Gender bias in the workplace remains a persistent challenge, influencing key organizational variables such as recruitment, compensation, promotions, and performance evaluations. This study presents an empirical analysis of gender disparities across various HR practices, utilizing quantitative methods to uncover patterns of bias within organizational structures. Through statistical tests, regression models, and data visualization techniques, we examine the extent to which gender differences impact salary distribution, career progression, and employee performance assessments.

Our findings indicate significant gender-based variations in compensation and opportunities, with evidence of systematic biases that disadvantage female employees in certain roles and industries. The analysis also explores the role of education, experience, and performance scores in shaping these disparities. By leveraging data-driven insights, this research highlights critical areas where organizations must implement equitable policies to foster an inclusive work environment.

This study contributes to the growing discourse on workplace equality by providing empirical evidence of gender bias and offering actionable recommendations for HR professionals and policymakers. The findings emphasize the need for organizations to adopt transparent evaluation criteria, unbiased compensation structures, and targeted interventions to bridge the gender gap in corporate settings