Workplace Discrimination and Employee Turnover Intention Among Women in the Nigerian Insurance Industry

This study examines the relationship between workplace discrimination and turnover intention among female employees in the Nigerian insurance industry, with a focus on firms in Port Harcourt, South South Nigeria. Despite the growing feminization of Nigeria's service sector, discriminatory practices rooted in gender stereotypes, pay inequity, and promotional glass ceilings continue to undermine women's career advancement in insurance organizations. A quantitative descriptive survey was conducted, with 155 female insurance professionals responding to structured questionnaires. Role Congruity Theory and the Push-Pull Model of employee turnover form the theoretical framework. Findings demonstrate a strong positive correlation between perceived workplace discrimination and intention to resign, particularly among women in junior and mid-level management positions. The study further reveals that organizations with formal gender equality policies and diversity training programs report lower turnover intentions among female staff, even when salary disparities persist. Harassment and microaggressions in performance feedback were identified as particularly significant predictors of resignation intent. Recommendations include mandatory gender sensitivity training, the establishment of impartial disciplinary committees, pay transparency policies, and mentoring programs for women in the industry. The findings contribute to the growing body of literature on gender and work in Nigeria's financial services sector and offer practical guidelines for HR practitioners, industry regulators, and women's rights advocates. Keywords: workplace discrimination, turnover intention, female employees, insurance industry, Port Harcourt