THE IMPACT OF GENDER DIVERSITY AMONG ACADEMICIANS IN THE UNIVERSITY

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF STUDY

Gender diversity and the participation of more women on boards of directors and in senior executive management roles may add value to businesses. Gender diversity, for example, can lead to increased social sensitivity when solving problems (Woolley et al., 2010) and increased thought diversity, which can lead to improved company performance (Ernst & Young, 2009).

When a company's board of directors is more gender diverse, it has a higher chance of being effective because it can better understand the demands of its stakeholders, which leads to better risk management and general business practice. Adding fresh ideas and viewpoints to board and executive management meetings might potentially improve decision-making. According to a poll conducted by Groysberg & Bell (2013), 90 percent of female directors and 56 percent of male directors believe that women bring new views and intellectual diversity to boards of directors.

Numerous studies have found a link between gender diversity on boards of directors and corporate financial success on a global scale. Businesses with more women on their boards outperformed other companies, according to Joy et al. (2007), with a 42 percent greater return on sales and a 53 percent higher return on equity. Curtis, Schmid, and Struber (2012) looked examined data from over 2000 worldwide corporations and discovered that having more women on boards of directors was linked to higher 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 & Laffarga (2015), and Willows & van der Linde (2015) all observed similar findings (2016). As a result, gender diversity on the board gives a favorable signal to the market that the company is focused on corporate governance and doing well, therefore strengthening the company's reputation.

According to Larkin, Bernardi, and Bosco (2012), the interaction between the firm's recognition and multiple female board directors is linked to higher overall returns and lower negative returns for stockholders, as measured by the firm's common stock market prices. As a result, we anticipate a favorable and strong link between board gender diversity and financial success.

1.2 STATEMENT OF THE PROBLEM

Gender diversity refers to the equal or fair representation of men and women. The most popular definition of gender diversity is an equal distribution of men and women. The problem with gender diversity among academics at colleges might be the consequence of undervaluing one gender and making them feel inferior; this could mean that a gender's concept and abilities are overlooked and so considered as less significant, which could stymie the organization's or firm's growth. Finally, various studies have been conducted on gender diversity, but not a single study has been conducted on gender diversity among academicians in Lagos state institutions.

1.3 AIMS AND OBJECTIVES OF STUDY

The main aim of the study is to examine gender diversity among academicians in universities. Other specific objectives of the study include;

1. to determine the differences between male and female academicians in universities in Lagos state.

2. to determine the factors affecting gender diversity among academicians in universities in Lagos.

3. to determine the influence of gender diversity among academicians in university of Lagos.

4. to proffer possible solutions to the problems.

1.4 RESEARCH QUESTIONS

1. What is the difference between male and female academicians in universities in Lagos state?

2. What are the factors affecting gender diversity among academicians in universities in Lagos?

3. What is the influence of gender diversity among academicians in university of Lagos?

4. What are the possible solutions to the problems?

1.5 SIGNIFICANCE OF STUDY

In the sense that it allows men and women to exchange their distinct opinions, ideas, and insights; a gender-diverse workforce facilitates better problem solving in any organization, the study on gender diversity among academicians will be of tremendous advantage to the whole institutions in Lagos state. It would also teach all of Lagos' colleges not to undervalue any gender, since each gender, male or female, may be a channel through which the system grows. Finally, the research will add to the body of knowledge and literature in this sector, as well as serve as a foundation for future research.

1.6 SCOPE OF STUDY

The study on gender diversity among academicians in universities is limited to Lagos state.

1.7 LIMITATION OF STUDY

Financial constraint- Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).

Time constraint- The researcher will simultaneously engage in this study with other academic work. This consequently will cut down on the time devoted for the research work.

1.8   DEFINITION OF TERMS

Gender: The state of being male or female (typically used with reference to social and cultural differences rather than biological ones).

Diversity: The fact of many different types of things or people being included in something; a range of different things or people.

Academicians: Is a person who teaches or does research at the university.

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