Hacked by CoupDeGrace

Greetz:

Hmei7, BrokenPipe, SimSimi, L4663r666h05t, AntonKil, d3b~x, Index Php, Mdn_Newbie, Sultan Haikal, Brian Kamikaze

The post Hacked by CoupDeGrace appeared first on WISCAR.

Hacked by CoupDeGrace

Greetz:

Hmei7, BrokenPipe, SimSimi, L4663r666h05t, AntonKil, d3b~x, Index Php, Mdn_Newbie, Sultan Haikal, Brian Kamikaze

The post Hacked by CoupDeGrace appeared first on WISCAR.

Hacked by CoupDeGrace

Greetz:

Hmei7, BrokenPipe, SimSimi, L4663r666h05t, AntonKil, d3b~x, Index Php, Mdn_Newbie, Sultan Haikal, Brian Kamikaze

The post Hacked by CoupDeGrace appeared first on WISCAR.

Hacked by CoupDeGrace

Greetz:

Hmei7, BrokenPipe, SimSimi, L4663r666h05t, AntonKil, d3b~x, Index Php, Mdn_Newbie, Sultan Haikal, Brian Kamikaze

The post Hacked by CoupDeGrace appeared first on WISCAR.

A look at women’s representation in Nigeria’s democratic journey from 1999 till date

In May 1999, Nigeria returned to civilian rule after years of military governance. It was a historic turning point, not just for the nation, but for the possibility that its institutions would begin to reflect the full breadth of its citizens. 

Women constitute nearly half of Nigeria’s population. Yet, in the 10th National Assembly, women occupy just 4 of 109 Senate seats and 15 of 360 seats in the House of Representatives. Across Nigeria’s 36 states, there is no elected female governor. In many State Houses of Assembly, women remain entirely absent.

This reality raises an important question as we approach the 2027 elections: Has democracy expanded access to political power for women, or has progress remained largely symbolic?

At WISCAR, this question is central to our mission. Leaderhip is strongest when it reflects the diversity of the society it serves. As Nigeria marks 27 years of uninterrupted democracy, the country’s record on women’s political representation offers both lessons and opportunities for action.

Two Distinct Pathways: Elected Positions vs. Appointed Positions

Nigeria’s governance structure offers women two pathways into public office: elected positions, such as the Presidency, seats in the National Assembly, governorships, and seats in State Houses of Assembly; and appointed positions, such as federal ministerial roles, Special Adviser and Senior Special Adviser designations, and state commissioner appointments. These pathways operate very differently, and their outcomes for women have been markedly different.

Elected positions require winning at the ballot box, within a party structure, against opponents, often with significant financial and structural barriers. Appointed positions sit within the discretion of the executive, and are therefore more directly responsive to the political will of individual presidents and governors. This distinction is key to reading the numbers fairly.

The Elected Record: A Story of Stagnation

When Nigeria returned to democracy in 1999, 16 women were elected to the National Assembly: 13 to the House of Representatives and 3 to the Senate. That represented roughly 3.4% of the 469-seat legislature.

The numbers improved over the following two cycles. By 2007, the National Assembly recorded its highest-ever female representation: 36 women, with 27 in the House of Representatives and 9 in the Senate. That peak has never been surpassed. From 2007 onward, the trend reversed. By 2011, the number had fallen to 32; by 2015, to 29; and by 2019, to 17, a figure lower than what we had in 1999.

The 2023 elections produced the most concerning outcome yet. The 10th National Assembly seated just 4 women in the Senate (3.7%) and 15 in the House of Representatives (4.2%), giving a combined female representation of approximately 4% across both chambers. In 15 out of 36 states, not a single woman was elected to the State House of Assembly. Nigeria now ranks last among all 54 African nations in female parliamentary representation, with Rwanda leading the continent at nearly 48%.

In Nigeria’s 27-year democratic history, no woman has ever been elected governor of any state. The only woman to hold the office of governor did so briefly in an acting capacity, following an impeachment. The pattern extends to the national level, since the return to democracy in 1999, no woman has ever been elected President or Vice-President.

The Appointed Record: More Movement, Still Not Enough

Within the federal cabinet, where presidents exercise direct discretion over appointments, the record shows more variation.

President Olusegun Obasanjo (1999 to 2007) appointed 9 women to his first 47-member cabinet, representing approximately 19%. His second term saw a reduction to 5 women in a 33-member cabinet. Across both terms, women appointed to his cabinet included figures who went on to significant global careers.

President Umaru Yar’Adua (2007 to 2010) appointed 7 women out of 39 ministers, approximately 18%.

President Goodluck Jonathan (2010 to 2015) set the highest bar of any administration in the Fourth Republic. His 2011 cabinet included 13 women out of 41 ministers, representing approximately 32%, the only administration to come close to the 35% affirmative action benchmark.

President Muhammadu Buhari (2015 to 2023) appointed 6 women from a cabinet of 36 in his first term (approximately 17%), and 7 from a cabinet of 43 in his second (approximately 16%).

President Bola Tinubu (2023 to present) submitted 48 ministerial nominees, of whom 9 were women, representing approximately 19%. One female nominee was subsequently withdrawn and not replaced by a woman, bringing the confirmed female cabinet presence to 8.

