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Kenya Studies Review ISSN: 2150-5764 (online) Copyright © 2014 Kenya Studies Review Volume 7, Number 1, Spring 2014 1 Table of Contents 1. From the Editor-in-Chief………………………………………………………………..……..2 2. From the Editors……………………………………………………………………….……….3 3. Women Hiring Patterns, Salary and Promotion Discrimination in Workplace: Implication for Development and Counseling. By Hassan Eunice Modupe………………………….………….4 4. Women in Rural Development: An Appraisal of Yam Chips Processors in Saki Area Oyo State, South West Nigeria. By Siyanbola, Mojisola Funmilayo………………………….…….10 5. Women’s Triple Roles and Health In Uganda: A Case of Baganda Culture. By Esther Nanono Nsubuga…………………………………………………………………………………………22 6. The Impact of Strategic Human Resource Management on Organizational Success. By Adenaike, F. A, Ajayi, Kassim O. & Olowoye Adebiyi Olufemi……………………………….31 7. The “Gaze” A Challenge to the Development of the Woman: - Analysis of Selected Nigerian Video Films. By Williams Catherine Olutoyin…………………………………….…………….44 8. The Nationality Question as the Fundamental Societal Problem in Nigeria. By Abayomi Sharomi & Samuel Babatunde Jegede………………………………………….………………. 53 9. The Role of Nigerian Women in the Development of the Health Sector: The Case of Tiv Women of Benue State, Nigeria. By Yecho Elizabeth Ihugh……………………..…………….60 10. Urbanization in Kenya: A Look at the Institutional Pitfalls and Policy Options. By Munene Mugambi & Ezekiel Mwenzwa………………………………………………………………….75 11. Young rural widows and development: miseries, frustrations and marginalisation of the hidden section of our population. By Vundi Nason & Tina Mueni...............................................85 12. Anachronism and African dilemma in the age of globalisation. By Agundu Oliver Tersoo...98 13. Globalization and Privatization of Public Enterprises in Nigeria. By M.S. Abdulkadir…...110 14. Globalization as a Constraint to Development in Africa: The Nigerian Experience. By Taiwo Makinde………………………………………………………………………………………...123 15. Globalization, Development and Multi-National Corporations (MNCs): The Kenyan Scenario. By Tom Nyamache & Ruth Nyambura……………………………….……………..133 16. The African Female Novelist, Globalization, and African Women’s Quest for Autonomy in Ifeoma Chinwuba’s Waiting for Maria. By Verlumun Emmanuel…………………………….141 17. The dynamic of diversification and integration in Africa: the case of the EAC, the SADC and the AMU. By Mhammed Echkoundi & Hicham Hafid…………………………..……………150 18. The Impacts of Neocolonialism on Development in Africa: The Case of Kenya. By Benedict Ngala……………………………………………………………………………………………171 19. The place of Africa in global economy: Nigeria in perspective. By Ogunboyede Kola…...194 20. Relevance of Human Rights and Rule of Law to Sustainable Development. By Jade Mohammed……………………………………………………………………………………..204 21. An Appraisal of the Arbitration and Conciliation Act, Chapter 18. Laws of Federation of Nigeria, 2004. By A. Oluwabiyi……………………………………………………..…………214 2 Women Hiring Patterns, Salary and Promotion Discrimination in Workplace: Implication for Development and Counseling By Hassan Eunice Modupe* Abstract This paper discusses the various forms of discrimination against women in hiring patterns, salary and promotions in the workplace. Despite all efforts by the law, gender discrimination in the workplace still exists. This is a big impediment for the professional growth of women and loss of good talents to companies. For decades, the status of women in the workplace has been debated everywhere from the board room to the court room particularly in Nigeria. The continued expression of gender discrimination begs for redress within organizations. It is on this premise that this paper explores statistically among others; the issues of hiring patterns in the women workplace. Many organizations prefer men to women employees though most often they don’t divulge this attitude when advertising. In addition, is the issue of women earning lower salaries than men; because research demonstrates that the wage gap remains, even when such factors as occupation, education and experience are taken into account. Also, women experience of discrimination in terms of promotion; whereby three interrelated kinds of discrimination called glass ceiling, the sticky floor, and the glass escalator [in which men are more quickly promoted] have been identified in research and this shall be examined. The paper also highlights the significant work that needs to be done to achieve the goal of a discrimination-free workplace. Current organizational practices vary widely from company to company and most of them are not evaluated for their effectiveness. Hence, some recommendations on how to further create the gender-friendly culture and environment through application of