Summary

• OAU exceeds the 30% gender benchmark, with women now representing 37% of the university’s workforce, up from 13.6% in 2002, surpassing both its policy target and the national average.
• The university’s 2009 Gender Policy targeting a 70:30 male-to-female ratio  continues to guide equitable recruitment, leadership appointments, and professional development.
• The Centre for Gender and Social Policy Studies (CGSPS) and the Planning, Budgeting, and Monitoring Unit (PBMU) drive gender accountability through annual audits, mentorship programs, and leadership workshops.
• With plans to reach 50% women in tenured and executive positions within five years, OAU stands as a national model of equity in action, demonstrating that fairness and excellence can coexist.

A New Wave of Progress

Obafemi Awolowo University, Ile-Ife, has strengthened its reputation for progress by exceeding a 30 percent female employment rate for the first time. Women now constitute 37 percent of the university’s workforce, an increase from 13.6 percent in 2002. This growth across academic and non-academic positions demonstrates the university’s sustained commitment to increasing female representation at all staffing levels.

This achievement aligns with the institution’s established targets. OAU’s Gender Policy mandated a minimum of 30 percent female employment. The university has reached a 37 percent female employment rate, surpassing both this requirement and the national university average of 35 percent for academic roles. Furthermore, a greater number of women have advanced into senior and leadership positions at OAU. In contrast, national trends indicate that women are more often concentrated in junior and mid-level roles (Ogbogu, 2019).

This new phase of employment represents more than quantitative progress. It reflects the university’s conviction that balanced representation contributes to academic and administrative excellence. Women now serve as visible contributors who actively influence the institution’s growth, research, and leadership, rather than remaining underrepresented.

Policy Foundations of Progress

OAU’s current progress is rooted in its sustained commitment to gender equity, formally established through the Obafemi Awolowo University Gender Policy of 2009. This policy was developed in response to the 2002 Situational Analysis Report, which identified significant gender disparities across the university. At that time, female academic staff represented only 13.6 percent of total academic employment, and women comprised less than one-fifth of the overall workforce.

OAU implemented a comprehensive gender policy to address these disparities. The policy aims to achieve a 70:30 male-to-female employment ratio and foster a gender-inclusive work environment. It sizes capacity building for women through training, mentorship, and leadership development. The policy also mandates the collection of disaggregated data to ensure the transparent monitoring of employment and administrative records over time.

Since its inception, this policy has served as a dynamic framework and strategic roadmap to achieve measurable outcomes. Over time, OAU has systematically reshaped its workforce through targeted recruitment, gender awareness initiatives, and administrative support.

Inclusive Recruitment Practices

The recent employment initiative represents a pivotal development. Women benefited from intentional recruitment across teaching and administrative roles. Traditionally male-dominated faculties, including Science, Technology, and Environmental Design and Management, appointed more qualified women. Gender-balanced search committees with equal representation of men and women ensured diverse perspectives, increased fairness, and expanded the pool of candidates. These committees recruit through professional networks and academic conferences to attract a broad and diverse range of applicants. This approach advances gender equity and fosters a more inclusive scholarly environment.

The university also increased the appointment of women to supervisory, technical, and professional roles within administrative and non-teaching units. These appointments are based on merit, competence, and equitable opportunity. OAU’s gender policy broadens access and representation while maintaining high standards. The selection process includes multiple interview stages, objective evaluations, and a diverse review panel, ensuring transparency and trust. This structure supports fair candidate assessment and reinforces the university’s commitment to inclusive and equitable hiring.

By applying gender-sensitive hiring principles, OAU increased female staff representation from 13.6% in 2002 to 37%. This progress enhances mentorship for female students, diversifies perspectives in decision-making, and contributes to a more inclusive university community.

Beyond Statistics: Broader Implications

Although the increase in women’s employment is significant, the more profound achievement is the ongoing cultural transformation. Gender equity in employment goes beyond meeting numerical targets; it requires changing attitudes and expanding opportunities to ensure fairness throughout the university. Women now actively participate in policy decisions, lead discussions, and influence outcomes that shape the university’s future. This transition moves the campus away from traditional hierarchies toward greater inclusion and collaboration.

