YouthSpeak Survey data report
activating youth leadership since 1948
table of contents About AIESEC in Nigeria Overview Chapter One – Diversity, Equity & Inclusion Chapter Two – Youth at Work Chapter Three – Climate Chapter Four – Youth Leadership Conclusion Our Partners Acknowledgement
aiesec in Nigeria Made up of 13 local chapters, AIESEC in Nigeria boasts of diversity and a richness of togetherness that is still growing from the last 61 years. AIESEC is even more relevant today as young people in the country have the opportunity to develop themselves through cross-cultural internships and volunteer experiences across the country and the world so they can make a positive impact in society.
we strive to achieve peace and fulfilment of humankind potentials
we believe young people are the key to making a long-lasting impact
we aim to develop leadership qualities in Youths
Chapters Abeokuta Abuja Akure Benin Benue Calabar
Enugu Ibadan Ife Ilorin Jos Port Harcourt
Expansions Ogun Awka Uyo
Kwara X2 Otah
Lagos
we do this through practical experiences in challenging environments
overview In this report, we ask young people very important questions about important issues in society. We quizzed them about what they felt about diversity and inclusion, and their answers were particularly insightful. Afterwards, we posed questions about the youth and the workplace, and we got a few surprising answers. Our questions about this issue told us that today's young people are focused on the future and can not wait to install a new work ethic, culture and sense of responsibility at the workplace. We also grilled them about the climate and what they felt about the efforts of governments, corporate bodies and individuals to solve it. The answers to those questions gave us an idea of what the young people of today care about and what issues they are likely to solve. Afterwards, we asked questions concerning youth leadership. The answers to those questions affirmed what we’ve always known at AIESEC; young people are leaders, and unleashing their potential is the only way to create a more just, diverse, safe and vibrant world. This survey is a wake up call for young people, governments, and relevant stakeholders to tackle today’s important issues with youthful vigor. We all need to take action as a community and as a country, because it’s only through action that we can make meaningful change in our society.
Chapter One Diversity, Equity, Inclusion
With the exception of the states dependent on their local languages, Nigeria's official languages are pidgin and English. One can feel lost in the crowd in a country such as ours, with over 250 ethnic groups and languages. Minority groups may feel a lack of representation in different aspects. What does this mean to the average citizen? As the world has been shifting due to COVID-19, we created a survey to understand how people feel about diversity, inclusion, and equity, especially in public places like workplaces, schools, and public and private organisations. In this survey, we sought to understand better what was important to employees when choosing a workplace, opinions about these topics, workplace values, and the stance on diversity. Nearly 600 participants answered this survey.
Diversity, Equity, Inclusion
Definition of terms Diversity This is the practice of including people from many different cultures, ethnic backgrounds, sexual orientations, etc. Inclusion This involves the practice or policy of providing equal access to opportunities and resources for people who might otherwise be excluded or marginalised, such as those with physical or mental disabilities and members of other minority groups. Equity The quality of being fair and reasonable in a way that gives equal treatment to everyone.
Diversity, Equity, Inclusion
Hearing the voice of the world, Diversity, Equity and Inclusion are some of the most talked about topics. Many people and organizations from the public, private, and government sectors are trying to step up and understand why building a diverse, equitable, and inclusive environment matters for all and how to facilitate much needed progress. We want to hear your opinion about these topics and understand how you evaluate the reality around you.
80% of respondents can comfortably express their social and cultural background in their workplaces.
449 people think they can comfortably express their social and cultural background in the workplace/university. 105 people are neutral & 9 people disagree.
Over 90% said equity at the workplace is a high priority for them.
36% of respondents are neutral on their view on inclusion being valued at their workplace. 9% disagree that inclusion is valued.
Employers have to foster DEI in a company, according to 88% of respondents.
The ideal workplace More than two-thirds of respondents believe that their ideal workplace fosters a company culture where every voice is welcome, heard and respected. This deduces that inclusive, equitable and diverse workplaces are highly considered when selecting a workplace for most people. Respondents were asked about their high priorities in choosing a workplace. The opinion that employers are responsible for cultivating a culture of diversity, inclusion, and equity is one that most respondents believe in. Among other initiatives, hiring practices, promotion opportunities, the ratio of women to men, and the representation of tribal groups should be seriously considered to eliminate prejudice in an organisation. Respondents were asked if employers were responsible for fostering diversity, equity and inclusion. The responses related to equity in the survey indicate equity is of high priority. When asked if workplaces provided equitable career advancement opportunities, the replies show a cause for concern.
