ABSTRACT
Gender
inequality persists in the labor market, hindering women's access to employment
opportunities and career advancement. This study investigates the effects of
gender inequality on women's employment outcomes, including job access, pay
equity, and career progression. Using a combination of quantitative and
qualitative methods, the research reveals significant disparities in employment
opportunities, with women facing systemic barriers, biases, and discriminatory
practices. The findings highlight the need for targeted policies and
interventions to address the root causes of gender inequality in the workplace,
including unconscious bias training, flexible work arrangements, and equal pay
initiatives. By shedding light on the complex relationships between gender
inequality and women's employment opportunities, this research aims to inform
evidence-based solutions that promote gender equality and empower women to
reach their full potential in the workforce.
TABLE OF CONTENTS
TITLE
PAGE
DECLARATION i
CERTIFICATION ii
APPROVAL iv
ACKNOWLEDGEMENT v
ABSTRACT vi
TABLE
OF CONTENTS vii
CHAPTER ONE 1
1.0 Introduction ……………………………………………………………………1
1.1Problem Statement……………………………………………………………….. 1
1.2Aim and Objectives……………………………………………………………….2
1.3
Research Questions …………………………………………………………....…2
1.4 Significance Of The Study…………………………………………………….…3
1.5 Scope and Limitation………………………………………………………….…3
1.3 Definition of Terms…………………………………………………………...…4
CHAPTER TWO ………………………….………………………..........................5
2.1 Introduction…………………………………………………………..........5
2.2 Conceptual Frame Work
………………….………….…………..…….5
2.2.1
Educational Access and Attainment………………………………………..6
2.2.2 Workplace Biases and Discrimination …………………………………..6
2.2.3
Government Policies and Interventions …………………………………..7
2.2.4 Ecological Systems Theory ……………………………………………... 7
2.2.5 Social Learning Theory ……………………………………………………8
2.2.6 Human Capital Theory…………………………………………………………..8
2.2.6 Theoretical Frameworks………………………………………………………… 9
CHAPTER THREE…………………………………………………………………...10
3.0 Introduction…………………………………………………………………..10
3.1 Research Design ……………………………………………………………11
3.1.2 Research Type………………………………………………………………11
3.2 Population and
Sample……………………………………………………...11
3.2.2 Sampling
Technigues……………………………………………………….12
3.2.3 Sample Size…………………………………………………………………12
3.3 Data Collection
Methods…………………………………………………….13
3.4 Research Instruments ………………………………………………………. 13
3.4.1 Questionnaires ……………………………………………………………....
13
3.4.2 Interviews …………………………………………………………………...14
3.5.1 Quantitative
Analysis………………………………………………………..14
3.5.2 Qualitative
Analysis……………………………………………………….. 15
3.6 Ethical Considerations
……………………………………………………..15
CHAPTER FOUR ………………………………………………………………….....16
4.0 Introduction …………………………………………………………………16
4.1 Presentation of Demographic …………………………………...………......17
4.2 Educational Background …………………………….…………..……….....
17
4..1.3 Employment Sector …..…………………………………………………….. 18
4.2 Quantitative
Survey Findings …………………………………………...…...18
4.2.2 Impact of Disparities
on Employment Access……………………….…..…..19
4.2.3 Workplace
Discrimination…………………………………..……………….21
4.2.4 Cultural
Norms and Employment……………………………….………..…21
4.3.1 Narratives of Workplace
Discrimination ………………………… ……..….22
4.3.2 Cultural
Influences on Career Choices………………………………………22
4.3.1 Narratives of Workplace
Discrimination………………………………….....23
CHAPTER FIVE ………………………………………………………………………24
5.0 Introduction …………………………………………………………..24
5.1 Summary of
Key Findings …………………………………………..24
5.2
Conclution……………………………………………........................25
5.3 Recommendation ………………………………………………..
…..25
REFFERENCES.......................................................................................................... 26
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The issue of gender inequality is one
which has been publicly debated through society for decades. The problem of
inequality in employment being one of the most pressing issues today, in order
to examine this situation, one must try to get to the root of the problem and
must understand the sociological factors that cause women to have a much more
difficult time getting the same benefit, wages and job opportunities as their
male counterpart The society in which
we live has been shaped historically makes the policy makers have consistently
been male and it is important to examine all facts of the problem, but in order
to fully tackle the issue on most recognize that this inequality in the work
force is rooted in what shape future employees and employers – education. The
situation will also tackle was is being done to solve this problem and what can
be done to remedy the situation.
