ABSTRACT
This study is
based on the influence of gender on employment opportunities for women (A study
of Enugu East Local Government Area). The survey research design was adopted
and a sample size of 400 (four hundred ) was got using Taro Yamane formula out
of the population of a total of (367,958) residents. 400 questionnaires were
administered to the respondents and 330 was returned, which was used for the
data. The data for the study was
gathered using a questionnaire. An in-depth interview was conducted as the qualitative
instrument. Analysis was made through the latest version of statistical package
for social sciences (SPSS}, which is a well known software for the
statistically analysis of data, so that effective conclusion can be drawn and
Chi square was used to test the Hypotheses. Simple random sampling technique
was adopted as the sampling technique for the study. From the study, one could summarize more
evidently that
there are several patterns of gender discrimination based on employment
opportunities for women in Enugu East. It was discovered that there are many
factors responsible for gender discrimination on employment opportunities for
women in Enugu East; more so, the study reveals that there are consequences for
gender discrimination on employment opportunities of women in Enugu East. Finally
gender discrimination on employment opportunities for women can be reduced in
so many ways. The study recommends that Government should ensure that we have
more female representatives at the top in the private and public sectors by
eliminating barriers against women working in certain sectors to increase
output, and most importantly government and the society at large should create full and decent productive employment
opportunities for women and access to finance, as well as provision of social
protection. Finally the researcher suggested other topics for
further research.
CHAPTER
ONE
INTRODUCTION
1.1 Background
of the Study
In
a masculine dominated society, women’s right has been misunderstood because of
cultural, customary practices and beliefs which encouraged discrimination
against women. Relying on traditional gender roles and child care
responsibilities, some employers assume that female employee is less dependable
than male employee. The idea of equality of sexes in employment is foreign to
Nigerian native law and custom. Most entrepreneurs believe that females are
inferior to their male counterpart and incompatible with a fast-paced business
environment. Discrimination against women in places of work in Nigeria is so
visible; this is primarily because of the high level of illiteracy and lack of
skills among women compared to men.
Promoting
decent productive employment and income opportunities equally for women and men
is one of the key priorities of various governments across the world. Integrating
gender concerns into employment and promotion can contribute to more effective
boosting of productivity and economic growth; human resources development;
sustainable development; and reducing poverty (ILO, 2018).
Gender differences in
access to economic opportunities are frequently debated in relation to gender
differences in labor market participation.
According
to business dictionary (2018), gender is defined as the culturally and socially
constructed differences between men and women that vary from place to place and
time to time. The term "gender" refers to economic, social and
cultural attributes and opportunities associated with being male or female.
According
to 2006 national population and housing census, Nigeria’s population was 140.4
million (FGN, 2009). Women
constitute about 49% of this population in Nigerian State and are known to play vital roles as
mothers, producers, managers, community developers/organizers etc. Their
contribution to the social and economic development of societies is also more
than half as compared to that of men by virtue of their dual roles in the
productive and reproductive spheres. Okonjo (2017) argues that greater management
of household resources by women, either through their own earnings or cash
transfers shows that if given opportunities to occupy top positions, they can
enhance growth by spending in ways that benefit the society. Research evidence
have shown that women don’t earn as much as men and the average salary of women
is 72% to 88% of men, even with variables such as education, age, position and
job tenure considered (Waisman & Larsen, 2008). We can assert that
male/female equality according to Marxist theory is the involvement of women in
production outside home.
Employment is one source of empowerment
for women, given that it enables them exercise control over their own income
and by extension their lives. Employment is one source of empowerment for women
but unfortunately it is difficult to measure their employment status because
the informal sectors are not reported. However, the data on hand indicates, for
instance, that women and men currently employed in the North West are 46 and 54
percent respectively. Also, the employment rate of men to women in urban area
is ratio 42:37 while the employment ratio of men to women in the rural area is
63:58.
