Contribution of the area of human capital management in promoting equality and gender
Keywords:
: gender inequality, human capital management; organizational policies; Human resources.
Abstract
The development and implementation of gender equality policies cannot be attributed in isolation to central state actors at the national level. On the contrary, policies have long been developed at various territorial levels. The urgency of addressing gender inequality arises from its substantial social and economic consequences, being primarily a question of justice and concerning the well-being of individuals. The concept of gender as socially constructed has two main themes, one is gender as a process, that is, people construct gender for themselves and for those with whom they interact when enacting gender, and the other is gender as structure. , regime or institution, gender divisions and the gender organization of social worlds are iron windows that allow little resistance. The objective of this work is to analyze the contribution of the area of human capital management in promoting equality and gender. The deepest causes of gender inequality are gender bias and social norms that restrict women's rights and opportunities, which, together with preference, comparative advantage between men and women are the main causes of gender disparities. The interaction between gender prejudices/social norms and preferences/comparative advantages between men and women with other factors such as development, technological advances and public policies, in determining gender disparities and gender inequality in different areas such as education, labor market and financial access.
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References
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Koening, A.M. (2018). Comparing prescriptive and descriptive gender stereotypes about children, adults, and the elderly. Frontiers in psychology, 9, 1086. https://doi.org/10.3389/fpsyg.2018.01086
Kochhar, K., Jain-Chandra, S., & Newiak, M. (Eds.). (2017). Women, Work, and Economic Growth. USA: International Monetary Fund. Retrieved Aug 26, 2024, from https://doi.org/10.5089/9781513516103.071
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Morgenroth, T., & Ryan, M.K. (2018). Gender trouble in social psychology: How can Butler’s work inform experimental social psychologists’ conceptualization of gender? Frontiers in Psychology, 9: 1320. https://doi.org/10.3389/fpsyg.2018.01320
Nelson, Julie A., 2013, The Impact of Gender Stereotyping and Confirmation Bias on Economic Research: Theory and a Case Study, Working paper, based on "Are Women Really More Risk-Averse than Men?" INET Research Note #12, 2012.
Pandic, J., M. & Paul, B. (2023). Gender Diversity, Sustainable Development Goals and Human Resource Management Practices in Higher Education. Indian Journal of Human Development 17(1) 111–130, 2023
Podgorodnichenko, N., Akmal, A., Edgar, F., & Everett, A. M. (2022). Sustainable HRM: toward addressing diverse employee roles. Employee Relations: The International Journal, 44(3), 576–608.
Ramadhani, R. e Firmansyah, Y. (2023). O impacto da diversidade demográfica da força de trabalho no desempenho dos Colaboradores na PT XYZ. Ultima Management: Journal of Management Science, 15(1), 100–123.
Rehman, S., Sami, A., Haroon, A., & Irfan, A. (2019). Impact of Sustainable Leadership Practices on Public Sector Organization: A systematic Review of Past Decade. Journal of Public Value and Administration Insights, 2(3), 1-5.
Rosa, R., Drew, E., & Canavan, S. (2020). An overview of gender inequality in EU universities (pp. 1–15). Gender Sensitive University.
Seliverstova Y. Workforce diversity management: A systematic literature review. Strategic Management. (2021) ;26(2):3-11. DOI: 10.593/StraMan2102003S.
Son Hing, L. et al. (2023). Gender inequities in the workplace: A holistic review of organizational processes and practices. Human Resource Management Review 33 (2023) 100968
Smith, K. & Gayles, J., G. (2018). "“Girl Power”: Gendered Academic and Workplace Experiences of College Women in Engineering," Social Sciences, MDPI, vol. 7(1), pages 1-23, January.
Simon Robin W. et al. (2015). “Sociological Scholarship on Gender Differences in Emotion and Emotional Well-Being in the United States: A Snapshot of the Field.”Emotions Review 6 (Special Section):196–201.
Tewari, Ishani, and Yabin Wang, 2021, “Durable Ownership, Time Allocation, and Female Labor Force Participation: Evidence from China’s “Home Appliances to the Countryside” Rebate,” Economic Development and Cultural Change, Volume 70, Number 1: 87-127.
Valentova, M. (2016). How Do Traditional Gender Roles Relate to Social Cohesion? Focus on Differences Between Women and Men. Social Indicators Research, 127(1), 153-178. https://doi.org/10.1007/s11205-015-0961-2
Usmani, M., Sami, A., Baig, S,A., & Irfan, A. (2019). Chronological studies of lean and leadership for improvement of organizational performance. Journal of Public Value and Administration Insights, 2(2), 15-19.
Vance, H., & Saini, V. (2022). Pay equity in applied behavior analy- sis. Behavior Analysis in Practice. Advance online publication. https://doi.org/10.1007/s40617-022-00708-6
Alvesson, M. & Billing, Y. D. 2009. Understanding gender and organizations, Sage.
