CHAPTER ONE
INTRODUCTION
1.1. Background to the Study
The issue regarding the right of women has received global attention both on the local and foreign scene. Discrimination is considered as resulting from the creation, maintenance and perpetuation of structures of inequality against women as opposed to men, (Alam, 2019). The process of engineering transformation involves the manipulation of rules, norms and procedures as well as organization for political action by women to protect what rights they have enhance the quality of protection and increase the comprehensiveness of the rights to which they are entitled, (Ifemeje, 2017). Discrimination at the workplace refers to the unjust treatment in which women are placed at disadvantages compared to the men because of their gender rather than their ability or skills, (Dipboye & Halverson, 2016). Workplace discrimination could as well be seen as the discrimination in recruitment, promotion, earnings, training and development, access and resources distribution, (Akpochafo, 2017).
In most organizations in Africa, the issue of inequalities has had adverse effects on women especially, which has prevented them from participating in, and benefiting from developmental programs in most organizations and societies in Africa, (Klasen & Lamanna, 2020). Thus, this has created a big psychological alienation or depression in the minds of the women generally. As a result, the male have been seen to dominate the women counterpart in almost all spheres in the economy. It was posited that, women needs to be incorporated into all sectors in order to ensure that gender based injustices and inequalities are not worsened, and that where possible, greater equality and justice should be promoted especially among companies, (Ayayo, 2017).
In most organizations in Nigeria, the most apparent inequality existing is the presence of wide difference in pay, which has affected the equality and fairness perception of women, (Soetan, 2017). The presence of this pay inequality can be seen in many organizations in Nigeria. For instance, in a study conducted in Anambra State, Nigeria, was revealed that pay and promotion were the two most impacting factors influencing women job satisfaction, (Soetan, 2017). The same pay system between men and women equated their status in the organization conferring them a source of empowerment. Besides that, emotional attachment and feeling of pride were also found to be another determinant of women job satisfaction in Nigeria, (Ayayo, 2017). In another study conducted on the impact of discrimination on job satisfaction, showed that, women who felt they were treated at par with male were found to have higher job satisfaction, (Witt, 2017).
Furthermore, Ajayi (2017) observed that women at organizations in Nigeria get fewer opportunities of work as compared to men since supervisors prefer male employees over female counterparts for complex and challenging projects. Corresponding to the above, Usman (2019) stated that the idea that women should always be under and submissive to men have created negative influence in the life women folk. The drawback of inequalities by women renders them with lower pay and inferior status in the organization which affects their job satisfaction as well as their overall performance in the workplace, (Okpara, 2018). In turn, this affects the status and position of female individuals in the society at large.
In Lagos State, it was reported that women at the workplace were found to get smaller amount of opportunities against their male counterpart as most supervisors prefers the male for multifaceted and challenging tasks, (Ayayo, 2017). Thus, the lost of opportunities minimizes the responsibility and accountability of women who are the steps for climbing the organizational ladder, (Mason, 2016). Similarly, it was reported by Opeke (2019) that women have been sidelined from leadership roles, which has been found to have an adverse effect with reduced number of women in an organization. Furthermore, Opeke (2019) revealed that many organizations in Lagos State discriminate women in form of inequalities in pay, which has been found to be a major reason of inequality in these organizations as women have been observed to have equal education and experience as men but they are not equally paid like the male employees. Besides that, Folayan (2017) stated that job segregation, marriage bar, glass ceiling, equal opportunity positions, human capital, and stereotype attitude were found to be the reasons behind inequalities exist in pay in most organizations in Lagos State.
1.2. Statement of the Problem
In most organizations of today, women unequal opportunities has been considered to be a serious issue in contemporary era, and not just because it affect women income, but as well the social status of women who are segregated in the labour market. The following problems identified for this study are:
Barriers to Promotion: For every 100 men that are promoted to the position of a manager, only 86 women are promoted. This problem is compounded at higher levels of leadership, where fewer women managers’ means there are fewer candidates to promote to heads of department, and directors positions, (Soetan, 2016). In addition, managers frequently identify candidates for employment opportunities by relying on their personal networks for recommendations, which usually consists of “people like them” (same gender). This further perpetuates the imbalance in representation.
