GENDER DYNAMICS AND WOMEN’S LEADERSHIP ADVANCEMENT IN NIGERIAN PUBLIC INSTITUTIONS: EVIDENCE FROM THE UNIVERSITY OF BENIN AND THE UNIVERSITY OF BENIN TEACHING HOSPITAL

Abstract

This study examines how organizational and cultural barriers, mentorship and policy support, and professional experience influence women’s leadership advancement in Nigerian public institutions. Focusing on the University of Benin (UNIBEN) and the University of Benin Teaching Hospital (UBTH), data were collected from 340 female staff through a Google Form survey and 12 semi-structured interviews. Reliability and validity tests were satisfactory (Cronbach’s α ≥ 0.81; KMO = 0.812; Bartlett’s p < 0.001). Regression analysis revealed that barriers have a significant negative effect (B = -0.25, p < 0.001), while mentorship/policy support (B = +0.22, p < 0.001) and professional experience (B = +0.15, p = 0.003) exert positive effects. The model explains about 49% of variance in leadership advancement (R² = 0.49). Thematic analysis corroborated these results, highlighting opaque promotion practices, exclusionary networks, and stereotype penalties as key barriers, while mentorship, sponsorship, and enforceable policies served as enablers. The study concludes that institutionalising sponsorship, reducing bias through transparent criteria, and linking professional experience to measurable merit can strengthen women’s progression. Recommendations are made for HR departments and policymakers to operationalise inclusive selection systems and accountability frameworks.