The study explores how gender inequality exists in the Nigerian civil service. It adopts a convenience sampling technique where semi-structured interviews were administered to 27 civil servants in the Federal Territory of Abuja. Based on content- and consistency-based analysis, the researchers classified three emerging categories as exogenous, endogenous, and exo-endogenous factors. These factors further unravelled the emerging subcategories of each of the factors that included (1) the deficit in Education, (2) religion, (3) the civil service administration, (4) sex appeal as a criterion, (5) marriage and childbearing and (6) culture. With a consistency rate of 87.88%, the participants suggested that female education deficits constitute one factor that influences women’s employment. About 80.95% and 63.89% suggested that religion and civil service have negatively impacted female labour participation in the civil service. We concluded that women were not specifically employed in the civil service on the principle of gender equality or because the government intended to explore and benefit from their potential. The study recommended that there should be an enactment law that warrants fair practice in the civil service by removing any exclusions undermining women’s ability in decision-making and having equal access to various employment opportunities.

中文翻译：

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探讨尼日利亚公务员队伍中普遍存在的性别不平等现象

该研究探讨了尼日利亚公务员队伍中性别不平等的情况。它采用了便利抽样技术，对阿布贾联邦直辖区的 27 名公务员进行了半结构化访谈。基于基于内容和一致性的分析，研究人员将三个新兴类别分为外源性、内源性和外源性因素。这些因素进一步揭示了每个因素的新兴子类别，包括（1）教育赤字，（2）宗教，（3）公务员管理，（4）以性别吸引力为标准，（5）婚姻和生育(6)文化。参与者一致认为女性教育缺陷是影响女性就业的因素之一，一致率为87.88%。约80.95%和63.89%认为宗教和公务员制度对女性劳动力参与公务员制度产生了负面影响。我们的结论是，女性并不是出于性别平等原则而专门受聘于公务员队伍，也不是因为政府打算发掘她们的潜力并从中受益。该研究建议，应制定一项颁布法律，通过消除任何损害妇女决策能力和平等获得各种就业机会的排除因素，保证公务员制度的公平做法。