How female roles and society affect career progression in academia

First, gender and socio-cultural beliefs relating to female roles and society affect career progression in academia in Nigeria because females are perceived as care providers for families and therefore dormant in the corporate world. In Nigeria, most people believe that women should be aware that their primary role in society is to take care of their husbands and children. Any other function that an African woman can be involved in should come after the woman is assured of the wellbeing of the husband and children. Studies show that the duties involved in taking care of children and family takes much of the African woman’s time, leaving a little for career progression. In that light, women involved in the academic field find it challenging to balance research and providing care for their families. In contrast, men in the academic profession have adequate time for planning and research since they have fewer duties associated with children and family care. The socio-cultural belief that the role of African women is restricted to family care is history in most European nations, and that explains the difference in career progression between European and African women involved in the academic profession. Unlike in Nigeria and other African countries, the western custom has allowed women to enjoy equal roles in their family settings and the community. Although most western countries have embraced a gender-equality-focused tradition, statistics still show a need for more efforts to achieve the desired results. For instance, Hirsh et al., (2020) show that the double burden of balancing caregiver responsibilities and careers is a serious challenge among women in most European organizational settings. Most organizations consider implementing flexible working schedules to accommodate women involved in various caregiving responsibilities. For example, successful companies such as Google have successfully put measures to allow pregnant and breastfeeding female employees to continue performing their respective tasks. Implementing flexible working schedules has forced many companies in Nigeria and other countries to allocate less important duties to women in need of special working timetables. For instance, allowing a breastfeeding female worker to work part-time or work from home may reduce the chances of the employee receiving a promotion to managerial level due to her physical absence in the workplace.

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