Incidents of sexual harassment: It was observed that in Nigeria, most women in Nigerian organizations have been victim of sexual harassment in return for promotion and other incentives such as training and development, increase in pay, among others, (Soetan, 2016). It was reported that 55% of women in Nigeria especially in Lagos State experienced sexual harassment at some point during their careers. Sexual harassment could as well be a direct side effect of inequality in pay and promotions. Similarly, it was observed that, in many organizations in Lagos State, there is a high level of inequality which manifests in highly unequal income, unequal in access to training and development, unequal access to job opportunities among others, (Folayan, 2017). Corroborating the above, Seguino (2019) revealed that there is inequality in most organizations, because women are often paid lower incomes compared to the other counterpart. This could be as result of difference in skills, manpower, and education, among others.
Higher burnout in women: Research shows that more women than men, especially in higher-up positions, are burned out and dealing with constant stress in the work environment, (Witt, 2018). The COVID-19 pandemic nearly doubled the burnout gap between men and women. This makes women more prone to accepting “accommodations” like part-time work or internal roles that further derail their careers and contribute to gender inequality, (Goldin, 2018).
Bias against mothers: Mothers, and women of child-bearing age, are less likely to receive a callback from hiring managers, even when their résumés are identical to the résumés of male applicants or childless women, (Soetan, 2016). This points to gender biases rooted in the “work/family narrative,” which views women through the caregiver/mother lens. The conclusion is that their devotion to family and childcare makes them less committed and not being able to put in long hours like their male counterparts, especially at high-level jobs, (Opeke, 2019).
1.3. Objective of the Study
The main objective of this study is to assess social discrimination and women’s right to dignity at Ministry of Women Affairs, Lagos State, Nigeria. The specific objectives are to:
- assess the factors responsible for the discrimination of women’s rights at Ministry of Women Affairs, Lagos State
- assess the workplace policies contributing to women right to dignity at Ministry of Women Affairs, Lagos State.
- determine the effects of gender based inequality on women at Ministry of Women Affairs, Lagos State
- find out the social discrimination and women’s right to dignity at Ministry of Women Affairs, Lagos State
1.4. Research Questions
The following research questions are formulated for this study, which are:
- What are the factors responsible for the discrimination of women’s rights at Ministry of Women Affairs, Lagos State?
- What are the workplace policies contributing to women right to dignity at Ministry of Women Affairs, Lagos State?
- What are the effects of gender based inequality on women at Ministry of Women Affairs, Lagos State?
- What are the social discrimination and women’s right to dignity at Ministry of Women Affairs, Lagos State?
1.5. Significance of the Study
The study focus on the social discrimination and women’s right to dignity at Ministry of Women Affairs, Lagos State, Nigeria. The finding of this study draw the attention of the government, public and private stakeholders, and organizations management on the various social discrimination women face as they seek to develop their career. In addition, the findings will help provide adequate information needed to policy makers so as to formulate policy that will enhance and promote gender equality.
This study would as well be beneficial in all sphere of the country in ensuring greater roles and involvement of women in social, political, economic, and workplace development. The findings of this study will help to provide policy makers with additional resources needed in the area of policy formulation towards promoting gender equality in the society. The study will as well be of importance to government and various women organizations as a tool that can catapult women into leadership positions.
The research will add to knowledge in the peculiar nature of social discrimination and women’s right to dignity at workplace. Finally, this study will be of beneficial to other researchers who will be interested in carrying out further studies on social discrimination and women’s right to dignity at workplace.
1.6. Scope of the Study
This research focus on the social discrimination and women’s right to dignity at Ministry of Women Affairs in Lagos State, Nigeria. The reason for the choice of Lagos State is because aside been the center of excellence, there is dearth of research specifically focusing on social discrimination and women’s right to dignity at workplace in Lagos State. In addition, there have been various cases of social discrimination in Lagos State, therefore, choosing Lagos State will help unravel and provide more insight into the various social discrimination affecting women’s rights at Ministry of Women Affairs, Lagos State. This study is quantitative in nature, through which data will be gathered using a semi-structured questionnaire.
1.7. Operational Definition of Terms
Social Discrimination: is a practice that denies women of some rights.
Women: refers to the female gender, the opposite of male gender, who are the focus of this study
Workplace: refers to an organization o the place of work where women work to earn a living.
1.8. Organization of the Study
This study will be organized into five main chapters. Chapter one entails the background, statement of problems, research objectives, research questions, and significance and scope of the study. Chapter two consists of the theoretical framework, and literature review that reveals the findings and research that already exists on the topic. Chapter three is for methodology used to organize and carry out this study. The discussion of the results after analysis of the findings and comparison to the information revealed within the literature review is conducted within Chapter four. Chapter five provides a summary of the study, its limitations and further recommendations.
