GENDER DIVERSITY AMONG THE UNIVERSITY STUDENTS
1.1 BACKGROUND OF THE study
Gender diversity and the inclusion of more women on boards of directors and in positions of senior executive management have the potential to provide value to enterprises.
Gender diversity, for example, can lead to higher social awareness when solving challenges (Woolley et al., 2010) and increased thought diversity can lead to improved organisational performance (Ernst & Young, 2009).
When a company's board of directors includes more women, it increases its chances of success by better understanding the demands of its stakeholders, which leads to better risk management and general business practise.
Bringing new ideas and viewpoints to board and executive management meetings could potentially improve decision-making. According to Groysberg and Bell (2013), a poll indicated that 90% of female directors and 56% of male directors believe that women provide fresh perspectives and intellectual diversity to boards of directors.
Numerous studies conducted around the world show a positive relationship between gender diversity on boards of directors and firm financial performance. Joy et al. (2007) discovered that companies with more women on their boards outperformed others, with a 42% higher return on sales and a 53% higher return on equity.
Furthermore, Curtis, Schmid, and Struber (2012) examined data from over 2000 global companies and discovered that female representation on boards was associated with improved performance and share prices, including lower volatility in earnings and share prices.
Carter, Simkins, and Simpson (2003), Smith, Smith, and Verner (2006), Francouer, Labelle, and Sinclair-Desgange (2008), Krishnan and Parsons (2008), Reguera-Alvardo, de Fuentes, and Laffarga (2015), and Willows and van der Linde (2016) all observed similar findings.
As a result, gender diversity on the board sends a favourable signal to the market that the organisation is more focused on corporate governance and that the company is performing well, so strengthening the firm's reputation.
According to Larkin, Bernardi, and Bosco (2012), the interaction between the firm's recognition and the presence of several female board directors is related with higher overall returns and fewer negative returns for stockholders, as evaluated by the market price of the firm's common stock.
As a result, we anticipate a favourable and statistically significant association between board gender diversity and firm financial success.
1.2 STATEMENT OF THE PROBLEM
Gender diversity refers to the equitable or fair representation of genders. Gender diversity most typically refers to an equitable male-female ratio.
The challenge with gender diversity among academicians in universities could be as a result of underestimating one gender and making them feel inferior; this could mean that a gender's ideas and skills are ignored and thus treated as less important, which may impede the organization's or firm's growth.
Finally, while several studies have been conducted on gender diversity, not a single study has been conducted on gender diversity among academicians in universities in Lagos state.
1.3 goals AND OBJECTIVES OF STUDY
The study's primary goal is to investigate gender diversity among academicians at universities. Other specific study objectives include:
1. to ascertain the discrepancies between male and female academicians in Lagos state institutions.
2. to identify the factors influencing gender diversity among academicians in Lagos institutions.
3. to ascertain the impact of gender diversity among academicians at the University of Lagos.
4. to suggest potential answers to difficulties.
1.4 research QUESTIONS
1. What is the disparity between male and female academicians in Lagos state universities?
2. What variables influence gender diversity among academicians in Lagos universities?
3. What is the impact of gender diversity among academicians at the University of Lagos?
4. What are the potential solutions to the problems?
1.5 STATEMENT OF RESEARCH HYPOTHESIS
H0: Gender diversity among academicians has little effect on their job performance in Lagos institutions.
H1: Gender diversity among academicians has a major impact on job performance in Lagos institutions.
1.6 THE IMPORTANCE OF THE STUDY
The study on gender diversity among academicians will be extremely beneficial to all colleges in Lagos state since it will allow men and women to share their unique perspectives, ideas, and insights; a gender-diverse workforce allows for better problem solving in any organisation.
It would also educate all colleges in Lagos not to undervalue any gender, as any gender, male or female, might be a channel through which the establishment flourishes. Finally, the study will add to the body of existing literature and knowledge in this field of study, as well as serve as a foundation for future research.
1.7 SCOPE OF THE STUDY
The research on gender diversity among academicians at universities is limited to the state of Lagos.
1.8 LIMITATIONS OF STUDY
Financial constraint- A lack of funds tends to restrict the researcher's efficiency in locating relevant materials, literature, or information, as well as in the data collection procedure (internet, questionnaire, and interview).
Time constraint- The researcher will conduct this investigation alongside other academic activities. As a result, the amount of time spent on research will be reduced.
1.9 DEFINITION OF TERMS
GenderThe condition of being male or female (usually referring to social and cultural distinctions rather than biological ones).
Diversity The inclusion of many various types of objects or persons in anything; a variety of diverse things or people.
Academicians are those who teach or conduct research at universities.