Female Lecturers in Higher Education: Prelude on Challenges, and Opportunities
Keywords:
Conceptual framework, Challenges, Opportunities, Female lecturers, Tertiary institutions, Job performance, Nigeria, African universitiesAbstract
This paper presents a basic framework for understanding the challenges and opportunities faced by female lecturers in tertiary institutions in Nigeria, with focus on African universities. The study adopts a thematic literature review approach drawing from published works, university databases and documentary evidence. The concept of challenges is clarified as any action or situation that places special physical and psychological demands upon a person and unbalances individual equilibrium. Findings show women encounter issues from birth due to stereotypical beliefs, rigid gender norms, cultural practices such as early/forced marriage, wife-inheritance, and preference for sons' education. In universities, factors include hostile work environment, sexual harassment, lack of training, promotion criteria, masculinisation and patriarchy, poor funding, low remuneration, and work-life imbalance. The concept of opportunity is defined as a relationship between an agent and a desired goal mediated by obstacles none of which are insurmountable. Educational opportunities provide instrumental and intrinsic values - access to jobs, health, wealth, civic participation and flourishing life. The paper also traces African university history from Al-Karaouine (859 AD) to expansion in 1980s-1990s, core responsibilities of academic staff (teaching, research, publishing, outreach), and strategic interventions on recruitment, governance, salaries and role of government/private partners. It concludes that female lecturers perform at same level as males but face unique personal, social and institutional problems including gender bias, discrimination, lack of role models, domestic labour, and lack of facilities. Benefits include confidence, reputation, capacity building and inspiring students. The study recommends transparent appointment/promotion, leadership training, increased funding, and gender-sensitive policies to recreate research universities with productive female staff.
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