Background This research is initiated to investigate the underrepresentation of women in technical occupations, particularly in the male-dominated field of the construction industry. The Netherlands is a country where this gender gap has been observed, with a significant disparity in the representation of women in the industry. Despite the recognized importance of gender diversity and equity in promoting gender equality and empowerment, there is a lack of comprehensive frameworks that address these issues within organizations. Purpose and methodology This study aims to enhance understanding of gender diversity and equity in the workplace, particularly focusing on challenges faced by women in the Dutch construction industry. It seeks to offer insights and recommendations for promoting gender diversity by examining different organizational roles. The research contributes to existing literature, informs company diversity initiatives, and provides insights applicable to similar industries. The objective is to explore perceptions, challenges, and opportunities related to gender diversity within Strukton Rail from the perspectives of employees, top management, and HR partners. This is achieved through a combination of methods including interviews, questionnaires, and observations, enriched by the researcher's unique position as a Strukton Rail employee, allowing comprehensive exploration of the organization's culture, practices, and policies. Findings and Recommendations This research explores gender diversity and equity perspectives within Strukton Rail. Different roles (employees, top management, and HR) have varying viewpoints. There's recognition of a male-dominated culture, but differing acknowledgment of its impact on female employees. Some top management members claim gender-blindness but exhibit underlying biases. Work-life balance is valued by employees, especially female employees, while management prioritizes operational needs. Biases may affect perceptions of adaptability and caregiving roles. To address challenges, management commitment is crucial, involving a gender diversity vision, bias challenge, and clear women's representation goals. Open dialogue is vital for understanding diverse perspectives and driving change. Compliance with the Corporate Sustainability Reporting Directive is also highlighted. Practical Implications The description of the framework for organizational change provides organizations in the construction industry with a way to assess the gender diversity and equity status within their organization. This can aid in challenging and assessing challenges that hinder the inclusion and retention of women within the industry. Value This research describes an approach to understand organizational factors influencing gender diversity and equity in the construction industry. In present a novel framework that can shed light on the gender diversity and equity within an organization and can be the blueprint for organizational change. The value of this research is rooted in the ethnographic methodology, combined with the case study design. Combined with the dual position of the researcher as both employee and researcher, highly in-depth, contextual data forms the basis of this research.

PURPOSE Addressing the issue of gender inequality in Dutch energy organisations has become increasingly important, but understanding the complex interplay of personal factors and various aspects of gender inequality that contribute to the perception of this wicked problem remains a challenge. This study aims to explore the refracted reflections of gender inequality among employees in Dutch energy organisations by examining the metaphorical prisms formed by societal, organisational, and individualistic aspects. This multi-dimensional analysis seeks to identify aspects contributing to gender inequality, to show the interdependencies of the issue, and to highlight potential intervention points for implementing change while considering the dynamic interaction between the prisms and personal factors. DESIGN/METHODOLOGY/APPROACH A qualitative transdisciplinary case study approach was used to explore perceptions of gender inequality within Dutch energy organisations. Data collection methods included in-depth interviews with gender experts and employees, an employee survey, conversations with researchers, and observations at relevant events. The research design incorporated theoretical frameworks such as problem framing and process-based decision making to guide the study. Content analysis was used to identify patterns, relationships and trends in the data collected, providing a comprehensive understanding of the societal, organisational, and individualistic aspects that contribute to gender inequality. FINDINGS The study resulted in the development of a novel, comprehensive framework that presents the interplay of wicked problem perceptions through the metaphorical prisms formed by societal, organisational, and individualistic aspects. The framework suggests that mental representations of experienced problem situations, informed by the personal factors of environment, knowledge, and intersectionality, influence cognitive processes such as assumptions and awareness. These mental representations shape the perceptions of the issue, which then determines prioritisation of certain aspects. The framework acknowledges the existence of causal loops between assumptions, awareness, and prioritisation, as well as the dynamic interaction with personal factors. PRACTICAL IMPLICATIONS The comprehensive framework derived from this study provides valuable insights for Dutch energy organisations and other industries seeking to address gender inequality by understanding and addressing the underlying aspects and personal factors that shape employees’ perceptions. This knowledge can be used to design targeted interventions, organisational policies and practices that promote a more inclusive and equitable work environment. ORIGINALITY/VALUE This thesis presents an original approach to understanding gender inequality in Dutch energy organisations, a representative case for other male-dominated technical sectors. It offers a novel, comprehensive framework that captures the interplay of societal, organisational, and individualistic aspects with personal factors to show how perceptions of gender inequality emerge. The value of this research lies in its transdisciplinary approach and its applicability in facilitating real-world interventions and strategies to mitigate gender inequality