A CRITICAL ANALYSIS OF THE ROLE OF GENDER-SENSITIVE HRM PRACTICES IN PROMOTING JOB SATISFACTION AMONG FEMALE BANK EMPLOYEES IN CALABAR, NIGERIA

Abstract

This study critically investigated the role of gender-sensitive HRM practices in promoting job satisfaction among female bank employees in Calabar, Nigeria. It was inspired by the persistent gender disparities faced by female employees in Nigeria’s banking sector, despite their qualifications and contributions. It sought to explore how gender-sensitive HRM practices could be leveraged to enhance job satisfaction and promote workplace equity. The study was anchored in the theory of gendered organisations. Rooted in the interpretivist research paradigm, a phenomenological research design was adopted. With the aid of snowball sampling technique, primary data were obtained from 10 female bank employees through a semi-structured interview method. The data were then thematically analysed following the Braun and Clarke framework. The results revealed that with respect to the current gender-sensitive HRM practices implemented for female bankers in Calabar, six key themes were identified: maternity leave policies, flexible work arrangements, mentorship and career support programmes, anti-sexual harassment and anti-discrimination policies, return-to-work and post-maternity support, and leadership development opportunities for women. Also, it was found that regarding how gender-sensitive HRM practices enhance the job satisfaction of female bankers, six central themes emerged: flexible working hours promoting work-life balance and reducing stress; maternity leave supporting well-being and reducing anxiety; career development and mentorship empowering female staff; gender equity in promotion and leadership opportunities building motivation; anti-harassment policies creating a safer, more respectful workplace; and supportive post-maternity transitions encouraging continuity of careers. Informed by these findings, the study recommended that the management of Nigerian banks should strengthen and standardise the implementation of flexible work arrangements across all banking institutions. It was also recommended that it is pertinent for the management of Nigerian banks to institutionalise mentorship and leadership development programmes targeted at female staff. Moreover, the study recommended that the management of Nigerian banks should enforce mandatory training and establish accountability mechanisms to support anti-harassment and anti-discrimination policies.