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INTRODUCTION

1.1 Research Statement
Highlighting the importance of diversity management in contemporary organizations from both a theoretical and realistic perspectives, while concentrating on identifying effective approaches to  eradicate gender discrimination in the Nigerian organization. Name the organisation you are using as the case study

1.2 Research Objectives
The main objectives of the research are as below:
• To explain gender based discrimination in all its manifestations.
• To explain gender based discrimination from a theoretical perspective.
• To explain gender based discrimination from a Nigerian oriented legislative perspective.
• To discuss the adverse impacts of gender based discrimination.
• To identify effective approaches to eradicate gender discrimination.

1.3 How is the Research Expected to Help Organizations?
During the recent past, both the international political organizations like the UN and non-governmental organizations at the local levels, have been promoting enhanced gender equality in the social life in general and the workplaces in particular. The emphasis has resulted in women increasingly influencing change in the workplace and employment is this. However, gender discrimination still manifests today in many organizations in one form or another; be it hiring practices or promotions or benefits or even aspects of reward management.

Being not only unjust and unfair to the female gender, these practices can also lead to reduced organizational proficiency and productivity and even result in various legal issues (Zeher, 2011).
Considering the importance of successful diversity management towards an enhanced organizational productivity and

profitability, the requirement was identified to concentrate upon and discuss the practice of gender based discrimination both from the theoretical and realistic perspectives.
It is hoped that this research will not only act as the relevant reference material on the subject for organization but will also provide a valuable insight into ways and means to eradicate gender based discrimination.

1.4 What is discrimination?
Discrimination is treating, or proposing to treat, someone unfavourably because of a personal characteristic protected by the law. This includes bullying someone because of a protected characteristic. The Equal Opportunity Act 2010 – Victoria’s Anti-discrimination Law – protects people from discrimination and harassment in areas of public life such as workplaces, schools, clubs, shops or places that provide services (Victorian Equal Opportunity & Human Rights Commission, 2014). Is this different to the EHRC

Types of discrimination: You can be discriminated against directly or indirectly. Contemporary approaches towards eradicating It is against the law for someone to discriminate against you because of a personal characteristic that you have, or someone assumes that you have. These personal characteristics are things like age, race, disability, physical features and political beliefs. It is also against the law to sexually harass or victimise someone, or to vilify someone because of their race or religion. Direct discrimination happens when someone is treated unfavourably because of a personal characteristic protected by the law. Direct discrimination often happens because people make unfair assumptions about what people with certain personal characteristics can and cannot do. For example, George applies for a position with a construction company but doesn’t get the job. When he calls the company’s human resources manager to ask why he wasn’t chosen,

she tells George: “We’ve employed people from your country before. You lot don’t share our work ethic.” Indirect discrimination occurs when an unreasonable requirement, condition or practice is imposed that disadvantages a person or group because of a personal characteristic (Victorian Equal Opportunity & Human Rights Commission, 2014).What is the relevance of this story

Discriminatory behaviours and actions that affect a person or group with certain personal characteristics can become entrenched in an organisation or community. These behaviours often become part of organisation’s culture and are reinforced by policies or procedures.Contemporary approaches towards eradicating If an organisation has a lot of complaints about the same or similar issues, it might be because of entrenched discrimination, also known as systemic discrimination. For example, a factory makes all employees start at 6am. This might seem to treat everyone equally, but it could disadvantage employees needing to care for children, who are usually women. If it is not a reasonable requirement, this will be indirect discrimination (Victorian Equal Opportunity & Human Rights Commission, 2014).

Victimisation is subjecting, or threatening to subject, someone to something detrimental because they have asserted their rights under equal opportunity law, made a complaint, helped someone else to make a complaint, Contemporary approaches towards eradicating or refused to do something because it would be discrimination, sexual harassment or victimisation. For example, Donna’s boss fires her after she complains that a colleague is sexually harassing her. Discrimination is against the law when it occurs in an area of public life such as clubs, schools and shops, or in the workplace (Victorian Equal Opportunity & Human Rights Commission, 2014).

The recent debate on the amendment of the 1999 constitution raised many interesting and controversial questions on the position and treatment of women under the law in Nigeria. Many people expressed shock and disappointment over the unequal treatment of women by the constitution, particularly section 29 (4) (b), which anti-child marriage advocates see as bad for women. The language used by the constitution is not gender neutral, perhaps because it was written by men. For example, the pronoun “He” appears in the 1999 constitution about 235 times. Some advocates have recommended for replacing “he” with “a person” or “He and She.” (Gamava, 2013).

Section 14(3) of the 1999 constitution did not include gender consideration in the composition of the government and of its agencies. Many have argued that this provision may hinder affirmative action in favor of women by not giving it constitutional recognition. It may also give room for marginalization of women Contemporary approaches towards eradicating in government appointment. The section provides that “The composition of the Government of the Federation or any of its agencies and the conduct of its affairs shall be carried out in such a manner as to reflect the federal character of Nigeria and the need to promote national unity, and also to command national loyalty, thereby ensuring that there shall be no predominance of persons from a few State or

from a few ethnic or other sectional groups in that Government or in any of its agencies” (Gamava, 2013).
Hundreds of millions of people suffer from discrimination in the world of work. This not only violates a most basic human right, but has wider social and economic consequences. Contemporary approaches towards eradicating Discrimination stifles opportunities, wasting the human talent needed for economic progress, and accentuates social tensions and inequalities. Combating discrimination is an essential part of promoting decent work, and success on this front is felt well beyond the workplace (ILO, 2014).

1.5 What is gender based discrimination?
Sex discrimination involves treating someone (an applicant or employee) unfavourably because of that person’s sex. Sex discrimination also can involve treating someone less favourably because of his or her connection with an organization or group that is generally associated with people of a certain sex. Discrimination against an individual because that person is transgender is discrimination because of sex. This is also known as gender identity discrimination. In addition, lesbian, gay,

and bisexual individuals may bring sex discrimination claims. These may include, for example, allegations of sexual harassment or other kinds of sex discrimination, such as adverse actions taken because of the person’s non-conformance with sex-stereotypes (EEOC, 2014).
The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe…