INTERNATIONAL JOURNAL OF SOCIAL SCIENCE HUMANITY & MANAGEMENT RESEARCH
ISSN (p in ) 2833-2172, ISSN (online) 2833-2180
Volume 04 Issue 11 No embe 2025
Impac Fac o : 6.79 ,10.58806/ijsshm .2025 4i11n04DOI:
Page No. 2084-2089
IJSSHMR, Volume 04 Issue 11 No embe 2025 www.ijsshm .com Page 2084
Building Inclusi e Tech Ecosys ems: The Impac o DEI and Belonging on
Nige ia’s Inno a i e S a ups
Chiamaka Moses 1, P incewill Abume e 2
1,2 36, MARINA ROAD LAOGS / 00221
ABSTRACT: Nige ia’s ech s a up ecosys em is one o A ica’s mos dynamic inno a ion clus e s. Howe e , pe sis en
challenges a ound di e si y, equi y, inclusion (DEI) and employees’ sense o belonging pe sis and may po en ially limi
inno a ion, alen e en ion, and scalable g ow h. This pape e iews li e a u e and policy con ex o DEI and belonging in
Nige ia’s echnology sec o . Fu he mo e, i syn hesizes e idence linking inclusion o inno a ion, ou lines an empi ical esea ch
design o measu ing he impac o DEI and belonging on s a up pe o mance in Nige ia, and o e s ac ionable ecommenda ions
o ounde s, in es o s, and policymake s.
KEYWORDS: Tech Ecosys em, S a up, Inno a ion, Co e Di e si y, Equi y, Inclusion (DEI), Belonging, O ganiza ional
Pe o mance
I. INTRODUCTION
Nige ia hos s one o A ica’s “la ges and as es -g owing ech ecosys ems”, ancho ed by signi ican hubs and s a ups in Lagos,
Abuja, Po Ha cou and o he ci ies. This highly compe i i e en i onmen has success ully p oduced widely adop ed solu ions,
subs an ial local and in e na ional in es men ac oss s a egic economic sec o s, including Fin ech, Heal h ech, Ag i ech, and
Ed ech.
Howe e , he Nige ia’s ech ecosys em is hea ily Lagos-cen ic, wi h unde se ed egions (especially No he n and u al a eas)
lagging a behind. Unique obs acles in No he n Nige ia includes sca ce esou ces, poo in as uc u e and e y low emale
pa icipa ion.
Al hough Nige ia’s ICT sec o has g own apidly (e.g., con ibu ing 18.4% o he GDP in Q2 2022), di e si y is s ill e y low.
This g ow h is signi ican when compa ed o he ac ha ICT con ibu ed less han 1% o Nige ia’s GDP in 2001.
Howe e , despi e he apid g ow h o he coun y’s ech sec o , only e y ew women can pa icipa e as he ecosys em is la gely
domina ed by men. The WEF Global Gende Gap Repo 2025 saw Nige ia anked 124 h ou o 146 coun ies.
Da a om esea ch by ONE Campaign and he Cen e o Global De elopmen showed ha only abou 30% o 93 su eyed
echnology companies in Nige ia a e owned by women, and mo e han one- hi d o hese companies employed no women a all.
Ano he challenge ex ends beyond gende as i in ol es ins ance o pe sons wi h disabili ies being o en o e looked. Nige ian
hubs ain you h bu no hing is being done o include disabled people.
The sec o also aces se e al s uc u al obs acles ha in luence ma ke pa icipa ion and he abili y o o ganiza ions o "ha ness
di e se pe spec i es o inno a ion". These cons ain s include "une en access o capi al, in as uc u e challenges, and alen
pipeline issues", in luence who pa icipa es in he ecosys em and how o ganiza ions ha ness di e se pe spec i es o inno a ion.
Add essing he in e nal dynamics o DEI and belonging is c i ical o maximizing he e u n on in es men and ensu ing he long-
e m iabili y and "scalable g ow h" o hese inno a i e companies.
