RAGULA TULASI , DR. M NARASIMHA 03 08 In the contemporary global business landscape gender diversity has transitioned from a matter of corporate social responsibility to a strategic imperative for sustainable growth This project explores the nuances of gender diversity within CocaCola a global leader in the beverage industry known for its expansive DI Diversity and Inclusion frameworks The study aims to evaluate the effectiveness of genderinclusive policies their impact on organizational culture and the extent to which they foster an environment of equity and belonging The primary objective of this research is to analyze the recruitment retention and promotion strategies specifically designed to bridge the gender gap at CocaCola It further investigates the challenges faced by female employees in climbing the corporate ladder and assesses the correlation between a diverse workforce and overall organizational performance The study adopts a descriptive and analytical research design Primary data was gathered through structured questionnaires distributed among a diverse sample of employees at CocaCola HR and Operations departments Secondary data was meticulously curated from annual sustainability reports HR journals and internal company whitepapers covering the period of 20232025The preliminary analysis indicates that while CocaCola has made significant strides in achieving nearparity in entrylevel hiring a leaky pipeline remains visible at the middlemanagement level However the implementation of flexible working models and Women in Leadership mentorship programs has significantly improved retention rates The data suggests that departments with higher gender diversity indices report a 15 higher rate of innovative problemsolving and employee engagement The project concludes that gender diversity is not merely about representation but about creating a culture of inclusion For CocaCola to maintain its competitive edge it must continue to refine its biasinterruption training and transparent payequity audits The study provides actionable recommendations for HR practitioners to institutionalize diversity as a core organizational value Copyright (c) Journal of Science Engineering Technology and Management Science. All rights reserved 2026