Gender Disparity in Nigeria’s Academic Leadership
Of the 270 universities in Nigeria, only 12 have female Vice Chancellors.
Until February 6, 2025 that number was 13, before the Federal Government removed the Vice Chancellor of the University of Abuja, Aisha Maikudi.
The university system in Nigeria relies on various principal officers, including the Chancellor, Pro-Chancellor, Vice-Chancellor, Deputy Vice-Chancellor (Administration), Deputy Vice-Chancellor (Academic), Registrar, Librarian, and Bursar. These officers assume crucial roles within the university system.
The Vice‐Chancellor is responsible to the council for the leadership, management and development of the University and the realisation of its strategic plan. The Vice‐Chancellor is also the University's principal academic officer.
Since 1960, only 38 of the over 720 individuals who have held the position of Vice Chancellor in the Nigerian University System have been women, while the remaining have been men.
The ratio of males to females in the Vice-Chancellor leadership shows a gender disparity between males and females in education leadership.
Currently, there are 258 male vice-chancellors in Nigeria and 12 female vice-chancellors which is about 95.3 percent to 4.7 percent.
Also, with a ratio of 23.3% of female researchers, Nigeria ranks the 23rd in Africa in this metric. Mauritius, South Africa and Cabo Verde tops the list of countries with the highest share of female researchers in Africa with 48.60%; 46.60%; and 45.80% respectively.
Addressing Gender Disparity in the Nigerian Academic Sector
Just like in much of Nigerian society, gender inequality in Nigeria’s academic leadership persists, which negatively impacts women's advancement in higher education leadership positions.
Academic research attributes this gender gap in Nigerian higher education to strong patriarchal cultures that create gender-based power imbalances. It was reported that despite significant educational and workplace gains, women continue to be underrepresented in various sectors, especially in senior leadership positions.
Women's underrepresentation in top academic leadership positions, such as tenured faculty and full professors, limits their opportunities for formal leadership roles in colleges and universities.
Many times, men outnumber women in top positions such as vice-chancellors, deans, provosts and other high positions.
However, this state of affairs goes against the liberal feminist theory which emphasizes women's rights to autonomy and proposes remedies for gender inequities through, variously, removing legal and social constraints or advancing conditions that support women's equality."
Also, traditional conceptions of male leadership as the norm, a lack of succession planning and leadership development, and missed opportunities for expansion of collective leadership in the university setting are barriers to women's upward movement in higher education leadership.
Achieving Inclusive Leadership In Academic Establishments
The strength and leadership of every woman should not be undermined in any society. They must be allowed to contribute their own quota to societal development.
The Millennium Development Goals of the United Nations were instituted to promote gender equality as part of its focus and sustainable development goals.
Achieving gender parity in academia requires the provision of mentoring and networking opportunities specifically for women within higher education institutions. These initiatives play a crucial role in nurturing and enhancing the leadership potential of female academics.
Mentorship programs offer women invaluable guidance, support, and access to knowledge and experiences, empowering them to navigate the often complex academic landscape effectively. These programs allow women to build meaningful connections with peers, mentors, and leaders, enabling them to draw from a diverse range of perspectives and resources.
Additionally, these initiatives contribute significantly to the growth and development of a more inclusive and dynamic academic leadership landscape, where women can thrive and share their unique talents and perspectives.
Self-advocacy is another important skill that can help women advance in their careers. This skill empowers women to speak up for themselves and assert their needs and goals in the academic environment.
The hallowed academic chambers are places where merit should shine through, regardless of gender or any other consideration.
Thanks for reading this edition of SenorRita. It was written by Kafilat Taiwo and edited by Joachim MacEbong.
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