The Na ional In o ma ion Technology De elopmen Agency (NITDA) and he Fede al Minis y o Women A ai s (FMWA)
launched he Na ional Gende Digi al Inclusion S a egy (NGDIS) a he UN's 69 h Commission on he S a us o Women
(CSW69). This s a egy aims o b idge he gende digi al di ide by enhancing digi al li e acy and skills o Nige ian women,
imp o ing access o digi al in as uc u e, and p omo ing gende - esponsi e policies o online sa e y and economic
empowe men . The ini ia i e is a componen o Nige ia's Renewed Hope Agenda and suppo s he Sus ainable De elopmen
Goals (SDGs), pa icula ly SDG 5 (Gende Equali y) and SDG 8 (Decen Wo k and Economic G ow h).
2. LITERATURE REVIEW
Global esea ch es ablishes a link be ween di e si y, equi y, and inclusion and imp o ed o ganiza ional pe o mance. This link is
pa icula ly obus when managemen p ac ices ensu e ha employees expe ience a "sense o belonging".
Building Inclusi e Tech Ecosys ems: The Impac o DEI and Belonging on Nige ia’s Inno a i e S a ups
IJSSHMR, Volume 04 Issue 11 No embe 2025 www.ijsshm .com Page 2085
I. COMPARATIVE CONTEXT
i. A ica: A ican ech s a ups emain p edominan ly male-led, wi h only 17.3% ha ing a leas one emale co- ounde (up
om 14.6% in 2023) and jus 11.1% led by a emale CEO. The e a e signs o g adual p og ess in some coun ies – o
ins ance, Zambia now ops he con inen wi h 24% o s a ups ha ing a emale ounde , and Nige ia is a ound 21% – bu
women s ill ace an ou sized gap in leade ship. E en in Nige ia’s b oade ech sec o , women occupy only abou 20% o C-
sui e ech posi ions among publicly lis ed echnology companies, unde sco ing he pe sis en gende imbalance despi e
ecen gains.
ii. La in Ame ica: By con as , La in Ame ica’s ech s a up ecosys em exhibi s mo e gende -inclusi e leade ship. A ecen
su ey ound 60.4% o La in Ame ican s a ups ha e a leas one woman on he execu i e eam, and almos hal (48%)
epo ha women comp ise 40% o mo e o hei wo k o ce. In o he wo ds, nea ly hal o s a ups in he egion boas a
emale-majo i y wo k o ce – a highe han he emale ep esen a ion in Nige ian ech s a ups. This con as unde sco es
ha o he egions ha e achie ed mo e gende -di e se leade ship, sugges ing po en ial lessons o Nige ia’s e o s o close
i s own gende gap in ech.
iii. Asia: India- In Asia, challenges pe sis in majo ma ke s like India. As o 2021, s a ups ounded by women accoun ed o
only 0.3% o o al en u e capi al unding in India, and women-led businesses ace an es ima ed $11.4 billion c edi gap in
inancing. None heless, a ge ed suppo p og ams a e eme ging. Fo example, he Women S a up P og amme (WSP) a
IIM Bangalo e has ained housands o emale en ep eneu s in business skills (such as how o pi ch o in es o s), helping
many secu e in es men s o hei en u es. This kind o in e en ion has begun o chip away a unding ba ie s o women
ounde s in India.
Sou heas Asia: Meanwhile, in Sou heas Asia, a new ini ia i e aims o boos women-led en u es in he clima e- ech sec o . In
2025 he In e na ional Finance Co po a ion (IFC), in pa ne ship wi h New Ene gy Nexus (NEX), launched he “She Wins
Clima e” accele a o – selec ing 26 women-led clima e s a ups ac oss ASEAN coun ies o a as - ack in es men - eadiness
p og am. The accele a o p o ides men o ship, in es o ne wo king and pee lea ning o help hese en ep eneu s o e come
unding ba ie s and scale hei businesses. This example highligh s how a ge ed egional p og ams can add ess he speci ic
challenges (like unding access) ha women ounde s ace, pa alleling simila ba ie s obse ed in Nige ia.
