"Based on a review of the empirical research on women in human resource management (HRM), I argue that collectively, the existing research neglects the role of organizations in contributing to unequal outcomes for women. Through an analysis of historical narratives on women in HRM, I illustrate how the persistent association of HRM with women's work impacts not only the status of individuals working in the field but the status of the field itself. I then propose a gendering organizations perspective that connects inequality to organizational practices in order to enrich the future research on women in HRM. Lastly, I propose a research agenda that takes a practice-based approach to analyzing the organizational mechanisms that create divisions of labor in HRM and distribute rewards unevenly."

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