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Gender Mainstreaming and Leadership in Tertiary Institutions
1. GENDER MAINSTREAMING AND
LEADERSHIP IN TERTIARY INSTITUTIONS IN
SOUTH WEST, NIGERIA: ANY HOPE FOR
GENDER EQUALITY?
PRESENTED BY
HELEN BODUNDE
Federal University of Agriculture,
Abeokuta
2. INTRODUCTION
The concept of and advocacy for Gender
Mainstreaming for national development
have been a debate since its endorsement by
United Nations in 1995.
It is strategy as a tool for the advancement
of gender equality at the global, regional
and country levels has been the focus of
researchers.
It has become a tool for achieving equal
rights of men and women to opportunities
and development.
3. INTRODUCTION
Since its endorsement in 1995, the level of the adoption of gender
mainstreaming in the leadership positions remains an issue among stakeholders.
Lack of women representation in leadership positions has been attributed to the
non-implementation of gender mainstreaming in organizations.
To this end, this paper evaluated the level of the adoption of gender
mainstreaming in the leadership positions across tertiary institutions in Nigeria.
4. THE CONCEPT OF GENDER
Gender refers to social attributes, relationships and opportunities associated
with being male and female.
Gender system is established in all cultures and societies through socialization
process.
It is done in a way that gender becomes stereotypical.
Gender approaches focus on the systems that determine gender roles, their
access to and control over resources, and decision making potentials.
5. THE CONCEPT OF GENDER EQUALITY
Gender equality denotes equal right, responsibilities
and opportunities between men and women; boys and
girls.
It implies availability of human rights, responsibilities
and opportunities, perception, interests and needs in
the society without recourse to sex roles.
The interests, needs and priorities of both male and
female are recognized and considered for all
opportunities and responsibilities.
6. THE CONCEPT OF GENDER MAINSTREAMING
Gender mainstreaming (GM) is the approach, strategy or means of engendering
equal participation of men and women in all areas of human life.
It is concerned with gender perspectives as critical to achieving the goal of
gender equality from policy development to implementation and evaluation.
The aim of GM is to provide a policy for sustainable contribution to equality
between men and women
7. BACKGROUND ON GENDER
In the world, women seem to be more disadvantaged across cultures.
The level of disadvantage varies from one country to another based on
cultural, historical, social and religious factors.
These factors lead to gender stereotypic determine the level of women
participation in leadership positions.
8. BACKGROUND ON GENDER
In a bid to improve women’ position, UN member states endorsed GM at
the 1995 United Nations’ fourth World Conference in Beijing .
In 2000, the UN General Assembly had an assessment meeting on the
implementation of the Beijing agreement.
It identified GM as a good tool for driving Gender Equality
It has been observed that using GM will lead to changes in the structure
of the mainstream
9. BACKGROUND ON GENDER
It therefore reconfirmed the importance of GM and advocated its
incorporation into policy-making at workplace
10. LEADERSHIP IN WORKPLACE
Male dominance in organizational set up in more prevalent in our society
This affects the way issues are addressed and solutions proffered.
Evidence of mixed working relationship between men and women often
produce better result.
11. LEADERSHIP IN WORKPLACE
In tertiary institutions, women have higher participation and completion rates in
tertiary education compared to men.
They are increasingly out-numbering men in education achievement.
Studies show gender as a major factor in better leadership while few describe
gender as a non-issue.
Due to evidence based diversity, nations are increasing women involvement in
leadership positions.
12. OBJECTIVES OF THE STUDY
The objectives of the study are to:
examine the adoption of gender mainstreaming in leadership positions in
tertiary institutions in South west of Nigeria
examine the adoption of gender mainstreaming in leadership positions across
the tertiary institutions(University, polytechnics, Colleges of education) in
South west, Nigeria
determine the level of adoption of gender mainstreaming in leadership positions
between private and public tertiary institutions of the region.
13. RESEARCH QUESTIONS
The research is set out to answer the following questions:
What is the level of adoption of gender mainstreaming in leadership position in
the tertiary institutions in South West, Nigeria?
What is the level of adoption of gender mainstreaming in leadership positions
across the tertiary institutions in South west, Nigeria
Do the private or public tertiary institutions consider gender mainstreaming in
leadership positions?
14. HYPOTHESES TESTING
Two hypothesis were tested
There is no significant difference in the adoption of gender mainstreaming in
leadership positions across the tertiary institutions
There is no significant difference in gender mainstreaming in private and public
tertiary institutions in South west.