Bansal, S., Viswanathan, B., & Meenakshi, J. V. (2022). Does research performance explain the ‘leaky pipeline’ in Indian academia? A study of agricultural and applied economics. Agricultural Economics, 54(2), 274–288. https://doi.org/10.1111/agec.12744
Berger, J., Rosenholtz, S.J., & Zelditch Jr, M. (1980). Status organizing processes. Annual Review of Sociology, 6(1), 479–508. https://doi.org/10.1146/annurev.so.06.080180.002403
Butler, Judith. Precarious Life: The Powers of Mourning and Violence. London: Verso Books, 2003
Becker, E. S., Goetz, T., Morger, V., & Ranellucci, J. (2014). The Importance of Teachers’ Emotions and Instructional Behavior for Their Students’ Emotions—An Experience Sampling Analysis. Teaching and Teacher Education, 43, 15-26.
Cvetković VM, Roder G, Öcal A, Tarolli P, Dragićević S. The Role of Gender in Preparedness and Response Behaviors towards Flood Risk in Serbia. Int J Environ Res Public Health. 2018 Dec 6;15(12):2761. doi: 10.3390/ijerph15122761. PMID: 30563234; PMCID: PMC6313390.
Cohen, P. N., Huffman, M. L., & Knauer, S. (2009). Stalled progress? Gender segregation and wage inequality among managers, 1980-2000. Work and Occupations, 36(4), 318–342
Charness, G. et al. (2018). Complexity in risk elicitation may affect the conclusions: A demonstration using gender differences. J Risk Uncertain (2018) 56:1–17 https://doi.org/10.1007/s11166-018-9274-6
Chen, Tsung-Kang, Yan-Shing Chen, and Hsiao-Lin Yang. 2019. Employee treatment and its implications for bondholders. European Financial Management 25: 1047–79.
Darmawan, D et al. (2020). The Quality of Human Resources, Job Performance and Employee Loyalty, International Journal of Psychosocial Rehabilitation, 24(3), 2580-2592.
Deloitte. (2017). Global Human Capital Trends (2017). Retrieved from https://www2.deloitte.com/us/en/insights/focus/human capital-trends/2017
Demir, M., Orthel-Clark, H., Özdemir, M., & Özdemir, S. B. (2015). Friendship and happiness among young adults. In M. Demir (Ed.), Friendship and happiness, Across the life-span and cultures (pp. 117–129). Dordrecht: Springer.
Eagly, A.H., & Wood, W. (1991). Explaining sex differences in social behavior: A meta-analytic perspective. Personality and Social Psychology Bulletin, 17(3), 306–315. https://doi. org/10.1177/0146167291173011
Eagly, A.H., & Sczesny, S. (2019). Editorial: gender roles in the future? Theoretical foundations and future research directions. Frontiers in Psychology, 10:1965. https://doi.org/10.3389/fpsyg.2019.01965
Fredman, S., 2016. Substantive equality revisited. International Journal of Constitutional Law, 14(3), pp.712-738
Glick, P., & Fiske, S.T. (2001). An ambivalent alliance: Hostile and benevolent sexism as complementary justifications for gender inequality. American Psychologist, 56(2), 109–118. https://doi. org/10.1037/0003-066X.56.2.109
Hewlett, S.A., Sherbin, L., with Dieudonné, F., Fargnoli, C., & Fredman, C. (2014). Athena Factor 2.0: Accelerating female talent in science, engineering, & technology. New York: Center for Talent Innovation. Retrieved from: http://www.talentinnovation.org/publication.cfm?publication=1420n
Habib, Ahsan, Mabel D. Costa, Hedy J. Huang, and Xuan S. Sun. 2021. Financial Constraints and workforce environment: An international investigation. International Review of Finance 21: 1056–67
Habib, S., & Zaidi, S. S. A. (2022). Impact of Workforce Diversity on Employee Performance, Mediating Role of Organizational Culture. Periodicals of Management Studies, 2(2), 58–81
Khan, N.U., Bhatti, M. N., Obaid, A., Sami, A., & Ullah, A. (2020). Do green human resource management practices DOI: 10.25156/ptjhss.v4n2y2023.pp 938-942 contribute to sustainable performance in manufacturing industry? International Journal of Environment and Sustainable Development, 19(4), 412- 432
Khuong, M. C. & N. T. L. Chi. (2017). Effects of The Corporate Glass Ceiling Factors on Female Employees Organizational Commitment: An empirical of Ho Chi Minh City, Vietnam. Journal of Advanced Management Science, 5(4), 255–263.
