The University of Ibadan (UI) has renewed its commitment to strengthening gender equity and creating a safe, inclusive and gender-responsive university environment, with leading academics sensitising gender focal persons on the implementation of its gender policy.
The sensitisation programme, organised by the university’s Gender Mainstreaming Office (GMO), focused on translating the institution’s gender policy from a policy document into practical action across faculties, centres, departments and other units.
Speaking on “University of Ibadan Gender Policy: From Policy to Practice,” Odebode said the university’s commitment to gender sensitivity was rooted in its responsibility to provide opportunities for all members of its community without discrimination.
She explained that the policy was designed to ensure that gender considerations were integrated into the university’s operations, including teaching, learning, research, employment, governance, welfare, resource mobilisation and community engagement.
According to her, the policy seeks to promote fairness in the distribution of resources and opportunities while addressing discrimination, gender-based violence and other practices that undermine the dignity of members of the university community.
Odebode noted that gender equity should not be treated as an isolated issue but as an institutional responsibility requiring the participation of staff, students, service providers and other stakeholders.
She said the policy provides a framework for creating a gender-friendly university where the rights, dignity and integrity of both men and women are respected.
The professor explained that the university’s gender policy was also intended to serve as a benchmark for assessing its laws, policies, administrative practices, research, teaching, welfare services and community engagement.
She said integrating gender considerations into programme planning and implementation could help the university address challenges relating to campus security, gender-based violence, discrimination and unequal opportunities.
Odebode also explained that the policy applies to university staff and students as well as contractors, service providers and other members of the university community.
She identified gender equality, gender equity, gender awareness, gender sensitivity, gender mainstreaming and gender budgeting among the key concepts underpinning the policy.
According to her, gender mainstreaming involves assessing the implications of planned actions, policies and programmes for both women and men, while gender budgeting requires examining expenditure and revenue from a gender perspective.
She stressed the need for the university community to move beyond awareness to practical implementation.
The university’s gender policy, she said, envisions a world-class institution where gender equality is institutionalised and students and staff integrate gender-sensitive perspectives into their personal and professional dealings.
The policy also seeks to promote a safe and secure environment for staff, students, service providers and other members of the university community.
Odebode said this would require adequate lighting of university campuses, night surveillance services, closed-circuit cameras at strategic locations, effective counselling and monitoring services, and stronger mechanisms for addressing gender-based violence.
She called for sustained sensitisation of staff and students on the available mechanisms for reporting and addressing sexual harassment and other forms of gender-related violence.
She also stressed the need for training of security personnel, students’ affairs staff, health workers, wardens, assistant wardens, supervisors and porters on gender-sensitive procedures.
On academic activities, Odebode said the policy required departments to apply a gender lens to existing and new curricula and programmes, while staff should be trained to incorporate gender perspectives into teaching and research.
She noted that the policy also promotes gender equity in student enrolment, performance, scholarships, financial assistance and leadership opportunities.
The policy, she added, seeks to ensure gender equity in staff recruitment, training and advancement, while encouraging affirmative action where significant gender gaps exist.
Odebode said the university was expected to ensure adequate representation of competent men and women in governing bodies and promote a culture that eliminates gender stereotypes and inequalities.
She emphasised that gender sensitivity should also be reflected in institutional language, public spaces, codes of conduct, orientation programmes and the recognition of outstanding members of the university community.
On the role of the Gender Mainstreaming Office, she said the GMO was established to facilitate compliance with the university’s gender policy.
Its responsibilities include gender sensitisation, monitoring, periodic review of the policy, monitoring curricula and programmes, receiving and investigating complaints relating to breaches of the policy, and monitoring the implementation of the university’s sexual harassment policy.
The office is also expected to facilitate the appointment of gender focal persons in faculties, centres and units of the university.
The sensitisation programme therefore provided an opportunity to strengthen the capacity of the focal persons to serve as institutional links in promoting gender equity and ensuring that policy commitments are reflected in everyday practices.
The university’s policy assigns responsibilities to the Governing Council, Senate, Vice-Chancellor, principal officers, provosts, deans, directors, heads of departments, staff and students in ensuring implementation and monitoring.
It also provides for sanctions where the policy is breached, with staff liable to disciplinary action, students subject to the appropriate disciplinary processes and other persons subject to action by relevant authorities.
The university’s gender policy also provides mechanisms for complaints to be made formally or informally to the GMO, heads of departments, faculties or colleges, with complaints received expected to be forwarded to the GMO for investigation and appropriate action.
The sensitisation programme forms part of the university’s broader efforts to deepen awareness of gender rights and responsibilities and strengthen institutional mechanisms for promoting a safe and inclusive environment.
The initiative also reinforces the need for the university community to regard gender equity as a shared institutional responsibility rather than the responsibility of the Gender Mainstreaming Office alone.
