This paper explores how informal institutions influence formal gender diversity, equity and inclusion (G-DEI) initiatives in organisations and their supply chains (SCs) in environments characterised by traditional gender roles, guiding researchers to incorporate institutional pressures into future studies.
The authors employ a qualitative approach based on in-depth interviews with 21 leaders of DEI initiatives in Brazil.
Three pathways were outlined to address how informal institutions exert a hidden influence on how organisations and their SCs adopt formal G-DEI initiatives. While formal institutions (coercive pressures) can promote G-DEI initiatives to some extent, based on the fear of legal and financial consequences, informal institutions (normative pressures) resist these efforts in environments characterised by traditional gender roles. Informal institutions (mimetic pressures) can also lead organisations to implement superficial G-DEI initiatives that create the appearance of inclusion without addressing the main issues.
This research can help managers in global SCs to develop effective workplace and SC initiatives based on substantive adoption of G-DEI rather than symbolic ones.
Symbolic adoption of G-DEI initiatives can create additional barriers for women in the workplace in many environments characterised by traditional gender roles, affecting their mental and physical health.
This paper seeks to stimulate researchers to incorporate institutional lenses in DEI research on operations and SC management (OSCM), providing more realistic research that addresses multiple dimensions in global SCs.
