GLASS CEILING SYNDROME

This study examined the relationship between institutional barriers, psychological factors, and career progression among female academic staff at the UniversityofBenin, with limited input from two other Nigerian universities for contextual comparison. Descriptive results showed that many women were clustered inloweracademic ranks, had experienced delays in promotion cycles, andwereunderrepresented in leadership positions. The data also highlighted constraints suchas limited mentorship, unclear promotion guidelines, challenges balancing workandfamily life, and self-limiting behaviours such as hesitating to apply for leadershiproles. Qualitative insights strengthened these findings by illustrating howgendernorms, workplace culture, and internalised beliefs influence career decisions. Thestudy concludes that gender-based disparities in career progression remainasignificant challenge within UNIBEN. While institutional policies exist tosupport academic promotion, their implementation is inconsistent, and cultural normscontinue to disadvantage women. Individual factors such as confidence, motivation, and perceived suitability for leadership further shape career choices. Leadershiptraining for women, the university should sponsor workshops and trainingprogrammes aimed at equipping women with administrative skills and confidence. Support for Work–Life Balance, policies such as flexible schedulingandaccessible childcare services can help reduce the domestic burdenthat disproportionately affects women. This study contributes to existing literaturebypresenting current evidence on gendered career barriers in UNIBENand highlightingthe combined effect of institutional constraints and self-limiting behaviours