Understanding the intersection of culture, religion and gender on diversity management: a qualitative study of Nigerian hotels
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AbstractRecent attention has been drawn to human resource management within the Nigerian context, with increased interest in the improvement of organisational management practices to enable Nigeria to compete in an increasingly globalised economy (Fajana et al., 2011). Despite this, however, there is a distinct paucity of academic literature addressing the effects of culture and religion on gender equality in management within Nigerian organisations (Tiemo and Arubayi, 2012). Nigeria does not have an indigenous tradition of human resource management, and as a consequence, many of its management practices are imported alongside foreign investment and amalgamated with local practices (Fajana et al., 2011). Nigeria’s patriarchal culture and demographic context have significant implications on diversity management, and this reflects on the composition of the workforce (Tiemo and Arubayi, 2012). Qualitative data collected in Northern, Southern and Eastern regions of Nigeria through in-depth interviews were coded and analysed. The study found that hotels in Nigeria are still grappling with the problem of gender inequality with females’ career development suffering greatly under the burden of a patriarchal culture. Females are also made to take job responsibilities that reflect their positions in the society and households. Secondly, the intersecting factors of gender, religion and culture put severe pressures on women, which tend to have a negative impact on work-life balance. Thirdly, family responsibility and expectations deter females from seeking promotion to the higher level of hotel administration. Many females who attempt to ‘rebel’ against the standing cultural order find themselves in marriage crises. Finally, gender diversity management is not promoted in Nigerian hotels. The study makes contributions to theory and practice. It finds common ground for the application of hegemonic masculinity framework and intersectionality perspective in gender and management inquiries. The study recommends radical holistic change is required regarding policy, cultural, programmatic, attitudinal and social actions.
TypeThesis or dissertation
DescriptionA thesis submitted in partial fulfilment of the requirements of the University of Wolverhampton for the degree of DOCTOR OF PHILOSOPHY