By Sulaiman Asiat
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| Ruqayah Abdullateef |
When Ruqayah Abdullateef emerged as President of the National Association of Kwara Law Students (NAKLASS) at Usmanu Danfodiyo University Sokoto (UDUS), she thought the difficult part would be delivering on her pre-swear-in promises, but she was wrong.
Before she could prove herself as a leader, she first had to prove that a woman deserved to lead in an association with multitudes of many men.
Instead of congratulations, questions followed.
Some students openly wondered why the position had gone to a woman, while others insisted a man would have offered "better direction." Long before she even made her first decision in office, her gender had already been placed on trial.
For Ruqayah, a final-year law student at Usmanu Danfodiyo University, Sokoto (UDUS), the resistance, though painful, was familiar. It reflected a belief that still shadows many female student leaders on campus: that leadership is naturally a man's responsibility and women must constantly justify occupying spaces men often inherit without anybody questioning them.
"As a female student, I often felt I had to work harder to earn the same level of respect that some male leaders received automatically," she told Digest Press.
The comments stung, but they still did not silence her.
"People doubted my decisions before giving me the opportunity to prove myself. I remained focused, worked diligently, listened to members and made sure I fulfilled my responsibilities,” she said.
For Ruqayah, every criticism became another reason to work harder; she refused to allow stereotypes to define her leadership, choosing instead to let her work speak where prejudice had already formed opinions about her leadership.
She believes the greatest obstacle confronting many women who seek leadership is not the work itself but the assumptions that greet them before they even begin their duties.
Across the UDUS campus, Ruqayah's experience is far from unique. For many female student leaders interviewed by Digest Press, winning an election or securing a leadership position is often only the beginning. What follows is an unspoken burden: proving, repeatedly, that competence is not determined by gender alone.
Some are judged by their appearance before their ideas. Others are questioned simply because they are women. Yet many have responded in the only way they know, by continuing to lead, not minding the criticism.
Sad Trends
Throughout history, Nigerians have been paying close attention to the issue of gender parity in leadership roles. According to an article published by Journal of People and Worldview, Nigeria suffers gender representation in governance and decision-making making it significantly low, with women accounting for just about 7 per cent of elective and appointive positions.
It also claimed that this is far below the African average of 23.4 percent and the 35 percent affirmative action, a national policy designed to enhance women’s participation in governance.
Despite women making up roughly 49 per cent of the population of the country, they still face major barriers ranging from limited financial resources to other structural and cultural norms that hinders their progress.
This underrepresentation limits the development of gender-sensitive policies, perpetuates systemic gender inequalities and hampers democratic consolidation.
Similarly, Premium Times reported that nine in 10 Nigerians say they are comfortable with women leading major companies, but institutional barriers continue to limit women’s access to leadership positions.
For Hafsoh, a 300-level Plant Science student, leadership was never part of the plan. It wasn't her intention to contest for the position of class representative during her 100-level days, but circumstances pushed her to serve as one. However, she's still there three years later.
She has served continuously as class representative from her first year to her third year. Beyond the classroom, she is the departmental Sales Directress, a Faculty Library Student Assistant and the Media Manager of the Inner Compass Project.
However, despite all the responsibilities she carries, conversations about her leadership often return to one thing.
Her gender.
"People would ask, 'Why should a female represent the whole class? Don't we have males?' It made me feel bad because being a woman does not mean I cannot perform better."
She soon realised those questions were rooted in something much deeper than campus politics. Too often, she said, people assume men are naturally better suited to lead, while women must first convince others they are capable.
Then came an encounter she still remembers with discomfort.
While walking to a night class on a silent evening , she heard two male students from her association discussing her leadership position. Instead of debating her performance, they made derogatory comments about her body. Those words disturbed her.
Not because they changed how she saw herself, but because they reminded her how easily a woman's appearance can become the subject while her leadership position is ignored, even when she performs well.
Instead of withdrawing, Hafsoh became even more determined to let excellence answer the doubts.
"I often felt the need to consistently demonstrate my abilities through my work and results. Rather than letting those stereotypes discourage me, I remained committed and proved that leadership is based on skills, integrity and hard work not gender."
She advised aspirin female leaders to believe in themselves and never allow stereotypes or criticism to stop them from pursuing their goals.
Standing Tall Despite Criticism
For Daromosu Raheemat Opeyemi, criticism never arrived as whispers. It came in questions.
Today, the 500-level Animal Science student serves as the Executive President of the National Association of Kwara State Students (NAKSS), UDUS Chapter, and Chairperson of the NAKSS Northern Axis. But occupying those positions has also meant confronting a reality many male student leaders rarely experience.
She is often expected to justify her authority before exercising it.
"There are always two sides to a coin," she said. "People will always judge you, but I choose to let negative comments motivate me to do even better."
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| Daromosu Roheemah Opeyemi |
Unlike many who stumble into leadership, Raheemat deliberately pursued it. She said the encouragement she received from supporters convinced her she was capable of serving, while the criticism she encountered reminded her that female leaders are often assessed by standards different from those applied to men.
She still remembers one encounter.
While discussing with one of her executives, a young man interrupted their conversation with a question that revealed more than curiosity.
"Why would you allow a female to rule over you?"
The words were directed at the executive standing beside her, not at her. Yet, it was a message she understood immediately.
"It was hurtful," she admitted. "But as a leader, I remained calm, selfless and focused."
Expert calls for Support.
Mrs Shaafatu Sulaiman, a gender based advocate, explained that schools are where future leaders are first identified, nurtured and given opportunities to build confidence, decision - making and public speaking skills. So, when girls are excluded from these opportunities they will definitely miss the chance to develop the experience that prepare them for leadership.
According to her, stereotyping female students or seeing them as vulnerable simply because they are women has far- reaching consequences on both their leadership journey and psychological well-being . This can lead to self- doubt, fear of speaking up, and reluctance to pursue leadership opportunities, even when they are highly qualified.
"Ultimately, increasing women's participation in school leadership is an investment in the future. It will empower young women, inspires other girls to aspire to leadership and this will help build a society where leadership is determined by merit."
She believes that to address the harassment and discrimination of female students seeking for leadership positions requires a collective efforts from universities, student bodies, government and society at large.
She continues by saying that awareness campaign and gender - sensitisation programmes for students, lecturers, and university administrators must be done to challenge the harmful stereotypes that portray leadership as a male domain.
She also moved on by telling the Digest Press that parents, traditional leaders, religious leaders, the media and society as whole must also support and encourage women in leadership instead of reinforcing stereotypes that discourage them. mentorship is also essential by connecting aspiring female leaders with successful women in academia, politics, business and civil society.