Gender Inclusion in the Workplace: Equality Measures and Managerial Levers

Abstract

This article presents a structured narrative literature review on gender inclusion frameworks and their implementation through managerial tools in organizations. The objective is to understand how the principles of equality whether in terms of rights, opportunities, or treatment are translated into concrete human resource management practices aimed at fostering greater inclusion of women in the workplace. Drawing on a rich body of theoretical and empirical research, the study first identifies the foundations and limitations of these three key frameworks, frequently discussed in the literature on diversity policies and corporate social responsibility. It then focuses on reviewing and analyzing a variety of managerial mechanisms documented in recent studies, such as mentoring, continuous training, personal development coaching, women's networks, affinity group affiliation, and information and communication technologies (ICTs). While these tools differ in design and implementation, they share a common purpose: addressing structural and cultural imbalances that hinder women’s access, advancement, and recognition within organizations. The review highlights the diversity of contexts in which these practices are applied and emphasizes the importance of adopting a contextualized and systemic approach to inclusion. It also underlines the complementarity between different frameworks and encourages strategic alignment to achieve lasting impact. In this sense, the study aims to provide a comprehensive and practical framework for both researchers and practitioners, while also opening avenues for future research focused on assessing the real-world effects of these practices based on the specific organizational and cultural settings in which they are embedded.

Classification JEL : M14

Paper type : Theoretical Research