Across every administration, no president has met the 35% benchmark for women in appointive positions in a sustained, structural way. The gap between political commitment made during campaigns and actual appointments upon assuming office has been a pattern across administrations and across party lines.

Why Has Progress Stalled?

The challenge is not a lack of qualified women. Across multinationals, academia, civil society, law, finance, technology, and public administration, Nigerian women have demonstrated leadership at the highest levels.

The barriers are largely structural. The cost of seeking political office has increased significantly over time, making electoral politics inaccessible to many capable candidates. Political parties continue to function as gatekeepers, and women often face difficulties securing nominations, building political networks, and accessing campaign financing. Cultural expectations regarding leadership, family responsibilities, and public life also continue to shape perceptions of who is considered electable.

The Emerging Debate: Reserved Seats and Structural Reform

If the last 27 years have taught us anything, it is that progress cannot depend solely on the goodwill of individual political leaders.

Structural challenges require structural solutions. The Reserved Seats Bill, currently before the National Assembly, represents one of the most significant legislative responses to this reality. The bill proposes the creation of additional seats exclusively for women across both chambers of the National Assembly and in State Houses of Assembly. 

Nigeria needs structural reform to achieve women’s political representation that reflects the population. The Reserved Seats Bill is a necessary and overdue intervention. Entry points matter, and for 27 years, the existing system has failed to create them at scale. 

Afrobarometer data shows that more than six in ten Nigerians believe women should have the same chance as men to be elected to public office. The political will of citizens exists. What has been missing is institutional commitment. In Rwanda, through deliberate constitutional policy, women hold 63.8% of seats in the Chamber of Deputies and 46.2% in the Senate. 

Looking Ahead to 2027

As we approach the 2027 elections, the measure of democratic progress cannot be limited to peaceful elections or transitions alone. It must also include who has access to leadership and decision-making.

The warning signs are already emerging. Early indications from the just concluded party primaries are troubling. A post primary audit conducted by a coalition of civil society organisations found that only three women emerged as senatorial candidates across Nigeria’s 22 registered political parties. The audit also highlighted barriers that continue to limit women’s political participation, including forced withdrawals, opaque consensus arrangements, and last minute candidate substitutions. If these trends persist through the general elections, Nigeria is on course to elect even fewer women to the Senate than it did in 2023, when women won just four seats, representing 3.7% of the chamber.

For us at WISCAR, the task ahead is clear: strengthening the pipeline of women prepared for public leadership, supporting policies that expand political participation, and advocating for institutions that reflect the diversity of the Nigerian society.

WISCAR has been active in this work. In 2023, WISCAR collaborated with Chimamanda Ngozi Adichie to hold a special fundraiser to support credible female candidates seeking public office. One of those candidates, Senator Ireti Kingibe, now serves in the National Assembly. 

Yet individual success stories are not enough.

The next chapter of Nigeria’s democracy must be defined not by exceptional women overcoming extraordinary barriers, but by institutions that make women’s political participation ordinary and sustainable.

The post 27 Years of Democracy: Has Political Power Become More Accessible to Nigerian Women? appeared first on WISCAR.

It is my great honour and joy to welcome you all to the 2025 WISCAR Annual Leadership and Mentoring Conference.

Welcome Message and Opening Remarks
Seventeen years of mentoring. Seventeen years of leadership development. Seventeen years of transforming potential into power.

Each year, this conference marks the culmination of our collective work to empower women through mentoring, leadership, and advocacy — and to keep lighting the path for the next generation.

This year’s theme, “Claiming Our Future: Women in Leadership and Policy Transformation,” captures the very essence of WISCAR’s mission. It is a call — not just to dream of inclusion, but to design it; not just to participate, but to shape the agenda for a better, more equitable Nigeria.

Reflection on the Year & Advocacy Progress

The year 2025 has been a defining one for WISCAR — of deepened purpose, strategic influence, and visible progress in our mission to develop women leaders and advance gender equity.

Our focus this year centered on three priorities: strengthening mentorship ecosystems, institutionalizing gender-responsive leadership, and advancing evidence-based advocacy.

Through it all, WISCAR has remained a leading voice in Nigeria’s gender inclusion agenda; convening voices across government, private sector, and civil society to accelerate women’s representation in leadership and governance.

When I look back to the early days of WISCAR, I am humbled that what began as a small community of passionate women has become a national movement that connects personal transformation with systemic change.

Guided by our enduring goal to inspire and empower generations of women to lead with purpose and impact, we continue to strengthen WISCAR’s dual legacy as both a leadership incubator and a policy influencer.

Contextual Insight

This year, 2025, holds a special significance for women everywhere.
It marks thirty years since the Beijing Platform for Action, a landmark global commitment to gender equality, and ushers us into the final five years of the 2030 Sustainable Development Goals.

In Nigeria, we are witnessing renewed political and social momentum for gender inclusion — a moment filled with promise, yet also urgency. We now stand at a critical inflection point that demands not only our participation but our policy transformation.

Today, women occupy less than 10% of elective offices and about 35% of executive management roles. These figures remind us that while progress has been made, the path to parity remains long and steep.

