Purpose This research identifies gaps in women's leadership programs in Jordan by benchmarking them against international best practices, aiming to develop more gender-responsive and contextually relevant training initiatives. Design/methodology/approach The study combines interviews with 20 community leaders and a desk review of 48 international competency frameworks, 21 Jordanian leadership programs and 23 international programs. Findings Jordanian programs tend to emphasize management skills while underrepresenting strategic thinking, emotional intelligence and cultural intelligence. Interviews highlighted the importance of communication, public speaking and mentoring, while benchmarking emphasized client orientation and leading change. Both sources agreed on the importance of accreditation, mentoring, and networking, though with different justifications. Cultural norms, high costs and a shortage of qualified trainers emerged as key barriers. Practical implications The study offers actionable insights for policymakers and training providers to improve women's leadership programs by aligning them with international standards while tailoring them to local needs. Social implications Strengthening leadership programs for women can promote gender equality, increase women's representation in decision-making roles and support inclusive socio-economic development. Originality/value This study offers a contextualized analysis of Jordanian leadership programs, benchmarked against global frameworks and provides culturally relevant recommendations that contribute to the field of women's leadership development.
Maaitah et al. (Fri,) studied this question.