By Jeph Ajobaju, Chief Copy Editor
Women comprise 20 per cent of executive positions in Nigeria, higher than the global average, according to a report by the International Finance Corporation (IFC), which shows that gender equality in some other metrics is also better in the country.
Nigeria still has a long way to go, but the ‘better than global average’ slot should not be a surprise given that historically, Nigerians – particularly in the South – educate both male and female children and respect educated people, regardless of gender.
Generally, Nigerian men and women do not doubt the integrity of female members of any profession – teachers, lecturers, professors, doctors, bankers, editors, lawmakers, judges, board members, et cetera – once they are seen to be educated.
And, generally too, Nigerians do not begrudge, belittle, or hinder the career advancement of female members of any profession, once they are competent.
Systemic discrimination against women in workplaces in other parts of the world, especially in Asia, Europe, and North America, generally happens to a lesser degree in Nigeria.
Factors that play a bigger role in gender inequality in Nigeria include a lack of economic expansion outside oil, high rate of employment, higher school enrolment of males in some professions, and the burden of child care on women.
Higher performing metrics
Nairametrics notes that 20 per cent growth in gender equality presents a strong business case for reducing gender gaps in Nigeria and building a stronger and more inclusive ecosystem.
However, it adds, there are still gaps that need to be filled at the corporate leadership level, in the workforce, and in corporate supply chains.
The IFC, through the Nigeria2equal programme, carried out a Gender Gap Assessment for 30 Leading Companies listed on the Nigerian Stock Exchange (NSE).
Its report said the average score on Nigerian companies on the Equileap Scorecard for gender equality was 32 per cent compared to the global average of 34 per cent.
Women represent 17 per cent of Board Chairs (higher than the global average of 6 per cent) and no company on the leading companies listed on the NSE has both a female CEO and CFO, and none with gender balance at the senior management level.
The average percentage of women in the workforce is 33 per cent, lower than the global average of 37 per cent. But some 30 per cent of companies achieved gender balance in the workforce, according to the IFC.
These companies include Access Bank, Ecobank Transnational Incorporated, FCMB Group, Fidelity Bank, Guaranty Trust Bank, Stanbic IBTC Holdings, Sterling Bank, United Bank for Africa, and Zenith Bank.
Up to 17 per cent of companies have a living wage policy on equal compensation and work-life balance – FBN Holdin, International Breweries, Nestle Nigeria, Nigerian Breweries, and Unilever Nigeria.
Other companies published information on the topic of parental leave but did not specify if the leave was paid, or the length of leave was below the required number of weeks.
Up to 53 per cent of companies published an anti-sexual harassment policy. While this number is low, it is a better performance than the global average of 49 per cent.
Up to 80 per cent of companies published a human rights policy, and 73 per cent published a social supply chain policy.
The financial service sector was the top performer with an average score of 38 per cent. It was also the most-represented sector in the dataset. Consumer staples was the next highest-represented sector with an average score of 29 per cent.
Nairametrics adds that addressing gender gaps in Nigeria’s private sector, which impacts women’s ability to participate equally as men, takes on added urgency when considering the country’s rapid population growth.
The IFC reiterated its commitment to ensuring equal opportunities for both men and women in the private sector by addressing persistent gender gaps that hold women back.
It said specific interventions may include
· Increased female representation in corporate leadership positions
· Equal pay for equal work
· Family leave and flexible work policies
· Support for women-owned small businesses and supply chain diversity
· Ending sexual harassment in the world of work to mitigate economic losses