Maimuna*, a promising postgraduate student, is hesitating to report an uncomfortable encounter with a faculty member. She tried discussing with her roommate who has advised her that reporting the issue will only make things worse for her because no action will be taken against her tormentor. Across institutions in Nigeria and beyond, many students and staff face similar dilemmas—uncertain if their voices will be heard, or if their safety will be protected. It’s stories like Maimuna’s that underscore why safeguarding in academic environments is so crucial.
Every student, lecturer, and staff member should feel safe in the university. This means all invisible barriers need to be broken so that every voice can be heard without fear. Achieving this vision requires more than just rules on paper; it demands a living culture of protection and respect and this is where safeguarding comes in.
Safeguarding in academic environments is about weaving together systems, policies, and everyday practices that shield everyone in the university community from harm—whether it’s sexual harassment, exploitation, or abuse. But the most effective safeguards don’t stop there: they are inclusive by design, ensuring these protections reach everyone, regardless of gender, disability, or background, leaving no one behind.
This approach is not only about compliance with institutional rules but about fostering a campus where every individual feels empowered and respected to pursue their ambitions. It also involves fostering an equitable institution culture where all can feel safe.
This commitment to inclusive safeguarding was at the heart of a recent refresher workshop held by the Regional Scholarship and Innovation Fund (Rsif) in collaboration with Bayero University Kano (BUK), Nigeria. The hybrid event, hosted at BUK’s Centre for Dryland Agriculture (CDA), brought together 50 participants (28 male and 22 female)—including Rsif scholars, faculty, administrative staff, student leaders, and gender experts—from BUK and neighbouring institutions such as Aliko Dangote University of Science and Technology, Northwest University Kano, Khalifa Isyaku Rabiu University, Maryam Abacha American University of Nigeria, and AZMAN University.
According to Prof Amina Mustapha, BUK Deputy Vice-Chancellor, Research and Development who participated in the workshop, many forms of sexual harassment in academia—ranging from quid pro quo and hostile environments to digital and peer-to-peer harassment—have lasting impacts on individuals and institutional integrity. It is therefore important that this issue is urgently addressed because it constitutes serious violations of human rights and dignity.
Mr Bonface Nyagah, Rsif Capacity Building and Safeguarding Officer, opines that it is of importance that all stakeholders continually remind themselves of the existing Sexual Exploitation, Abuse, and Harassment (SEAH) and Gender Based Violence (GBV) policies in the institutions. This can be done by utilizing refresher workshops, plugging SEA/SH and GBV awareness sessions in institutional and programmatic orientation for staff and project staff, including suppliers. Further, necessary information brochures can be provided.
“There is a need to have the Grievance Redress Mechanism (GRM) in all institutions that provide avenues for reporting and referral pathways for the survivors. This ensures that the survivors can access not only justice but much required medical, legal and psychosocial support,” he stated.
Dr Safiya Ahmad Nuhu, Director of BUK’s Centre for Gender Studies, detailed the university’s multi-layered response to sexual harassment. This includes tiered reporting structures, clear penalties, referral mechanisms, and the Confidential Corner—a safe space for confidential counselling.
“Prevention-first policies, such as gender and dress code guidelines, are foundational in a safeguarding environment”, Dr Safiya said.
Disability inclusion advocate Mr Oyeniye Kudus Olanrewaju believes that the unique vulnerabilities faced by persons with disabilities should be part of safeguarding policies that are intentionally disability-inclusive and should conform to Nigeria’s Disability Act and international conventions.
The interactive panel discussion, featuring voices from across the university—including Rsif scholar Desta Mulu stated that SEAH (reporting mechanisms must be accessible and user-friendly to all stakeholders. Prof Aisha Ismail who served as the pioneer director of BUK Centre for Gender Studies stressed the importance of building trust in institutional policies to encourage timely reporting and discussed cultural factors influencing perceptions and responses to sexual harassment. On his part, the Director of the Centre for Economics, Social and Population Research (CESPOR) at BUK, Prof Ismail Muhammad Zango pointed out that institutional leaders have a critical role in raising awareness of safeguarding protocols and engaging stakeholders through continuous sensitisation.
Ms Haj Binta Lawan Saji from Servicom non-academic staff also expressed that safeguarding training should be conducted regularly and integrated into orientation programmes for new staff, students, and affiliates while Prof Ali Tijjani of the Anti-Corruption and Transparency Unit (ACTU) opined that institutions must understand and respect how cultural contexts influence perceptions and reporting of SEAH and safeguarding issues.
The workshop highlighted several crucial lessons for enhancing safeguards within university settings. It emphasized the importance of adopting survivor-centered approaches to ensure that the needs and voices of survivors are prioritized. Additionally, it underscored the necessity of developing policies that are both inclusive—addressing the diverse needs of the university community—and actionable, enabling effective implementation. Finally, the workshop advocated for moving beyond mere compliance with regulations toward fostering genuine cultural transformation, creating safer and more supportive academic environments, and the value of moving beyond compliance toward genuine cultural transformation.
This workshop should be a wake-up call to all institutions on the need for annual refresher trainings, development of safeguarding toolkits, institutional disability audits, and the expansion of confidential support spaces—affirming that inclusive safeguards are essential for safe, accountable, and thriving academic environments.
*Name has been changed.