16. RESULTS AND DISCUSSIONS
Leadership Positions Male Female
Vice chancellor 25(83.3) 5(16.7)
Deputy Vice Chancellor 39(90.6) 9(9.4)
Registrar 23(76.7) 7(23.3)
Bursar 26(86.7) 4(13.3)
Librarian 20(69.9) 10(33.3)
Dean 160(84.3) 25(15.6)
Head of Department 504(79.7) 128(20.2)
Directors of Centre 222(71.1) 90(28.8)
Directors of Committee 96(78.0) 27(21.9)
TABLE 1: GENDER MAINSTREAMING IN LEADERSHIP POSITIONS IN TERTIARY
INSTITUTIONS IN SOUTH WEST, NIGERIA
17. Variable Frequency Percentage
Available 4 13.3
Not Available 26 86.7
Functionality
Functioning 2 6.7
Not functioning 28 93.3
TABLE 2: AVAILABILITY AND FUNCTIONALITY OF GENDER MAINSTREAMING
POLICY
18. Table 3: Gender Mainstreaming according to three
cadres of tertiary institutions
Institutions VC/RECTOR
/PROVOST
DVC/DEPUT
Y
REGISTRA
R
LIBRARIA
N
BURSAR DEAN HOD CENTRE COMM
University
Male
Female
22(95.4)
1(4.5)
25(73.5)
9(26.4)
16(64.0)
9(36.0)
27(72.9)
10(27.1)
18(85.7)
3(14.2)
98(84.4)
18(15.6)
365(82.
2)
79(17.7
)
175(69.7
)
76(30.2)
28(75.6)
9(24.3)
Polytechnic
Male
Female
2(50.0)
2(50.0)
2(50.0)
2(50.0)
14(100)
nil
2(50.0)
2(50.0)
4(100.0)
nil
18(84.4)
1(5.26)
63(87.5
)
11(12.5
)
13(86.60
2(13.30
21(80.76
)
5(10.23)
Col. Of Edu.
Male
Female
2(50.0)
2(50.0)
4(100.0)
nil
4(100.0)
nil
2(50.0)
2(50.0)
4(100.0)
nil
20(76.9)
6(23.1)
76(65.5
)
40(34.4
)
34(73.0)
12(27.0)
47(78.3)
13(21.6)
Source: Field survey, 2016
19. Table 4: Gender Mainstreaming according to
school types
Institutions VC/RECTOR DVC/DEPUT
Y
REGISTRAR LIBRARIA
N
BURSAR DEAN HOD CENTRE COMM
Public Male
Female
16(80.0)
4(20.0)
22(78.5)
6(21.4)
16(72.8)
6(27.2)
26(74.3)
9(25.7)
17(85.0)
3(15.00
95(82.6)
20(17.4)
412(78.
2)
114(21.
6)
186(72.3
)
71(27.6)
81(80.2)
20(19.8)
Private Male
Female
9(90.0)
1(10.0)
12(80.0)
3(20.0)
7(63.6)
4(36.3)
7(77.7)
3(22.3)
9(100.0)
nil
40(88.8)
5(11.1)
92(86.7)
14(12.3)
36(65.4)
19(34.6)
15(68.1)
7(31.8)
20. HYPOTHESES TESTING
HYPOTHEIS ONE:
ANOVA result showing the test of no significant difference in gender mainstreaming in leadership
positions across the cadres of selected institutions
Variables Sum of squares Df Mean square F value P-values Decision
Between group 997.234 2 498.617 0.387 0.683 NS
Within group 33468.560 26 1282.253
Total 34465.797 28
21. Interpretation
There is no significant difference in the
level of adoption of gender mainstreaming in
leadership positions across the cadres of selected
institutions
School cadre does not play a role in the
level of adoption.
Null hypothesis accepted
22. INTERPRETATION
This result shows that eighteen years after the affirmation of the
importance of gender mainstreaming in gender equality, gender
blindness pervades many of the tertiary institutions who are
supposed to be stakeholders, well positioned to power and drive
the policy.
23. HYPOTHESES TESTING
HYPOTHEIS TWO:
t-test result showing the test of significant difference of gender mainstreaming of leadership position
between private and public tertiary institutions
Variables N Mean Std Deviation Std Error
Mean
t-value P-Value Decision
Gender Mainstreaming Private 10 28.40 13.10 4.142 -2.045 0.02 Significant
Public 20 54.90 39.608 8.897
24. INTERPRETATION
The result shows that the public tertiary institutions show a higher
level of adoption of gender mainstreaming in leadership positions
than the private institutions.
25. Conclusion
Many of the institutions do not have GMP,
which may have contributed to its low
adoption
there are no set out guidelines for
appointment to leadership positions,
employments, admission of students and
other special needs of the two groups.
the public tertiary institutions show
higher adoption than the private
counterpart.
26. Conclusion Contd.
a lot to be done by all the stakeholders-
educational institutions: primary to tertiary
levels, public and private;
government: local, state, national (
presidency national and state assemblies in
implementing and enforcing laws;
and non-governmental organizations(as
major driving tools).
27. Recommendations
a)Efforts need to put in place to work towards
increasing gender participation in workplace
through:
• awareness raising and sensitization on GM
and GE
•an annual evaluation should be done in
educational institutions, governance and civil
service by creditable evaluators from
institutions, NGO and Government
•organization of gender study groups
28. •consisting of male and female in all
establishments as pressure groups towards
formulation and implementation of GMP
•Coordinating group at state, regional and national
levels should be encouraged
b) Both male and female in position of authorities
should work towards having representation from
both groups for equity and fulfilling the unity of
opposites.
