This includes leadership, structure, strategy, culture, organizational climate, as well as HR policies. We suggest that gender discrimination in HR-related decision-making and in the enactment of HR practices stems from gender inequalities in broader organizational structures, processes, and practices. We propose a model of gender discrimination in HR that emphasizes the reciprocal nature of gender inequalities within organizations. This is because HR practices (i.e., policies, decision-making, and their enactment) affect the hiring, training, pay, and promotion of women. For women, some of the most harmful gender inequalities are enacted within human resources (HRs) practices. Gender inequality in organizations is a complex phenomenon that can be seen in organizational structures, processes, and practices.
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