Experts Highlight Continued Barriers to Women's Leadership in Nigeria

Despite a growing societal acceptance of women in leadership positions, experts have pointed out that significant structural and institutional barriers still impede women's representation in Nigeria's political and economic spheres.

These concerns were expressed during a high-level policy summit focused on enhancing women's leadership and dismantling institutional hurdles, which took place in Abuja on Tuesday.

Oluwatobiloba Moody, the director of the World Intellectual Property Organisation (WIPO) in Nigeria, articulated the crucial role that women's participation in leadership plays in fostering innovation and stimulating economic growth. He warned that neglecting women from leadership roles, especially in innovation-driven sectors, stifles the nation's developmental trajectory.

"Inclusive leadership is not merely a social aspiration; it is an economic imperative," he stated. "To genuinely promote growth and innovation, opportunities must be equally accessible to women in fields like technology, intellectual property, and the creative economy."

Moody further called for specific policies aimed at augmenting women's presence in these industries, underscoring that diversity fortifies systems and enhances outcomes.

About the summit, WIPO, which launched this initiative in 2023, aims to elevate women's engagement, leadership, and economic contributions in innovation and the creative economy. The theme of the 2026 edition was “The Audacity for Change: Women Leading Innovation and Creativity for Nigeria’s Economic Transformation,” attracting a diverse group of stakeholders including policymakers, entrepreneurs, and development partners.

Although public support for increased women's representation in leadership has intensified, there remains a noticeable disconnect between public sentiment and institutional progress. Advocacy for measures like the Special Seats for Women Bill—a proposal to create reserved seats for women in legislative bodies—continues, but tangible improvements have been slow, leaving women underrepresented in both governance and corporate leadership.

Recent reports underscore that around 90% of Nigerians are comfortable with women holding leadership roles in major corporations, reflecting a gradual increase in confidence regarding women’s leadership capabilities. However, while Nigeria's leadership readiness score has improved slightly from 57 to 59, significant gaps persist in their actual leadership opportunities.

The World Bank reports that globally, women are afforded only about two-thirds of the legal rights available to men, with enforcement of gender-equal laws averaging a mere 53 out of 100. The implementation systems drop this score further to 47, highlighting systemic inefficiencies in promoting gender equality.

Beatrice Eyong, resident representative of UN Women Nigeria and ECOWAS, emphasized the necessity for intentional reforms to match increasing public acceptance of women in leadership. Eyong noted that ongoing structural barriers—such as limited access to opportunities, financing, and decision- making roles—continue to impede women.

She advocated for decisive actions that go beyond mere policy intentions, stressing the importance of genuine implementation that fosters real opportunities for women. "We must transition from abstract intentions to concrete actions that create viable pathways for women's progress," she urged.

Elsie Attafuah of the UNDP identified the significant challenge of bridging the gap between gender equality laws and their effective enforcement, stating that weak institutional frameworks compromise the laws' efficacy. "The issue lies in how these policies are realized in practice. Until we bolster the mechanisms enforcing these laws, women will continue to face significant leadership barriers," she remarked.

Olujoke Aliyu, co-managing partner at Aluko & Oyebode, echoed the call for enhanced accountability in addressing gender disparities, noting that existing laws need robust enforcement mechanisms to drive their impact. Similarly, Ngozi Ekeoma of the Nepal Group insisted that the private sector must prioritize gender inclusion beyond verbal commitments. Organizations need to establish systems that genuinely support women's mentorship, leadership advancement, and equitable recruitment practices.

The ongoing discussions underscore the need to address not just superficial policy measures but the structural issues that inhibit true gender equality, highlighting that equitable opportunities for women ultimately benefit organizations, enhancing innovation and performance.