This study examined the impact of work-family conflict, gender inequality, and supportive policies on job satisfaction and career advancement of women employed in universities in Isfahan. Conducted as a descriptive-correlational study with a quantitative approach, Structural Equation Modeling (SEM) was utilized. The population comprised 2500 female employees (faculty and staff) from the University of Isfahan, Islamic Azad University of Khorasgan, and Payame Noor University, with a sample of 290 selected through voluntary stratified random sampling. Data were collected using a standardized questionnaire, with validity and reliability confirmed (Cronbach's alpha > 0.70). Findings revealed that work-family conflict (path coefficient = 0.36) negatively affected job satisfaction, while gender inequality (path coefficient = 0.40) constrained career advancement. Supportive policies (path coefficient = 0.24) reduced conflict and enhanced satisfaction. Job satisfaction averaged moderately high (M = 3.82), though gender inequality was notable (M = 3.21). Age differences were significant (p < 0.05). The model explained 60% of job satisfaction variance. These results underscored the role of cultural, social, and organizational factors and highlighted the need for supportive policies.