Deliberate and intentional steps need to be taken to develop and deploy women into the labour force while ensuring equal education opportunities for girls.
This was disclosed at one of the panel sessions during BusinessDay’s CEO conference with the theme “Women, Leadership and Power: Building Tomorrow Today.”
Women make up more than half of Nigeria’s population and although some progress is being made to have more female representation in board rooms, there’s still considerable work to be done in engendering gender equality.
“Deliberate and intentional decisions are non-negotiable for greater level of women inclusion in the corporate world,” Bolaji Balogun, the CEO of Chapel Hill Denham said.
Balogun added that “female inclusivity is very vital for all leaders of businesses in growing their companies, especially since private-sector businesses need to play a huge role”.
However, a huge difference exists in the way that male and female leaders’ approach, leadership, and exercise power but there’s the need for a balance.
Abimbola Akeredolu, a SAN and partner at Banwo & Ighodalo reiterates that “we must not be given to fixed generalizations or stereotypes as there are strong men and strong women”.
Akeredolu refers to what she calls the Gaussian/bell curve because there are no absolutes in nature.
“Just as you have people who do not even know how to exercise power, there are persons that would go crazy with power and I’m of the view that this applies equally across gender”, Akeredolu said.
“But generally, women approach leadership, and exercise power based on the way nature has endowed her – with what we would call a more human face, more empathy and gentle”, said Akeredolu.
Akeredolu proceeds to clarify “that is not to say we will not have men that are empathetic, but more men are lacking in empathy, very authoritative with a bit more aggression in the way of their leadership style”.
“On the other hand, men naturally operate in their habitats as they are born to be hunters, protect their homes, bring food for their families, lead with some element of bravado, force, a bit more aggression and they often lack the same element of empathy that women seem to have”, noted Akeredolu.
“Historically, our background plays a huge role in the gender discrimination seen today; part of the problem is that male CEOs tend to consider it a norm and do not necessarily understand the value of a female perspective” stated Akeredolu.
Dr. Myma Belo-Osagie, Partner Emeritus of counsel at Udo Udoma & Belo-Osagie (UUBO) noted that the male-dominated board like to recruit men like themselves, although not always intentionally”
“Gender intervention across the entire organisation for Gender-balanced or female-friendly organisational environment should include associates and staff rather than just the management board; and this requires a more conscious effort, Dr Belo-Osagie.
However, at the same time, care should be taken to ensure that the female number does not tip over to put the men at a disadvantage.
Belo-Osagie highlights that “realistically, women have to carry the burden of women and children and this somewhat affects the time spent on their businesses, although they’ll still try to find a balance”.
Otunba Abimbola Ogunbanjo, the President of the National Council of the Nigerian Stock Exchange (NSE), comments that “women tend to opt out temporarily from the corporate world at one point or the other or they become tired of the status quo and difficulties involved”.
In responding to the fact that the top companies on NSE all have male CEOs, Otunba Abimbola Ogunbanjo, the President of the National Council of the Nigerian Stock Exchange (NSE), comments that “lack of powerful sponsors by sponsors is a major problem as very few women or female-based organisations support themselves, so women are not on the same track”.
“Also, recycling of the same set of women that are currently in the boardroom limits the chances of upcoming females that have not held leadership positions”.
“Besides, women are less likely to put other females in power of positions if they’re not comfortable with it alongside the controversial view that women love to be at the centre of attraction, which is an issue that men do not have”.
Nonetheless, Akeredolu mentioned that “power is never given, it has to be taken because not many people are willing to give up their advantage; so, nature dealt women the shorthand as a nurturer and caretaker while men are the hunters”
“Women have it built in their psychics to be modest, timid, not forward, and look like a pretty wallflower, which has been passed down from grandmothers to mothers and this has negatively affected women whereas men have the hunting ability as they tend to take charge”, said Akeredolu.
“As such, women’s ideology has to change as we must learn to do a bit more hunting”, noted Akeredolu.
Akeredolu proceeds to state that “comments which question whether a woman will get married tend to weigh them down at an early age, as many forget that marriage is about teamwork”.
“In fact, many things that women do, which are usually done by men without inciting reactions, are generally frowned upon and faulted by others” stated Akeredolu.
In explaining why one does not have to lose for all to gain, Balogun pictures a person trying to run with their hands tied behind them, and highlights “the need for a logical, economic and rational imperative alongside common sense”.
