There remains to this day, universal systemic inequality between men and women. Women have less access to opportunities and resources and are under-represented in the decision-making bodies that shape their lives. This pattern of inequality is a constraint on the progress of any society because it limits opportunities of half of its population.
The Pipeline for women in Leadership roles in Nigeria is a long and arduous one to build. Mckinsey states that societies that continue to allow the gender gap, leave tons of cash on the table and that narrowing that gap could add $12Trillion to 2025 Global GDP. While both sides have a part to play in closing this gap, we believe that women must meet this challenge head on by leveraging their own strengths in collaboration with their peers.
During GAIA AFRICA’s Roundtable on “The Pipeline for Women in Leadership in Nigeria – Men Speak” and was moderated by Mrs. Bola Adesola, the distinguished male leaders on the roundtable, Mr. Austin Avuru, Mr. Tonye Cole, Mr. Yemi Candide-Johnson SAN and Rt. Honourable Femi Gbajabiamila shared their views on why the age long gender gap persists and how it can be closed.
A society where legislation is in place to ensure equal opportunities and treatment for women and men, one that combats all forms of discrimination on the grounds of gender as well as violence against women is what we seek. Rt Hon. Femi Gbajabiamila in his opening message mentioned that he is promoting a bill to widen the definition of “Federal Character” in the Constitution to include gender. This was very well received as it would bring about more inclusiveness in the selection process and appointment to various positions in Government and Government owned entities.
Based on our discussions during the Roundtable, we are listing below some of the suggested ways Corporates and Government can help close the gap:
For Corporates:
• Partner with Consulting Companies for focused & deliberate searches to identify qualified women for key roles
• Put in place anti-aggression policies that create a supportive working environment for women
• Conduct studies to gauge the effectiveness of the Company’s talent development strategies for advancement to top roles, and look into how many women have risen to these roles and how many more can advance to those roles.
• Identify the barriers that prevent women from succeeding in corporate careers and try to find solutions that will improve this issue.
• Study and assess the attitudes of men working with women in same or higher -level positions. Find out why unconscious biases persist and put in place mandatory training to reorient both male and female staff to eliminate all biases.
• Affirmative Action, but only to the extent that it allows for qualified women to enjoy equal opportunities with their male colleagues. It is important that women are represented in unrepresented environments. What top 2 positions can companies either create or appoint a woman to in the next 6-12 months? Studies have shown that the economic growth trajectory moves upwards when women are included at all levels in an organization.
• Conduct regular diversity assessments to determine the level of diversity fitness and close all gaps.
• Develop and put in place strategies to engage women in technical positions. Women make up less than 25% of the graduates in the technology sector, this needs to improve.
• Education for girls – CSR plans and budgets should include or increase quality education for girls. This becomes a pipeline of female employees for such organizations.
Below are some possible changes for increasing female participation in elective office and in Government generally:
For Government
• Amend Constitution to recognize that women are Nigerians too. A “gender friendly” document will expressly define male/man/he as widely used, to include female/woman/ she.
• Establish a National Re-orientation Programme on the benefits of gender parity for society. This Programme should be Championed from the very top of Government – The “Tone from the Top” will encourage adoption at all levels
• Identify barriers that prevent women from seeking elective office and take steps to remove them
• Increase Advocacy and support for women to take up elective office. The current under representation is inherently discriminatory.
• Without positive effort, women will forever be excluded from the most important decisions that affect their rights and their lives. Actively identify quality candidates – “educate” them about politics – support them and back them with resources. Find “He for She’s” who will sponsor them.
• Push broadly The Women’s Victory Fund: an excellent initiative of the Honorable Speaker of the House of Representatives to identify and sponsor willing and capable women to contest for elections at all levels of government.
Rwanda’s parliament has 65% women. This impacts outcomes for girls and women long-term in countless ways: self-identity, self- efficacy, and self confidence.
• Women should engage in more advocacy, lobbying, peaceful protests, among others to drive home their point to get into elective positions. Nothing will be given up willingly. Women have to fight for what they want.
• Active Representation: Men and Women must work hand in hand to ensure that women are represented and that they have access to the right resources.
• Partner with Big 4 Consulting organizations for focused & deliberate searches to identify qualified women for key roles in Government.
• Institute anti-aggression Policies in the National Assembly and all Government Offices that create a supportive working environment for women.
The conclusion of course is that gender parity is best for the economy and for society. If we act now to remove barriers to greater female participation in society, we will reap the economic, political, and social benefits. If we delay, we will suffer the consequences. Parity is powerful and we are hopeful that the inclusion of women in every sphere of our nation, will bring incomprehensible growth and that legacy must begin now.
