Sualiha Lutfullah is a Pharmacy Insurance Coordinator and Purchaser based in Abu Dhabi, UAE, with over a decade of experience in hospital and retail pharmacy, healthcare administration, insurance coordination, and pharmaceutical procurement. She holds a Doctor of Pharmacy (Pharm.D.), an MBA from the Swiss School of Business and Management, is pursuing a Doctor of Business Administration (DBA), and is completing an MSc in Artificial Intelligence and Data Science. Her expertise spans pharmacy operations, insurance pre-authorization systems, supply chain management, quality improvement, and healthcare innovation. Sualiha is a published researcher with contributions in pharmacology, healthcare operations, AI-driven continuous improvement, and pharmaceutical services. She is also certified in Lean Six Sigma (Green Belt, Black Belt, and Master Black Belt), Project Management, and healthcare quality management, reflecting her commitment to operational excellence and advancing patient-centered healthcare.

The impact of Digital Hybrid work model on the Discernibility and decision making authority of female managers   Abstract The rapid adoption of hybrid work models has transformed organizational structures, leadership practices, and employee interactions which make impact on hybrid digital work offers flexibility rapid fast actions and improved work-life balance, it also creates challenges related to employee visibility, communication, collaboration, and leadership effectiveness. These changes have particular implications for female managers, whose career advancement has historically been influenced by workplace visibility, informal networking, adoption of AI transformation and gender-based leadership perceptions. This paper examines how digital hybrid work affects the visibility and decision-making authority of female managers. Drawing upon existing literature on gender, leadership, organizational behavior, and remote work, the study explores both the opportunities and challenges presented by hybrid work arrangements. The paper concludes that digital hybrid work has the potential to promote gender equality when supported by inclusive organizational policies; however, without intentional leadership practices, it may reinforce existing gender inequalities by reducing women’s visibility and influence in strategic decision-making. Keywords: Hybrid work, female managers, leadership, gender equality, workplace visibility, decision-making authority, organizational behavior.