Gender Diversity: An Opportunity for Socially Inclusive Human Resource Management Policies for Organizational Sustainability

The context in which work is distributed, organized, and performed has certainly changed in recent decades. In recent years, shock events such as COVID-19 have contributed to the revision of human resource management (HRM) dynamics, which was previously for “standard work”. Overall, hybrid work is not a novelty but has significantly expanded, particularly in the post-COVID-19 period, creating new opportunities in human resource management, especially for female employees, who often manifest the need to reconcile family and work. The new post-pandemic situation has paved the way for gender sustainability processes in organizations by pushing towards a more general organizational sustainability. In fact, in recent decades, sustainability in companies has ceased to be merely environmental and has expanded its boundaries to a “sustainable” business model, whereby human resource management must also meet organizational sustainability criteria. The literature shows that women add value to organizations. Therefore, companies that take on the implementation of management policies with the aim of gender inclusion are committed to social and organizational sustainability, which leads to strategic ideas of competitive advantages. Starting from these considerations, the main purpose of this paper is to compare several strands of research on organizational sustainability and diversity management using an integrative literature review method that offers the opportunity to discover areas where further research is needed. This allows fields of study to be mapped. This paper, derived from a review, provides insights for line managers and upper management regarding pursuing sustainability goals within organizations’ boundaries. Limitations and potential future research directions are also discussed, contributing to the ongoing development of research on these subjects.