Formal and informal institutions shaping gender diversity, equity, and inclusion in OSCM

Purpose This paper examines how formal and informal institutions affect gender diversity, equity, and inclusion (G-DEI) initiatives in human resources and performance within operations and supply chain management (OSCM) environments characterized by traditional gender roles. Design/methodology/approach This study uses a multi-method approach, combining qualitative analysis of in-depth interviews with quantitative analysis using Interpretive Structural Modeling (ISM) and Cross-Impact Matrix-Multiplication Applied to Classification (MICMAC). Findings Findings reveal that although formal institutions promote the adoption of G-DEI initiatives through regulatory compliance, their substantive impact depends on how strongly these formal structures are coupled with everyday organizational practices. In institutional environments shaped by entrenched gender norms, informal institutions often undermine this alignment, decoupling formal commitments from operational realities. As a result, organizations may adopt visible G-DEI policies and governance mechanisms that signal conformity to external stakeholders, while core human resource routines and supply chain practices remain largely unchanged. Drawing on Institutional Theory, these findings explain how the interaction between formal and informal institutions shapes the implementation and performance outcomes of G-DEI initiatives in OSCM. Originality/value The originality lies in revealing the hidden influence of institutional forces and integrating qualitative and quantitative methods to provide a comprehensive framework for evaluating G-DEI initiatives in OSCM.