A recent analysis reveals that Nigeria is achieving parity with leading global economies like Germany in societal acceptance of women in leadership roles. According to the 2025–2026 Reykjavík Index for Leadership, 90% of Nigerians believe women can lead corporations, and 77% think a woman can be president. Nigeria's overall score of 59 places it just one point behind Germany's 60, indicating a strong national readiness for female leadership.
The report highlights that the primary drivers behind this positive shift in attitudes, particularly among men, are family upbringing and social environment, accounting for 30% of the influence, more than formal education at 18%. This suggests a deep-seated cultural readiness for gender equality in leadership positions.
Despite this widespread acceptance, the practical implementation of female representation remains critically low. While 64% of Nigerians support gender equality in government and politics, women hold a mere 4.2% of seats in the Nigerian Parliament. This figure starkly contrasts with the Sub-Saharan African average of 27%, illustrating a significant disconnect between public perception and institutional outcomes.
The banking and finance sector emerges as a beacon of progress, scoring 73 on the Index and leading the nation in gender-balance perception. This sector's success is attributed to intentional policies promoting women in leadership. Currently, nine female bank CEOs lead, and female representation on boards has increased from 21% in 2020 to 31.1% in 2024. This demonstrates how visible female leadership can effectively normalize gender equality and reduce bias.
Conversely, sectors like engineering (score 46) and childcare (score 33) exhibit significant bias, largely due to their perceived gendered nature. The childcare sector's low score reflects a societal tendency to view nurturing as informal domestic work rather than a valuable economic profession. To bridge this gap, other industries must adopt a performance-driven approach to gender balance, viewing it as a business imperative rather than a social favour.
Drawing lessons from G7 nations, Nigeria can enhance its implementation strategies. Countries like Canada and France, with scores of 71, have successfully used private sector targets and transparency reporting to translate perception into senior roles. These nations also recognize the care economy as a vital economic driver, investing heavily in it.
Nigeria's neglect of the childcare sector, which is estimated to be a potential $111 billion annual GDP contributor, is a significant missed opportunity. By investing in childcare infrastructure and corporate crèches, similar to practices in G7 countries, Nigeria could create an estimated 17 million new jobs by 2030.
In conclusion, Nigeria's readiness for women leaders is evident in public opinion, but proactive measures are needed to convert this readiness into tangible representation. Government bodies should formalize successful models, like those in the banking sector, to ensure increased female participation on boards and executive teams. Simultaneously, the private sector should embrace proactive strategies, including setting internal targets, inclusive hiring practices, and supporting infrastructure like employer-sponsored childcare. The time for action is now.
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