Organisational Factors and Women’s Career Progression in the Nigerian Banking Industry

This study examined organisational factors and women’s career progression in the Nigerian banking industry, with specific focus on recruitment practices, promotion opportunities and mentoring practices. The study was guided by three objectives, which examined the influence of recruitment practices, promotion opportunities and mentoring practices on women’s career progression. A qualitative case study approach was adopted. Data were collected through semi-structured interviews with 40 employees, comprising 20 males and 20 females in the Nigerian banking sector. Participants were selected using snowball sampling, while the data were analysed using thematic analysis. The study revealed that recruitment practices were generally perceived as transparent and merit-based, although informal practices, personal relationships and gender-based assumptions could limit women’s access to career opportunities. Promotion practices were largely performance-based at entry and middle levels; however, advancement at senior levels was also influenced by networking, visibility and corporate politics, which could disadvantage women. The findings further showed that formal mentoring programmes were largely unavailable, with mentoring occurring mainly through informal relationships initiated by employees. Nevertheless, mentoring provided women with professional guidance, confidence, career information and developmental support. The study concludes that organisational practices can either facilitate or constrain women’s career progression. It recommends transparent and merit-based recruitment, clear and equitable promotion criteria, and structured mentoring programmes to improve women’s access to career advancement opportunities in the Nigerian banking industry.