Assessment of Gender Inequality and Disparity in Remunerations of Employees in Nigeria Civil Service

A Study of Anambra State Board of Internal Revenue, Awka, Nigeria

Abstract

This study assessed gender inequality and disparity in the remunerations of employees in Nigerian Civil Service: a study of Anambra State Board of Internal Revenue, Awka. The study objectives also examined prevalence, causes, effects and ways through which gender inequality and disparity in the remuneration of employees can be curtailed. Four theories were reviewed namely  undervaluation theory, theory of sexism, relative deprivation theory and Marxian theory. The study adopted two theories as the theoretical framework namely undervaluation and relative deprivation theories. The study used mixed methods research design for data collection and analysis. A sample size of 204 respondents was used. The quantitative data collected were processed using Statistical Package for Social Sciences (SPSS) and analyzed using descriptive statistics such as frequency counts, simple  percentages, and charts, while the qualitative data were analyzed using Nvivo (Version 2.0) software. Two hypotheses were tested using the Chi square ( ) test statistics. Results found amongst other things, that causes of gender disparity among male and female workers include lack of required skill sets, level of education, family background, place of residence, age and scarcity of job opportunities which often force female employees to accept low paying jobs. Effects of gender disparity on employees in Anambra State Board of Internal Revenue include low productivity, workplace accidents, depression, toxic work environment, and poor living conditions. The study therefore recommends among other things, that there is need for a more robust awareness creation on the dangers of gender inequality, payment disparity and discrimination in the workplace.