Diversity, Equity, Inclusion
Fear or indifference When asked whether diversity, inclusion and equity were valued at their workplaces, respondents answered with varying levels of agreement. On a happy note, the levels of agreement were predominantly positive. However, there was a disturbing number of respondents who either disagreed or were neutral. In contrast to the results where people consider this to be of high priority in choosing a workplace, this indicates a lack of information or no examples to look up to. More awareness around the concept of DEI might be needed.
Diversity, Equity, Inclusion
What can employers do differently? Respondents were asked about the top activities to support diversity, equity and inclusion in the workplace.
Racial discrimination is an issue in many countries, but as Nigerians living and working in Nigeria, our experiences differ. So we agree that diversity is lovely and the right thing to do. Having an equal gender representation in the workplace, not having a dominant tribal group, and all of these other nice things make a diverse workplace admirable. However, diversity is only the first step in building a healthy working environment. Respondents were asked if inclusion is valued in their workplace. “Diversity is about representation or the make-up of an entity; inclusion is about how well the contributions, presence, and perspectives of different groups of people are valued and integrated into an environment”- Matt Bush.
Diversity, Equity, Inclusion
What can employers do differently? Yes, your workplace is diverse, but how well do employees feel they belong? The Muslim woman who feels uncomfortable with her Hijab, the person with a disability who feels like charity, the Gen-Z who is an introvert in the office because age and respect come hand in hand? Companies may mandate diversity, but they have to cultivate inclusion. Inclusivity is vital in maintaining workplace diversity. While the aim of inclusion ensures that everybody is heard, equity ensures that everyone receives the same amount of respect accorded to them irrespective of status. Indeed, numbers do not lie. The belief that employees are responsible for upholding these values in workplaces needs an immediate response.
Diversity, Equity, Inclusion
Key takeaways The high response rates to the survey are encouraging, although more work needs to be done to ensure employees feel at home at their workplaces. Our survey found that while diversity is an A-plus, equity and inclusion are not as highly prioritised. We also noted that lower scores on inclusion and equity might be from perceptions of how a workplace ought to be; a lot of unlearning is to be done. We must understand that while they go hand in hand, diversity, equity and inclusion are three separate elements, so specific measures of success and metrics should be established for each to succeed. The commitment to creating safe workplaces is admirable. The work that needs to be done involves everyone, employees, too. The company’s mission, vision statements, and goals are fantastic, but actions speak louder. Let us strive to do more.
Diversity, Equity, Inclusion
Chapter Two Youth at Work
As we ease off the effects of the pandemic, we are looking at more people from Generation Z entering the workplace. The interesting thing about this record entry into the workforce by generation Z is that it is matched by a record exit by Baby Boomers. Another interesting thing that coincides with the record entry of Gen Z into the workforce is the worldwide redefinition of what we mean by work. Ergo, Gen Z youths are entering into a workforce battling with the new normal, and are filling important gaps left by Baby boomers. This conflagration of issues means that they will definitely have a lot to say about the workplace, the skills they need for the workplace, and the manner they would prefer to interact with their employers.
Youth at Work
Work Today According to our survey, as much as two-thirds of Generation Z youths are still unemployed. Of course, that could be due to the fact that Nigeria battled two economic recessions in the last five years and employment numbers are dropping globally. Unsurprisingly, about 90% of the employed generation Z youths are aspiring to be promoted in the next year. This means that Generation Z is much likelier to seek promotion benefits in the workplace than any other demographic. Of the Gen Zs who do not currently have a job, about 80% aspire to get one in the next year. This clearly points to the fact that their unemployment today is not a result of an unwillingness to get into the workforce, but a dearth of opportunities.
Youth at Work
For most Gen Zs, the most important reason for working anywhere is the opportunity for growth, followed by salary and working hours. It means that Gen Zs really just want to have a decent career trajectory, earn good money, and have a proper work/life balance. Unsurprisingly, a lot of Gen Zs want to work at corporate offices– however, around 38% of our respondents are also interested in working at NGOs and Startups. Very few (only 13%) want to work in the government or education.
When it comes to skills for the future workplace, Gen Zs think that analytical thinking is the most important, followed very closely by communication. They also think innovation, complex problem solving and adaptability are important skills for the future. In addition to this, they think that the top technical skills that will be in demand this year are data analytics, blockchain programming, and artificial intelligence — in that order.
According to our data, around 2 in 3 youths believe that communication, analytical thinking, and innovation are vital skills for the workplace. One in three members of Gen Z believes that the most vital skills for the future are online collaboration, while 4 in 7 believe that it is complex problem-solving instead. It is clear that all of these skills are really important to Gen Z’s conceptualization of the needs of today’s workplace and indeed the future of work.
