1685 Copyright © 2019, IGI Global. Copying or distributing in print or electronic forms without written permission of IGI Global is prohibited. Chapter 88 DOI: 10.4018/978-1-5225-6912-1.ch088 ABSTRACT This study began with the question of what are the factors that lead to diferent outcomes of women in engineering employment in Bangladesh and Thailand. The primary data for answering this question were drawn from questionnaire surveys with 204 professional engineers, in-depth interviews with 80 profes- sional women engineers, and discussions with employers in construction organizations in Bangladesh and Thailand. The fndings identifes several barriers that not only deter women from entering into or- ganizations, but also stopped the stream of women engineering graduates to fow into the engineering job market. The study has shed light on how organizational cultural practices as well as the infuence of external factors within organizations afect women’s entry and stay in construction organizations in Bangladesh and Thailand. The fndings suggest that organizations should develop their own equal opportunity guidelines and policies to provide women with a suitable job and ensure that they remain employed. INTRODUCTION Organizational culture has been defined in many ways by various authors and researchers. However, the general definition of organizational culture is stated by Arnold (2005:625) is “the distinctive norms, beliefs, principles and ways of behaving that combine to give each organization its distinct character”. In other words, it represents the unwritten organizational rules and assumptions that dictate how individuals should act and how things are to be done within the organization. Gendered Organizational Culture: A Comparative Study in Bangladesh and Thailand Julaikha Bente Hossain Asian Institute of Technology, Thailand