According to data from the United Nations, 42.3% of the population of Nigeria are between 0-14 years of age, while 54.6% are between 15-65 years of age. The median age of the country provided by the Central Intelligence Agency World Fact book is 19 years. For management trainees in most conglomerates, vacancies are restricted to applicants below 25 years. For certain positions in companies, candidates have to be 35 years and above to be considered. Although age brings about experience and maturity in the work place, discrimination won’t be a fair treatment because the educational situation in Nigeria doesn’t allow for the early graduation of students especially with the several strike actions affecting schools. The average age for a graduating student in Nigeria is 26 years, and this will automatically rob them of job opportunities. According to the textbook, effectively managing diversity means that employees of diverse ages are able to learn from each other, work well together, and take advantage of the different perspectives each has to offer.
The literacy rate for males in Nigeria is 58% but only 41% for females. Women are usually discriminated against especially in the workforce. There are no laws barring women from particular fields of employment but women often experience discrimination especially when customs and religious practices set in. Most times (for married women), husbands prevent their wives from working, others from entering for top positions as they are considered to be home- makers only. Women are denied access to employment and promotion to higher professional positions. Some companies employ the “get pregnant, get fired” policy. For this reasons, women remain under represented in the formal sector of the economy. Women find it difficult to receive equal salaries as men in Nigeria even though they both have the same qualifications.
Nigeria, Africa’s most populous country is composed of more than 250 ethnic groups. The largest ethnic groups are the Hausa/ Fulani, Yoruba and Igbo accounting for 66% of the population, while the Edo, Ijaw, Kanuri, Ebira Nupe, Ibibio and Tiv comprising 27%; other minorities make up the remaining 7%. Some managers act unjustly by favoring people from their ethnic groups before considering others. These factors could mean professional promotion, annual leave grants, and employment opportunities. I am a victim of ethnic discrimination; I was denied admission into a Nigerian university even when I exceeded the department’s cut-off point simply because I wasn’t an indigene of that state. This ethnic discrimination reduces the effectiveness of labor in the workplace since capable employees are paid little attention because of their ethnicities. Ethnic favoritism in employment decisions should not be encouraged because it could result in conflicts which aren’t healthy for the work place.
According to Chapter IV, Section 38(1) of the Nigerian...