Gender Mainstreaming in Recruitment and Selection in a Selected Manufacturing Firm in Zimbabwe

Abstract

This study investigated gender mainstreaming in recruitment and selection processes within Zimbabwe’s manufacturing agricultural sector. The study used the intersectionality theory that recognises how gender bias interacts with other social identities. Adopting a positivist research philosophy, a quantitative research approach was employed. From a population of 512, stratified sampling and simple random sampling methods were used to select a sample size of 473 employees. A 15-item questionnaire measuring gender mainstreaming practices, challenges, and recruitment effectiveness was used to collect data. Data were analysed using SPSS Version 30, employing descriptive statistics and regression analysis. Results revealed that gender mainstreaming positively and significantly affects recruitment and selection effectiveness, while organisational, structural, and cultural barriers exert a negative significant effect. Findings underscored the necessity of moving beyond policy existence to active implementation of standardised competency-based selection, gender-balanced interview panels, mandatory unconscious bias training, and accountability mechanisms linking managerial performance to diverse business outcomes.