It is unarguable that the labour force is still rife with discriminatory practices. Among the several forms of discrimination, two major forms of discrimination are gender and age discrimination and they are prevalent in today's Nigeria. One of the sustainable development goals of the UN before 2030 is to reduce inequalities. "By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status". A research in a more developed area like UK suggested that at least 21% of adults of 40-60 years of age has experienced age discrimination while a whooping 40% above 60 has experienced such.1 The most affected part of the workforce in this regard seems to be the older women since they are doubly affected by both age and gender. This article seeks to take a look at the provisions of the Nigerian law and the adequacy of it in this regard.
Gender discrimination also known as sexual discrimination when streamlined to labour law refers to any form of any action that specifically denies opportunities, privileges, or rewards to a person (or a group) because of gender. The practice of letting a person's gender become a factor when deciding who receives a job or a promotion, is gender discrimination. When gender is a factor in other decisions about employment opportunities or benefits, that too is gender discrimination.
While most discrimination charges...
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