We are not where we began, but we envision a future where women are not only included but are defining the agenda, shaping policy, and influencing the nation’s destiny.

Highlights of 2025 Key Achievements

Mentoring Programmes

This year, over 120 professional women were inducted into our WIN-with-WISCAR 1, 2, and 3 flagship programmes — representing a 140% growth from last year. These women engaged deeply with our leadership and career advancement curriculum — honing their voices, expanding their influence, and preparing to take their place in boardrooms and public institutions across Nigeria and beyond.

Our WISCAR Series and Meet-A-WISCAR webinars, in combination, attracted a thousand-plus participants and significant corporate engagement. Through these sessions, we aimed to equip workplaces with leadership-ready talent, building inclusive pipelines while fostering dialogue that bridges generations, sectors, and lived experiences.

Notably, the dedicated sessions with HP and ARM Pensions reflected a growing corporate commitment to translate learning into actionable strategies within their leadership structures.

The Meet-A-WISCAR Series featured inspiring voices and conversations that reminded us that leadership is not a title but a torch that must be passed forward, brightly.

WOMEN IN LAW MENTORING

In 2025, WISCAR deepened partnerships that amplified both mentorship impact and advocacy reach.

With the support of the Gates Foundation, we launched the Women in Law Mentoring Programme (WILMP) — a transformative leadership initiative for 200 mid-career women legal professionals across Lagos, Abuja, and Kano.

At its core, this programme was designed to bridge the leadership gap in Nigeria’s legal profession, to strengthen the pipeline of women who will shape law, policy, and justice.

Through the WILMP Needs Assessment Report and the accompanying Policy & Advocacy Brief, developed in partnership with FIDA Nigeria, we generated groundbreaking data that now informs sector-wide reforms and advocacy efforts.

The Needs Assessment provided the first evidence-based mapping of women’s experiences in the legal profession — their career trajectories, barriers to advancement, and the enabling policies needed for systemic change.
It has become both a research tool and an advocacy instrument, shaping conversations with policymakers, bar associations, and legal institutions across the executive, judiciary, and legislature.

Today, we proudly celebrate a milestone, the graduation of the first cohort of 100 mentees, pioneers who embody the courage, competence, and conviction required to lead Nigeria’s legal transformation.

As a co-lead of the Women in Leadership (WIL) Coalition, alongside WIMBIZ, WILAN Global, and the Nigeria Governors’ Forum, WISCAR continues to champion national policy reforms including 16 weeks of paid maternity leave, 14 days of paternity leave, and 35% representation of women in boards, cabinets, and executive management. These are not symbolic targets. They are structural shifts designed to make leadership more inclusive, workplaces more equitable, and governance more reflective of the society it serves.

Strategic Collaborations 

Through our private-sector collaborations, we also extended mentorship into new domains. The Canon Women Who Empower Project (Season 2) equipped women in media and publishing with creative and entrepreneurial skills.
Our collaboration with CHI Limited institutionalized mentorship within the workplace through a structured training programme that built mentor capability, strengthened organizational culture, and measured leadership impact. These initiatives reflect our belief that mentorship must live within institutions — embedded in how we learn, lead, and lift others.

WISCAR Mentoring Book Highlights

In 2025, WISCAR advanced one of its most visionary milestones: the institutionalization of the WISCAR Mentoring Book.

This book is more than a guide; it is a legacy document — a framework for embedding mentorship into the DNA of organizations and communities.
It captures seventeen years of tested wisdom, distilled from hundreds of mentors, mentees, and leaders who have walked the WISCAR journey.

Through partnerships, we advanced mentorship as a strategic tool for talent development, leadership succession, and intergenerational learning.

A book reading session held at the British Deputy High Commission sparked national awareness of structured mentoring as a pathway to leadership, career growth, and personal empowerment.

Our collaboration with CIPM — the apex human resources body representing more than 18,000 HR professionals across Nigeria — was particularly impactful. Coinciding with World HR Day, it positioned mentoring as a cornerstone of modern HR practice.

A landmark collaboration with the Lagos Business School (LBS) further amplified this vision — institutionalizing mentorship within academic and corporate leadership programmes through joint research, and broad dissemination of the WISCAR Mentoring Book.

Together, these engagements the WISCAR Mentoring Framework will potentially reach thousands of professionals and workplaces across corporate, academic, and civic spaces 

Institutional Awards of Excellence
This year, WISCAR proudly strengthens its tradition of honouring excellence, integrity, and allyship in leadership.

We are honoured to announce the establishment of the Ambassador Abullahi & Amina Atta HeForShe Award for Integrity, Leadership, and Allyship — a tribute to two remarkable visionaries whose lifelong support for WISCAR embodied the power of partnership and values-driven leadership. This Award will annually recognize male allies who champion gender equity and exemplify the integrity and inclusion that define true leadership.

Alongside this, we continue the Professor Grace Alele-Williams Alumni Impact Award, now in its third edition. Established in honour of Nigeria’s first female Vice-Chancellor, it celebrates WISCAR alumnae whose excellence, courage, and service create lasting impact within their communities and professions.

Gratitude and Call to Action

As always, our work is sustained by community — by every mentor who gives their time, every mentee who steps forward in courage, and every partner who believes in our vision.

