Career Progression

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

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

This study assessed in-service training and employee retention in the Edo state civil service, using three selected ministries as case study. The objectives of the study were to examine the extent to which in-service training has enhanced employee retention in the Edo state civil service; investigate the effect of in- service training on employee salaries in the Edo state civil service; to analyze how training has impacted on career progression of civil servants in Edo state civil service. The study adopted the social exchange theory as its theoretical framework of analysis. The survey research design was adopted for the methodology and a five-point likert scale structured questionnaire was the instrument for data collection. Descriptive frequency and percentages was used to present the responses of respondents while the Chi-Square (X 2) and the Pearson's Contingency Coefficient statistical tool were utilized in the analysis of data. The study revealed that the retention of employees in the Edo state civil service is affected by in-service training. It also revealed that in-service training contributes to improved work culture in the Edo state civil service. Based on these findings, it was recommended that the personnel management of the Edo state civil service should conduct regular needs assessment to identify training gaps and employee development priorities within the organization. Management should provide a variety of training options, including workshops, seminars, online courses, and on-the-job training, to cater to different learning styles and preference