THE GLASS CEILING SYNDROME AND SELF-INFLICTED LIMITATIONS AND SLOW CAREER PROGRESSION OF WOMEN IN ACADEMIC ORGANIZATIONS IN NIGERIA

This study examined the relationship between institutional barriers, psychological factors, and career progression among female academic staff at the University of Benin, with limited input from two other Nigerian universities for contextual comparison. Descriptive results showed that many women were clustered in lower academic ranks, had experienced delays in promotion cycles, and were underrepresented in leadership positions. The data also highlighted constraints such as limited mentorship, unclear promotion guidelines, challenges balancing work and family life, and self-limiting behaviours such as hesitating to apply for leadership roles. Qualitative insights strengthened these findings by illustrating how gender norms, workplace culture, and internalised beliefs influence career decisions. The study concludes that gender-based disparities in career progression remain a significant challenge within UNIBEN. While institutional policies exist to support academic promotion, their implementation is inconsistent, and cultural norms continue to disadvantage women. Individual factors such as confidence, motivation, and perceived suitability for leadership further shape career choices. Leadership training for women, the university should sponsor workshops and training programmes aimed at equipping women with administrative skills and confidence. Support for Work–Life Balance, policies such as flexible scheduling and accessible childcare services can help reduce the domestic burden that disproportionately affects women. This study contributes to existing literature by presenting current evidence on gendered career barriers in UNIBEN and highlighting the combined effect of institutional constraints and self-limiting behaviours