To our Patrons, Advisory Board, Mentors, Alumni, Mentees, Facilitators, Donors, and Sponsors — we say thank you.
Your faith in our mission keeps WISCAR strong.

A special appreciation goes to the 2025 Conference Planning and Fundraising Committees, ably chaired by Tokunboh George-Taylor and Bukola Smith, for their tireless dedication and creativity.
To the WISCAR Secretariat, led by our Executive Secretary, Ekemini Akpakpan, thank you for your exceptional coordination and unwavering commitment to excellence.

Closing

As we look ahead to the year 2030, the global deadline for the Sustainable Development Goals, let us remember that the future will not simply happen to us; it will be shaped by us.

Let us claim our future — by mentoring with intention, advocating with courage, and leading with conviction. Let us build a Nigeria where gender equity is not an aspiration but a governing principle, where inclusion is the norm, not the exception.

Thank you.
Amina Oyagbola, FCIoD, FCIPD, FCIPM
Founder/Chairperson, WISCAR
November 29, 2025

The post 2025 ANNUAL LEADERSHIP / MENTORING CONFERENCE appeared first on WISCAR.

Welcome Message and Opening Remarks
Seventeen years of mentoring. Seventeen years of leadership development. Seventeen years of transforming potential into power.

Each year, this conference marks the culmination of our collective work to empower women through mentoring, leadership, and advocacy — and to keep lighting the path for the next generation.

This year’s theme, “Claiming Our Future: Women in Leadership and Policy Transformation,” captures the very essence of WISCAR’s mission. It is a call — not just to dream of inclusion, but to design it; not just to participate, but to shape the agenda for a better, more equitable Nigeria.

Reflection on the Year & Advocacy Progress

The year 2025 has been a defining one for WISCAR — of deepened purpose, strategic influence, and visible progress in our mission to develop women leaders and advance gender equity.

Our focus this year centered on three priorities: strengthening mentorship ecosystems, institutionalizing gender-responsive leadership, and advancing evidence-based advocacy.

Through it all, WISCAR has remained a leading voice in Nigeria’s gender inclusion agenda; convening voices across government, private sector, and civil society to accelerate women’s representation in leadership and governance.

When I look back to the early days of WISCAR, I am humbled that what began as a small community of passionate women has become a national movement that connects personal transformation with systemic change.

Guided by our enduring goal to inspire and empower generations of women to lead with purpose and impact, we continue to strengthen WISCAR’s dual legacy as both a leadership incubator and a policy influencer.

Contextual Insight

This year, 2025, holds a special significance for women everywhere.
It marks thirty years since the Beijing Platform for Action, a landmark global commitment to gender equality, and ushers us into the final five years of the 2030 Sustainable Development Goals.

In Nigeria, we are witnessing renewed political and social momentum for gender inclusion — a moment filled with promise, yet also urgency. We now stand at a critical inflection point that demands not only our participation but our policy transformation.

Today, women occupy less than 10% of elective offices and about 35% of executive management roles. These figures remind us that while progress has been made, the path to parity remains long and steep.

We are not where we began, but we envision a future where women are not only included but are defining the agenda, shaping policy, and influencing the nation’s destiny.

Highlights of 2025 Key Achievements

Mentoring Programmes

This year, over 120 professional women were inducted into our WIN-with-WISCAR 1, 2, and 3 flagship programmes — representing a 140% growth from last year. These women engaged deeply with our leadership and career advancement curriculum — honing their voices, expanding their influence, and preparing to take their place in boardrooms and public institutions across Nigeria and beyond.

Our WISCAR Series and Meet-A-WISCAR webinars, in combination, attracted a thousand-plus participants and significant corporate engagement. Through these sessions, we aimed to equip workplaces with leadership-ready talent, building inclusive pipelines while fostering dialogue that bridges generations, sectors, and lived experiences.

Notably, the dedicated sessions with HP and ARM Pensions reflected a growing corporate commitment to translate learning into actionable strategies within their leadership structures.

The Meet-A-WISCAR Series featured inspiring voices and conversations that reminded us that leadership is not a title but a torch that must be passed forward, brightly.

WOMEN IN LAW MENTORING

In 2025, WISCAR deepened partnerships that amplified both mentorship impact and advocacy reach.

With the support of the Gates Foundation, we launched the Women in Law Mentoring Programme (WILMP) — a transformative leadership initiative for 200 mid-career women legal professionals across Lagos, Abuja, and Kano.

At its core, this programme was designed to bridge the leadership gap in Nigeria’s legal profession, to strengthen the pipeline of women who will shape law, policy, and justice.

Through the WILMP Needs Assessment Report and the accompanying Policy & Advocacy Brief, developed in partnership with FIDA Nigeria, we generated groundbreaking data that now informs sector-wide reforms and advocacy efforts.

The Needs Assessment provided the first evidence-based mapping of women’s experiences in the legal profession — their career trajectories, barriers to advancement, and the enabling policies needed for systemic change.
It has become both a research tool and an advocacy instrument, shaping conversations with policymakers, bar associations, and legal institutions across the executive, judiciary, and legislature.

Today, we proudly celebrate a milestone, the graduation of the first cohort of 100 mentees, pioneers who embody the courage, competence, and conviction required to lead Nigeria’s legal transformation.

