Gender & Equality Strategy Plan
In order to fulfil our pledge to provide Lagos with a top-notch transportation system, we must uphold gender equality, which is a fundamental human right.
The Lagos Metropolitan Area Transport Authority (LAMATA) has an outstanding track record in promoting gender equality. With the creation of strategies and policies on equality, LAMATA has significantly expanded the participation of women in senior roles and encouraged workplace flexibility.
We have one of the highest percentages of female direct workers (38%) in the transportation industry, with over 40% of female employees and 40% of management staff as female plans are underway to include more. To guarantee women are not at a disadvantage, it is essential that we come together with LAMATA staff members to promote gender inclusion in our planning, implementation, regulations and everyday operations.
We must keep challenging the attitudes and ideas that are impeding advancement if we are to advance gender equality. We must put greater emphasis on workplace flexibility and use more ingenuity and creativity to remove the obstacles that women face. Even though we have the rules and processes in place, more action and discussion are still required to solve these issues. We have created a Gender Equality Committee to direct this process, and they will help put the Gender Equality Strategy and Action Plan 2022 – 2027 into action. This Strategy aims to aid the Agency’s imitative for attracting, keeping and promoting female employees. The Strategy also aims to deepen organizational commitment to gender equity and to build a greater knowledge of it.
Engineer Abimbola Akinajo (Mrs.)
Managing Director /CEO
STRATEGIC CONTEXT
LAMATA takes great pride in its employees since they are its most precious resource and are essential to fulfilling its goal and vision. The effectiveness, commitment, and professionalism of LAMATA’s employees are crucial.
Consistent with Sustainable Development Goal (SDG) number five: realizing gender equality and empowering all women and girls. Our dedication to fostering an innovative and dynamic culture is evidenced by the Gender Equality Strategy and Action Plan. To do this, it is imperative to promote a culture of inclusiveness and diversity. In the competitive global world of today, a business that makes the most of all staff members ‘talents and abilities will be the most successful. Improvements in
productivity, innovation and creativity have been linked to diversity and inclusion, according to research in organizations are the ones with a larger percentage of women in upper management and on boards
LAMATA acknowledges that building social inclusion leads to better results and higher innovations in establishing a sustainable and integrated multimodal transport system in Lagos.
For over a decade, LAMATA has been a top employer for gender equality. Women have key leadership roles in the agency, including the Managing Director, who is a female.
As a leading Employer of Choice for Gender Equality, LAMATA will continue to promote and embed and organizational culture in which employees of all genders from a variety of cultural backgrounds and heritages participate equally at all levels.
This will help the company attract and retain a high–quality workforce that reflects diversity. To do this, we must confront the attitudes, convictions, and unconscious prejudices that impede the advancement of gender equality for all employees, regardless of background.
LAMATA is dedicated to advancing gender equity, and the Executive Management will set the bar high.
