In male-dominated STEM fields, workplace culture is often cited as a factor for women’s attrition. In the present research, we used longitudinal field data to examine how changes in the perceived normative support for gender-inclusive policies and practices over 6 months relate to changes in women’s and men’s experiences of fit and commitment to their organization. Longitudinal analyses of survey data from a sample of 181 engineers revealed that increased perceptions of support for gender-inclusive policies and practices predicted increased organizational commitment only among women, an effect that was mediated by an increase in organizational value fit. Additional analyses suggest that perceptions of change in normative attitudes toward inclusive policies were more predictive of women’s organizational commitment than the awareness that the policies were in place or that one has personally benefitted from them. The implications of an inclusive workplace culture for supporting women’s retention in STEM are discussed.

在男性主导的 STEM 领域，工作场所文化经常被认为是女性流失的一个因素。在目前的研究中，我们使用纵向实地数据来检验 6 个月内对性别包容性政策和实践的感知规范支持的变化与女性和男性对组织的适应和承诺体验的变化之间的关系。对来自 181 名工程师样本的调查数据的纵向分析表明，对支持性别包容性政策和实践的看法的增加仅预示着女性组织承诺的增加，这种影响通过组织价值契合度的增加来调节。其他分析表明，对包容性政策的规范态度变化的看法比对政策已到位或个人从中受益的认识更能预测女性的组织承诺。讨论了包容性工作场所文化对支持女性留在 STEM 中的影响。