Klemash, Steve, Bridget M. Neill, and Jamie C. Smith. 2019. How and Why Human Capital Disclosures Are Evolving. Harvard LawForumonCorporate Governance. Available online: https://corpgov.law.harvard.edu/2019/11/15/howandwhyhumancapitaldisclosuresareevolving/
Kleven, Henrik, Camille Landais, and Jakob Egholt Søgaard. 2019. "Children and Gender Inequality: Evidence from Denmark." American Economic Journal: Applied Economics, 11 (4): 181–209.
Koening, A.M. (2018). Comparing prescriptive and descriptive gender stereotypes about children, adults, and the elderly. Frontiers in psychology, 9, 1086. https://doi.org/10.3389/fpsyg.2018.01086
Kochhar, K., Jain-Chandra, S., & Newiak, M. (Eds.). (2017). Women, Work, and Economic Growth. USA: International Monetary Fund. Retrieved Aug 26, 2024, from https://doi.org/10.5089/9781513516103.071
Mousa, M. (2021). Does gender diversity affect workplace happiness for academics? The role of diversity management and organizational inclusion. Public Organization Review, 21(1), 119–135.
Meena L, Vanka S. (2016). Developing an empirical typology of diversity-oriented human resource management practices. Journal of Management and Development . 36(2):2-16. DOI: 10.1108/JMD-0.
Mednick, M., & Thomas, V. (2008). Women and achievement. In F. L. Denmark & M. A. Paludi (Eds.), Psychology of women: A handbook of issues and theories (2nd ed., pp. 625–651). Praeger Publishers/Greenwood Publishing Group.
Morgenroth, T., & Ryan, M.K. (2018). Gender trouble in social psychology: How can Butler’s work inform experimental social psychologists’ conceptualization of gender? Frontiers in Psychology, 9: 1320. https://doi.org/10.3389/fpsyg.2018.01320
Nelson, Julie A., 2013, The Impact of Gender Stereotyping and Confirmation Bias on Economic Research: Theory and a Case Study, Working paper, based on "Are Women Really More Risk-Averse than Men?" INET Research Note #12, 2012.
Pandic, J., M. & Paul, B. (2023). Gender Diversity, Sustainable Development Goals and Human Resource Management Practices in Higher Education. Indian Journal of Human Development 17(1) 111–130, 2023
Podgorodnichenko, N., Akmal, A., Edgar, F., & Everett, A. M. (2022). Sustainable HRM: toward addressing diverse employee roles. Employee Relations: The International Journal, 44(3), 576–608.
Ramadhani, R. e Firmansyah, Y. (2023). O impacto da diversidade demográfica da força de trabalho no desempenho dos Colaboradores na PT XYZ. Ultima Management: Journal of Management Science, 15(1), 100–123.
Rehman, S., Sami, A., Haroon, A., & Irfan, A. (2019). Impact of Sustainable Leadership Practices on Public Sector Organization: A systematic Review of Past Decade. Journal of Public Value and Administration Insights, 2(3), 1-5.
Rosa, R., Drew, E., & Canavan, S. (2020). An overview of gender inequality in EU universities (pp. 1–15). Gender Sensitive University.
Seliverstova Y. Workforce diversity management: A systematic literature review. Strategic Management. (2021) ;26(2):3-11. DOI: 10.593/StraMan2102003S.
Son Hing, L. et al. (2023). Gender inequities in the workplace: A holistic review of organizational processes and practices. Human Resource Management Review 33 (2023) 100968
Smith, K. & Gayles, J., G. (2018). "“Girl Power”: Gendered Academic and Workplace Experiences of College Women in Engineering," Social Sciences, MDPI, vol. 7(1), pages 1-23, January.
Simon Robin W. et al. (2015). “Sociological Scholarship on Gender Differences in Emotion and Emotional Well-Being in the United States: A Snapshot of the Field.”Emotions Review 6 (Special Section):196–201.
Tewari, Ishani, and Yabin Wang, 2021, “Durable Ownership, Time Allocation, and Female Labor Force Participation: Evidence from China’s “Home Appliances to the Countryside” Rebate,” Economic Development and Cultural Change, Volume 70, Number 1: 87-127.
Valentova, M. (2016). How Do Traditional Gender Roles Relate to Social Cohesion? Focus on Differences Between Women and Men. Social Indicators Research, 127(1), 153-178. https://doi.org/10.1007/s11205-015-0961-2
Usmani, M., Sami, A., Baig, S,A., & Irfan, A. (2019). Chronological studies of lean and leadership for improvement of organizational performance. Journal of Public Value and Administration Insights, 2(2), 15-19.
Vance, H., & Saini, V. (2022). Pay equity in applied behavior analy- sis. Behavior Analysis in Practice. Advance online publication. https://doi.org/10.1007/s40617-022-00708-6
Published
2025-01-16
How to Cite
Gomes, P. (2025). Contribution of the area of human capital management in promoting equality and gender. GADE: Scientific Journal, 4(7), 64-78. Retrieved from https://revista.redgade.com/index.php/Gade/article/view/544
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