In recent times, there has been a great deal of concern about the discrimination in the labour market based on gender considerations. Specifically, several practices, beliefs and stereotypes are held against the female gender as regards their suitability for certain jobs, eventual employment and advancement on the job. It is extremely difficult in some societies for women to go beyond a particular level in their chosen careers. Some jobs are perceived as the exclusive preserve of the male gender, while women are taken to be the weaker sex and therefore, should be employed in those areas where their weakness can be managed or tolerated. Even in the face of modernization, most people still hold on to the view that the woman’s place should be in the kitchen and therefore it is non-traditional for women to engage in paid jobs outside the home. The implication of these is that the rate at which women participate in the labour force is dictated by societal norms and stereotypes. The participation of the females in the labour force of Nigeria is still considered relatively low. The low participation rate may be because the males most of the time constitute the main employers of labour. This in turn gives them the opportunity to express their feelings and attitude towards the employment of the female gender, Effa (1995) findings support this notion. 75percent of male employers prefer employing the males to the females. The study goes further to suggest that the males are preferred to their female counterparts because the former are presumed more likely to ensure maximum productivity and efficiency. Other reasons being given include the number of times the female is likely to absent herself from work due to sickness, maternity leave, childcare and other domestic issues. An important question then arises, should the female gender be denied employment in the labour market and thereby reducing the participation in the labour market because of their natural/traditional roles as mothers and home makers which society has assigned to them?
In recent times, there has been a great deal of concern about the discrimination in the labour market based on gender considerations. Specifically, several practices, beliefs and stereotypes are held against the female gender as regards their suitability for certain jobs, eventual employment and advancement on the job. It is extremely difficult in some societies for women to go beyond a particular level in their chosen careers. Some jobs are perceived as the exclusive preserve of the male gender, while women are taken to be the weaker sex and therefore, should be employed in those areas where their weakness can be managed or tolerated. Even in the face of modernization, most people still hold on to the view that the woman’s place should be in the kitchen and therefore it is non-traditional for women to engage in paid jobs outside the home. The implication of these is that the rate at which women participate in the labour force is dictated by societal norms and stereotypes. The participation of the females in the labour force of Nigeria is still considered relatively low. The low participation rate may be because the males most of the time constitute the main employers of labour. This in turn gives them the opportunity to express their feelings and attitude towards the employment of the female gender, Effa (1995) findings support this notion. 75percent of male employers prefer employing the males to the females. The study goes further to suggest that the males are preferred to their female counterparts because the former are presumed more likely to ensure maximum productivity and efficiency. Other reasons being given include the number of times the female is likely to absent herself from work due to sickness, maternity leave, childcare and other domestic issues. An important question then arises, should the female gender be denied employment in the labour market and thereby reducing the participation in the labour market because of their natural/traditional roles as mothers and home makers which society has assigned to them?
However, despite some progress over the
last few decades, gender equality in employment remains an elusive goal in all
societies. Women continue to face certain problems and discrimination in all
areas of economic life. The government of many developing countries in the last
decade has focused on issues relating to gender disparity and this disparity was
found in work places. In Nigeria today, the idea of equality of sexes in
different places of work is foreign to Nigerian native law and customs.
Discrimination against women in employment in Nigeria is so visible, primarily
due to the high level of illiteracy and lack of skills among women compared to
men. In fact, the country
ranks 118 of 134 countries in the Gender Equality Index.Even
when they are represented, they are discriminated against. No wonder the
government has put a law that in every sector of work/employment, women should
take at least 30% (Oakley 2000). Even with this, there are rarely any
organizations that women have such, except in some professions that are
considered feminine, which include nursing, teaching etc. Relying on
traditional gender roles and child care responsibilities, some employers assume
that a female employee is less dependable than a male employee. Most
entrepreneurs believe that females are inferior to their male counterpart and
incompatible with a fast-paced business environment. This has led to series of discriminatory
activities against women which comes in diverse forms such as direct gender discrimination which
occurs when women are treated differently at work and an example includes
disparity in salary based on gender.
