Gender diversity management in a decade of research: a structured literature review

If "diversity" can be defined as the distribution of attributes among interdependent members of a work unit (Jackson et al., 2003), "diversity management" (DM) can be recognised as the comprehensive process of building an environment where all the employees can interact effectively through practice and organisational structure aimed to manage the diversity (Yadav and Rajak, 2022; Roberson et al., 2017; Pitts, 2006). This process consists of actions aimed at implementing measures that make an organisation's workforce more diverse and inclusive, promoting a genuine communication and transmission of knowledge (Trittin and Schoeneborn, 2017; Fältholm and Norberg, 2017). Among the most evident aspects of social diversity, there is gender diversity, which always kept women in a background position compared to men, both in the public and private sector (Fusco et al., 2022; Dong, 2022). The set of measures and actions aimed at achieving equal representation of men and women represents Gender DM (GDM) (Kamasak et al., 2020; Uddin and Manir Chowdhury, 2015). The present research aims to i) analyse how economic literature is facing GDM); ii) classify the main foci of analysis in the extant literature ); iii) identify thriving future research areas . The analysis is conducted through a Structured Literature Review (SLR) methodology (Paoloni and Demartini, 2016), a literature classification widely used in business studies to classify them according to four lenses: Article Focus, Research Area, Geographic area; Research method. The present work considers 153 studies among articles, conference papers, book chapters and books identified on the SCOPUS database by searching "diversity management" and "gender". The authors considered only the studies that have been published in the last ten years. This paper implements gender studies about women's emancipation in employment and improves studies about diversity management by adopting a gender perspective.