WORKPLACE INEQUALITY AND ORGANIZATIONAL PRODUCTIVITY

Workplace inequality remains an important organizational issue because unequal treatment, compensation, and career opportunities may shape employee attitudes and organizational productivity. This study examined the effects of workplace discrimination, wages and salary disparities, and promotion inequality on organizational productivity in COPACI Nigeria Limited, Lagos State. The study was anchored on Equity Theory and complemented by organizational justice theory. A quantitative cross-sectional survey design was adopted. A target sample of 135 employees drawn from a population of 150 through proportionate stratified random sampling. Data were collected with a structured five-point Likert questionnaire and analyzed using descriptive statistics and multiple linear regression at the 5% level of significance. The regression showed that R² = 0.070, adjusted R² = 0.048, F(3,131) = 3.275, p = .023. Discrimination was not significant (β = .115, p = .231), wage/salary disparity was not significant (β = .088, p = .365), whereas promotion inequality had a significant negative effect on productivity (β = −.269, p = .004). The findings revealed the existence of workplace inequalities within the organization. Regression results showed that workplace discrimination, and wage and salary disparities had no statistically significant effect on organizational productivity. However, promotion inequality had a significant negative effect, indicating that unfair promotion practices reduce employee motivation and productivity. The combined effect of workplace discrimination, wage and salary disparities, and promotion inequality on organizational productivity was not statistically significant, suggesting that other organizational factors also influence productivity. The study concluded that although workplace inequalities do not collectively determine organizational productivity, fair and merit-based promotion practices are essential for improving employee commitment and organizational performance. It was recommended that management should encourage transparent promotion policies, ensure fairness in compensation, and provide equal career development opportunities.