Why Nigeria were forced to leave their careers after having children

Nigeria were forced to leave their careers after having children and increased family responsibilities (Nwagbara, 2020). From the current African family and organizational setting, it is evident that women assume the lion’s share regarding domestic responsibilities. Defined as the double burden syndrome, a study by Nwagbara (2020) found that an average Nigerian woman devoted double the time dedicated by a man to domestic duties, 4 hours daily compared to 2 hours for men. Also, the social norm and belief in Nigeria are that women should easily compromise their jobs and career for the sake of family responsibilities. In that light, a study by Nwagbara (2020) found that more than 77% of men felt it would be right for their partners to forsake their careers if family duties such as caring for children required them to. In contrast, the study found that 35% of women felt that their partners would compromise their professions to take care of family responsibilities. Therefore, the gender and socio-cultural belief that the role of women in Nigeria is to provide care for the family make it difficult for female employees to progress in their career, particularly in the academia professions.
Second, the existing gender stereotype and socio-cultural belief in Nigeria and other African countries that women are not suitable or lack the qualities of a leader hinder their career progression. In a learning institution, for example, most principals and heads of departments in most cases are men. Hill and Wheat (2017) state that for a woman to reach the leadership status in most schools and learning institutions, she has to achieve much more in practice than men. In Nigeria, the social norm that men are more suitable to be leaders than women makes the government and other involved commissions focus on promoting men. As a result, women in the academic field in Nigeria are reluctant to advance their educational achievements and apply for leadership jobs leading to low candidacy for administrative positions among women. When few women apply for leadership posts, it is more likely that more men will be hired for the available jobs. Outside the academic field, the pressure against female leadership affects morale and demotivates women from dreaming of becoming leaders.

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