Gender and Access to Public Sector Employment in Adamawa State

This study examines the barriers facing women in accessing public sector employment in Adamawa State, located in Nigeria's North East geopolitical zone. Despite constitutional provisions guaranteeing equal opportunity, gender disparities in public sector staffing remain pronounced, particularly at senior management levels. The study employs a survey research design, collecting data from 310 respondents comprising female applicants, serving female civil servants, and human resource managers in three state ministries. Descriptive statistics and thematic analysis are used to process quantitative and qualitative data respectively. The Gender Inequality Theory provides the analytical framework, highlighting how structural, cultural, and institutional factors combine to disadvantage women in public employment processes. Findings reveal that patriarchal norms, lack of mentorship structures, and gendered interpretations of job requirements significantly limit female participation in the civil service. Female respondents also cited discriminatory interview practices and inadequate maternity leave provisions as deterrents to public sector careers. The study recommends the adoption of gender-sensitive recruitment guidelines, mandatory gender quotas for senior management positions, and the institutionalisation of workplace crèches and flexible work arrangements. These measures are argued to be consistent with Nigeria's obligations under the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW). Keywords: gender, public sector employment, Adamawa State, women, civil service.