Societal Stereotypical Attitudes as Inhibitors to Female Employees Attaining Top Level Management Positions in Nigeria's Service Industry

Abstract

The strategic objective G.2 of 1995 Beijing Conference, the three preceding conferences, and the three follow-up Reviews (i.e. Beijing+5, Beijing+10 and Beijing+15) aimed at liberating and empowering women for effective leadership, decision making and gender equity promotion through the advancement of equality, development and peace for all women all over the world. This paper assesses the role of societal stereotypes as inhibitors to female employees attaining top management positions in Nigeria's service sector. The study adopted the quantitative method both in the collection and analysis of survey questionnaire data from 119 respondents in a population of management cadre employees in two sub-sectors of the Nigerian service industry – insurance and hospitality firms. This research revealed that only 9% of females who made up 65% of Nigerian service industries' staff occupied top managerial positions partly because of societal stereotypes leaving 91% at middle management. Conversely, a third of the 35% males were at top positions. Hence, gendered occupational segregation and stereotypes still exist and form key inhibitors to females reaching the top echelon of their careers. Further analysis showed a negative, albeit weak, correlation between the level of societal stereotypes and the ability of female employees to reach top management positions in the service industry. The implication of these results is that the higher the level of societal stereotypes towards females, the more difficult it is for them to get to the top of their career. The study concludes that stakeholders need to actively promote and implement Positive Action and gender equity policies that truly empowers women for their Continuing Professional Development that could engender national growth and sustainable economic development.