II. IMPORTANCE OF DIVERSITY AND INCLUSION
Ex ensi e esea ch shows ha di e si y and inclusion (DEI) a e no jus social ideals bu s a egic asse s o inno a ion and
pe o mance. Globally, o ganiza ions wi h highe gende and e hnic di e si y end o ou pe o m less di e se pee s and achie e
be e ou comes. Fo ins ance, one s udy ound ha companies wi h di e se managemen eams ha e signi ican ly highe
p o i abili y and 19% highe e enue om inno a ion on a e age. In p ac ice, di e se eams b ing a ied pe spec i es and p oduce
mo e inno a i e solu ions han homogenous eams. This global e idence ein o ces why inclusion ma e s: empowe ing women in
ech isn’ only abou equi y, i can di ec ly d i e c ea i i y, p oblem-sol ing and business success – a c ucial insigh o Nige ia’s
ech sec o as i s i es o g ow h.
III. GLOBAL BEST PRACTICES
A ound he wo ld, se e al ini ia i es o e models o imp o ing gende di e si y in ech. Fo example, nonp o i Ing essi e o
Good launched a “1000 Women in Design” schola ship p og am in 2021, unding aining o 1,000 women ac oss A ica in
digi al design skills. Such e o s help build he pipeline o emale ech alen . Likewise, he launch o Fi s Check A ica – an
A ica- ocused angel und and en u e i m dedica ed o backing women- ounded s a ups – is opening up ea ly-s age unding
speci ically o emale en ep eneu s. These kinds o a ge ed schola ships, accele a o s and emale- ocused in es o s a e
suppo ing women ounde s and can se e as inspi a ion o policies and p og ams in Nige ia. Adop ing simila “women-
cen e ed” ini ia i es could help b idge unding gaps and suppo he nex gene a ion o emale ech leade s.
Di e se eams a e ound o be mo e inno a i e, p o ided ha "inclusi e leade ship p ac ices os e psychological sa e y". In
A ica and Nige ia, DEI e o s a e gaining a en ion, bu challenges pe sis , no ably in ep esen a ion, gende equi y, and
add essing " unding dispa i ies".
Table 1: S udy Hypo heses
Hypo hesis
S a emen
P o essional Implica ion
H1
S a ups wi h inclusi e HR p ac ices epo highe
le els o employee belonging.
HR S a egy: Fo malized p o essional
p ac ices d i e alen engagemen
H2
Highe belonging media es he ela ionship be ween
DEI and inno a ion ou comes.
Business Pe o mance: Belonging is a c i ical
le el o gene a ing inno a i e ou pu s.
Building Inclusi e Tech Ecosys ems: The Impac o DEI and Belonging on Nige ia’s Inno a i e S a ups
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H3
Belonging’s impac on inno a ion is s onge unde
ex e nal cons ain s.
Ma ke Resilience: Inclusion p o ides a
compe i i e ad an age in challenging
ope a ional en i onmen s.
Figu e 1: Concep ual model showing he DEI–Belonging–Inno a ion ela ionship.
Figu e 2: Cha illus a ing he posi i e ela ionship be ween belonging and inno a ion.
3. METHODOLOGY
To p o ide measu able da a on he p o essional e icacy o DEI e o s, a mixed-me hods app oach combining s anda dized
su eys, s uc u ed in e iews, and case s udies will be employed. The s udy will analyse s a i ied samples o Nige ian s a ups in
key economic hubs (Lagos, Abuja, and Po Ha cou ).
Key pe o mance a iables measu ed will include objec i e DEI inpu s, employee belonging sco es, and angible inno a ion
ou comes. Da a will be analysed using s uc u al equa ion modelling o quan i a i e pe o mance assessmen , complemen ed by
hema ic coding o quali a i e insigh s.
4. RECOMMENDATIONS
To capi alize on he p o essional oppo uni y p esen ed by os e ing inclusi e ecosys ems, he ollowing ac ionable
ecommenda ions a e di ec ed wi hin he ecosys em:
1. Founde s and HR Leade s (In e nal S a egy): Managemen mus o malize inclusi e hi ing and e alua ion p ac ices and
ans o m belonging in o a measu able ou pu by making i an explici managemen KPI (Key Pe o mance Indica o ).
2. Ven u e Capi alis s and In es o s (Financial Due Diligence): In es men i ms should ac i ely encou age DEI due diligence as a
s anda d componen o hei unding p ocesses, ecognizing ha DEI me ics impac u u e pe o mance and mi iga e isk.