Increased female participation enhances the intellectual environment. In the classroom, it offers students diverse perspectives and role models who challenge prevailing stereotypes. In governance, it enriches leadership discussions by introducing empathy, inclusivity, and innovative thinking. In administration, it fosters a culture that values collaboration, emotional intelligence, and competence. A diverse team strengthens campus life and advances research excellence. Research indicates that diverse teams often achieve higher citation impacts and foster greater innovation.

OAU’s motto, “For Learning and Culture,” acquires renewed significance in this context. The university’s commitment to learning now encompasses the cultivation of a culture that values equality, fairness, and collective growth. Each appointment of a qualified woman not only fills a vacancy but also affirms the principle that potential, rather than gender, determines capability.

The Role of the Centre for Gender and Social Policy Studies (CGSPS)

The Centre for Gender and Social Policy Studies (CGSPS) plays a pivotal role in OAU’s efforts to transform its gender policies. As an academic and administrative hub, CGSPS advances gender research, monitors policy implementation, and promotes institutional equity and equality. The Centre implements its Gender Policy by integrating its principles into recruitment, administration, and training.

CGSPS ensures that OAU systematically incorporates gender principles into its systems. The Centre uses consistent advocacy and evidence-based interventions. It collaborates with the Planning, Budgeting, and Monitoring Unit (PBMU) to generate gender-disaggregated data, monitor departmental progress, and maintain accountability to the university’s 70:30 target.

The Centre also coordinates mentorship initiatives and leadership workshops to prepare female academics for advanced responsibilities. Ongoing training sessions educate staff and administrators on gender-sensitive communication and best practices for an equitable workplace. By promoting awareness and accountability, CGSPS serves as the guiding force for OAU’s gender-inclusive transformation.

While the university has achieved a significant milestone, the administration recognizes that achieving true equity is an ongoing process. OAU is actively working to advance this progress by expanding leadership development programs for women, strengthening mentorship pipelines, and providing continuous professional development opportunities. These initiatives are designed to support women’s advancement into senior academic and administrative roles. Over the next five years, OAU aims to achieve balanced representation of women in 50 percent of tenured faculty and executive positions. Each initiative will be overseen by a dedicated leadership team comprising representatives from the Centre for Gender and Social Policy Studies, the Planning, Budgeting, and Monitoring Unit, and senior university officials. This structured roadmap ensures sustained commitment to gender equity through defined milestones and transparent accountability.

The university is also exploring strategies to strengthen workplace support systems, such as providing functional crèche facilities, enhancing maternity and parental leave policies, and promoting work-life balance. These measures enable staff to succeed professionally without sacrificing family responsibilities. OAU acknowledges that staff retention is closely linked to these supportive initiatives. For instance, the introduction of crèche facilities has led to reduced turnover rates and improved employee retention. Furthermore, the university, through CGSPS and PBMU, will continue to publish annual gender equity reports to ensure transparency in recruitment, promotion, and representation across all units.

These initiatives demonstrate the university’s commitment to treating gender equity as an ongoing, measurable practice that is systematically nurtured, assessed, and improved.

Setting a Standard for Others

By surpassing the 30 percent threshold in women’s employment and working towards 50 percent, Obafemi Awolowo University has positioned itself as a model for other Nigerian universities seeking to address the gender gap in academia. Its structured approach, grounded in policy, data, and leadership, demonstrates that meaningful change requires both vision and accountability.

Within the context of higher education, where female representation in academic and administrative leadership remains a national challenge, OAU’s progress demonstrates that deliberate institutional action can yield measurable outcomes. This transformation is driven by an internal commitment to fairness as a fundamental component of excellence, rather than by external pressures.

Equity as a Core Institutional Value

Obafemi Awolowo University’s recent recruitment achievements illustrate progress that extends beyond quantitative measures. Gender equity has transitioned from a guiding principle to an established institutional practice. The process initiated by the 2009 Gender Policy has developed into a culture of intentional inclusivity, where fairness, representation, and merit are integrated.

The milestone in women’s employment represents a significant step toward achieving greater balance and fostering shared leadership. As OAU continues to foster a more inclusive academic community, it affirms its role as both a center of learning and culture and a leader in equity and social progress.

At Obafemi Awolowo University, equity has shifted from a conceptual vision to an active practice, shaping both the institution’s current operations and its future direction.