stereotyping research is made as this will enhance human, organizational and national development at large. Keywords: Women, Hiring Patterns, Salary, Promotion, Discrimination, Workplace, Development, Counseling. *Hassan Eunice Modupe is an Associate Professor in the Department of Counseling Psychology College of Applied Education and Vocational Technology Tai Solarin University of Education, Ijagun, Ijebu Ode, Nigeria Hassan Eunice Modupe (2014). Women Hiring Patterns, Salary and Promotion Discrimination in Workplace: Implication for Development and Counseling. Kenya Studies Review, Volume 7, Number 1. Copyright © 2014 Kenya Studies Review (KSR) 3 Introduction The united Nations Conventions on the Elimination of all forms of Discrimination Against Women of 1979 (CEDAW) defined Discrimination as “any distinction, exclusion or restriction made on the basis of sex which has the effect or purpose of impairing or nullifying the recognition, enjoyment or exercise by women respective of their marital status, on a basis of equality of men and women, of human rights and fundamental freedoms in the political, economic, social, cultural, civil or any other field”. Although these conventions deal only with uses of discrimination on specific grounds, the term discrimination should be understand to imply any distinction, exclusion, restriction or preference which is based on any ground such as race, colour, sex, language, religion, political or other opinion, national or social origins, property, birth or other status, and which has the purpose or effect of nullifying or impairing the recognition, enjoyment or exercise by all persons, on equal footing, of all rights and freedoms. As at May, 2001, 168 countries ratified CEDAW of which 46 of them are African. Nigeria ratified CEDAW by1985. Despite CEDAW requiring state who have ratified the convention to eliminate discrimination against women “by all” appropriate means and without delay”, too many states still pervasively retain their discriminatory laws which indicates that the pace of reform is too slow for women. It is agreed upon in principle and not in practice in most countries that there should be gender equality. The world’s governments adopted gender equality and women’s empowerment at the third Millennium Development Goal in 2000. The world conference on Human Right, Vienna (1993), the international conference on population and Development, Cairo (1994) the world conference on women, Benjing (1995) and the Security Council Resolution(2000), all focus on gender equality and women’s empowerment. The continued expression of gender discrimination needs to be addressed. It is on this premise that this paper discusses the various forms of discrimination against women in hiring patterns, salary and promotions in the workplace. The implication for national development was examined. In addition, counseling on how to further create the gender friendly culture and environment free of gender inequality for development were analyzed. Conceptual clarity Women Hiring Patterns Means the regular ways by which women are employed for a short time to do a job. Salary: Money received as payment from the organization a person (women) marks for. Promotion: A move to a more important job or rank in a company organization Gender Equality Means both women and men having equitable opportunities to participate in all kind of social activities at will, enjoy equitably, political, economical and cultural benefits and share responsibilities. Discrimination in Human Hiring Patterns Hiring discrimination against women still occurs despite the numerous laws prohibiting it. Employers who engaged in unfair hiring practices attempted to justify making discriminatory hiring decisions for several reasons. Some employers believed women lacked the skills and 4 qualifications necessary to perform non-traditional and higher- paid positions simply because of gender. Other employers who hired women into supervisory or management positions prevented those women from attaining higher-level roles, which is referred to as the “glass ceiling’’. The glass ceiling is a metaphor used to describe a barrier where the targeted group (women in this case) see the higher rings on a career ladder but are prevented from attaining more responsible and influential positions due to discrimination based on sex and business decisions that convey the message that men are more suited to leadership roles (Drogin 2003) There is also the Access Discrimination which refers to discrimination used in hiring, for example, rejecting well-qualified women applicants or offering them less attractive positions. When does Access Discrimination Operate? Several factors determine whether women face access discrimination when they apply for work. 1.

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