Breaking the Glass Ceiling: How Career Stagnation at Entry Level Holds Women Back from Nigeria's C-Suite

The Stark Reality of Women's Career Progression in Nigeria

A recent Women in the Workplace 2025 report by McKinsey & Company has uncovered a critical issue: many women in Nigeria, India, and Kenya are stuck in entry-level roles for prolonged periods, leading to career stagnation and severely limiting their representation in C-suite positions. This gap highlights a significant opportunity to dismantle barriers and foster more inclusive pathways to leadership.

Key Findings from the Report

The report, based on data from 324 organizations employing about 1.4 million people, reveals that women hold only 28-29% of senior executive roles. This imbalance stems from a narrow pipeline at the entry level, where women often enter formal employment later than men or face early obstacles that hinder advancement.

Globally, women constitute half the working-age population but are underrepresented in leadership, with fewer than one-third holding such roles in the formal sector. In Nigeria, this is exacerbated by the fact that around 90% of employed women work in the informal sector, as noted by the International Labour Organisation.

Systemic Barriers and Sector-Specific Challenges

Women in Nigeria encounter persistent barriers, especially in male-dominated fields like energy, engineering, and technical services. Recruitment biases and entrenched gender norms often exclude them from these roles. For instance, an entry-level employee in the energy sector shared, "During my internship, women were segregated and not allowed field work due to beliefs that they aren't suited for it."

A human resources professional admitted reluctance to hire women for technical positions, citing male dominance in these areas. However, in sectors with transparent promotion systems, such as hospitality, women can advance steadily. Supportive mentorship, particularly from male colleagues, plays a crucial role. A healthcare manager recounted, "My male bosses defended my competence when others doubted me."

The legal sector stands out as a positive example, with near-parity in female representation across levels, attributed to fair promotion metrics, merit-based advancement, and strong mentorship.

Recommendations for Employers and Leaders

McKinsey urges Nigerian employers to intensify gender diversity efforts through:

• Board oversight: Regularly review gender metrics in recruitment, promotion, and attrition, and benchmark against industry standards.
• Leadership accountability: Set clear diversity goals, integrate them into performance reviews, and tie incentives to progress.
• Four pillars for advancement: Focus on collaboration, data, accountability, and culture to embed inclusive policies.

The Gap Between Policy and Practice

While many organizations have adopted basic policies for gender diversity, such as those addressing safety and bias, there's a significant gap in execution. More impactful initiatives like mentorship, sponsorship, flexible work arrangements, and family care support are underutilized. Companies are encouraged to move beyond symbolic commitments to concrete actions with measurable outcomes.

This report serves as a call to action for policymakers, employers, and industry leaders to address these challenges and build equitable career progression for women.