Demographics and Self-Efficacy: Drivers of Gender Sensitivity in HR Practices

This study examines how employees’ demographic characteristics and self-efficacy relate to their perceptions of gender-sensitive human resource (HR) practices. Specifically, it sought to describe the participants’ profiles in terms of age, gender, economic status, and work position; to assess their levels of self-efficacy across social, emotional, and cognitive domains; to evaluate their views on HR gender sensitivity; to determine if self-efficacy varied based on demographic factors; and to investigate whether self-efficacy influenced perceptions of gender-sensitive HR practices. Adopting a descriptive-correlational research design, the study surveyed 143 service employees from nine banking institutions, using stratified random sampling. Data were collected through adapted and validated survey instruments. Analytical tools included frequency, percentage, mean, standard deviation, ANOVA, and regression analysis. Results showed that most respondents were female, aged 22–34, belonged to the middle-income bracket, and served primarily as bank tellers. Overall, participants reported very high levels of self-efficacy and rated HR gender sensitivity practices highly, especially in hiring, access to services, and disciplinary processes. Although no significant differences in self-efficacy emerged based on age, gender, or position, economic status showed a notable influence. Additionally, social and cognitive self-efficacy significantly predicted perceptions of gender-sensitive HR practices. These findings highlight the importance of fostering employee self-efficacy to further strengthen gender-inclusive policies in financial institutions.