An explanation for differential career progression for women in Nigerian banking industry.

Otutu, Ebiwari

Abstract

This thesis evaluated a current snapshot of women's experiences and career progression in the Nigerian banking industry. Women globally (including Nigeria) are underrepresented in the upper echelons in corporate settings. Several studies have previously been conducted to explain the underrepresentation of women in top-ranking positions based on the social exclusion and equality feminism theoretical framework. The social exclusion theory denotes the segregation of women from participating in the formal sector and securing opportunities (promotion) for solely men through the mechanism of collectivist (gender and patriarchal practices) and individualist exclusion (educational qualification) (Murphy, 1984). Whilst equality feminism suggests that working mothers' primary responsibility of childcare and masculine corporate cultures have resulted in fewer women in high-ranking positions (Lupu, 2012: Haynes, 2017). However, these studies have been conducted in developed countries, and research on the women's workplace experience concerning work and family life in developing countries (including Nigeria) has been overlooked. Thus, this study aims to provide an understanding of why women may struggle to reach senior management positions in the Nigerian banking industry. The Nigerian banking sector was interesting to study because of the introduction of the quota system and because it is perceived as a gender-neutral industry. To achieve this aim, this study adopts a social constructivist case study approach, wherein two Nigerian commercial banks were investigated. This qualitative study involved 40 semi-structured interviews (comprising 20 males and 20 females) occupying entry, middle and senior positions. The qualitative approach allows the respondents freely express their opinions about family life and career and how it affects their career progression. The interviews were transcribed, and a manual thematic approach was adopted to analyse the data. The findings of this research demonstrated that some changes had been made in reducing the effects of individualist exclusion in the aspect of Nigerian families educating their female children, and these changes have allowed women to partake in professional-level jobs previously excluded from them. Apart from the improved educational access of Nigerian girls and women, the data revealed some other change factors (economic necessity, effects of the family background of respondents and the influence of social media) have resulted in the increased participation of Nigerian women in the formal sector. However, some enablers and barriers stem from the equality feminism theoretical framework (societal and organizational factors) that have affected interviewed women's work participation and career progression in the Nigerian banking industry. Unlike most developed countries, the data revealed that men have the sole authority to determine whether their wives should accept formal employment based on the Nigerian culture (patriarchy) and religion. However, dissimilar to western women, working Nigerian women are availed of cheap external support mechanisms (extended family members, live-in domestic staff, creche and boarding school) that enable them effectively to balance the family (childcare) and work domains (long hours and short-term maternity leave). As such, unlike western women, interviewed women could not be discriminated against in terms of promotion opportunities due to them embarking on a slower mummy track route (part-time working) to achieve an equitable work-life balance. The data demonstrated that horizontal segregation does not affect vertical segregation in the sample banks, because employees are assigned roles based on their competence and Central Bank regulations. However, similar to developed countries, the data revealed that some organizational cultures (lack of mentoring opportunities and promotion based on networking and corporate politics) act as barriers preventing women from reaching the top. This research confirms the assertion that collectivist exclusion is more powerful than individualist exclusion (Murphy, 1988). Though increased educational access for girls and women has opened up employment opportunities for women (eliminating the effects of individualist exclusion), gender disparity still exists in the upper echelon due to the effects of collectivist exclusion. The study extended the literature (equality feminism), with the family's financial demands being instrumental in changing men's attitudes toward allowing their wives to accept formal employment. Additionally, extended family members (especially grandmothers) providing live-in childminding services to working Nigerian mothers.

Citation

OTUTU, E. 2023. An explanation for differential career progression for women in Nigerian banking industry. Robert Gordon University, PhD thesis. Hosted on OpenAIR [online]. Available from: https://doi.org/10.48526/rgu-wt-2271467

• Thesis Type: Thesis
• Deposit Date: Mar 14, 2024
• Publicly Available Date: Mar 14, 2024
• DOI: https://doi.org/10.48526/rgu-wt-2271467
• Keywords: Women professionals; Women executives; Gender equality; Banking industry; Nigeria
• Public URL: https://rgu-repository.worktribe.com/output/2271467
• Award Date: Sep 30, 2023