Abstract

This chapter conducts a narrative review to explore how decolonising management practices can support work–family balance, focusing on Nigeria as a geographical context while drawing implications for the broader Global South. It examines the influence of colonial legacies on management frameworks, emphasising how these legacies perpetuate rigid hierarchies and fail to address the cultural and social dynamics of work and family integration. Thus, it highlights the limitations of traditional practices in accommodating the unique challenges faced by employees in postcolonial societies. This review identifies strategies such as culturally responsive policies, participatory decision-making, and the integration of indigenous knowledge as pathways for creating equitable and inclusive workplaces. While rooted in Nigeria, the chapter also considers the applicability of these practices across other Global South contexts, where shared colonial histories and sociocultural complexities necessitate similar interventions. The chapter contributes to the discourse on decolonisation and offers a framework for reimagining management practices that promote organisational sustainability in diverse settings.