Interestingly, they do not think universities are the best places to practice these skills. They think internships are the best place to learn these skills, followed by online courses. They also think mentorships are better places to practice and learn these skills than universities. This clearly shows what Gen Z thinks of academia in general. It is little wonder that only a significant minority of Gen Zs think their current education is not enough to get them a suitable job.
Youth at Work
About 40% of Gen Zs struggle with mental health at work or school. 40% are neutral about mental health struggles.
The remaining 20% do not suffer mental health struggles at work. When it comes to mental health struggles, Gen Zs are quite divided.
Interestingly, only 6% agree that their workplace or school cares, to any significant extent about their mental health.
Of course, this is an obvious problem that workplaces and universities need to work on. When quizzed on measures to solve their mental health problems, most Gen Zs argued that promoting a proper work-life balance would go a long way. They also say that managing their workloads properly and extra effort should be put into monitoring the mental health of employees.
Takeaway ● Gen Z youth are optimistic about getting into the workforce ● Gen Z youth don’t believe academia, or traditional education, holds much promise for them ● Gen Z are more comfortable with hybrid working environments than both remote and fully physical modes of work ● Gen Z youth believe that their educators and employers do not care about their mental health ● Most Gen Zs would prefer to work in corporate settings, and only few want to work with the government. ● Half of Gen Zs do not see working a part-time or freelancing as a bad idea.
Youth at Work
Chapter Three Climate Action
In late August 2012, Nigeria was hit by the worst flooding ever experienced in 40 years. This affected 7 million people in communities across 33 out of 36 states. More than 2 million people out of the affected 7 million were driven from their homes by rising waters. (source: Wikipedia) Towards the end of 2021, complaints were seen all over social media about the terrible situation of soot polluting the air in several areas of Port Harcourt. Climate action refers to long-term temperature shifts and weather patterns(source: United Nations). These shifts may be natural. Increased temperature levels, rainfall variability, erosion, rising sea levels, and other effects of climate change can be seen around the country. The united nations have summed up its pressing demand for climate action in the Sustainable Development Goals number 13: “Take urgent action to combat climate change and its impacts.” To ascertain how severe the problem of climate action is, a survey was taken to assess public awareness, the potential for individuals, companies, and the government to take appropriate action and the general perception of climate action. Nearly six hundred people completed this survey.
Climate Action
Eight per cent of respondents who have taken this survey are either neutral or unaware of the effects of climate action.
About two-thirds believe that humans are significantly affected by climate change effects, followed closely by agriculture(farms and food). 8 in 10 people suggest investing in renewable sources of energy whilst the other majority believe that the government take active measures in curbing the effects of climate action.
Are people aware of the effects of climate action? Out of 563 respondents, more than half are familiar with the effects of climate action. Respondents were asked: I am aware of the effects of climate change. Despite the high number of people who reported being aware of the effects of climate action,8 per cent of respondents were either neutral or unaware of the impact. While the number might seem insignificant, awareness needs to be taken more seriously for more people to be informed. Consumption of news seems to play a role. Exposure to news from any source is associated with substantially higher levels of awareness. Among the top sources of information, nearly 95% of people surveyed get notifications about climate action from social media platforms. This deduces that social media plays an essential role in creating awareness. Other sources include television, community members and written media such as newspapers.
Climate Action
Does education play a role in climate action? According to scientists, the climate has always been associated with natural processes such as volcanic eruptions. Changes have become more rapid and dangerous in recent years due to the burning of fossil fuels and the emission of billions of tons of carbon dioxide into the atmosphere. (Source: Intergovernmental Panel on Climate Change, 2019) A research survey by Afrobarometer cites that 52% identify human activity alone as the primary cause of climate action. People have different opinions of what causes climate action, and this disparity results from the awareness levels. Education level goes hand in hand with higher awareness of the human role in climate change. Despite being the most affected, people in the agricultural industry know little or nothing about the effects of climate change. While social media presents news on climate action, there is a need to utilise other sources of information to create general information so older generations can be educated on these effects as well.
Climate Action
Who is affected the most by the effects of climate action?
In general, more than two-thirds who are aware of the effects of climate action agree that humans are affected the most by the impact. Coming closely on the list are farms and our food. Respondents were asked to choose the top climate change effects they care about “Between 2030 and 2050, climate change is expected to cause approximately 250 000 additional deaths per year, from malnutrition, malaria, diarrhoea and heat stress.” World Health Organization .
