REVIEWING BARRIERS TOWARDS WOMEN PROFESSIONAL PARTICIPATION IN THE NIGERIA BUILT ENVIRONMENT INDUSTRY

Abstract

Gender has always played a significant impact in society as well as career decisions. Gender influences profession choice, according to Madikizela and Haupt (2010) and Akinlolu and Haupt (2019), and particular industries are dominated by a specific gender. The Social Cognitive Career Theory (SCCT) model of career choice projected that gender and socio-economic factor have a positive effect on the career behaviour of women and girls. Akinlolu and Haupt (2020) proposed a conceptual model that broadens the model of career option by obtaining constraints to the engagement of women in the construction profession. Because of men's abilities to do various construction-related activities, their aspirations, and their expectations of the consequences of engaging in these activities, the model argues that career choices in the built environment business are regarded to be men's careers. Professional choices are influenced in many situations by societal restrictions and supports received by an individual, as well as the individual's assessment of the likelihood of success of certain career possibilities, according to a prediction made in 1987. (Eccles, 1987; Madikizela and Haupt, 2010; Akinlolu and Haupt, 2019; Akinlolu and Haupt, 2020). Individuals may perceive a number of difficulties or impediments to pursuing a profession in construction (Madikizela and Haupt, 2010; Male and MacNish, 2015). Discriminatory attitudes, work-life conflict, wage disparities, workplace culture, lack of access to opportunities, barriers to career advancement, poor working conditions, long work hours, the glass ceiling, gender stereotypes, a lack of knowledge and career information, a lack of role models, sexual harassment, a lack of education and training, and a lack of opportunities are some of these barriers (Male and MacNish, 2015; Akinlolu and Haupt, 2020). From a women's career choice perspective, the Akinlolu and Haupt (2020) model tries to link contextual factors such as barriers such as work-life conflict, sexual harassment, the glass ceiling, and the gender wage gap, opportunity structures, support structures, socialization process, gender role stereotypes, gender and socioeconomic status. Opportunity structures, according to Lent et al. (1994 and 2003), tend to enhance or restrict mandatory control in job choice behaviour. Although a person behaves as a free agent in choosing