At Kobikam, we have worked with a wide spectrum of Nigerian SMEs to shape their approach to gender inclusion. Through this experience, we have seen firsthand that gender equality is not only a social imperative but also a clear business advantage.

Organisations that are intentional about closing gender gaps tend to perform better on multiple fronts: they build stronger and more resilient structures, attract and retain a more diverse workforce, and design services and products that appeal to wider audiences and markets. Inclusivity brings new perspectives into decision-making, stimulates innovation, and helps businesses respond more effectively to the needs of both men and women. This reality applies to businesses of every size. Larger companies may have more resources to commit to gender initiatives, but even nano and micro enterprises stand to gain by embedding inclusivity into their identity and operations. For such smaller businesses, positioning themselves as gender-conscious can be the differentiator that strengthens customer loyalty, attracts partnerships, and opens the door to funding and market opportunities that reward inclusivity. In other words, gender equality is not an abstract concept but a practical tool that SMEs can leverage to drive growth, sustainability, and long-term relevance.

Five Lessons We Have Learned from Working with SMEs

1. Intentionality leads to impact: Organisations that intentionally and actively include gender issues into their structures and procedures are more likely to achieve meaningful results. When leadership prioritises inclusion rather than treating it as an afterthought, it has an impact on everything from recruitment and staff development to service delivery and customer engagement. The outcomes may not be immediate, but over time, consistency in being thoughtful about gender equality creates the groundwork for greater transformation and demonstrable progress. For example, one of the organisations we supported has, over time, transformed the quality of its services and training programmes simply by being deliberate about embedding gender considerations into its work. By reassessing how their programmes were structured and who they reached, they were able to create a more inclusive environment that encouraged women’s participation in technology. Today, this intentionality has translated into measurable results, more women enrolling in their programmes, greater diversity in the tech talent pipeline, and a stronger reputation as a forward-looking and inclusive player in their sector. Their experience underscores a simple truth: progress in gender equality rarely happens by accident but through consistent and purposeful action.
2. Gender action improves service quality: When SMEs align their services and training with gender-sensitive practices, the result is often a higher quality of engagement and delivery across the board. Gender inclusion encourages organizations to think more critically about the design of their programs, the accessibility of their services, and the relevance of their material to various groups of individuals. In practice, this means creating learning environments that are safe and supportive, tailoring services to meet diverse needs, and ensuring that women as well as men are able to fully engage and benefit. The outcome is not only an increase in women’s participation but also a noticeable improvement in the satisfaction and performance of all participants. Beyond this, SMEs that adopt inclusive practices gain a competitive edge, as they are better equipped to respond to broader market demands, attract partnerships, and build a reputation for quality and fairness. In short, gender action enhances both the social impact and the business strength of an organisation.
3. Small steps create long-term change: It is not always about large-scale interventions or expensive overhauls. Lasting transformation often begins with small, deliberate actions that gradually reshape an organisation’s culture and practices. Even the smallest organisations can make meaningful progress by introducing measures such as fair and transparent recruitment practices, mentorship opportunities for women, or flexible working conditions that make it easier for employees to balance work and family responsibilities. These improvements may look minor at first, but they add up over time, fostering trust, increasing staff retention, and creating the framework for more ambitious gender efforts in the future. Starting small, particularly for nano and micro firms, is both realistic and beneficial since it allows them to incorporate inclusivity into their identity in digestible increments without feeling overwhelmed. The key is consistency: when tiny steps are taken repeatedly, they develop into long-term habits that produce true organizational change.
4. Data and feedback are essential: Collecting gender-disaggregated data and incorporating regular feedback from beneficiaries enables SMEs to refine their approaches and ensure that no group is left behind. Reliable data demonstrates what is working and where gaps remain, while feedback from employees, clients, or programme participants highlights lived experiences that numbers alone cannot capture. Together, they provide organizations with the knowledge they need to change strategy, devise more inclusive solutions, and meaningfully track success over time.
5. Accountability sustains progress: The most successful SMEs are those that make gender equality part of their organisational culture rather than treating it as a one-off initiative. This involves establishing clear mechanisms that keep individuals and teams accountable for progress. Practical steps include appointing gender focal persons or committees, establishing transparent reporting channels for concerns or complaints, and integrating inclusivity into policies, operations, and long-term strategies. Businesses that incorporate accountability in this way establish a structure that not only motivates immediate action but also preserves progress over time, ensuring that gender equality remains a top priority even if the organization expands or changes.

Why This Matters for SMEs of All Sizes

Gender equality is more than a checkbox for small and medium-sized enterprises. It is about developing resilience and relevance in a rapidly changing market. Women are crucial decision-makers and consumers, and businesses that exclude them risk undermining their growth prospects. Inclusive SMEs have the potential to open up new markets, increase employee satisfaction, and stimulate innovation, and the journey does not end with a Gender Action Plan. In our follow-up article, we will look at the role of policy in empowering women and how SMEs can work with these frameworks to increase their impact.