Gender inequality remains a persistent global
challenge, with far-reaching consequences for societal development and
individual well-being. While progress has been made in many areas, disparities
between genders continue to hinder the full realization of women's potential,
particularly in terms of employment opportunities. This research embarks on an
exploration of the profound impact of gender inequality on women's employment
prospects, with a specific focus on Dutse LG.
1.2 Problem Statement
In Dutse LG, as in many LG and State
in Nigeria and Africa, gender-based disparities in employment persist, despite
advances in other spheres. Women face substantial obstacles when seeking
employment, from systemic biases in recruitment processes to limited access to
educational and vocational resources. Cultural norms and expectations further
compound these challenges, creating a complex web of factors that limit women's
participation in the workforce.
Understanding the nature and extent
of these challenges is critical for fostering inclusive economic growth and
empowering women to contribute fully to the development of Dutse LGA. This
research aims to provide a comprehensive assessment of the factors contributing
to gender inequality in employment and to offer insights into potential
solutions.
1.3 Aim and Objectives
The aim of this research is to
investigate the effect of gender inequality on women's employment opportunities
in Dutse LG. To achieve this overarching objective, the study has the following
specific objectives:
1. To explore the role of cultural
norms, educational access, and workplace biases in shaping women's employment
prospects.
2. To provide recommendations for
policy changes and interventions aimed at reducing gender inequality in
employment in Dutse LGA.
1.4 Research Questions
To guide the research towards
achieving its objectives, several key research questions have been formulated:
1. What are the primary factors
contributing to gender-based disparities in employment in Dutse LGA?
2. How do these disparities affect
women's access to employment and career advancement opportunities?
3. To what extent do cultural norms,
educational access, and workplace biases shape women's employment prospects in
the LG?
4. What policy changes and
interventions can effectively reduce gender inequality in employment in Jigawa
State?
1.5 Significance of the Study
This research carries significant
implications for multiple stakeholders. It can inform policymakers, government
agencies, NGOs, and advocacy groups working to address gender inequality in
employment in Dutse LG. Additionally, it can empower women by providing
insights into the barriers they face and potential strategies for overcoming
them. Furthermore, this study contributes to the broader discourse on gender
equality, serving as a case study for regions facing similar challenges.
1.6 Scope and Limitations
This research focuses on exploring
the effect of gender inequality on women's employment opportunities in Dutse
LG, Jigawa State. The study delves into various aspects related to this issue,
encompassing:
i. Examining
of the factors contributing to gender-based disparities in employment.
ii. Assessment
of the impact of these disparities on women's access to employment and career
advancement.
iii. Exploration
of the role of cultural norms, educational access, and workplace biases in
shaping women's employment prospects.
The study primarily relies on primary
data collected from women in various sectors of employment within Jigawa State.
It also incorporates relevant secondary data from governmental and
non-governmental reports, academic literature, and other reliable sources to
provide context and support the analysis.
While this research endeavors to
provide comprehensive insights into gender inequality in employment, it is
essential to acknowledge certain limitations:
1 Geographical
Focus: The study concentrates solely on Dutse, and findings may not be directly
applicable to other regions within Nigeria or internationally. Variations in
cultural norms, economic development, and policy frameworks across different
regions could yield distinct outcomes.
2 Data
Limitations: The study relies on self-reported data from women, which may be
subject to recall bias and social desirability bias. Additionally, the research
does not include the perspectives of employers or other stakeholders in the
employment process.
3 Resource
Constraints: The scope of the study may be limited by available resources,
including time, funding, and personnel. Comprehensive data collection and
in-depth analysis may be constrained by these resources.
4 Generalization:
Findings from this case study may not be universally applicable. While the
insights gained are valuable for addressing gender inequality in Dutse LG, they
may not fully represent the experiences of women in other states or countries.
Despite these limitations, this
research strives to provide a valuable contribution to understanding and
addressing gender inequality in employment within the specific context of Dutse
LGA.
1.7 Definition of Terms
i.
Gender: The state of being male or female which is
typically used with reference to social and cultural differences rather than
biological ones
ii.
Inequality: The unjust or prejudicial treatment of
different categories of people, especially on the ground of race, age or sex.
iii. Gender inequality:
Inequality based on gender or sex.
iv. Women: An adult human
female.
v.
Employment: Work
activity in which one engages.
vi. Employment
Opportunities: Possibility of getting engaged in a work.
vii.
Women Employment Opportunities: Chances of giving women a
particular job.
viii.
Work behavior: The behavior one uses in employment and is
normally more formal than other types of human.
ix. Women Work: Work that
is believed to be exclusively reserved for women alone.
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