INFLUENCE OF GENDER DISCRIMINATION ON CORPORATE PERFORMANCE A STUDY OF UNITED BANK FOR AFRICA, OFFA BRANCH

This study investigated the Influence of Gender Discrimination on Corporate Performance, focusing on United Bank for Africa (UBA), Offa Branch, Kwara state, Nigeria. Four research questions, objectives and hypotheses were formulated. This study hypothesized the significant relationship between most common forms of gender discrimination and workplace environment, relationship between gender discrimination and financial performance indicators and shareholder value, relationship between gender discrimination and non-financial corporate performance indicators and organizational culture, and relationship between effective strategies to combat gender discrimination and promotion of gender equality. The study employed a descriptive survey research design, data were gathered from a sample of 56 employees out of a population of 65 through a self-structured questionnaire. Data analysis was done by using both descriptive and inferential statistics, with Pearson’s Product-Moment Correlation used to evaluate the relationship variables and constructs. Results from testing the first hypothesis revealed a strong positive correlation of r = 0.79, significant relationship between most common forms of gender discrimination and workplace environment. The second hypothesis yielded a correlation of r = 0.82, showing a significant adverse impact of gender discrimination on financial performance indicators and shareholder value. The third hypothesis revealed correlation of r = 0.72, suggested significant relationship between gender discrimination and non-financial corporate performance indicators and organizational culture. The fourth hypothesis tested strategies to counter discrimination, with a positive correlation of r = 0.72, indicating that initiatives like diversity training, mentorship programs, gender quotas, and transparency in promotions are critical for promoting gender equality. Recommendations were made based on these findings, including emphasize on adopting equitable hiring, promotion, and pay practices to mitigate the adverse effects of gender discrimination, improve employee retention, and promote a positive organizational culture that supports long-term corporate growth.