Gender equity is one of the primary concerns of sustainable development and SDG 5 is focused on the eradication of inequality between genders in the workplace. Gender inclusive policies are important, even encouraged by corporate advocacy, and influence the organizational culture and the engagement level of employees. The research question of this study enquires into the corporate communication strategies that can support the goals of SDG 5 of achieving gender equity in the organizational context. Through a mixed-method study, including surveying the employees and examining the communications company-wide, the study establishes the efficiency of advocacy communications, key spheres of employee perception, and the efficiency of corporate appeals to behavior and participation. It has been found that through the use of proactive dialogue and ensuring clarity to the policy, a substantial degree of awareness is increased and the scope of gender bias in organizational decision-making diminished. Nonetheless, there are weak areas in converting advocacy into quantifiable action at the behavioral level. The paper makes a contribution that will help understand how corporate advocacy can help achieve gender equity and what practices can be followed by organizations to achieve sustainable gender-friendly practices