VLC voices: Empowering women's leadership in One Health — insights from West Africa
Women farmers, who often manage livestock alongside domestic responsibilities like food preparation and childcare, face a high risk of foodborne or animal-borne disease. They are a crucial target group for One Health approaches, yet face barriers to accessing important information, only receiving 5 percent of global extension services.
In response, the Female leadership in One Health course was delivered through the FAO Virtual Learning Centers, to address gender-specific challenges and guide women and men in farming communities on the prevention of infectious diseases, other One Health risks and improving nutritional security.
Reflecting on the impact of the initiative, Nafinatu Abdullahi, Veterinary Paraprofessional Training Specialist at FAO Nigeria, describes the current situation in West Africa and highlights the importance of empowering women in leadership roles to address challenges and drive progress in community health and gender equality in the country.
For now, the Female Leadership in One Health blended course (FLOH) has been delivered in West Africa. Is there a reason why it was important to start there?
In One Health, women play a key role. Throughout Africa, they are on the front lines performing household tasks that increase their exposure to risks. Women's knowledge and influence in these areas are essential to reduce the risk of zoonotic disease transmission by promoting good hygiene and implementing good animal health practices.
Women's leadership in West Africa has made significant progress in recent years, although challenges persist. Women's organizations have sprung up to advocate for gender equality and women's rights, effectively raising awareness of the importance of women's leadership and influencing policy changes. Several West African countries have implemented gender quotas, which require a certain percentage of female representation in political positions.
However, women still face numerous barriers to attaining leadership roles, and One Health is no exception. This can be attributed to the lack of awareness and training on the topic. Although cultural norms play an important role, I believe awareness creation is key. Men need to know the importance of empowering women to take leadership positions because women are primarily responsible for family and livestock welfare, health and nutrition, but they are often overlooked when it comes to decision-making.
In West Africa, there is a need to focus on changing mindsets and challenging traditional norms that place such limitations on women. This means that more needs to be done in this region.
What are the common challenges that women in West Africa face when it comes to taking on leadership roles and gender, particularly in areas related to One Health?
There are several. The first concerns cultural and social norms. Deeply rooted gender norms and stereotypes often limit women's participation in decision-making processes and leadership positions. Traditional gender roles can discourage women from pursuing careers and growth opportunities, and this can hinder their advancement in One Health.
Then there are the challenges concerning access to capacity building training or Continuing Professional Development (CPD) opportunities. Limited access to quality education and training disproportionately affects West African women. Unequal access to education can inhibit their ability to acquire the skills and knowledge needed to fill leadership roles in One Health.
We also struggle with the lack of representation and networks. West African women are often underrepresented in leadership positions and professional networks, which can lead to a lack of role models, mentors and opportunities for advancement. It can also result in fewer networking opportunities, which are critical for career growth and access to resources.
Moreover, women in this part of Africa are often victims of gender-based violence, which can impact their physical and mental well-being. This violence can limit their ability to pursue education, employment, and leadership roles, further exacerbating gender inequalities in the One Health sector. During the Female Leadership in One Health workshop, participants requested more training on gender-based violence, as this tends to affect their mental health.
Inadequate policies and institutional frameworks can also be a barrier to women's leadership in One Health. Discriminatory practices, such as unequal pay, limited maternity leave, and lack of family-friendly work policies, can discourage women from pursuing leadership roles. The absence of gender-responsive policies and strategies can hinder efforts to effectively address gender disparities.
Before being a trainer and researcher, you were a practicing veterinarian working in the field. What challenges did you face there? When did you realize training women on female leadership might be important?
I realized it almost a decade ago, when I embarked on my journey of running a private practice specializing in large animals, particularly equines and ruminants. As a female veterinarian, I realized the scarcity of women providing ambulatory services. In my community, seeing a woman offering veterinary care for large animals was unconventional, deemed too dangerous or unsuitable by social norms. Consequently, many female veterinarians opted for academia or focused on poultry or small animals.
Regrettably, I was compelled to cease my activities not due to a lack of expertise, but rather because of the prevailing misconceptions among farmers about female veterinarians and payment disparity. My capabilities were unfairly judged by physical strength rather than professional competence. This prejudiced mindset not only undervalued my services but also eroded my confidence. As a female veterinarian working in northern Nigeria, our services are critical in regions where cultural norms restrict women's access to animal health services.
However, gender discrimination, as shared by FLOH workshop participants, leads to depression and disinterest in the profession. Through personal experience and research, I emphasize the need to empower women by enhancing their leadership skills to advocate for policy changes and drive progress in their communities. It is important to address gender disparities by equipping women with both technical and leadership capabilities. Strengthening women's leadership will undoubtedly foster positive change.
In your experience, what solutions or strategies have proven effective in overcoming the challenges you mentioned?
