| This research investigates Nigerian employees’ perceptions of gender diversity and inclusion in human capital development, a vital issue in a country where traditional gender roles and limited awareness impede workplace equity. Employing a mixed-methods approach, the study surveyed 479 employees and interviewed 28 (5%) from public, private, NGO, and self-employed sectors to evaluate awareness, attitudes, and the effectiveness of workplace policies. Key findings reveal moderately positive attitudes toward gender diversity, with mean scores around 2.5 on a 4-point scale, though variability exists. However, practical implementation lags, with shortcomings in equal access to training, mentorship, and promotions. Workplace culture and policies are only moderately effective, particularly in elevating women to leadership roles, despite some gender sensitivity efforts. Interestingly, demographic factors like gender, sector, age, and experience do not significantly shape perceptions, suggesting cultural norms predominantly influence attitudes. The study identifies a gap between awareness and action, emphasizing the need for systemic strategies over targeted fixes. Proposed solutions include intensified awareness campaigns, equitable development programs, refined policies, community collaboration, oversight mechanisms, leadership commitment, and employee engagement in diversity initiatives. This research contributes significantly to Nigeria’s gender diversity discourse by highlighting the interplay of awareness, practice, and culture, offering a foundation for organizations and policymakers to build inclusive workplaces and unlock the potential of a diverse workforce for national progress.
Keywords: Gender diversity, Gender inclusion, Human capital development, Public perception
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