European Scientific Journal November 2015 /SPECIAL/ edition ISSN: 1857 – 7881 (Print) e - ISSN 1857- 7431 294 GENDER IMBALANCE IN THE ACADEMIA IN NIGERIA Prof. James Adeola Olaogun Department of Sociology, Ekiti State University, Ado-Ekiti, Nigeria Anthony Abayomi Adebayo Department of Sociology, Federal University Oye-Ekiti, Nigeria Sr. Dr. Catherine Ajoke Oluyemo Department of Sociology, Ekiti State University, Ado-Ekiti, Nigeria Abstract The fact that there is gender imbalance at work and in social institutions continues to generate debates, discussions and concerns. Women have somewhat experienced gender opportunity restrictions and ceiling across societies down the ages. What is problematic is the consistency and persistence of the imbalance in Nigeria even when change is constant and reverberating around the globe. A survey of selected tertiary institutions in Nigeria revealed that there is gender imbalance in the constitution of the faculty staff. The men clearly outnumber the women. The paper proffers that for rapid societal development and greater sense of belonging, the discrimination against women should stop, especially in the academia who uphold the citadel of learning and that gender sensitivity in appointments should be put at the front burner. Keywords: Gender Imbalance, academia, gender sensitivity, restrictions Introduction Gender discrimination refers to the practice of granting or denying rights or privileges to a person based on their gender. This kind of discrimination leads to unfair treatment directed to individual or a group on the basis of their gender which denies them their rights, opportunities or resources (Chauraya & Mugodzwa, 2012). In some societies gender discrimination is a long standing practice and it is acceptable to both genders. Gender discrimination is closely related to gender stereotypes and sexism which often is a barrier to developing harmonious working environment. This kind of discrimination manifests in the form of sexist language, sexual harassment or discrimination on the job (Maruzani, 2013).