Purpose This study aimed to investigate the impact of working policies, hiring policies and promotion processes on women's engagement in decision-making roles in the logistics sector. Design/methodology/approach A quantitative cross-sectional survey was conducted with 298 logistics professionals. Data were analysed using SPSS for descriptive statistics and SmartPLS for structural equation modelling to test the hypothesised relationships between working policies, hiring policies and promotion processes, and women's engagement in decision-making. Findings The results show positive and significant relationships between all organisational HR practices and women's engagement in decision-making. These findings indicate that supportive working conditions, transparent hiring systems and fair promotion processes collectively enhance women's participation in decision-making within Uganda's logistics sector. Research limitations/implications Findings are also specific to selected industry and organisational contexts, which may restrict generalisability to other sectors, regions or cultures. Practical implications Reforming recruitment processes is essential in a sector where hiring often occurs through informal networks and male-dominated referrals. Transparent and merit-based promotion systems are critical in addressing the discretionary advancement practices that characterise many Ugandan logistics organisations. Social implications Organisations can actively reshape industry norms by implementing gender-balanced recruitment processes, establishing transparent promotion pathways and creating structured mentorship and sponsorship programmes that elevate women's leadership visibility. Originality/value By focusing specifically on working, hiring and promotion processes, the study advances the literature, which has traditionally centred on individual-level factors or broad cultural explanations for women's underrepresentation in leadership.
Nantongo et al. (2026) studied this question.