Cultivating a Climate for Work–Life Inclusion by Implementing Human Resource Practices: Reducing Personal Life Stigma to Enhance Gender Career Equality

Abstract

Despite the widespread adoption of work–family policies intended to advance gender career equality, key indicators of women’s progression, such as reduced turnover and increased promotion, still lag. We argue that gender gaps stem from the ideal worker norm, which triggers devaluation when employees prioritize personal life over work (i.e., personal life stigma). Advancing gender equality therefore requires deeper organizational transformation that embraces employees’ personal lives. We propose that cultivating a climate for work–life inclusion, rather than relying on formal work–family policies, is critical for reducing personal life stigma and improving gender equality in career outcomes. Yet, practices that enable organizations to foster such a climate remain unclear. Using qualitative interviews and a three-wave employer–employee survey study, we examine (a) whether work–life-inclusive climate reduces personal life stigma, above and beyond work–family policies, and thereby gender inequality in retention and promotion; and (b) which specific human resource practices contribute to building this climate. Our findings confirm the former and demonstrate that personal life appreciation practices are influential in fostering work–life inclusion. Furthermore, bundling these practices with gender meritocracy and gender authenticity practices enables organizations to holistically cultivate work–life inclusive environments that enhance gender career equality.