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oai:figshare.com:article/32805689 2026-10-01T16:14:04Z portal_1172 item_type_8 month_year_10_2026

Responding to institutional changes in gender equality in the KSA: multi-level perspectives of changing HRM strategies, policies, and practices Mokhtar Wasiwis Albishry (24292868) PUREID: 686922068 SHRM Saudi Vision 2030 equality institutional theory The Kingdom of Saudi Arabia is undergoing significant socio-economic transformation under Vision 2030, which prioritises gender equality as a pathway to sustainable development. Despite high-profile reforms, deeply rooted cultural and institutional structures continue to shape how these reforms are implemented and experienced within organisations. Drawing on a qualitative case study of a single organisation, this research examines how gender equality reforms are interpreted, negotiated, and enacted in the Saudi context.<br><br>Institutional theory provides the framework for understanding how institutions such as family, beliefs, and the state shape organisational norms, and how competing institutional logics generate tensions during periods of social reform. In the KSA, long-standing patriarchal norms interact with new legal frameworks under Vision 2030, creating a complex institutional environment. Organisational actors, including senior leaders, HR professionals, and employees, play important roles in this process through forms of institutional work that either reinforce or reshape existing gender norms.<br>Thematic analysis of interview data identified four key themes: drivers, changes, challenges, and outcomes. Drivers include external pressures from Vision 2030 and internal motivations such as leadership commitment. Changes reflect shifts in HRM policies related to recruitment, development, and promotion. Challenges include resistance rooted in cultural traditions and limited representation of women in certain professional fields. Outcomes highlight both progress and continuing gaps, illustrating how formal policy reforms do not always translate into consistent practice.<br>The study contributes to institutional theory by examining gender equality reforms in a context of rapid, state-led change and strong societal norms. Findings suggest patterns consistent with decoupling, where organisations formally align with reform mandates while implementation remains shaped by socio-cultural constraints. The study also introduces the concept of contextual legitimacy to explain how organisations balance compliance with institutional expectations while maintaining alignment with prevailing social norms. Empirically, it demonstrates how Vision 2030 reforms are experienced within organisational practices and everyday employee interactions in a conservative institutional environment. 2026-10-01T16:14:04Z Text Thesis 10.17034/32805689.v1 https://figshare.com/articles/thesis/Responding_to_institutional_changes_in_gender_equality_in_the_KSA_multi-level_perspectives_of_changing_HRM_strategies_policies_and_practices/32805689 All Rights Reserved