This paper comparatively examined gender stereotyping and career advancement of female managers in Nigerian public and private firms. The paper adopted a survey design, and the study was conducted using a sample of 322 top and middle level management staff drawn from three public firms and three private firms in Enugu state. Relevant data was collected using a four point likert scale questionnaire and the Non-Parametric paired samples test using 20.0 version of statistical package for social sciences (SPSS) was used to analyze the data gathered. The output of the data implies. It is concluded that the lower rate of gender stereotyping in public organization is not unconnected with career advancement pattern in public organizations that is purely based on duration of service and that is guided strictly by the public service rule rather than performance or any other factor. However, for the private organizations, career advancement is often associated with productivity and other extraneous boardroom considerations, making it possible for personnel influences that may promote gender bias to determine the advancement of women to management cadre. The researchers therefore recommend that there is need to adopt and implement the affirmative action in corporate world to reduce the gap between female and male managers.

Author Name: DR. JOY, NONYELUM UGWU, DR. ESTHER, NNEKA MADUAGWU, AGINAH CHIOMA

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Keywords: Advancement, Career, Gender, Management, and Stereotype .

ISSN: 2456-1045

EISSN: 2456-1045

EOI/DOI:

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