By Nnenna Ogbenna
Gender roles are roles encompassing a range of acceptable
behaviors and attitudes of the sexes. These behaviors are generally
considered appropriate, or desirable for a particular sex, by
societal construct. They are usually centered on the concept of
Masculinity and femininity. These started from different cultures
and gradually became a way of life. Gender roles affect the
personal relationships of people, the outfits they are expected to
wear, the desired profession, and so on.
Gender roles globally have become slightly less lopsided with
the dawn of the 21st century. This did not happen by
chance, it happened because concerned women and men decided to
speak and enlighten the masses on the level of inequality the sexes
faced and how it affected not just the societal aspect but the
economic progress of countries.
Despite all the progress that has been made to breach the gap
between sexes on all fronts, women still face a range of obstacles
in the workplace which prevent them from realizing their full
career potential. It ranges from maternity leaves, sexual
harassment, to wage parity and much more. A colleague of mine told
me of various experiences she has had ever since our call to bar.
Some clients have little or no confidence in your capabilities as a
female lawyer. Being under 30, and single, female lawyers are not
taken as seriously as their male counterparts. When a firm has
controversial matters, it is usually the male lawyer that is sent
to ‘do justice to the case’. In some firms, the females are not
usually given the opportunity to lead in examination in chief or
even cross examine a witness. They are allowed to do the easy tasks
like moving motions. The level of confidence accorded to the male
lawyer is not always accorded to the female lawyer.
The effect of this disparity is that many women do not reach
certain senior and executive positions in the firms before running
off to seek other employment or startup their own firms where they
are able to actively participate in decision making and the growth
of their legal career.
The Labour Act (Cap L1, LFN 2004) does not mandate
nondiscrimination in employment based on gender Nigeria. I remember
when I was job hunting, one of the firms I applied to, told me that
although I was qualified for the job, they could not give the
junior associate position to me because what they wanted was a male
lawyer. This logic didn’t make sense to me then and it still does
not.
The Labour Act also does not mandate equal remuneration of the
sexes for work of equal value. Women in Successful Careers (WISCAR)
advocates that the tools for enabling the attainment of a
gender-friendly workplace are effective and far-reaching workplace
policies, structured mentorship programs and a review of our
existing legal framework.
As a young female lawyer in Nigeria, you are constantly
undermined by potential clients, colleagues, and the society as a
whole, and soon, you start to believe it and act accordingly.
The labour Act is highly restrictive of the Nigerian woman
seeking employment generally. Women are not allowed to work the
night shift. This in turn hinders women in manufacturing and
similar industries from getting deserved promotions in their
workplace. (Sec 55, Labour Act).
When taking maternity leave, their jobs or positions are not
guaranteed when they return.
When sexually harassed at work, there are no remedies available
for the working Nigerian woman.
The Labour Act should be amended to protect women from gender
based discrimination in employment and provide a guarantee for
equal pay for equal work. The working Nigerian woman deserves equal
career opportunities her male counterparts have, and a work
environment that enhances inclusivity and diversity.
By Nnenna Ogbenna
Gender roles are roles encompassing a range of acceptable
behaviors and attitudes of the sexes. These behaviors are generally
considered appropriate, or desirable for a particular sex, by
societal construct. They are usually centered on the concept of
Masculinity and femininity. These started from different cultures
and gradually became a way of life. Gender roles affect the
personal relationships of people, the outfits they are expected to
wear, the desired profession, and so on.
Gender roles globally have become slightly less lopsided with
the dawn of the 21st century. This did not happen by
chance, it happened because concerned women and men decided to
speak and enlighten the masses on the level of inequality the sexes
faced and how it affected not just the societal aspect but the
economic progress of countries.
Despite all the progress that has been made to breach the gap
between sexes on all fronts, women still face a range of obstacles
in the workplace which prevent them from realizing their full
career potential. It ranges from maternity leaves, sexual
harassment, to wage parity and much more. A colleague of mine told
me of various experiences she has had ever since our call to bar.
Some clients have little or no confidence in your capabilities as a
female lawyer. Being under 30, and single, female lawyers are not
taken as seriously as their male counterparts. When a firm has
controversial matters, it is usually the male lawyer that is sent
to ‘do justice to the case’. In some firms, the females are not
usually given the opportunity to lead in examination in chief or
even cross examine a witness. They are allowed to do the easy tasks
like moving motions. The level of confidence accorded to the male
lawyer is not always accorded to the female lawyer.
The effect of this disparity is that many women do not reach
certain senior and executive positions in the firms before running
off to seek other employment or startup their own firms where they
are able to actively participate in decision making and the growth
of their legal career.
The Labour Act (Cap L1, LFN 2004) does not mandate
nondiscrimination in employment based on gender Nigeria. I remember
when I was job hunting, one of the firms I applied to, told me that
although I was qualified for the job, they could not give the
junior associate position to me because what they wanted was a male
lawyer. This logic didn’t make sense to me then and it still does
not.
The Labour Act also does not mandate equal remuneration of the
sexes for work of equal value. Women in Successful Careers (WISCAR)
advocates that the tools for enabling the attainment of a
gender-friendly workplace are effective and far-reaching workplace
policies, structured mentorship programs and a review of our
existing legal framework.
As a young female lawyer in Nigeria, you are constantly
undermined by potential clients, colleagues, and the society as a
whole, and soon, you start to believe it and act accordingly.
The labour Act is highly restrictive of the Nigerian woman
seeking employment generally. Women are not allowed to work the
night shift. This in turn hinders women in manufacturing and
similar industries from getting deserved promotions in their
workplace. (Sec 55, Labour Act).
When taking maternity leave, their jobs or positions are not
guaranteed when they return.
When sexually harassed at work, there are no remedies available
for the working Nigerian woman.
The Labour Act should be amended to protect women from gender
based discrimination in employment and provide a guarantee for
equal pay for equal work. The working Nigerian woman deserves equal
career opportunities her male counterparts have, and a work
environment that enhances inclusivity and diversity.