aged 15 years and over stands at 88.4 per cent. The results of a 2017 workforce sampling survey conducted by the Ministry of Development Planning and Statistics show that the number of participants in the workforce rose from 2,055,359 in 2016 to 2,056,923 in 2017, of whom males accounted for 86.5 per cent and females for 13.5 per cent. The data indicates that the economic participation rate of individuals aged 15 years and over stands at 88.4 and includes 96.1 per cent of males and 58.5 per cent of females. Also according to the data, persons aged between 25 and 34 had the highest rate of economic participation (94.5 per cent), while the economic dependency rate stood at 29.2 per cent for the same year.
Para 27) The Ministry of Administrative Development, Labour and Social Affairs was brought into being pursuant to Amiri Decree No. 4 of 2016. The Ministry includes the Family Affairs Department, which is the competent authority for all matters pertaining to women and seeks to enhance the status and role of women in society and to maintain strong and cohesive families in which children are cared for and which abide by sound moral and religious values. The Family Affairs Department also helps to enact national strategies, plans and policies related to women, to provide social welfare and to develop and follow up on social development programmes, in coordination with the competent authorities.
Para 28) The Qatar Social Work Foundation was established in 2013 as a high-level institution with a unified management board that oversees and monitors entities within the State that are active in the area of social work. It formulates, develops and follows up on plans, programmes, policies and strategies aimed at furthering the objectives of civil society institutions, in cooperation and coordination with government ministries and agencies and with public and private entities at home and abroad. The Foundation includes the following: (1) the Social Protection and Rehabilitation Centre, (2) the Family Counselling Centre, (3) the Centre for the Care of Orphans, (4) the Centre for the Empowerment and Care of Older Persons, (5) the Shafallah Centre for Persons with Special Needs, (6) the Social Development Centre and (7) the “Best Buddies” Qatar initiative.
Para 29) The Qatar Social Work Foundation and its affiliated centres were involved in drafting the eight sectoral strategies that make up the Second National Development Strategy 2018–2022. The Foundation also oversees the development of plans for around 55 institutional and developmental projects being run by the centres in different areas. The projects – which focus on certain target groups in society – deal with critical issues such as disability, family guidance, combating violence and the care and empowerment of older persons and orphans.
Para 42) The State has continued to uphold women in positions of leadership and to support their involvement in public administration. This covers the exercise of political rights, including the right to vote and to stand for election to the Municipal Council, and is in line with international standards, particularly treaties regarding the elimination of all forms of discrimination against women.
Para 43) Diagram 119 shows how the number of Qatari women in positions of leadership increased between 2008 and 2015. The rate of participation of Qatari women in the workforce remained stable at 36 per cent between 2012 and 2015 although significant progress was made in improving the balance between the work and life responsibilities of 13 women thanks to a revision of the 2009 Human Resources Act. The improved and more supportive working environment for women is partly due to the significant increase in the number of kindergartens and nurseries and the number of Qatari children enrolled therein; 71 per cent and 65 per cent respectively between 2011 and 2015.
Para 44) Under Amiri Decree No. 22 of 2017, four women were appointed to the Consultative Council, thereby reaffirming the importance the State ascribes to the involvement of women in the legislature and to upholding their rights as enshrined in the Constitution. In addition, a number of women have been enrolled into the judiciary and the Office of the Public Prosecutor.
Para 45) The number of Qatari women diplomats doubled to 90 in 2017, of whom 3 are ambassadors. A female spokesperson for the Ministry of Foreign Affairs was appointed in November 2017, becoming the first Qatari woman to be assigned to the position. With that appointment, the new spokesperson joins the group of Qatari women holding senior positions in the diplomatic and political spheres. In addition, under Prime Ministerial Decree No. 16 of 2016, a woman was appointed as Assistant Undersecretary for Administrative Affairs at the Ministry of Finance, while under Prime Ministerial Decree No. 21 of 2016, a woman was appointed as Assistant Undersecretary at the Ministry of Education. Under a further Prime Ministerial Decree, a woman was appointed as Assistant Undersecretary for the Development of Digital Society at the Ministry of Transport and Communications.
Para 46) According to official statistics, the representation of women in decision-making positions stands at 30 per cent. The Qatar National Vision 2030 and the 2017–2022 population policy aim to increase this percentage by boosting the political involvement of Qatari women.

UN Compilation:
Para 44) … UNESCO also signalled that the official data revealed that it was mainly men who occupied leadership positions in Qatar University. Similarly, almost no women held leadership positions in corporations and in government.

Stakeholder Summary:
Para 11) Despite the overall low representation of women in decision-making positions and only one among the ministerial portfolios, the NHRC believed that the State of Qatar enabled women to serve as judges in previous years, which is considered a precedent among Gulf Arab states.

National Report:
Para 49) ... The Qatar National Vision 2030 reaffirms the need to strengthen women's capacities and to empower them to participate in political and economic life and, in particular, in decision-making ...

Para 54) ... The first female judge was appointed to the Court of First Instance by an Amiri Decree issued in November 2010. In March of the same year, a woman was appointed as a judicial assistant.

Stakeholder Summary:
Para 9) NHRC warned that women's participation in the decision-making process is still limited, in particular with regards to their participation in the Parliament. There are currently no female representatives in The Shura Council (the legislative branch) as the current law only authorizes nomination of males.