The issue of women's participation in all spheres of life has become a major developmental concern world-wide. Many debates on this issue have highlighted women's marginalization in all aspects of social, economic and political life. Over the years in Nigeria, it has been observed that female academics are not significantly involved in decision-making positions in Nigerian Universities. Leadership and governance in the University system includes holding such positions as heads of departments, deans, sub-deans, directors of Institutes/programmes, Senate, Governing Council, Vice Chancellor etc. Among the reasons for the inadequate involvement are: social-cultural belief that women cannot be as efficient and effective as men; gender discrimination and social stereotypes; lack of encouragement and support among women; belief that domestic functions always affect women's efficiency when involved in leadership or governance-balancing family life and public life. It is within this context that the paper investigates women involvement in leadership positions in selected Nigerian Universities, examines obstacles to women involvement in the University decision-making positions, and proffers strategies for empowering women for University leadership and governance. The study used both cluster and purposive sampling techniques to select five Universities from each of the six geopolitical zones of Nigeria. The study covers a period of five years (2009-2013). The study made use of both primary and secondary data. In terms of secondary data, relevant information was extracted from the Academic Planning Units, and Registrar's Offices of the selected Universities as well as the Academic Department of the National Universities' Commission-(the regulatory agency of the Nigerian University system) and websites. Questionnaire and key informants were employed to gather data from respondents in the selected Universities relating to the obstacles to women involvement in University leadership and governance. Although the study confirms that the obstacles noted above still persist, it reveals that there has been improvement in the involvement of women in University leadership and governance in recent years. This is attributed to the increasing number of qualified women who can hold such positions and the equally increasing number of women academics who are willing to present themselves for such positions even if it is elective. Women academics and policy makers handling issues of gender and governance in the Nigerian University system will benefit from this study.
