50 Years On, MAN Yet to Elect a Woman President

Since its establishment in 1971, the Manufacturers Association of Nigeria (MAN) has remained a dominant voice in the country’s industrial landscape. For over five decades, the association has played a crucial role in shaping policy, advocating for local manufacturing, and driving industrial growth. Yet, a glaring omission remains, no woman has ever held the position of MAN President.

This long-standing absence of female leadership at the helm of MAN has sparked renewed conversations about gender inclusivity in Nigeria’s industrial and manufacturing sectors. The question for many observers is no longer about capability, but about access and equity.

A History of Male-Dominated Leadership

Over the years, MAN has been led by prominent figures such as Bashir Borodo, Kola Jamodu, Frank Jacobs, and, more recently, Mansur Ahmed. The leadership structure has historically remained male-dominated, with women largely confined to advisory roles, committee memberships, or honorary positions.

This is in stark contrast to sister organizations like the Nigerian Association of Chambers of Commerce, Industry, Mines and Agriculture (NACCIMA), which has seen women rise to its highest leadership positions. Late Iyalode Alaba Lawson made history as NACCIMA’s first female president, paving the way for greater inclusion in business policy advocacy circles.

Not a Lack of Talent

Industry watchers and gender advocates argue that the absence of a female president at MAN does not reflect a shortage of capable women in manufacturing. On the contrary, several distinguished women have built thriving industrial empires across Nigeria. Names such as Dr. Stella Okoli of Emzor Pharmaceuticals, Nike Akande, a former Minister of Industry and longtime MAN council member, and Ifeoma Idigbe, stand out in the sector.

Despite their proven track records, these women  “and many like them”  have never been positioned to vie for the association’s top job.

Structural Barriers and Cultural Norms

Analysts suggest that the reason for this exclusion lies in entrenched systems within MAN’s operational and electoral structures. The association’s presidency is often decided through a complex web of internal lobbying, industry blocs, and regional affiliations, spaces where women are historically underrepresented.

“There’s an old boys’ network that dominates MAN’s leadership selection,” said a female MAN member who spoke on condition of anonymity. “We are allowed to contribute financially and attend meetings, but we are rarely considered for executive roles, especially not the presidency.”

This institutional gap, many argue, discourages younger women from engaging fully in the association’s leadership ladder.

Missed Opportunities for Representation

The lack of a female leader at MAN’s helm not only limits the association’s diversity of thought but also weakens its credibility as a national institution. While many Nigerian manufacturing SMEs are owned or led by women, the structural hierarchy does not reflect this reality.

“Inclusion must go beyond lip service,” said a policy analyst with the Centre for Industrial Development. “We can’t keep celebrating women entrepreneurs at conferences while denying them access to real power within the institutions that shape Nigeria’s industrial future.”

Path Forward: Reform and Inclusion

As the push for a more inclusive economy gains momentum, voices within and outside MAN are calling for reforms that would make leadership more accessible to women. Suggested reforms include:

• Institutional leadership development programs targeting women
• Review and restructuring of MAN’s electoral process
• Adoption of gender-sensitive leadership quotas
• Support for scaling women-led manufacturing enterprises

With Nigeria targeting a $1 trillion economy by 2030, many believe the full participation of women in industry leadership is no longer optional , it is imperative.

The presidency of the Manufacturers Association of Nigeria remains a symbol of prestige and power within the country’s industrial space. But for more than 50 years, it has been out of reach for women, not for lack of competence, but due to systemic exclusion.

Until deliberate steps are taken to dismantle these barriers, the top seat at MAN will continue to reflect a broader imbalance in Nigeria’s quest for inclusive economic development.

As one young female entrepreneur puts it:

“We don’t want favors. We want fairness. It’s time the leadership of MAN looked like the people it claims to represent.”

The big question remains:

When will MAN elect its first female president?

The time for inclusion is now.

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