Gender equality is a pivotal goal in sustainable development and corporate culture. In Vietnam, although the Law on Gender Equality (2006) and various related policies have been promulgated, a considerable gap remains between policy documents and actual practice. This study analyzes policy communication on gender equality within small and medium-sized information technology (IT) enterprises, focusing on message content, communication channels, employee feedback, and the impact on organizational awareness. A multi-method qualitative design was employed, combining policy document analysis with 14 semi-structured interviews conducted in two representative enterprises. Findings reveal that the effectiveness of formal gender equality policies is strongly influenced by informal organizational factors. While compensation, promotion, and training policies appear fair in form, the integrity of the equality message is distorted by implicit “decoding frames” such as gendered occupational stereotypes (e.g., software testing = female, programming = male) and “noise” generated by technically biased organizational cultures. These distortions hinder behavioral change (Level 3) and reinforce gendered organizational stratification (Level 4), thereby undermining overall policy effectiveness. Nevertheless, positive mechanisms including anonymous feedback channels and emerging shifts in gender awareness within training programs demonstrate promising signs toward more substantive equality. The study contributes by proposing an integrated research framework for policy communication, clarifying the mediating role of communication in narrowing the gap between policy formulation and actual implementation.