ABSTRACT

This study analysed gender differentials in career advancement of staff in Ahmadu Bello University, Zaria. The objectives were to examine the nature ofgender differentials in career advancement of staff in ABU, Zaria, factors that influencesgender differentials in career advancement of staff, effects of the factors and possible ways to enhance gender equity in career advancement of staff in ABU, Zaria. Relevant literatures were reviewed in line with the study objectives and the role congruity theory of prejudice was adopted to explain the phenomenon studied. The study was conducted in Ahmadu Bello University, Zaria and both the primary and secondary sources of data were used for the study. Also, simple random sampling, stratified and purposive sampling techniques were adopted to select the sample for the study. Both quantitative and qualitative methods were used in the process of data collection i.e. questionnaire and in-depth interview. A total of 317 respondents were drawn across five (5) selected faculties in ABU namely; faculty of Agriculture, Arts, Law, Sciences and Medicine.The data collected were analyzed using Statistical Package for Social Sciences (SPSS version 20) from which simple descriptive statistics, cross tabulation and regression analysis wereused. Based on the research conducted, the study found thatthere are more men than women with higher educational qualification. Women‟smonthly income was found to be substantially lower than the men and there were fewer women in the senior academic cadre and more in the non-teaching profession.Overwhelming majority of all the postsi.e. Head of department, Dean, Assistant Dean, Faculty officer, PG Coordinator, Exam Officer etc. in the various departments and faculties were occupied by men. Both men and women were discovered to be treated equally in the area of promotion, opportunity to further education and sponsorship and work leave but women were found to be treated less favourably in the area of recruitment and appointment into managerial positions. The study discovered that factors such as sexual discrimination, family and work conflict, bias in selection and appointment to managerial position, cultural and religious factors have more direct impact on career advancement of staff and factors such as limited optimal movement and representation up the organisational hierarchy, persistent low income and limited opportunities to present ones ideas, decision and initiatives have more direct effects on the affected staff. However, female staff were found to be most affected. It is therefore recommended that equal opportunities should be given to staff during recruitment and appointment to managerial positions irrespective of their sex by setting up a gender diversity action plan and a body to coordinate and monitor the imp