The purpose of this study is to examine the relationships between human resource management (HRM) practices, organisational performance, and inclusion, equity, and diversity in the workplace. In the framework of activities promoting inclusion, equity, and diversity, this study delves into the retention and turnover rates. Furthermore, the study delves into the ways in which gender plays a part in HRM policies that promote diversity, equity, and inclusion, and how these HRM policies affect the success and competitive advantage of businesses. Examining survey data allowed for the use of a quantitative methodology throughout the investigation. The study's results show that gender is significantly related to HRM strategies that highlight the importance of inclusion, equity, and diversity. There does not appear to be a correlation between the success of diversity, inclusion, and equity programs and the retention rate of employees. Enhancing organisational performance is a major goal of human resource management that is committed to diversity, inclusion, and equity. Significant management implications are shown by the results, which stress the need for gender-sensitive HRM practices, the ongoing assessment of diversity, inclusion, and equity programs, their integration into the overarching organization's strategy, and the creation of an inclusive and supportive work environment.