Organizational structures, procedures, and practices all exhibit the complex problem of gender disparity. Human resources (HR) procedures perpetuate some of the most detrimental gender disparities for women. This is due to the fact that hiring, training, compensation, and advancement of women are impacted by HR practices (i.e., policies, decision-making, and their implementation). We offer a model of gender discrimination in HR that highlights how gender inequality in firms is a reciprocal phenomenon. By putting in place inclusive policies, encouraging gender-neutral hiring practices, and providing training programs that increase awareness of unconscious bias, human resources (HR) plays a critical role in eliminating these inequities. HR's contribution to closing the gender gap through tactics like leadership training, equal pay programs, mentoring, and encouraging work environments. Although there has been progress, issues like unconscious bias and reluctance to change still exist, necessitating ongoing work to create a truly inclusive and fair atmosphere.
Equality to Equity, Gender, Equality, Equity, HR, Work Life (WL), Gender-Sensitive, Workplace Culture
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