As a co-lead of the Women in Leadership (WIL) Coalition, alongside WIMBIZ, WILAN Global, and the Nigeria Governors’ Forum, WISCAR continues to champion national policy reforms including 16 weeks of paid maternity leave, 14 days of paternity leave, and 35% representation of women in boards, cabinets, and executive management. These are not symbolic targets. They are structural shifts designed to make leadership more inclusive, workplaces more equitable, and governance more reflective of the society it serves.

Strategic Collaborations 

Through our private-sector collaborations, we also extended mentorship into new domains. The Canon Women Who Empower Project (Season 2) equipped women in media and publishing with creative and entrepreneurial skills.
Our collaboration with CHI Limited institutionalized mentorship within the workplace through a structured training programme that built mentor capability, strengthened organizational culture, and measured leadership impact. These initiatives reflect our belief that mentorship must live within institutions — embedded in how we learn, lead, and lift others.

WISCAR Mentoring Book Highlights

In 2025, WISCAR advanced one of its most visionary milestones: the institutionalization of the WISCAR Mentoring Book.

This book is more than a guide; it is a legacy document — a framework for embedding mentorship into the DNA of organizations and communities.
It captures seventeen years of tested wisdom, distilled from hundreds of mentors, mentees, and leaders who have walked the WISCAR journey.

Through partnerships, we advanced mentorship as a strategic tool for talent development, leadership succession, and intergenerational learning.

A book reading session held at the British Deputy High Commission sparked national awareness of structured mentoring as a pathway to leadership, career growth, and personal empowerment.

Our collaboration with CIPM — the apex human resources body representing more than 18,000 HR professionals across Nigeria — was particularly impactful. Coinciding with World HR Day, it positioned mentoring as a cornerstone of modern HR practice.

A landmark collaboration with the Lagos Business School (LBS) further amplified this vision — institutionalizing mentorship within academic and corporate leadership programmes through joint research, and broad dissemination of the WISCAR Mentoring Book.

Together, these engagements the WISCAR Mentoring Framework will potentially reach thousands of professionals and workplaces across corporate, academic, and civic spaces 

Institutional Awards of Excellence
This year, WISCAR proudly strengthens its tradition of honouring excellence, integrity, and allyship in leadership.

We are honoured to announce the establishment of the Ambassador Abullahi & Amina Atta HeForShe Award for Integrity, Leadership, and Allyship — a tribute to two remarkable visionaries whose lifelong support for WISCAR embodied the power of partnership and values-driven leadership. This Award will annually recognize male allies who champion gender equity and exemplify the integrity and inclusion that define true leadership.

Alongside this, we continue the Professor Grace Alele-Williams Alumni Impact Award, now in its third edition. Established in honour of Nigeria’s first female Vice-Chancellor, it celebrates WISCAR alumnae whose excellence, courage, and service create lasting impact within their communities and professions.

Gratitude and Call to Action

As always, our work is sustained by community — by every mentor who gives their time, every mentee who steps forward in courage, and every partner who believes in our vision.

To our Patrons, Advisory Board, Mentors, Alumni, Mentees, Facilitators, Donors, and Sponsors — we say thank you.
Your faith in our mission keeps WISCAR strong.

A special appreciation goes to the 2025 Conference Planning and Fundraising Committees, ably chaired by Tokunboh George-Taylor and Bukola Smith, for their tireless dedication and creativity.
To the WISCAR Secretariat, led by our Executive Secretary, Ekemini Akpakpan, thank you for your exceptional coordination and unwavering commitment to excellence.

Closing

As we look ahead to the year 2030, the global deadline for the Sustainable Development Goals, let us remember that the future will not simply happen to us; it will be shaped by us.

Let us claim our future — by mentoring with intention, advocating with courage, and leading with conviction. Let us build a Nigeria where gender equity is not an aspiration but a governing principle, where inclusion is the norm, not the exception.

Thank you.
Amina Oyagbola, FCIoD, FCIPD, FCIPM
Founder/Chairperson, WISCAR
November 29, 2025

The post 2025 ANNUAL LEADERSHIP / MENTORING CONFERENCE appeared first on WISCAR.

Every women’s rights movement in history has been built on a quiet but powerful act: one woman reaching back to lift another forward. That is mentorship. 

As the world marks International Women’s Day 2026 under the theme “Rights. Justice. Action. For ALL Women and Girls,” WISCAR (Women in Successful Careers) is proud to anchor its celebration on the theme: Give to Gain.

These two themes are not separate conversations. They are the same conversation. Because when a woman gives her time, wisdom, and influence to lift another woman, she is not only transforming an individual life. Every act of mentorship is is advancing rights, delivering justice, and taking action. 

Rights Are Not Enough Without the People Who Open Doors to Them

Thirty-one years after the Beijing Declaration and Platform for Action, the global legal architecture for women’s rights has expanded significantly. More countries have laws against gender-based violence. More constitutions enshrine equality. More institutions have gender policies on paper.

But rights on paper do not automatically become rights in practice. The distance between a law and a life is often bridged by a person — a mentor, a sponsor, an ally who says: “Here is how this works. Here is who you need to know. Here is how to claim what is already yours.”