Climate Action
Who is affected the most by the effects of climate action? Although Nigeria records a low report of natural disasters, climate action affects man’s health. Dry conditions lead to more wildfires, which bring many health risks. Higher incidences of flooding can lead to the spread of waterborne diseases such as cholera. Mosquitoes which are the causative agent of malaria, thrive in waterlogged areas. Climate change poses the most significant health risks to children, the elderly, those living in poor conditions, and those with underlying health problems. Not only does climate action affect our health and people around us, it affects our food, water bodies and a whole lot. Agricultural lands are adversely affected by climate action. Food becomes more scarce and expensive because the soil meant to grow plants is involved.
Climate Action
6 in 10 respondents are worried the most about the impact of climate action on our food and farms. Similarly, the unpredictable weather affects staple food crops like a pregnant woman.
Increasing salt levels in water bodies make it harder for fishes to survive, particularly in freshwaters. This, in turn, increases the country’s dependency on importation. We see how climate action affects us as a nation in every sector while we sit with our arms folded.
How can climate action be stopped?
“We have the knowledge, skills, and technologies to stop climate change. All over the world, people have woken up to the threat and are working to reduce the use of fossil fuels, stop rainforest destruction, and get power from clean energy.” Greenpeace, 2019
Climate Action
How can climate action be stopped?
People are confident that climate action can be stopped with collective efforts from individuals, the government and companies. Over 90 per cent of respondents believe that investing in renewables would combat the effects of climate action on individuals; 7 in 10 people (70%) believe companies should promote environmentally friendly ways of working and two-thirds urge the government to protect and restore key ecosystems. Over the internet, solutions can be seen for stopping climate action. As the quote says, we know, but how can climate action be stopped? It is essential to understand that this is not a fight for one but all.
Climate Action
Key takeaways Whilst awareness of climate action seems widespread (judging from the survey results), it mustn't stop there. Education should not stop with building awareness and reporting news on social media platforms; instead, public knowledge on the issue should be built. Individuals, government bodies and companies all have a part to play in curbing the effects of climate action. Generally, Africa records a low percentage of the world's greenhouse emissions, with Nigeria contributing less than one per cent. Yet, we feel the effects of climate action on our health, food and water. More than half of respondents agree that climate action is a fight that can be won with several suggestions involving the people, government and companies while urging the government to take more active roles in stopping this issue. In fights like this, people are often wary of their ability to make a difference, but we must remember that we are not alone in the fight for a cleaner, healthier Nigeria. We must lead the change we want to see one step at a time.
Climate Action
Chapter Four Leaders We Need
At AIESEC, our business model and raison d’etre is leadership development. That is the reason we exist and is the only metric we use in measuring our success. We strive to ask ourselves how we can turn young people into responsible leaders willing to take responsibility, first for themselves, then for their community, and then for the world. We are always looking to facilitate exchange programs to test young people, expose them to new cultures, expand their horizons, and give them opportunities to lead.
Leaders We Need
That is why we deemed it important to understand the Gen Z view of leadership. What sort of leaders do they think the world needs? Right now, we stand on the cusp of possibly the most important election cycle in our lifetimes so far. As we get into this season, it was important to understand what kind of leader Gen Zs wanted to see. We told all our respondents to rank the following qualities; Integrity, the ability to delegate, respect, influence, learning agility, courage, gratitude, communication, empathy, and self-awareness according to their most preferred qualities.
Leaders We Need
Most of our respondents — about 70% — argued that Integrity was the most important characteristic a leader should have. Communication was second and was ranked highly by about 60% of our respondents. The ability to delegate, empathy and influence also ranked high on the list of about 30% of our delegates. Courage and respect were not very popular choices, and self-awareness, learning agility, and gratitude were the least popular choices as less than 10% of respondents even had them on their lists.
Conclusion Zig Ziglar said," The first step in solving a problem is to recognise that it exists". Today, Nigeria, like all other countries of the world, faces significant challenges on all four topics we have discussed in the survey. This report aims to provide research statistics for youth, organisations and the government to use as a reference point for these issues, so we know what the following line of action is. According to the timeline set by the United Nations, we have until 2030 to attain measurable success. Unless we take more action, we will almost surely fall short of the target and perform worse in the coming years. Solutions to these problems are under a ripple effect. This means a slight change goes a long way in making a difference. What change would you be making?
Our Partners
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50.9% 18-24 years old
44.8% Are 25-28 years old
40% of our members are males
60%
of our members are females
Acknowledgement Creative Director/Research Team Lead
Samuel Ogundipe (Omo Daddy) Design & Layout
Amarachi Okonji Content Writers
Amarachi Chinedu Joseph Olaniyi Research Team
AiN Marketing EST 21.22 (TODS) AiN Marketing 22.23