Thesis (MBA) - Cyprus International University. Institute of Graduate Studies and Research Business Administration Department

Includes bibliography (sheets 52-56)

ABSTRACT
Gender equality is regarded as one of the essential concerns. It has had a significant
impact on human resource management methods, especially in developing nations
such as Nigeria, where many female employees have claimed to have been
discriminated against in the workplace. The study's primary aim is to assess the gender
equality issues, which stimulate human resource management practices while
reviewing the case evidence from Nigerian Recruitment Agencies. The research study
has applied qualitative research in which 35 participants were used to conduct the
interview. The participants were mainly managers and employees in the organization
and were involved in the human resource management process to trigger gender
inequalities. The results of this study shows that the requirements can hinder equal
opportunities for men and women. The implicit requirements of large investments and
long working hours are considered to be the main barriers to women entering the
position of managerial levels. Research results showed that work organization needs
an attitude towards unpaid work that can prevent organizations from achieving their
two fundamental goals of equality which are equal employment opportunities and
integration into work and family life. Failure to recognize gender and different aspects
of social life in the requirements of the job can reproduce the unequal distribution of
gender within the organization. Lack of recognition in work organizations can hamper
the link between work and family responsibilities by preventing women with multiple
family responsibilities from entering employment and industry, thus creating a similar
gender pattern across the market.