Corporate Glass Ceiling and Organizational Performance. a Case Study of Nestle Nigeria Plc, Lagos State, Nigeria

The inequality which is created in the work place between men and women is something which is referred to as “Glass Ceiling”. It is a very emerging topic nowadays and it is also fully covered by all kinds of media available all over the world in the government and private sectors. The main objective of the study is to ascertain the effect of corporate glass ceiling and organizational performance. A Case study of Nestle Nigeria Plc, Lagos State, Nigeria. The specific objectives of the study were as follows; (i) To examine the influence of gender inequality on organizational commitment in Nestle Nigeria Plc, Lagos state. (ii) To evaluate the effect of leadership dynamics on organizational reputation in Nestle Nigeria Plc, Lagos state. (iii) To determine how well workplace discrimination influences organizational effectiveness in Nestle Nigeria Plc, Lagos state. Simple random techniques were used to select samples for the study. In order to carve out samples from the total population, Taro Yamane statistical tools were employed. Regression analysis was used to test the formulated hypotheses and all the analysis was examined using SPSS software package to arrive at a conclusion. Gender inequality had a significant influence on organizational commitment performance rating in Nestlé. The findings presented the results of the regression analysis that assessed the impact of gender inequality. The coefficient was .143, with a t-value of 3.211 and a significance level of .000. The standardized coefficient (Beta) of .084 suggested that for every unit increase in the gender pay gap at the senior level, organizational commitment increased by .143 units, controlling for other factors. The study concluded that inequality seen in pay gaps, limited promotions, and restricted access to mentorship and meaningful projects has a clear, negative effect on employee commitment and performance. Notably, access to developmental opportunities like high-impact projects and mentorship is vital for building organizational loyalty.