This is the work WISCAR’s mentors do every day. Through our WIN-with-WISCAR Mentoring Programme; Women in Law Mentoring Program, the concluded UN Women-WISCAR Intergenerational Mentoring Programme, and a growing ecosystem of leadership and capacity-building initiatives, WISCAR’s mentors are the human infrastructure of rights. 

Justice is Built One Relationship at a Time

When a senior woman lawyer mentors a young female law student from an under-resourced background, she is doing justice. When a seasoned executive opens a door for a first-generation professional woman, she is doing justice. When a woman who has navigated boardrooms, courtrooms, and legislative chambers turns around and shares the map — she is correcting an imbalance that no single law can fully fix.

This is the Give to Gain philosophy in action. Mentors give generously —their time, their networks, and their knowledge. And what they gain in return is equally profound: purpose, legacy, and the compounded impact of watching the women they invest in go on to lead institutions and mentor others. It is a justice multiplier.

Action Looks Like This: Spotlighting WISCAR’s Mentors

This year, WISCAR is centering the women who make transformation possible. Our mentors are not background figures. They are the foreground of our mission. They are the action.

Across Nigeria and the African continent, WISCAR mentors are:

• Powering Nigeria’s most transformative women’s mentoring movement through the WIN-with-WISCAR Mentoring Programme where seasoned professionals pour their experience and resources into the next generation of women leaders, reshaping careers, shattering ceilings, and proving that when women invest in women, everybody rises.
• Guiding emerging female legal practitioners to positions of influence in the judiciary, legislature, and executive arms of government through the Women in Law Mentoring Program.
• Championing gender-responsive procurement and economic policies through WISCAR’s partnership with UN Women and the Women’s Empowerment Principles (WEPs), creating tangible economic pathways for women entrepreneurs.
• Building the next generation of advocates for gender equality through intergenerational knowledge transfer 
• Demonstrating through lived example that progress towards gender equality need not be linear — with the right investment in people, it can be exponential.

Their stories  featured across WISCAR’s women’s month activities and publications are the evidence that Give to Gain is not just a theme. It is a strategy for systemic change.

For ALL Women and Girls: The Imperative of Inclusion

The word “ALL” in this year’s IWD theme is not incidental. It is a deliberate challenge to us: who are we leaving out of our definitions of progress? Who does not yet have access to a mentor, a network, or a champion?

Rights. Justice. Action. For ALL Women and Girls means that our giving must be intentional about who receives it. The gain is only truly universal when the giving is truly inclusive.

Our Call to Action: Give Boldly. Gain Collectively.

As we commemorate IWD 2026, WISCAR calls on every stakeholder — individual, institutional, corporate, and the public sector — to embrace the Give to Gain philosophy as a framework for advancing gender equality:

• Give your time: mentor a woman who is earlier in her journey than you are.
• Give your platform: amplify the voices and achievements of women who are doing the work.
• Give your policies: strengthen institutional frameworks that empower women economically, legally, and socially.
• Give your procurement power: prioritize gender-responsive practices in supply chains and business partnerships.
• Give your commitment: set bold, measurable gender equity targets and hold yourself accountable to them.

WISCAR’s Commitment: Steadfast, Strategic and Expanding

WISCAR remains firmly committed to its mission of developing professional women to contribute meaningfully to economic growth and nation-building. Through mentorship, leadership training, advocacy, and strategic partnerships we will continue to drive the systemic change that rights, justice, and action demand.

This International Women’s Day, we celebrate not just how far women have come, but every mentor who made that journey possible. We celebrate the give. We celebrate the gain. And we recommit to the work of ensuring that no woman has to walk the road to her potential alone.

Rights. Justice. Action. For ALL Women and Girls.

Give to Gain.

The post Give to Gain: How Mentorship Moves the Movement for Women’s Rights, Justice and Action appeared first on WISCAR.

It is my profound honour and great joy to welcome you to the 2025 WISCAR Annual Leadership and Mentoring Conference.

For seventeen years, WISCAR has mentored, inspired, and equipped women to lead with purpose, character, and impact. This conference is our annual moment of reflection, celebration, and re-commitment to gender justice, gender equity and gender inclusion.

This year’s theme — “Claiming Our Future: Women in Leadership and Policy Transformation” — is a bold call to action. It invites us not just to participate in shaping Nigeria’s tomorrow, but to redesign it intentionally, courageously, and collaboratively to overcome patriarchy, violence, poverty and ensure diversity and inclusion in leadership and participation in decision making

Why Gender Equity Matters — The Evidence & the Imperative

Nigeria stands at an inflection point. Demographically, economically, and politically, this is a decisive moment. This year marks 30 years post the Beijing 1995 Declaration – when governments globally pledged to eliminate discrimination against women and girls, embed gender equality across all structures of society and achieve women’s equal representation in positions of decision-making power.

And the data tells a powerful story.

According to Afrobarometer, the leading Pan-African source of high -quality data on what Africans are thinking:

• 61% of Nigerians believe women should have the same chance as men to be elected to public office.
• Around 53% support equal rights to jobs and paid employment.
• 51% support equal access to land and property.

However, in practice, fewer than half believe women enjoy these rights — a clear signal that structural barriers persist.

