Abstract

NGOBENI, Elizabeth Kedibone; SWARTS, Ilze  and  LESSING, Karel Frederick. Does organisational culture and talent management have an impact on gender employment equity?. JCMAN [online]. 2025, vol.22, n.1, pp.1-34. ISSN 1815-7440.  https://doi.org/10.35683/jcm23-063.296.

PURPOSE OF THE STUDY: This study aimed to explore the impact of organisational culture and talent management on gender employment equity. DESIGN/METHODOLOGY/APPROACH: The study investigated gender inequalities within the engineering industry by using a cross-sectional survey design and quantitative methods. Data were collected through a structured questionnaire and analysed using descriptive statistics, parametric t-tests, EFA, and CFA. Moreover, structural equation modelling was also employed to examine the impact of organisational culture and talent management on gender employment equity. FINDINGS: The survey indicated a positive relationship between organisational culture and gender employment equity; however, there was an insignificant negative relationship between talent management and perceived gender employment equity. This study further underscores the importance of transforming organisational culture and employing strategic talent management to enhance gender employment equity. The notable negative impact of existing cultures on gender equity indicates a critical need for inclusivity-centred changes. Furthermore, positive links between organisational culture and talent management stress the integration of gender diversity into corporate values. By utilising frameworks such as the competing value framework (CVF) and attraction-selection-attrition (ASA) theory, organisations can cultivate inclusive and diverse workplaces, aligning cultural values with fairness and pragmatic talent management objectives. RECOMMENDATIONS/VALUE: Human resource management (HRM) should reconsider organisational culture policies and talent management practices within the engineering sector. The aforementioned tends to encourage a culture of inclusivity within the engineering sector. MANAGERIAL IMPLICATIONS: The implementation of cultural and talent management initiatives, such as the promotion of clan culture, the provision of growth opportunities, the establishment of succession planning, the division of roles, and the addressing of compensation inequities, has the potential to enhance inclusivity and increase women's participation in the industry. JEL CLASSIFICATION: J21, J71, M14

Keywords : Culture; engineering organisational culture; equity; gender employment equity; talent management.

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