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Gender is the word used to describe social and personality differences between women and men; it refers to that which society defines as masculine and feminine (Webb,199l) Attempt have been made in Nigeria to addressed the issue of women's right, responsibility and discussion in the early 80s with a view to improve the socio-economic and political lots of Nigerian women as a whole, but the guiding principles and the framework adopted then was weak, this due to the feet that Gender issues have gone beyond the largely women empowerment approach and the narrow women in development (WID) concepts to a more and all embracing approach of gender and development (GAD)
In Nigeria, not until recently, an important document emerged to redirect gender equality, improved standard of living, and build a just society devoid of discrimination, harness fee fall potentials of all social groups, regardless of sex or circumstance that can give both men & women equal voices in decision making and policy implementation. The attainment of gender equality is not only seen as an end in it itself and human right issue, but as a prerequisite for the achievement of sustainable development. Hence this paper will attempt to explain the concept gender, an overview of previous attempt, the rational behind the emergence of NGP as well as explaining it aims and objectives, guiding principles and the framework within which it operates, conclusion and recommendation will be equally given.

Presentation to:

1. Provide guidance for both transport and gender specialists on how to mainstream gender aspects in road transport

2. Focus on basic entry points in which gender affects and is affected by transport policies and projects

3. Examples of good practice for various road project contexts in urban, peri-urban and rural areas

4. Offers for first time a list of project indicators to create baseline and measure results 

Literature on diversity in organisations is limited and even fewer studies investigate its impact on innovation. Therefore, the aim of this research is to study how gender diversity within R&D teams, among other factors, impacts innovation, drawing on data from an innovation survey in Spain. Our findings support the assertion that gender diversity within R&D teams generates certain dynamics that foster novel solutions leading to radical innovation. The results indicate that gender diversity is positively related to radical innovation. However it does not promote incremental innovation in the same way. The positive relation occurs under particular conditions of the task (a higher degree of novelty), as the two types of innovation might require different skills for their effective performance. These results have several implications for academics, politicians and practitioners.

Empirical findings on the link between gender diversity and performance have been inconsistent. This paper presents three competing predictions of the organizational gender diversity–performance relationship: a positive linear prediction derived from the resource-based view of the firm, a negative linear prediction derived from self-categorization and social identity theories, and an inverted U-shaped curvilinear prediction derived from the integration of the resource-based view of the firm with self-categorization and social identity theories. This paper also proposes a moderating effect of industry type (services vs. manufacturing) on the gender diversity–performance relationship. The predictions were tested in publicly listed Australian organizations using archival quantitative data with a longitudinal research design. The results show partial support for the positive linear and inverted U-shaped curvilinear predictions as well as for the proposed moderating effect of industry type. The curvilinear relationship indicates that different proportions of organizational gender diversity have different effects on organizational performance, which may be attributed to different dynamics as suggested by the resource-based view and self-categorization and social identity theories. The results help reconcile the inconsistent findings of past research that focused on the linear gender diversity–performance relationship. The findings also show that industry context can strengthen or weaken the effects of organizational gender diversity on performance.