Gender Disparity In Public Sector Employment: A Study Of Federal Polytechnic Mubi

Abstract

This study examined gender disparity in public sector employment using the Federal Polytechnic Mubi as a case study, with specific focus on recruitment, promotion, leadership representation, and access to professional development opportunities. Employing a descriptive survey design within a quantitative framework, the study utilized a census approach covering all 2,367 academic and non-academic staff of the institution. Data were collected using a structured questionnaire, validated through expert review and a Cronbach’s Alpha reliability coefficient of 0.82, and analyzed using descriptive statistics and independent t-tests via SPSS version 25. The findings revealed substantial gender imbalance, with males constituting 69% of total staff and 74% of academic positions. A vast majority of respondents (89.6%) perceived recruitment practices as gender-biased, while 76.6% agreed that promotion processes favor men. Furthermore, 75.3% believed that male staff receive more access to training opportunities, and 75.4% disagreed that women are adequately represented in top management roles. T-test analyses confirmed significant gender-based differences in perceptions of recruitment (t = 2.770, p = 0.00566), promotion (t = -9.734, p < 0.001), and training (t = 14.669, p < 0.001), as well as in representation between academic and management roles (t = -3.826, p = 0.00013). The study concludes that systemic institutional barriers manifesting as both “glass ceiling” and “sticky floor” effects continue to limit women’s career advancement. It recommends the implementation of gender-responsive recruitment policies, mentorship programs, equitable access to training, and affirmative action in leadership appointments to foster inclusion and promote gender parity in the institution’s workforce.