Dr. Jummy Okoya, a renowned academic and advocate for equity, diversity, and inclusion, has spent over 25 years reshaping institutional cultures and empowering individuals to thrive. As the Dean of the Office for Institutional Equity at the University of East London, her work has earned her recognition as one of the top 50 inspirational Black women in the UK. In this interview with Ipledge2nigeria.net webteam, Dr. Okoya reflects on the experiences that have shaped her advocacy, shares lessons from her career, and offers actionable insights for creating inclusive environments in academia and beyond.

What inspired your focus on creating positive and inclusive cultures?

Throughout my career, I have often found myself as the only Black female senior academic in many spaces. I’ve also encountered the frustrations of junior academics struggling to navigate systemic barriers. These experiences, coupled with research showing that inclusive environments are essential for growth, inspired my passion for equity and inclusion.

I’ve been fortunate to have had inclusive leaders who made it their mission to support everyone, regardless of race, gender, or other characteristics. Their actions planted a seed in me to champion equity, call out discriminatory practices, and create environments where everyone can thrive.

Lessons from your work at the University of East London

As Dean of the Office for Institutional Equity, I’ve learned several critical lessons:

1. Conscious Inclusion: Inclusion must be embedded into an organization’s strategy. Setting measurable targets provides a roadmap for achieving equity and fostering accountability.

2. Influencing Stakeholders: Driving inclusion requires engaging decision-makers while listening to diverse groups across the organization. This ensures alignment and shared ownership of initiatives.

3. Active Listening: Effective solutions come from understanding the needs of those you aim to support. Listening prevents assumptions and helps address real pain points.

4. Carrying People Along: It’s essential to provide progress updates, develop tailored interventions, and involve all stakeholders in decision-making processes.

5. Adaptability: Meeting the evolving needs of diverse communities requires flexibility. For example, at the University of East London, we provide psychological support during exam seasons, Iftar prayers for our Muslim community during Ramadan, and staff affinity networks to foster belonging.

Challenges in Your Career and How You Overcame Them

Balancing my multiple roles as a mother, an academic leader, and a community advocate has been a constant challenge. I’ve embraced “radical prioritization,” focusing on what matters most while remaining open to change.

As a Black woman in academia, I’ve faced unique challenges, including the tension between maintaining research activity and fulfilling leadership roles. My faith, careful planning, and support from a coach have been instrumental in overcoming these hurdles.

Addressing Underrepresentation of Black Professors in UK Universities

Representation matters. When junior academics see someone who looks like them in leadership roles, it fosters hope and confidence. Institutions can address underrepresentation through:

Mentoring and sponsorship programs.

Clear career pathways with transparent criteria.

Regular equality impact assessments to track promotion outcomes.

Leadership development opportunities and inclusion-focused projects.

How Your Nigerian Heritage Shaped Your Advocacy

Growing up in Nigeria instilled in me a relentless work ethic, a commitment to excellence, and a deep sense of community. My parents’ emphasis on giving back and supporting the less privileged shaped my values and inspired my focus on equity and inclusion.

As a firstborn, I learned servant leadership early—caring for others, striving for excellence, and understanding that my success represents my entire community. This mindset fuels my passion for empowering others and creating opportunities for all.

Lessons Nigeria Can Learn from Your Work in the UK

Nigerian institutions can benefit from:

Building pipelines for underrepresented groups by offering funded PhD opportunities and targeted scholarships.

Regularly reviewing promotion processes to identify and address inequities.

Creating inclusive cultures that empower staff and celebrate diversity of thought.

Promoting Gender Equity in Leadership in Nigeria

To create more opportunities for women, Nigerian institutions must:

Strengthen the pipeline by recruiting more women into academia.

Address cultural barriers by promoting family-friendly policies.

Appoint executive sponsors to mentor and coach women for leadership roles.

Addressing Systemic Barriers in Nigerian Institutions

Overcoming systemic barriers requires bold leadership and a willingness to challenge the status quo. Leaders must prioritize equity, collect and analyze data to identify disparities, and take deliberate actions to ensure fairness. The time to disrupt outdated practices is now.

Dr. Okoya’s journey is a testament to the power of resilience, faith, and servant leadership. Her advocacy continues to inspire and pave the way for a more inclusive future in academia and beyond