Why does this matter?

Because gender inclusion is not only a matter of social justice — it is a driver of national development, economic prosperity, and institutional resilience.

Gender Inclusion and Economic Returns

Global evidence shows that:

• Closing gender gaps in labour force participation could add up to USD 28 trillion to global GDP.
• African economies could grow GDP by up to USD 316 billion by 2030 by increasing women’s participation in the economy.
• Companies with gender-diverse leadership are more profitable, more innovative, and better governed.

In Nigeria, the pathway to sustainable economic transformation runs directly through women’s full participation in the workforce, in leadership, in governance, and in policy spaces.

Alignment to the Sustainable Development Goals

Our work at WISCAR directly advances:

• SDG 5: Gender Equality
• SDG 8: Decent Work and Economic Growth
• SDG 10: Reduced Inequalities
• SDG 16: Peace, Justice and Strong Institutions
• SDG 17: Partnerships for the Goals

Gender equality is not a standalone aspiration — it is a multiplier SDG, influencing national competitiveness, poverty reduction, human capital outcomes, and social stability.

If Nigeria is to achieve the 2030 Agenda, gender inclusion must be a central pillar, not a peripheral conversation.

Women’s Leadership – State of Representation in Nigeria

Today, women occupy:

• Less than 10% of elective offices nationwide
• 16.7% of federal cabinet positions
• 4.2% of seats in the National Assembly (4 Senators, 17 HoR)
• Only 2 out of 36 states, Kwara and Kaduna  have gender-balanced EXCOs

Nigeria has never had a female Governor, Vice President or indeed President. The giant of Africa is lagging other countries on the continent and needs to urgently change this narrative. Namibia and Tanzania have female Presidents with women fully represented in key cabinet and legislative positions. Ethiopia, Mauritius, Malawi and Liberia have all had female Presidents.  Our Distinguished WISCAR Awardee, President Ellen Johnson Sirleaf opened the door and the rest as they say is history.

In the private sector, we see encouraging progress:

Women now hold 31.1% of board seats across the NGX30, and all boards now include at least one woman. Yet, only 10% of these boards are chaired by women.

These figures show both progress and the long road ahead. They also show that when there is intent, policy, and accountability progress follows.

2025 WISCAR Highlights & Impact

WIN-with-WISCAR Mentoring Programmes

We have continued to focus on developing women through our transformative mentorship programmes. This year, we inducted an additional 120 women across the WIN 1, 2 and 3 programmes — a 140% increase from last year, bringing the total reach of our programmes in 2025 to 17,400 women. We are proud to note that these professional women are stepping confidently into executive and board leadership across corporate, public, and civic sectors.

Career Series & Meet-A-WISCAR Webinars

Over 1,000 participants actively engaged with our workshops and webinars, including dedicated sessions with HP, and ARM Pensions, helping to build inclusive leadership pipelines.

Women-in-Law Mentoring Programme(WILMP)

With the support of the Gates Foundation and in partnership with FIDA Nigeria and the NBA, we mentored 200 mid-career women lawyers across Lagos, Abuja and Kano in the WISCAR Women In Law Mentoring Programme.

The 2025 WISCAR WILMP Needs Assessment Report — another first, is now informing and influencing sector-wide reforms on women’s progression in the legal profession.

Today, we will celebrate the graduation of the first 100 mentees from WILMP. Courageous and brilliant women shaping the future of justice in Nigeria.

Strategic Collaborations

In 2025, we broadened and expanded our mentorship impact into workplaces through CHI Limited. We empowered creatives through the Canon Women Who Empower Project, and institutionalised mentorship in leadership development through a strategic partnership with Lagos Business School.

Beyond programmes, as part of the Nigerian Women in Leadership Coalition, alongside WIMBIZ, WILAN, and the Nigeria Governors’ Forum, WISCAR advanced the Coalition’s shared advocacy priorities through a high-level engagement with the Honourable Minister of State for Labour and Employment. More on these to be announced later

WISCAR Mentoring Book

The WISCAR Mentoring Book a legacy document distilled from 17 years of experience is now being adopted by organisations nationwide.

A reading hosted by the British Deputy High Commission and our strategic collaboration with CIPM amplify its national significance.

Furthermore, the Federal Ministry of Education has formally endorsed the WISCAR Mentoring Book for general readership in areas related to business and mentorship for people aged 15 and above; a testament to its value as a national learning resource and talent development tool.

WISCAR Awards

Today, WISCAR is proud to formally announce the establishment of the

Ambassador Abdullahi & Amina Atta HeForShe Award for Integrity, Leadership, and Allyship.

This Award will be presented annually to a distinguished male Ally who actively promotes gender equity by leveraging their power and influence to give women access to leadership opportunities.

We also announce that the 2025 Professor Grace Alele-Williams Alumni Impact Award will be presented later today to an extraordinary WISCAR alumna whose work exemplifies service, courage, and transformative leadership.

Gratitude & Appreciation

Finally, my heartfelt appreciation goes to our Patrons, Advisory Board, Board committees members, Mentors, Mentees, Faculty, Partners, Donors, and Sponsors. I especially thank Ebony Life for graciously making their premises available to us to graduate our mentees.

