1- Review and present the current state of knowledge on the subject of gender

equality in Nigeria:

Gender equality is a critical issue in Nigeria, and various studies and reports have been
conducted to assess the current state of gender equality in the country. Some of the key
findings from these studies and reports are:

Gender gaps in education: Women and girls in Nigeria face significant barriers to accessing
education, particularly in the northern region of the country. According to a report by
UNICEF, Nigeria has one of the highest rates of out-of-school girls in the world, with an
estimated 10.5 million girls not attending school. This gender gap in education has
significant implications for women's employment opportunities and economic empowerment.

Gender gaps in employment: Women in Nigeria face significant barriers to employment, with
high rates of unemployment and underemployment. According to the National Bureau of
Statistics, the unemployment rate for women in Nigeria was 31.6% in Q4 2020, compared to
22.9% for men. Women also tend to be concentrated in low-paying and low-skilled
occupations, further exacerbating the gender pay gap.

Gender-based violence: Gender-based violence is a pervasive issue in Nigeria, with high

rates of domestic violence, sexual violence, and harmful traditional practices such as female
genital mutilation. According to a survey by the National Population Commission, over 30%
of women aged 15-49 have experienced physical violence, while 10% have experienced
sexual violence.

Legal and policy frameworks: Nigeria has made significant strides in developing legal and
policy frameworks to promote gender equality, including the National Gender Policy,
Violence Against Persons (Prohibition) Act, and the Child Rights Act. However,
implementation and enforcement of these frameworks remain a challenge.

Overall, the current state of gender equality in Nigeria is characterized by significant gender
gaps in education, employment, and health outcomes, as well as high rates of gender-based
violence. Reviewing and presenting this information is essential for understanding the
context in which organizations such as Julius Berger Nigeria Plc operate and developing
effective strategies to promote gender equality and inclusion.

2- Obtain relevant data from Julius Berger Nigeria Plc:

According to Julius Berger's 2020 Sustainability Report, the organization had a total
workforce of 17,809 employees, of which 16,018 (90%) were male, and 1,791 (10%) were
female. This indicates a significant gender gap in the organization, with men heavily
dominating the workforce.

It is worth noting that the gender gap is more pronounced in management and leadership
positions, with men holding the majority of these roles. The report shows that out of the
1,569 employees in management positions, only 135 (8.6%) were female. Similarly, out of
the 36 executive directors and directors, only one (2.8%) was female. This highlights the
need for more gender diversity and inclusion efforts in leadership positions within the
organization.

3- Present an analysis of the barriers to gender equality in Julius Berger Nigeria Plc:

1- Underrepresentation of women in the workforce: As noted earlier, the workforce

demographics of Julius Berger Nigeria Plc indicate a significant gender gap, with men
heavily dominating the workforce. This underrepresentation of women in the organization
can be a significant barrier to gender equality as it limits women's opportunities for career
advancement and leadership positions within the organization.

2- Gender bias in recruitment and promotion: Gender bias in recruitment and promotion
processes can also be a significant barrier to gender equality in Julius Berger Nigeria Plc.
Women may face systemic discrimination in these processes, with male candidates being
preferred or given priority over equally or more qualified female candidates.

3- Lack of family-friendly policies: The absence of family-friendly policies such as paid

parental leave, flexible working arrangements, and childcare support can also be a
significant barrier to gender equality. These policies can help to ensure that women and men
have equal opportunities to balance their work and family responsibilities, promoting greater
gender equality in the workplace.

4- Gender-based harassment and discrimination: Gender-based harassment and

discrimination can also be a significant barrier to gender equality in Julius Berger Nigeria Plc.
Women may face sexual harassment or discrimination based on their gender, which can
create a hostile work environment and limit their opportunities for career advancement.

5- Stereotypes and biases: Stereotypes and biases can also be a significant barrier to
gender equality in Julius Berger Nigeria Plc. Gender stereotypes and biases can limit
women's opportunities for career advancement and leadership positions within the
organization, and also limit the types of roles that women are considered for.

Overall, the analysis of barriers to gender equality in Julius Berger Nigeria Plc reveals
several areas where the organization can improve to promote greater gender diversity and
inclusion. Addressing these barriers will require a combination of policy changes, cultural
shifts, and awareness-raising efforts to promote gender equality and inclusion at all levels of
the organization.

4- Suggest organizational policy solutions to those barriers:

To address these barriers, Julius Berger could consider implementing the following policy
solutions:

a) Diversity and Inclusion Policies: Developing and implementing diversity and inclusion
policies can help reduce bias and promote a more inclusive workplace culture.
b) Mentorship and Sponsorship Programs: Establishing formal mentorship and sponsorship
programs can help provide women with access to networks, resources, and opportunities for
career growth and advancement.

c) Training and Development Programs: Providing training and development programs can
help ensure that women have equal access to opportunities for skill development and career
growth.

d) Flexible Work Arrangements: Julius Berger could consider offering flexible work
arrangements, such as telecommuting and flexible schedules, to support work-life balance
for employees.

e) Recruitment and Retention Strategies: Implementing recruitment and retention strategies

that prioritize gender diversity and inclusion can help ensure that the organization attracts
and retains top talent, regardless of gender.

By implementing these policies and programs, Julius Berger can work towards promoting
gender equality and creating a more inclusive workplace culture for all employees. This can
not only benefit women but also contribute to the organization's overall success and
competitiveness in the engineering industry.