A hijabi is a Muslim woman who proudly wears the hijab—a headscarf symbolizing strength, devotion, and unapologetic pride in her faith and cultural identity. Under Section 38 (1) of Nigeria’s 1999 constitution, hijabis have the clear legal right to freely practice and express their religion without discrimination. Yet, despite these protections, many hijabis continue to face prejudice in the workplace, encountering a troubling gap between the rights guaranteed by law and their everyday experiences. Although visibility of hijabis and their experiences is growing, the workplace remains a difficult space to navigate, with bias—both overt and subtle—persistently reinforcing outdated stereotypes about their competence, leadership abilities, and conformity to corporate norms.
Hijabi’s Push for Enforcement of Anti-Discrimination Laws
The legal profession has been one of the biggest battlegrounds, as seen in the case of Amasa Firdaus. In 2017, Firdaus was denied entry into the Nigerian Law School’s call to bar ceremony for insisting on wearing her hijab under her wig. The move sparked nationwide conversations about religious rights in professional spaces, and after legal advocacy, she was finally called to the bar in 2018 with her hijab intact.
The legal profession is not the only industry where hijabis face resistance. In the education sector, Miss Asiyat AbdulKareem took her case to the Supreme Court after Lagos State banned the hijab in public schools. The court eventually ruled in favour of hijab-wearing students in 2022, yet challenges in enforcement persist even after the Lagos State Government issued a circular directing all schools to comply with the Supreme Court’s judgment.
The Colonial Roots of “Looking Professional”
The roots of these biases can be traced back to colonial-era professional dress codes, which emphasized Western attire as the standard of professionalism. Many Nigerian workplaces still enforce these outdated standards, equating modest dressing with conservatism or even incompetence. The media plays a role in reinforcing these perceptions by rarely portraying hijabis in positions of authority. When Muslim women are represented, they are often shown as subservient or passive, further entrenching stereotypes. Microaggressions are also common as hijabis are frequently overlooked for promotions, denied leadership opportunities, or pressured to remove the hijab under the pretence of “looking more corporate.” The bias is particularly pronounced in the southern regions of Nigeria, where Muslim professionals are in the minority and often face more resistance than their counterparts in the north.
Active, Conscious Allyship To Eliminate Anti-Hijabi Bias
Nigeria’s constitution guarantees religious freedom, affirming that hijabis have the right to practice their faith without facing discrimination. Yet despite landmark rulings like those involving Firdaus and AbdulKareem, workplace bias and inconsistent enforcement remain prevalent. For Nigerian workplaces to become genuinely inclusive, Human Resources departments must implement clear guidelines protecting religious expression, ensure hijabis aren’t sidelined in career advancement, and mandate bias training to challenge deep-rooted stereotypes. Allyship from non-Muslim colleagues can further dismantle prejudices, fostering environments where hijabis are valued for their skills rather than judged by their attire.
While challenges persist, progress is evident, as more hijabis break barriers across sectors, reinforcing that workplace equality is achievable when employers, policymakers, and individuals collectively commit to meaningful change.
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