ROLE OF HUMAN RESOURCE PRACTICES IN GENDER DISPARITY: AN ANALYSIS OF THE SCHOOL EDUCATION DEPARTMENT, BALOCHISTAN

Abstract

This cross-sectional survey explores the role of Human Resource practices and gender disparity within the School Education Department, Balochistan. The population, comprising all educational administrative staff in the School Education Department, Balochistan, was divided into two strata using disproportionate stratified random sampling based on gender, and samples were drawn from each stratum. For males, proportionate random sampling was used because they made up the majority of recruits, and for females, the full enumeration method was used because the sample size was insufficient. Thus, the study selected a sample of 314 participants, comprising 217 males and 97 females. Data were collected using a structured questionnaire based on 10 items, whose reliability was observed to be Cronbach’s alpha (.88).  The findings reveal no statistically significant difference between males’ and females’ opinions regarding HR practices within the School Education Department, Balochistan, which suggests that HR practices are perceived as gender-neutral at the policy level. The significantly higher standard deviation among females (0.755) than males (0.459) shows that their experiences are not uniform but vary by administration and local circumstances; this finding qualifies claims of complete gender equality. This conclusion highlights that the core issue regarding gender disparity lies not in the presence or absence of HR practice, but in its implementation and the allocation of practical resources, pointing to a clear gap between policy and reality. In essence, HR practice cannot be deemed fully effective in reducing gender disparity unless the equitable distribution of resources and transparency in decision-making are also ensured. The study concludes that the School Education Department, Balochistan, should not rely solely on a uniform HR policy; it must regularly monitor and audit implementation at the district and divisional levels and further develop standardized guidelines to ensure consistent HR practices across districts and institutions.