3. Men o ship and Talen De elopmen (Pipeline In es men ): S a ups and ecosys em pa ne s mus in es in dedica ed
men o ship and sponso ship p og ams speci ically designed o di e se alen .
4. Policymake s and Hub Ope a o s (Ecosys em Go e nance): En i ies esponsible o he wide ecosys em mus de elop hub-
le el di e si y p og ams and equi able access ini ia i es o add ess he "une en access o capi al" and ensu e inclusion ac oss he
sec o .
5. Gende Equi y: Suppo emale- ocused accele a o s and unds. Encou age ini ia i es which explici ly in es in women
en ep eneu s. Fo example, Fi s Check – a emale-led angel und – p o ides “ i s checks” o ~$25K o A ican women wi h ech
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s a up ideas, helping hem aise p e-seed ounds. Public in es men ehicles (e.g. ia he Na ional De elopmen al Pensions
In es men Fund o CBN p og ams) could simila ly alloca e a dedica ed sha e o unding o women-led ech SMEs.
Expand schola ships and aining. Scale up p og ams ha boos women’s skills in ech and STEM. Nige ia’s NITDA Igni eHe
boo camp is one model: a i e-day in ensi e aining o 90 women en ep eneu s co e ing digi al skills, business planning, and
men o ship. Likewise, MTN Founda ion’s schola ships ha e in es ed o e ₦3 billion in STEM educa ion (awa ding ~14,700
schola ships). The go e nmen and dono s should inc ease such g an s, ellowships and coding boo camps a ge ed a women and
gi ls.
Men o ship ne wo ks. Fund and pa ne wi h o ganiza ions like TechHe , WomenTechs e s, e c o connec ea ly-s age women
wi h ole models and pee g oups. Fo mal men o ship and “women’s ne wo ks” help sus ain pa icipa ion and e en ion.
Inclusi e hi ing p ac ices. Encou age companies o adop blind ec ui men and se ep esen a ion a ge s (e.g. 30–50% women in
C-le el oles). P omo e anspa ency by equi ing s a ups o ack and epo gende -disagg ega ed hi ing and leade ship da a.
6. Regional Inclusion: Incen i ize s a ups ou side Lagos. O e ax b eaks, g an s o subsidized a es o ech companies
headqua e ed in unde ep esen ed s a es (e.g. Kano, Kaduna, Soko o, Calaba , Po Ha cou ). This could pa allel exis ing SME
incen i es bu ocus on non-Lagos en u es.
S eng hen s a e and local hubs. Suppo egional inno a ion cen e s and incuba o s. Fo example, S a up Kano – launched in
2016 – has become “one o he bigges in he no he n egion”, se ing as an en y poin o o e 50,000 you h and helping ea ly-
s age ounde s aise o e $1 million. Funding simila hubs o c ea ing new ones (e.g. in Soko o, Po Ha cou , Calaba ) could
ep oduce his success. Kano’s expe ience shows ha ailo ed local suppo can d i e g ow h: o e 2021–2024 Kano’s ech
s a ups g ew om abou 5 o 60.
No he n- ocused p og ams. Launch coding academies, hacka hons, and ou each p og ams speci ically in he No h. Fo ins ance,
USAID’s Tech4Families p ojec in Kano wo ked wi h households and communi ies o add ess social no ms a ound women’s ech
use. Simila “b idge” campaigns can engage pa en s and local leade s, making ech en ep eneu ship cul u ally accep able o
women and men alike.
Uni e si y pa ne ships. Collabo a e wi h no he n uni e si ies and poly echnics o in eg a e en ep eneu ship in o cu icula
(boo camps, s a up p ojec s). This builds an ea ly unnel o inno a o s ou side Lagos.
7. Access o Capi al: Women’s Tech Fund. C ea e a dedica ed inancing acili y (e.g. using pa o he announced $180 million
und) ha p o ides g an s o low-in e es loans o women- and No he n-based ounde s. Fo ins ance, a pa ne ship be ween he
De elopmen Bank o Nige ia and comme cial banks could unde w i e a “Women Empowe men Fund” (as S e ling Bank did
wi h a ₦20 billion acili y, o e ing up o ₦75 million pe women-led business).
