Page 92 - IJPS-11-1

International Journal of
Population Studies Cultural values and workplace gender equity

cultural values and conformity tendencies. Moreover, binary and cis-heteronormative understanding of gender
a significant difference was observed between public throughout the research. To foster inclusivity and broaden
and private sector employees in just one dimension of the scope of the literature, it is recommended that future
gender equity, namely traditional gender roles. Finally, an studies strive for a more comprehensive approach by
examination of the three generations indicated distinctions including non-binary individuals in their investigations.
in certain cultural values, conformity tendencies, and the This approach will significantly contribute to a more diverse
employment skepticism associated with gender equity. and enriched body of literature.

In summary, the present study highlights the sociocultural Acknowledgments
and attitudinal impediments that hinder gender parity, and it
carries tremendous implications by introducing a framework The authors would like to extend their sincere gratitude
that underscores the importance of contextual factors, to Mr. Afnan Ahmad for sparing his precious time to
such as cultural orientation, conformity, and generational proofread the manuscript.
effects. These factors are often overlooked by organizational
management and policymakers while chalking out strategies Funding
for reinforcing and fostering gender parity in the workplace. None.
Existing research indicates that countries in the Asia-Pacific
region rank second in terms of gender disparity, surpassed Conflict of interest
only by Middle-Eastern nations (Gupta et al., 2019). These The authors declare that they have no competing interests.
differences are undoubtedly influenced, at least in part, by
broader socio-cultural factors, such as conformity, gender Author contributions
role expectations, and other cultural practices. Addressing Conceptualization: Nasrina Siddiqi
such inequalities necessitates macro-level, research-driven Formal analysis: Nasrina Siddiqi
reforms. The findings presented here lay a foundation for Investigation: Nasrina Siddiqi
further empirical investigations in this domain and offer
key insights into the intricate nexus of factors that curtail Methodology: Nasrina Siddiqi
Writing – original draft: Nasrina Siddiqi
holistic gender parity in the workplace. They throw light Writing – review and editing: All authors
on the urgent need for organizations to conduct gender-
sensitivity training programs to address biased attitudes Ethics approval and consent to participate
toward women in the workplace.
The present research has been approved by the research
Despite the valuable implications of this study, it ethics committee of Jamia Millia Islamia (Approval ID:
is important to acknowledge several methodological 09-2844), and it is conducted in compliance with the
limitations that should be considered when generalizing protocol approved by the institution.
the findings. One notable limitation is the use of a
small, unequal, and non-representative sample size. The Consent for publication
results should be interpreted with caution in light of
these sample characteristics. In addition, due to the non- Informed consent was taken from participants for
normal distribution of the obtained data, the application publishing their data.
of MANOVA was not feasible, which prevented us from Availability of data
examining the potential interaction effect of gender, sector,
and generation. Furthermore, the current research did not Data used in this work are available from the corresponding
account for extraneous variables (e.g., organizational culture author on reasonable request.
and values), which may have impacted the responses received Further disclosure
from participants. It is essential to recognize ththe data
that were exclusively collected from the IT sector, limiting These findings were a part of the doctoral thesis of
the generalizability of the findings to other employment Dr. Nasrina Siddiqi at Jamia Milia Islamia, New Delhi,
sectors. Therefore, researchers are recommended to collect India.
data from various sectors such as banking, hospitality,
telecommunications, and others in future studies, allowing References
for a comprehensive analysis of inter-sector differences in Ahn, N.Y., & Cunningham, G.B. (2017). Cultural values and
cultural values, conformity, and gender equity. Furthermore, gender equity on national Olympic committee boards.
it is imperative to acknowledge that this study employed a International Journal of Exercise Science, 10(6):857-874.

Volume 11 Issue 1 (2025) 86 https://doi.org/10.36922/ijps.422