Recent research in the field of business management shows that the problems of the company's employees are closely related to the problems of the company itself. The efficiency of a company, in general and the efficiency of its employees, in particular directly depend on the well-being of staff. On the way to achieving sustainable development goals, the role of gender equality in companies is growing. The article considers gender aspects of the concept of well-being at the workplace as an integrated approach to corporate management, focused on achieving sustainable development goals. The article is aimed at substantiating gender equality as the basis for the well-being of the company's employees. To fulfil this task, direct connection between the sustainable development of a company and the well-being of its employees was identified. Sustainable development is understood as economic growth that does not harm the environment and contributes to the resolution of social problems, finding a balance between economic, environmental and social development. The sustainable development of a company is based on the principle of responsible business conduct and innovative potential, thus opening up new business opportunities for economic growth, as well as environmental and social well-being. Digital and non-digital components of staff well-being are singled out. Non-digital components of well-being are mental well-being, physical well-being, social well-being, and financial well-being. Facing current digital transformation, we propose to supplement this list with the digital well-being of staff. It is substantiated that gender equality is one of the elements of the staff well-being programs. The key gender issues in labour relations are analyzed. These issues are clearly expressed in access to work, professional growth and promotion, and most of all in the representation of women at different levels of management. Having compared the leadership style of women and men and their behaviour in a company, the authors come to conclusion that the staff efficiency is determined by a set of professional knowledge and skills, not gender. The principles of achieving gender equality are systematized and characterized within the concept of well-being at the workplace, and the problems of implementing such an approach are identified.