Gender and employability in higher education: rethinking economic returns, barriers, and intersectional inequalities

Abstract

This paper seeks to analyses the correlation between gender and employability in higher education, emphasizing the impact of HR management practices—such as talent acquisition, employee development, performance evaluation, workplace diversity, and employee relations—on women’s employment outcomes and career progression.

The research employs a qualitative and analytical framework, utilizing secondary data from national and international reports. It combines Human Capital Theory, Feminist Economics, and Intersectionality to explain why men and women have different chances of getting jobs.

The analysis shows that even though more women are going to college, systemic discrimination, occupational segregation, and caregiving duties still make it harder for women to find work and make money. Human resources practices that don’t consider gender make things even more unfair at work.

The research relies on secondary data and qualitative validation, limiting its ability to quantitatively evaluate variable impacts. Future research should employ mixed methods and regression analysis for empirical validation.

This research improves the connection between gender studies and human resource management by linking employability outcomes to institutional practices. It offers policy suggestions for implementing gender-sensitive HR frameworks to assist female graduates in securing equitable, inclusive, and sustainable employment.

Keywords: Gender, Employability, Higher Education, Economic Returns, Feminist Economics, Intersectionality, Labour Market

Citation of this paper:

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