Table 2 The frequency, mean and standard deviation of hypothesis (1)

Institutional rules shape workforce behavior as they constrain some actors and empower others

76

(36.2%)

77

(36.7%)

43

(20.5%)

11

(5.2%)

3

(1.4%)

.953

Individuals who are occupying institutional different positions hold different perspectives on gender equality

86

(41.0%)

84

(40.0%)

32

(15.2%)

7

(3.3%)

1

(.5%)

.843

Institutional interconnections are a main source of gender inequality

76

(36.2%)

69

(32.9%)

47

(22.4%)

14

(6.7%)

4

(1.9%)

1.013

The extent to which traditional gender norms are embodied in informal rules and institutional legacies affect gender equality

104

(49.5%)

64

(30.5%)

34

(16.2%)

6

(2.9%)

2

(1.0%)

.894

New institutions are often male-dominated and lack feminist voices

79

(37.6%)

57

(27.1%)

43

(20.5%)

23

(11.0%)

8

(3.8%)

1.158

Gender equality can be achieved through policies that can produce change, training and tools, and number of women staff and managers

78

(37.1%)

76

(36.2%)

37

(17.6%)

15

(7.1%)

4

(1.9%)

1.005

The negotiation processes through which new institutions are designed are often male-dominated and lack feminist voices

106

(50.5%)

53

(25.2%)

37

(17.6%)

12

(5.7%)

2

(1.0%)

.983

Institutions are substantively gendered through numerous mechanisms emerge from social norms that result in gender bias

74

(35.2%)

76

(36.2%)

48

(22.9%)

11

(5.2%)

1

(.5%)

.915

Institutional change is often gradual as actors actively exploit the inherent ambiguities of institutions bias

52

(24.8%)

45

(21.4%)

31

(14.8%)

55

(26.2%)

27

(12.9)

1.398

Significant increase in women’s representation in institutions needs new rules for gender equality

53

(25.2%)

75

(35.7%)

47

(22.4%)

28

(13.3%)

7

(3.3%)

1.096