The international environment is continually evolving and as per its environment the corporate world evolves. The global economic trend highlights1
that the evolution is happening.
According to world bank data the GDP per capita in 2006 was US $7737,8 and in 2016US$ 10150,7882
. However, we still notice some persisting outdated practices at the corporate level such as gender inequalities in the workplace. Few years ago, the paradigm was profit and value added, today there is a new paradigm which is the inclusive and sustainable growth supported by an international commitment to “leaving no one behind” by 2030.
In the literature, there are international conventions on human rights and gender equality that are ratified by almost all countries and gender causes, bias and issues are well informed by studies and research whereas the gender behavioral framework at the corporate level is lacking. The behavior regarding gender equality is not well captured in all the management processes because it’s not fully understood by all the leaders, managers and coworkers.
There is therefore a call for a qualitative study to examine the causes and consequences related to gender inequality in the organizations. Recognizing this need, an examination of the values and beliefs of the leaders, managers and coworkers regarding gender equality in the workplace will be undertaken as a starting point to open sustainable opportunities that will enable the organizations to build strong and sustainable gender equality strategies.