Research on women faculties highlights that female academics experience more challenges during their careers, especially when they attempt to climb the academic ladder. Among the factors that negatively impact women’s careers, previous studies emphasize the considerable role played by the difficulties in achieving a work-life balance, the presence of gender stereotypes that—combined with other variables, like the neo-liberalization of the sector—influence workload allocation and the underdevelopment of mentoring programs. In the MENA region, patriarchal norms, restrictive legal frameworks, entrenched gender stereotypes, and cultural expectations further limit women’s academic advancement. In particular, societal beliefs, often rooted in conservative interpretations of Islam, reinforce gendered expectations about women’s social roles and responsibilities. These factors ultimately hinder women’s leadership opportunities. Additionally, academic institutions in the region lack organizational support structures, such as mentorship and sponsorship programs, further marginalizing women. Despite these barriers, research highlights that factors like family support—be it material, psychological, or related to family networks (such as wasta)—can facilitate women’s career progression.