THE IMPACT OF GENDER DIVERSITY AMONG ACADEMICIANS IN THE UNIVERSITY

THE IMPACT OF GENDER DIVERSITY AMONG ACADEMICIANS IN THE UNIVERSITY

FIRST PART

INTRODUCTION

1.1 BACKGROUND OF STUDY

Businesses may benefit from gender diversity and the increased presence of women on boards of directors and in senior executive management positions. Gender diversity, for instance, can increase social sensitivity when solving problems (Woolley et al., 2010) and increase thought diversity, which can enhance company performance (Ernst & Young, 2009).

When a company’s board of directors is more diverse in terms of gender, it has a greater chance of being effective because it can better comprehend the needs of its stakeholders, which results in improved risk management and general business practice. Incorporating new ideas and perspectives into board and executive management meetings may enhance decision-making. 90 percent of female directors and 56 percent of male directors believe that women contribute new perspectives and intellectual diversity to boards, according to a survey conducted by Groysberg & Bell (2013).

Numerous studies have discovered a correlation between gender diversity on corporate boards and global financial success. According to Joy et al. (2007), businesses with more women on their boards had a 42 percent higher return on sales and a 53 percent higher return on equity than other companies. Curtis, Schmid, and Struber (2012) examined data from more than 2,000 global corporations and found that the presence of more women on boards of directors was associated with increased performance and share prices, as well as decreased volatility in profits and share prices.

Carter, Simkins, and Simpson (2003), Smith, Smith, and Verner (2006), Francouer, Labelle, and Sinclair-Desgange (2008), Krishnan & Parsons (2008), Reguera-Alvardo, de Fuentes, and Laffarge (2015), and Willows & van der Linde (2015) all observed comparable results in 2016. Consequently, gender diversity on the board sends a positive signal to the market that the company is committed to good corporate governance and is performing well, thereby enhancing the company’s reputation.

According to Larkin, Bernardi, and Bosco (2012), the interaction between the firm’s recognition and multiple female board directors is associated with higher overall returns and reduced negative returns for stockholders, as measured by the market price of the firm’s common stock. Consequently, we anticipate a positive and robust relationship between gender diversity on boards and financial success.

1.2 DESCRIPTION OF THE PROBLEM

Gender diversity refers to the representation of males and women on an equal or equitable basis. The most common definition of gender diversity is the presence of an equal number of males and women. The issue with gender diversity among academics at colleges could be the result of undervaluing one gender and making them feel inferior; this could mean that a gender’s ideas and abilities are overlooked and therefore deemed less important, which could impede the organization’s or firm’s growth. Numerous studies on gender diversity have been conducted, but none on gender diversity among academics in Lagos state institutions.

1.3 AIMS AND OBJECTIVES OF STUDY

The primary objective of the study is to investigate gender diversity among university academics. Other specific aims of the study include the following:

1. to identify the differences between male and female academics in Lagos state universities.

2. to identify the factors influencing gender diversity among academics in Lagos universities.

Determine the impact of gender diversity on academics at the University of Lagos.

4. to propose potential remedies to the issues.

1.4 RESEARCH QUESTIONS

What is the distinction between male and female academics in Lagos state universities?

What factors contribute to gender diversity among academics in Lagos universities?

What impact does gender diversity have on academics at the University of Lagos?

What potential solutions are there to the problems?

1.5 SIGNIFICANCE OF STUDY

A gender-diverse workforce facilitates better problem-solving in any organization; therefore, the study on gender diversity among academicians will be of great benefit to all institutions in Lagos state. Each gender, whether male or female, may serve as a growth channel for the system. This would teach all institutions in Lagos not to devalue either gender. In addition to contributing to the corpus of knowledge and literature in this field, the research will serve as a foundation for future studies.

1.6 SCOPE OF STUDY

The research on gender diversity among university academics is limited to Lagos state.

1.7 LIMITATION OF STUDY

Financial constraint – Insufficient funds tend to impede the researcher’s efficiency in locating pertinent materials, literature, and information, as well as in the data collection process (Internet, questionnaire, and interview).

Due to time constraints, the researcher will conduct this study alongside other academic duties. This will consequently reduce the time spent conducting investigation.

1.8 DEFINITION OF TERMS

Gender: The state of being masculine or female (usually applied to social and cultural distinctions rather than biological ones).

Diversity: The inclusion of many distinct types of things or people in something; a variety of distinct things or people.

Academicians: Individuals who teach or conduct research at universities.