In a country where the entrepreneurial spirit of women like Folorunsho Alakija, Ibukun Awosika, and Adenike Ogunlesi is celebrated, it’s shocking to reveal that Nigerian women still earn less than their male counterparts for literally the same work. Currently, Nigeria ranks 130th out of 166 countries on the latest Global Gender Gap Index.
Imagine working just as hard as your colleague, but taking home a significantly lighter paycheck—simply because of your gender. This is the grim reality for millions of Nigerian women, who face a persistent pay gap that’s both unfair and unsustainable.
Today, September 18th, marks International Equal Pay Day (IEPD), a global movement to eliminate the gender pay gap. Across all regions, women are paid less than men, with the gender pay gap estimated at around 20% globally. In Nigeria, this issue is more pressing than ever. Despite contributing significantly to the economy, Nigerian women continue to face systemic barriers to equal pay. According to a recent report, women in Nigeria earn an average of 45% less than their male counterparts for the same work. This disparity is even wider in certain industries, such as finance and technology.
The reality of women and gender pay disparity
The story of Nneoma, a software engineer, is all too familiar. “I was hired at a lower salary than my male colleagues, despite having more experience,” she shares. “When I asked for a raise, I was told I was ‘lucky’ to have a job.
Amara, employed as a social media manager in a commerce firm, shares how even though women may be better at their jobs, they still get discriminated against. “Although I worked with smart male counterparts, I thought myself more intelligent than the majority of them, this is because they found easy tasks at work cumbersome and could not engage in intellectual conversations with me.
One day, I was showered with compliments on how great I was at work and how valuable I was to the organisation. One thing led to another and we were discussing remunerations and I found out I was paid not only way less than he but I was paid the very least salary in the team as the only female. When I confronted my boss, these words fell on my face and have built the framework of my advocacy for equal gender pay. He said to me – “You are only but a female, you do not need to earn more or even close to what the males are earning.“
Lee, a dedicated employee of 18 years, was forced to resign after she was denied a salary increase because she didn’t have enough “responsibilities.” “My manager, a man, retired, and I was fortunate—grateful?—to be named successor as a senior manager at a bank and to assume his responsibilities,” she shared. “I made an appointment with my new manager, an executive VP, a man whose wife I was aware didn’t work, to discuss my compensation adjustment to reflect my new role, title, and responsibilities. The EVP said to me in response to my request for a raise appropriate to the facts: “You have a nice apartment, a sports car, and you don’t have children, so no tuition to pay. What more could you need?”
For Michelle, who works as a consultant, realising how underpaid she was led to a more drastic decision. “I worked for a consultancy firm in the United Kingdom. I discovered that a male colleague who was junior in experience and role was earning £10,000 more than me per year. I had to meet with my manager and let him know I was willing to resign unless he corrected the situation. I remember sitting across from him with my resignation letter in an envelope sitting on the table—unopened—waiting to see if he was going to say “no” and see if I was bluffing. He did not. I received my salary increase and immediately started looking for another role.”
This is not just a matter of individual experience; it’s a symptom of a broader societal problem. In Nigeria, women are often expected to prioritise family and domestic duties over their careers, limiting their earning potential. But it’s time for change. We must recognise the value of women’s work and demand equal pay for equal work. This is not only a matter of fairness but also essential for Nigeria’s economic growth and development.
Why have women not achieved equal pay?
Despite the level of advancement the world has achieved, to see the world still grapple with a concept as simple as “Equal work, Equal pay” is unnerving. In the African context, several factors contribute to the continued struggle for equal pay. Let’s take a look at a few of them;
Societal and cultural barriers
In Africa, gender stereotypes and biases often limit women’s career choices and advancement opportunities. Women are often expected to prioritise family responsibilities over career development, and for “stubborn girls” who choose to have a career, an unequal pay seems like the best “punishment” and nudge to “go back home”.
Economic and structural barriers
In Nigeria, women dominate low-paying sectors, such as education and healthcare, while men dominate high-paying industries, like technology and finance. Limited access to credit and financial services also hinders women’s entrepreneurship and business growth. Furthermore, many women work in the informal economy, lacking formal employment benefits and protections.
Legislative and policy barriers
In Nigeria, weak and biased legislation and inadequate enforcement enable discriminatory practices, contributing to the pay gap. Limited transparency in salary structures and pay disclosure hinders equal pay advocacy. Insufficient maternity leave policies force women to sacrifice career advancement for family responsibilities.
Organisational and workplace barriers
Countless reports have cited gender as a primary tool for discrimination in hiring, promotion, and compensation decisions in organisations. Women face brick walls and limited leadership roles, hindering career progression, which continues to undervalue women’s work.
Conflict and violence
Women in conflict zones face increased economic vulnerability, exacerbating the pay gap. Conflict disrupts economic stability, limits access to education and employment, and perpetuates gender-based violence. Addressing conflict-related barriers requires comprehensive approaches to peacebuilding and economic empowerment.
A world with equal pay. What does this look like?
The journey towards a future without gender pay disp arity won’t be easy, but it’s one we must undertake as it benefits not just women but society and generations to come.
Let’s see what is in store for women if equal pay can actually be achieved:
A lot of personal benefits
Earning equal pay boosts women’s self-esteem and confidence, leading to improved mental and physical health. With financial security, women enjoy greater career satisfaction, autonomy, and better work-life balance. This enables them to pursue their passions and make choices that benefit themselves and their families.
An increase in purchasing power
Women earning equal pay leads to increased financial independence, improved economic stability, and enhanced purchasing power. This allows women to contribute more significantly to their families, communities, and the economy.
Equal pay also breaks the cycle of poverty, empowering future generations. As women’s economic status improves, they invest in education and career aspirations for their daughters and granddaughters, creating a lasting social change, and promoting gender equality for generations to come.
Upgrade in social status
Equal pay empowers women and girls, reducing gender-based discrimination and promoting gender equality. This has a ripple effect, improving family well-being and social status. As women’s economic status improves, they become more influential in their communities, driving economic growth and development.
Employee loyalty for businesses
Companies benefit from equal pay by attracting and retaining top talent, and improving productivity and performance. Diverse leadership teams make better decisions, and equal pay enhances customer loyalty and brand reputation. By promoting equality, businesses demonstrate their commitment to social responsibility.
More money for the government
Governments reap numerous benefits from equal pay, including increased tax revenue and reduced social welfare costs. Equal pay promotes economic stability, enhances global competitiveness, and fulfills international human rights obligations. By addressing the pay gap, governments demonstrate their commitment to gender equality.
Although the journey may seem unproductive, together, we can create a world where everyone has the opportunity to thrive, regardless of gender. A world that’s fairer, more compassionate, and more prosperous for all.