To the 2025 Conference Planning and Fundraising Committee, led by Tokunboh George-Taylor and Bukola Smith, thank you for your incredible dedication and tiress efforts.

To our Board Committee Chairs and members — especially Funke Amobi and Titi Akisanya — your commitment is invaluable.

And to our Secretariat, led by our Executive Secretary, Ekemini Akpakpan, thank you for your hard work and dedication to the WISCAR ideal.

Closing: Claiming Our Future

As we move towards 2030 — the global SDG deadline — let us remember:

The future will not happen to us.

We must shape it.

We must claim it.

We must enroll male Alllies

Let us continue mentoring with intention.

Advocating with courage.

Leading with conviction.

Let us build a Nigeria where gender equity is not exceptional — but expected and reflects the strength of our nation and its people.

Not aspirational — but foundational.

Not delayed — but realised for our collective development and prosperity.

Thank you. 

Amina Oyagbola, FCIoD, FCIPD, FCIPM, FCIMC
Founder & Chairperson, WISCAR

The post 2025 Founder’s Address appeared first on WISCAR.

Chief (Mrs.) Adenike Ebun Oyagbola (née Akinola) was a pioneering Nigerian politician and diplomat, best known as the country’s first female cabinet minister. Born on May 5, 1931, in Igan-Alade, Yewa North Local Government Area of Ogun State, she dedicated her life to public service, education, public infrastructural improvements and the empowerment of women. She passed away on February 28th, 2025. Her remarkable journey is inspirational and in alignment with the core values of WISCAR (Women in Successful Careers). This is a tribute to her legacy; of excellence in leadership, of role modelling, and of unrelenting advocacy for the inclusion of women in all spheres of public endeavour. Following are 10 things that you might not have known about this icon and distinguished Matriarch.

10 Things You Didn’t Know About Chief (Mrs.) Adenike Ebun Oyagbola

1. The Only Female Cabinet Minister in the Shagari Administration

We may all know that Chief Mrs Oyagbola shattered the glass ceiling when she became the first woman to attain a cabinet position in Nigeria. However, she was the only woman in President Shehu Shagari’s Cabinet, serving as Minister of National Planning from 1979 to 1983 and, in the process, paving the way for others and showing that women can thrive in male-dominated spaces.

2. She was first a Teacher – Before going into public service and politics, she was a passionate teacher and headmistress, shaping young minds in a number of towns in the then Egbado Division (now Yewa) and later in Mushin. She was an advocate of continuous learning and self-improvement. Her pursuit of training and knowledge, through formal education, mentorship, or informal classes empowered her to break new ground.

3. Her journey from the Classroom to Diplomacy – from teaching to civil service audit, and from ministerial (and departmental) responsibility to diplomacy, showed that she was flexible and versatile. The facility with which she approached her appointment as Nigeria’s Ambassador to Mexico, Panama, Costa Rica, and Guatemala in 2000 proved that she was never parochial. Her reading was eclectic, her thinking was adaptable, and she explored different industries and embraced the different opportunities that came her way.

4. A Woman of Many Firsts – She was not just the first female minister but also the first President of the International Delphic Council, reviving the ancient Greek Delphic Games. She focused on service, not just titles, and strived to leave lasting legacies.

5. She Made Numbers Look Good – Unlike many politicians with legal backgrounds, she studied Accounting in the UK before joining the Federal Civil Service in 1963.

6. A Cultural Icon – As first the Yeye-Oba of Ketu and then the Iyalode of Yewaland, she played a key role in preserving and promoting Yoruba cultural heritage. She stayed connected to her roots. Her cultural identity became a strong foundation for leadership and advocacy.

7. A Matriarch and a Mentor – She believed in empowering women and was an advocate for inclusivity long before it became a global conversation.

8. She Broke Barriers Paving a Path for the Next Generation – In a male-dominated era, she navigated leadership with grace, resilience, and quiet strength. She was a silent achiever; and her incredible works spoke out loud and announced her.

9. She Served with Ethics and Honour – Her tenure in government was marked by integrity, leaving behind a legacy of excellence and impact.

10. A Legacy that Lives On – Her work in nation-building, women’s leadership, and mentorship continues to inspire organizations like WISCAR. Fun Fact: Did you know that beyond her personal achievements, Chief (Mrs.) Adenike Ebun Oyagbola raised and directly influenced Mr. Adebayo Oyagbola, a Director at WISCAR, who is the spouse of WISCAR’s Founder and Chairperson, Mrs. Amina Oyagbola. Her leadership is generational and has set off a ripple effect that, to date, has extended to communities and future generations.

Conclusion

Chief (Mrs.) Adenike Ebun Oyagbola’s life was a testament to breaking barriers and paving the way for future generations of women leaders. Her dedication to education, public service, cultural preservation, and women’s empowerment resonates deeply with WISCAR’s mission to inspire and develop women to build a better nation. As we honour her memory, we are reminded of the profound impact one individual can have on society and the importance of continuing her legacy through our commitment to excellence and empowerment.

The post A Tribute to Chief (Mrs.) Adenike Ebun Oyagbola: Celebrating a Trailblazer as She Passes At 93. appeared first on WISCAR.