Thread by @TundeTASH

A personal view of working in Nigeria and working abroad.

Thread.

To start, I have only worked in two countries Nigeria and Canada. So, this thread is based off those countries.

In my present role however, I liaise with folks from US and India but won’t put that into consideration as I am only physically present in Toronto.

To an extent, I believe some of my views are influenced by me being Yoruba. Also, views are from a HR professional stand point and the following:

1. Power gap
2. Employment Laws
3. Filing Taxes Yearly
4. Work / Life balance and Attitude on working from home

5. Sensitivity surrounding Harassment in Workplace
6. General Attitude to Work

P.S: This is no way a comparison to make one look bad or the other look good.

They are views and everyone is welcome to discuss.

1. Power Gap:

NG: The power gap that exists between a boss / manager and his employees is wide. Many managers will lead by ‘title alone’ and do not exhibit collaboration and empowerment traits of leadership. Not until recently are new age companies trying to brake this barrier.

Here is where my Yoruba come to play. I will find it hard to call my oga by name or respond to him / her without putting sir or ma. Majority will argue it’s our culture but the question is, is this a power gap that needs to be addressed to foster a better working environment?

For instance, if I find my oga outside place of work, my instinct will want to ‘help’ him / her carry bag.

CA: Power gap is relatively low. This of course can be because of the typical way of life. At my first professional job, the Director I reported to called me to her office one day to talk about power gap with me. In her words, “I know I am the boss, but you make it very visible..

...there shouldn’t be any power gap between us. Only my title makes me different as you have as much input to the team as I do”. That moment I felt like a child who had been ‘power gap molested' and had to immediately find a way to cure my bruises.

2. Employment Laws:

NG: The Nigeria Labour Act (Chapter 198) of 1990 has no position on you 'refusing' work if you believe the work is unsafe. It only slightly mentions 'unsuitable' work thereby giving power to the Employer and not the Employee.

Also, the Nigeria safety and health bill of 2012 covers working in an unsafe environment but fails to address that I can refuse work. I know a driver was probably not put into consideration for this act, but can a driver tell his oga he won’t suck fuel from jerrycan to the car?

Although, many private and multinational companies put in H&S measures in for unsafe work.

Canada: The Labour Code of 1985, puts power into the hands of the employee rather than the employer. I can refuse work if I believe it is unsafe for me. This creates a different atmosphere

3. Filing Taxes Yearly:

NG: I don’t know if this has changed but while working in Nigeria, taxes were regularly deducted from pay but that was about it. You don’t see that money anymore. We believe they are deducted to enable the government provide us with good roads etc.

Canada: The taxes are very high, and everything is being taxed. Also, the higher you earn, the more taxes deducted 🙁. Everything you buy from food to clothing is taxed. Hence, if a price tag is $25 you must add HST to it before deciding if it’s worth the purchase or not.

On the flip side, every year you file your tax returns with ‘Canada Revenue Agency’. Based on the tax deducted from you the previous year, your rent and other expenses you get a tax refund paid to you. Tax season is happy season.

4. Work / Life balance

NG: New age companies are putting this into consideration & allowing employees work from home or even have flex time. When I was back home, even though we had the capability of working from home, you could hardly suggest you wanted to.

Is this a culture thing where they believe if you work from home you won’t do anything?

CA: Full time jobs come with perks where you can negotiate the number of days you work from home and flex time. This gives employees a considerate work/life balance where work isn’t all...

there is. Although, factory jobs will hardly provide flexibility around availability as they need to meet quota.

5. Sensitivity surrounding harassment

NG: I want to believe we are getting to a point where we are well sensitized on what harassment fully constitutes. The following as simple as they may seem are harassment at work and can create a poisonous work environment for an individual:

- Indecent remarks
- Comments about appearance, body or clothes
- Looking or staring at a person’s body

Maybe I missed it but there is no provision in Nigeria Labour Act that prohibits sexual harassment or any other kind of harassment during employment.

Labour Standards Bill submitted in the National Assembly in 2008 had provision on sexual harassment but I am not sure if it is passed yet. I really do not want to generalize but I’d like to see a data on harassment in Nigeria. How many women are victims? Are people sensitized?

CA: Sensitivity regarding workplace harassment is at its highest. The Ontario Human Rights Code carefully breaks down and defines what sexual harassment is and what it constitutes, thereby shinning light on grey areas that an employer might use as an excuse to feign ignorance.

6. Attitude to work

NG: As Nigerians, we are typically positive and hardworking, and our spirit is always at the highest. But can that be said about our attitude to work? About our maintenance culture?

There is this nonchalant attitude of staff in the discharge of their duties especially in ministries, government jobs and what have you.

CA: It is not surprising that majority of the big players are in North America, Europe, Asia.

Remember that attitude to work shouldn't only be addressed in the workplace but should be a reflection of we as a people. A culture that continuously has a positive attitude works.

A healthy workplace supports and encourages healthy behaviours which automatically reflects in the community. A place where employers and employees work together to support and promote the 'well-being' of everyone without allowing age, culture, gender, religion interfere.