This paper discusses how gender parity is related to job satisfaction with women in the army and whether there are any significant differences in these constructs with varying ranks. The choice of the quantitative, cross-sectional research design provided the primary data collected as 200 women military personnel who were approached with the help of a structured, Likert-scale questionnaire. IBM SPSS Statistics was used to perform Pearson product-moment correlation and one-way analysis of variance (ANOVA) with Bonferroni post-hoc tests. The conclusions showed that there is a statistically significant moderate-to-large positive relationship between gender parity and job satisfaction because r = .478, p < .001, which means that the better the perceptions of gender equality, the higher the levels of job satisfaction. The outcome of one-way ANOVA also confirmed that the differences in both job satisfaction (F[2, 197] = 43.17, p < .001) and the perceived gender parity (F[2, 197] = 50.38, p < .001) between junior, mid-level and senior rank categories were highly significant. Post-hoc comparisons echoed that all differences in constructs between their ranks were statistically significant. The paper was written to add to an expanding body of empirical research to suggest that organisational equity practices correlate with well-being among employees working in hierarchical and traditionally male-dominated organisations. There are practical implications of the human resource policy in the military as well as gender inclusion and talent retention when women personnel are involved, particularly in enhancing job satisfaction and promoting a more equitable work environment that supports their career advancement.