Overcoming discrimination in job recruitment in Nigeria
Job recruitment is an essential part of every society; it is a way to find the best suited candidates for a certain position.
The process is not always as easy as a walk in the park. In Nigeria, the recruitment process is surrounded by many challenges, especially for a marginalized group.
Overcoming discrimination in job recruitment in Nigeria is a crucial issue that needs to be addressed.
Discrimination is defined as the unjust or prejudicial treatment of different categories of people or things, especially on the grounds of ethnicity, age, gender, religion, and social status.
It is common to see people being discriminated against during the job recruitment process in Nigeria.
This discrimination happens in many forms; it could be the rejection of applicants based on their ethnicity, age, race, religion or even gender.
The Nigerian government, along with other stakeholders, has taken several steps to reduce discrimination and ensure transparency in the recruitment process.
However, it is still prevalent in many organizations, and it must be tackled to create a fair and just recruitment process.
This article delves into the root causes of discrimination in job recruitment in Nigeria and provides possible solutions to overcome this problem.
Root causes of discrimination in job recruitment in Nigeria
1. Nepotism:
Nepotism is the act of showing favoritism towards friends or relatives in professional matters. It is one of the primary causes of discrimination in job recruitment in Nigeria.
Many companies in Nigeria tend to hire relatives or friends instead of engaging in a transparent recruitment process. This act can lead to the exclusion of qualified candidates from entering the job market.
2. Lack of diversity:
The lack of diversity in the workplace is another root cause of discrimination in job recruitment in Nigeria.
Many organizations tend to recruit people from a particular ethnic or religious group, excluding others.
This act creates a sense of exclusion to candidates from different backgrounds, reducing their chances of being hired.
3. Stereotyping:
Stereotyping is a generalized and oversimplified view or an opinion about a particular group of people.
It is one of the leading causes of discrimination in job recruitment in Nigeria.
Some employers tend to stereotype people from a particular group as being less qualified for a particular job, reducing their chances of employment.
4. Age discrimination:
Age discrimination is another root cause of discrimination in job recruitment in Nigeria.
Employers tend to favor younger candidates over older ones, possibly thinking that the younger ones are more flexible and willing to work at lower salaries.
This act reduces the chances of older candidates who may be more experienced and knowledgeable.
5. Gender discrimination:
Gender discrimination is another root cause of discrimination in job recruitment in Nigeria.
Female candidates are often viewed as weak and emotional, reducing their chances of getting hired.
This act leads to gender inequality, reinforcing negative stereotypes against women.
Possible solutions to overcome discrimination in job recruitment in Nigeria
1. Create a diverse and inclusive recruitment process:
Employers should create a recruitment process that is inclusive, transparent, and bias-free.
The recruitment process should be open to candidates from all backgrounds, regardless of their ethnicity, religion, age, or gender.
Creating a diverse and inclusive recruitment process would eliminate various forms of discrimination and promote equality in the workplace.
2. Educate on diversity and inclusion:
Employers should educate their staff on the importance of diversity and inclusion in the workplace.
Conducting regular training sessions on diversity and inclusion will help reduce negative attitudes towards certain groups of people and promote a more positive work culture.
3. Legal action against discrimination:
The Nigerian government should take more stringent measures to prevent discrimination in job recruitment.
This measure includes the implementation of anti-discrimination laws that provide legal recourse for applicants who have been discriminated against.
4. Encourage and promote equal opportunities:
Employers should make a conscious effort to promote equal opportunities by giving all candidates a fair chance to compete for job openings.
Encouraging equal opportunities will help eliminate bias and promote meritocracy in the workplace.
5. Create partnerships with community based organizations:
Employers should work with community-based organizations to create a more diverse pool of candidates.
These organizations can help identify deserving candidates from different backgrounds and provide them with the necessary skills and training required to succeed in the job market.
