<p><em>This study aims to see the success of implementation of gender mainstreaming in the perspective of cultural management, especially in developing a career at DJKN Regional Office in Bali and Nusa Tenggara. The methodology used in this study is descriptive qualitative using a purposive sampling technique where the informants were female or male employees aged between 25-50 years with minimum education bachelor degree and willing to be informants. Data collected will analyzed by reducing data, presenting data and drawing conclusions. The validity of the data will be tested by triangulating the data so it is expected that the data presented is valid data. The result of this study indicates that in Regional Office of DJKN Bali and Nusa Tenggara, There is no difference in access to information and opportunities for career development, but the pattern of employee rotations and culture is still an obstacle for female employees to have an interest in being promoted. In addition, in socializing gender mainstreaming itself is still hampered in terms of cost. This is due to the fact that postal costs related to PUG do not yet exist in each regional office because Gender analysis pathway has not been implemented well. This research is to provide a new perspective in implementing gender mainstream (PUG) using culture management. To implementing gender mainstreaming (PUG), policies, commitment from leaders and cultural management are needed to change employee motivation. In the future, the next researcher is expected to examine more depth about gender mainstream (PUG) using culture management.</em></p>