1.2 Statement of the Problem
It is against this
background that this study intends to examine the influence of gender on
employment opportunities for women in Enugu East local government area. Despite
some progress made over the last few decades in increasing women’s
participation in the work force and narrowing gender gaps in wages, gender
equality in the labour market still remains an elusive goal. While millions of
women have become successful entrepreneurs, women are still grossly
underrepresented in the boardroom of companies across the world. Particularly,
in the developing world, women continue to form a large majority of the world’s
working poor, earn less income, and are more often affected by long-term
unemployment than men. This is due to women’s socio-economic disadvantages
caused by gender-based discrimination and their double roles of being a worker
and a care taker of the home. Olawoye (1995) describes Nigerian women as a
crucial factor in production. According to her, they are largely responsible
for the bulk production of crops, agro-based food processing, preservation of
crops and distribution of yields from farm centres to market in both rural and
urban areas. Nigerian women are contributing their quota to the development of
the nation, but their potentials seem not to have been fully tapped due to some
constraints. Disparities still exist between men and women in education,
employment and income opportunities, control over assets, personal security and
participation in the development process (Rahman & Naoroze, 2007). This may
be as a result of lingering constraints including poor economic condition of
Nigerian women, lack of adequate legislation and policies to support the rights
of women, unequal access to education, limited access to land, lack of
assertiveness among women etc.
Furthermore, women
continue to embark on many unpaid care jobs, which has become an increasing
challenge in their efforts to engage in productive work. Thus this study
intends to find the influence of gender on employment opportunities for women
Enugu East Local Government Area.
1.3 Research Questions
As a result of the
problems mentioned above, this study seeks to answer the following research
questions:
1. What
is the pattern of gender discrimination on employment opportunities for women
in Enugu East Local Government Area?
2. What
are the factors responsible for gender discrimination on employment
opportunities for women in Enugu East Local Government Area?
3. What
are the consequences of gender discrimination on employment opportunities for
women in Enugu East Local Government Area?
4. How
can gender discrimination relating to employment opportunities for women be
reduced in Enugu East Local Government Area?
1.4 Objectives of the Study
The general objective
of this research is to determine the influence of gender in employment
opportunities for women, with special preference to the people of Enugu East
local government Nigeria. The specific objectives include the following:
1. To
find out the pattern of gender discrimination on employment opportunities for
women in Enugu East Local Government Area.
2. To
examine the factors responsible for gender discrimination on employment
opportunities for women in Enugu East Local Government Area.
3. To
examine the consequences of gender discrimination on employment opportunities
for women in Enugu East Local Government Area.
4. To
find out how gender discrimination on employment opportunities for women can be
reduced in Enugu Local Government Area.
1.5 Significance of the Study
The study will have
both theoretical and practical significance. The theoretical aspect of the
significance of the study is that subsequent researchers may find this study as
a foundation for further research on the influence on gender on employment
opportunities for women. This research will be of immense importance to a large
number of people ranging from the researcher to the government and various
nongovernmental organisations.
Practically, the study
will provide useful information that will shade more light on the difficulties
encountered by women in the area of employment opportunities and proffer
possible solutions to the government on how best to solve it.
The research work is of
importance to the researcher as it is a basic requirement for the award of a
university Bachelor of Science degree. Finally, Non-Governmental Organizations
(NGOs) may find this research and its recommendation very useful in protecting
the rights of women in respect to securing employments.
1.6 Definition of Terms
Discrimination:- Distinct treatment of an individual
or group to their disadvantage; treatment or consideration based on class or
category rather than individual merit.
Employer:- A person who pays for or hires the
services of another person.
Employee:- A person who provides services to a
company or another person, in return for salary or wages.
Employment:-
The work or occupation for which one is
used and often paid
Employment
Discrimination:- This generally occurs when an
employee is intentionally treated differently because of gender, race, colour,
religion, national origin, disability, sexual orientation or age by the
employer in either the phases of hiring, discipline, performance appraisal or
termination of appointment.
Employment
Opportunity:- Employment is an arrangement
between employer and an employee that the employee will provide certain
services on the job. The work will occur in the employer’s designated
workplace, the work is designed to accomplish the employer organization’s goals
and mission and in return, the employee receives compensation. This is an
employment practice where employers do not engage in employment activities that
are prohibited by law
Gender:-
The division of people into various categories such as male and female, with
each having associated clothing, roles, stereotypes, etc
Gender
Discrimination:- Gender discrimination
is an adverse action or differential treatment against a person which would not
have occurred if the person was of the opposite sex.
Sexual
Harassment:- Sexual harassment is defined
as unwelcome sexual advances or conduct of a sexual nature which unreasonably
interferes with the performance of a person's job or creates an intimidating,
hostile, or offensive work environment.
Woman:-
A female adult.================================================================
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