Relax colla e al equi emen s. Encou age banks o o e loans on al e na i e c edi models. We-Fi/IFC suppo ed an Access Bank
pilo in Nige ia whe e loan decisions used cash- low da a ins ead o adi ional colla e al, add essing he ac ha many women
lack i le deeds. Scale such p oduc s ia CBN c edi -gua an ee schemes o by ewa ding banks ( h ough he We-Fi Finance Code
p inciples) o lending o women wi hou physical colla e al.
Tie DEI o unding c i e ia. Make di e si y and inclusion a condi ion o ecei ing public o dono unding. Fo example, equi e
s a ups applying o g an s o co-in es men s o submi DEI ac ion plans, epo gende composi ion, o demons a e ou each o
unde se ed g oups. This c ea es an incen i e o include women and mino i y ounde s om he ou se .
Le e age in e na ional p og ams. Pa ne wi h mul ila e al ini ia i es: o example, he IFC and We-Fi in es ed in TIDE A ica (a
VC und) o ensu e i alloca es a leas 10% o i s in es men s o women-led ech s a ups and p o ides men o ship o emale
ounde s. Simila collabo a ions could b ing in global capi al; Nige ia could encou age local unds o sign on o he We-Fi Finance
Code, which commi s inancial ins i u ions o inc ease lending o women en ep eneu s.
8. Policy and Regula o y Measu es: S a up Ac e o ms. Amend he Nige ia S a up Ac o include inclusion me ics. Fo
example, ie eligibili y o ax b eaks o inno a ion g an s o a s a up’s DEI policies. The upcoming S a up Ac e esh (2022) is
an oppo uni y o manda e ha incen i e applican s epo s a gende b eakdowns o an i-disc imina ion codes o p ac ice.
No ably, Nige ia’s new NGDIS explici ly sugges s using he S a up Ac o suppo emale ounde s – his could be o malized.
Expand A i ma i e Ac ion o ech. Nige ia’s ede al 35% A i ma i e Ac ion policy ( o public sec o jobs) could be ex ended o
ech unding p og ams. Fo ins ance, equi e ha a leas a hi d o ecipien s o public g an s o inno a ion con ac s be women-
led o om unde ep esen ed egions. This le e ages exis ing policy p inciples o he s a up wo ld.
Align wi h NGDIS goals. The Na ional Gende Digi al Inclusion S a egy (NGDIS, 2024–27) se s benchma ks like “a leas 40%
emale pa icipa ion in all na ional aining p og ams”. Fede al and s a e ICT agencies should adop NGDIS a ge s in hei
ini ia i es (e.g. equi ing hubs o coding academies o hi 40% women ainees). Policymake s can in eg a e NGDIS pilla s in o
ICT policies ac oss minis ies.
DEI Code o P ac ice. Ad oca e a na ionwide DEI code – inspi ed by he Women En ep eneu s Finance Ini ia i e – ha commi s
co po a ions o gende -lens p ac ices. Fo example, ollowing he global WE Finance Code, Nige ian banks and VC i ms could
publicly pledge ac ions (leade ship oles, da a epo ing, a ge s) o boos women’s inance. Regula o s (SEC, CBN, BPE) could
issue guidelines o p i a e companies o adop such codes.
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The able below illus a es how cu en policies can be le e aged o e ised o inclusion:
Table 2: F amewo k
F amewo k
Inclusion Focus
NGDIS (2024–27)
Ta ge s “≥40% emale pa icipa ion” in all digi al skills p og ams; manda es suppo o women in
ech (S a up Ac link).
S a up Ac (2022)
Incen i izes ech s a ups ia ax b eaks and unding; can be e ooled o equi e DEI compliance (as
NGDIS en isions o emale-led s a ups).
NITDA P og ams
Agency ini ia i es like he Igni eHe Boo camp (women-only ech aining) and o he gende -lens
ICT p og ams. Fu u e NITDA guidelines can embed manda o y inclusion s anda ds.
A i ma i e Ac ion
Exis ing 35% quo a o women in go e nmen hi ing; p opose ex ending o public g an s and ech
awa ds (e.g. minimum % o g an s o emale-led en u es).
