Gender dynamics in Jordanian organisations: exploring bias and inequality through narratives

Purpose This paper aims to investigate gender bias and inequality in Jordanian workplaces by exploring personal narratives of employees who have encountered discrimination. It aims to examine how national culture, organisational practices and human resources (HR) policies contribute to gender-based disparities that affect both men and women. Design/methodology/approach A qualitative narrative inquiry approach was used, collecting and analysing first-hand accounts from seven professionals working in Jordan (four males three females). Thematic analysis was used to identify key themes related to gender bias, organisational responses and psychological outcomes. Findings The study identifies four main themes: the role of national culture in reinforcing gender stereotypes; the presence of gender-based discrimination affecting both genders, often in overlooked forms for men; the mixed effectiveness of HR and managerial interventions; and the psychological impact of discrimination, including stress, demotivation and turnover. Cultural norms and weak managerial accountability were found to exacerbate inequality. Practical implications Organisations must adopt culturally sensitive and inclusive HR policies that ensure fairness in recruitment, promotion and performance evaluation. Structured interviews, bias training and policy transparency are recommended to reduce inequality and support employee well-being. Originality/value This study contributes to the limited body of research focusing on both male and female experiences of gender bias in Middle Eastern contexts. It offers practical insights into how narrative-based research can inform HR practices and organisational policy development in culturally traditional environments.