The first strategy is to create awareness and sensitization: both men and women need to know the impact women can have in their communities when they take leadership roles and address gender gaps. I believe that most women are, by nature, problem solvers and hardworking, but they are limited by several factors. Men need to be sensitized to eliminate gender-based violence and offer the support women need to reach their full potential. A popular African proverb says, "If you educate a man, you educate a person; if you educate a woman, you educate a family and a nation." Overall, women are a good entry point for most development interventions to be sustainable.
Other solutions include providing a sustainable support system, promoting policies that include women in leadership positions, and creating equal access to opportunities and information. Projects or interventions should consider rural women because they are more economically disadvantaged and unaware of their rights. A perfect example is the Training for Veterinary Paraprofessionals that provided childcare facilities at workshop venues to encourage women's participation.
In the end, there is a need to provide women with the knowledge and skills to overcome gender-based challenges through capacity building trainings. The FLOH training has had a significant impact and the outcome is commendable.
Were there concrete impacts of the female leadership course at the community level in West Africa? Is there a success story you can share with us?
The FLOH training opened the eyes of both Veterinary Paraprofessionals (VPPs) and Community Health Workers (CHWs). Referring specifically to the blended course being piloted in Nigeria, the training marked a significant shift in their understanding of how their collaboration can effectively contribute to achieving common health goals and how women in leadership roles can profoundly influence community health outcomes. It is worth noting that most of the participants in the blended training were from rural and peri-urban areas with limited access to information about trainings or similar initiatives. For most of them, this was the first professional development training they had attended. Through various interactive learning activities, VPPs and CHWs were encouraged to share ideas and collectively devise solutions to address common obstacles. For example, VPPs expressed concern about their lack of community recognition, prompting CHWs to suggest leveraging antenatal and vaccination sessions as platforms to increase visibility and impact.
Upon completion of the training, Adedeji Oluseun, a Community Health Extension Worker (CHEW), took the initiative to educate women in her community on the principles of One Health. Despite difficulties in finding support, she contacted Oyetoke Alabi Oyobami, a VPP who had attended the female leadership workshop but lives in a different community. The VPP agreed and, due to the bumpy roads, traveled 45 minutes on a motorcycle to join CHEW at the immunization event held at the clinic. During the event, zoonotic diseases such as Lassa fever, tuberculosis, rabies, and brucellosis were addressed. Using internet images as visual aids, they emphasized the risks and prevention methods of these diseases to the approximately 80 women in attendance. Many women confirmed that they purchased meat with tuberculosis lesions to consume because it was cheaper, but they were unaware of the dangers. The critical role of women in protecting their families and homes from disease and maintaining environmental sanitation was also highlighted.
This successful initiative allows women to educate and support each other effectively, using their common experiences to provide practical solutions or guidance to rural women.
How can efforts to promote female leadership be sustained in the long term? Are there key elements that contribute to lasting impact?
The first key element is to continuously educate people, including religious and community leaders, about the importance and benefits of gender equality in leadership roles.
It would also be helpful to strengthen women's leadership capacity and confidence by investing in leadership development programs designed specifically for them and establishing mentorship programs that match aspiring women leaders with experienced mentors who can provide guidance, support, and opportunities for growth. Encouraging these types of sponsorship programs can help promote sustained achievement. Add to this the implementation of flexible work policies that take into account the diverse needs of women in leadership roles. As I mentioned above, this includes options such as flexible hours, remote work and family-friendly policies that enable women to effectively balance their personal and professional responsibilities.
Another key element is to address systemic barriers to women's advancement in leadership positions. The fight against the gender pay gap, gender-based violence, biases in performance appraisal, and the creation of inclusive workplace cultures that value diversity must be pursued.
Efforts must also be made to collaborate with external community-based organizations and government agencies on initiatives that promote women's leadership: by joining forces, collective resources, knowledge, networks and influence can be leveraged to promote lasting change.
Evaluation is also an important aspect. The effectiveness of the initiatives and strategies put in place should be evaluated regularly. This will allow the approach to be adjusted based on feedback and changing needs to ensure long-term sustainability.
Looking ahead, what do you see as the next steps? How can awareness of One Health and gender equality continue to be raised?
Several strategies can be used. One Health and gender equality issues can be integrated into educational programs at various levels, from schools to universities. Public awareness campaigns could then be launched using various media platforms to reach a wider audience. Collaboration with influencers, professional bodies or associations, and local organizations could also be considered in this regard to help amplify the message. Efforts should be made to promote One Health and gender equality also with key stakeholders, such as government agencies, nonprofit organizations, community/religious leaders, and private sector entities.
Another strategy involves building partnerships with organizations working in related fields, to create outreach initiatives such as workshops, seminars, and community-based programs to directly engage local communities. It is also necessary to encourage research on the impact of gender inequality on health and the environment, disseminate the results through academic publications, and conferences but also with accessible formats such as infographics, videos and podcasts. Finally, there is a need to work with policymakers to develop and implement laws and regulations that support these goals.