Gender Equality in Employment Policies: A Critical Analysis of Air India v. Nergesh Meerza (1981) and Its Impact on HR Practices in Public Sector Organizations

Abstract

Gender equality in employment policies has long been a critical issue within public sector organizations in India, particularly in light of judicial interventions addressing discriminatory service conditions. The study critically analyses the implications of the judgment in Air India v. Nergesh Meerza (1981) for gender equality in employment, assesses its influence on human resource practices in public sector organizations, and examines the extent to which discriminatory provisions have been eliminated. The methodology is doctrinal and empirical, combining case law analysis with survey-based research using convenience sampling. A total sample of 200 respondents, including employees from various public sector organizations, was considered. The independent variables are gender, age, designation, years of service and type of organization. The dependent variables are awareness of gender equality norms, perceptions of workplace discrimination, opinions on HR policies, experiences of inclusivity, and views on the implementation of judicial precedents. The data were analysed through bar graphs, clustered bar charts and chi-square analysis using SPSS. The key findings reveal that while there has been notable progress in eliminating explicit discriminatory policies since the judgment, implicit biases and structural inequalities continue to persist within HR practices. The study concludes that strengthening gender-sensitive HR frameworks, ensuring strict compliance with judicial mandates, promoting workplace inclusivity, and bridging the gap between legal principles and organizational practice are essential to achieving substantive gender equality in employment.