Culture plays a crucial role in shaping workplace participation and determining pathways for economic mobility. In Nigeria’s formal economy, characterised by regulation and structured employment, cultural influences such as hierarchy, gender roles, ethnic identity, and patronage systems continue to affect access to opportunities and career progression. This study examines how cultural values shape participation and mobility within Nigerian workplaces. Drawing on Hofstede’s cultural dimensions theory, social role theory, and human capital theory within the cultural filtering framework of workplace mobility (CFFWM), the study adopts a quantitative approach using survey data collected from 500 employees across the manufacturing, telecommunications, education, and public service sectors. The findings reveal that 72% of respondents perceive promotions to be influenced more by personal connections than by merit, 64% agree that cultural deference to age limits younger workers’ advancement, and 62% identify ethnicity and regional identity as key determinants of leadership opportunities. These results confirm that entrenched cultural practices act as barriers to merit-based advancement, disproportionately affecting women and younger professionals. The study recommends organizational reforms that promote transparent promotion criteria, inclusive leadership, gender equity, and cultural competence training. Addressing these cultural and institutional challenges is essential for enhancing workplace participation and fostering inclusive economic growth in Nigeria.