Cul u al Change and Ad ocacy
Public awa eness campaigns. Launch media and PR campaigns ea u ing success ul Nige ian women in ech ( ounde s, enginee s,
in es o s) o challenge s e eo ypes. S o ies o companies like Rise es and Sela , which in en ionally main ain balanced gende
ep esen a ion in hi ing and leade ship, can be highligh ed as models. Go e nmen and NGOs could und documen a ies, adio
segmen s o social-media se ies on women en ep eneu s.
Unconscious bias aining. Encou age ech companies and hubs o conduc manda o y di e si y and inclusi i y aining. Simple
measu es like no asking abou gende o backg ound du ing hi ing (as Rise es p ac ices) educe bias. Suppo wo kshops and
oolki s o HR leade s on “de-biasing” ec ui men and p omo ion.
Engage communi ies. Wo k wi h local women’s g oups, you h leade s and ai h o ganiza ions o shi no ms. USAID’s guidance
no es ha high male disapp o al o en blocks women’s ech use. P og ams like Tech4Families showed how engaging amilies and
ga ekeepe s ( h ough adio and communi y dialogues) can change a i udes owa d gi ls using echnology. Simila g ass oo s
ou each should accompany policy e o s.
Celeb a e ole models. Regula ly p o ile and awa d women ounde s. Fo example, pa ne ship wi h ech con e ences o gi e
p izes o women-led s a ups, o na ional “Women in Tech” awa ds backed by go e nmen and indus y. Visible ecogni ion
ein o ces he message ha women belong in ech.
By combining hese measu es – om inancing and egula ion o men o ship and cul u e – Nige ia can make i s s a up ecosys em
mo e inclusi e. Ci ing bes p ac ices and da a (e.g. he ac ha only 0.7% o s a up unding wen o women-led en u es) helps
jus i y conc e e a ge s. Ul ima ely, sus ained p og ess will equi e bo h op-down policies (like DEI equi emen s in law) and
bo om-up shi s (awa eness and ne wo ks) o ensu e no alen ed Nige ian inno a o is le on he sidelines.
5. CONCLUSION
In summa y, os e ing g ea e inclusi i y wi hin Nige ia’s ech ecosys em is no solely a social aspi a ion bu a s a egic
equi emen ha can unlock enhanced inno a ion, compe i i e ad an age, and na ional business g ow h.
Resea ch indica es ha di e si y, equi y, and inclusion (DEI) signi ican ly con ibu e o o ganiza ional inno a ion and
pe o mance, la gely by cul i a ing employees’ sense o belonging. O ganisa ions wi h highe gende and e hnic di e si y epo
inc eased p o i abili y and inno a ion e enue, highligh ing conside able po en ial o Nige ia’s echnology sec o .
Ne e heless, he indus y con inues o exhibi a p onounced gende imbalance and unding dispa i y: only 17.3% o A ican
s a ups ea u e a emale co- ounde , while women occupy app oxima ely 20% o senio echnology oles wi hin Nige ian public
ech i ms—subs an ially lowe han in egions such as La in Ame ica. The limi ed access o unding o women-led en u es in
Nige ia e lec s b oade global ends.
Sus aining g ow h in Nige ia’s echnology sec o will equi e delibe a e e o s o add ess his gende gap. The e idence
unde sco es he need o measu es such as inclusi e human esou ces p ac ices, ini ia i es o os e a cul u e o belonging, and
bo h inancial and egula o y e o ms.
Recommended s a egies include:
• Manda ing DEI due diligence o in es o s,
• Expanding emale- ocused accele a o p og ams, dedica ed unds, and schola ship oppo uni ies,
• Amending legisla ion, such as he S a up Ac (2022), o manda e DEI compliance and b oaden a i ma i e ac ion policies.
Ul ima ely, ad ancing inclusi i y wi hin Nige ia’s echnology ecosys em is a s a egic impe a i e o d i ing inno a ion and long-
e m business success na ionwide.
Building Inclusi e Tech Ecosys ems: The Impac o DEI and Belonging on Nige ia’s Inno a i e S a ups
IJSSHMR, Volume 04 Issue 11 No embe 2025 www.ijsshm .com Page 2089
REFERENCES
1) Business Day. (2024). Only 10% o Nige ian emale-led s a ups go unding in 5 yea s.
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