Breaking the Glass Ceiling

Gender inequality in Human Resource Management remains a persistent barrier to organisational performance, affecting recruitment, remuneration, promotion, and the overall organisational culture. Despite new legislative strides and policy changes, women still face structural barriers, especially the pay gap between them and men, access to leadership, and unequal access to training. The presence of cultural dynamics such as ingrained stereotypes, limited access to professional networks, and condoned microaggressions also solidifies inequality, undermining inclusivity and retention. This suggestion explores the complex nature of gender inequality and its consequences for organisational performance and outcomes in terms of diversity, innovation, engagement, and performance. It combines global and regional perspectives to illustrate how legal frameworks, cultural norms, and socio-economic circumstances shape gender dynamics, and it promotes holistic approaches that integrate policy changes, cultural change, and technological advancements to break the glass ceiling.