Centre LSD and VREI: Turning Men’s Resistance into Hope for Women
Through the Male Feminists Network (MFN), Centre LSD and its South-South partner, Value Rebirth and Empowerment Initiative (VREI), are helping men challenge beliefs that limit women’s opportunities. In Delta State, two participants share how their journey from resistance to allyship is opening doors for women in governance, peacebuilding and church leadership.
By Monday Osasah
Professor Andrew Agboro once believed that being called a feminist would bring him shame. Pastor Loyalty Jovi had concluded that women who struggled with responsibilities in his ministry lacked maturity.
Today, both men openly identify as feminists. Their change of heart has led to decisions that create opportunities for women—in consultations where they were initially excluded and in a church where seven women have been appointed to leadership.
Their testimonies reflect the influence of the Male Feminists Network (MFN), implemented by the African Centre for Leadership, Strategy & Development (Centre LSD), with Value Rebirth and Empowerment Initiative (VREI) as its South-South zonal partner.
Through this partnership, men are encouraged to examine beliefs that shape how they exercise authority and how women experience the institutions they lead. For Agboro and Jovi, that examination became personal.
From Resistance to Understanding
“I used to distance myself from anything associated with feminism,” Agboro recalled. “I thought it was solely about promoting women’s issues.”
As a man with strong traditional values, he saw protecting culture as his personal responsibility. Although he believed in equal opportunities, he saw feminism as an agenda designed to undermine the traditions he valued.
“I would have felt ashamed to be called a feminist.”
It was a conviction with implications beyond the label. When a demand for women’s inclusion is seen as a threat to culture, resistance can appear justified. Opportunities may be withheld by people who still consider themselves fair.
Agboro’s participation in the MFN training challenged his understanding.
“I came to recognise that feminism promotes equal opportunities, equity and respect for everyone,” he said. “Advancing gender equality is a responsibility that men must also embrace.”
For the Delta MFN member and Chairman of Delta State Gender Justice, this understanding began to influence practical decisions.
Opening Doors for Women in Governance and Peacebuilding
He recalled an engagement concerning the termination of pregnancy for which only male consultants were initially brought in. The approach was reconsidered, and women were included. The eventual team comprised eight women and five men.
In another consultation on conflict resolution and peacebuilding, women were initially absent.
“We insisted on their inclusion,” he explained.
The team eventually comprised 15 women and five men, bringing women’s perspectives into a discussion from which they had originally been excluded.
These decisions reveal how easily exclusion can become routine. Someone prepares a list, selects experts or sends invitations, and an entire discussion takes shape without women. Challenging that absence requires people within the process to recognise it as a problem and act.
Agboro’s testimony describes that willingness to intervene. He also spoke of a commitment to challenging toxic masculinity and attitudes that sustain discrimination.
Challenging Assumptions About Women in Church Leadership
For Pastor Loyalty Jovi of Chapel of Grace International Church, Osubi, the training raised questions about beliefs he had encountered among fellow pastors—and assumptions he held himself.
“Before the training, I knew pastors who would not allow women onto the altar because they menstruate,” he said. “Women were also excluded from certain responsibilities in the church.”
He acknowledged his own biases. When some women in his ministry did not handle assigned responsibilities as expected, he concluded that they were not mature enough.
That judgment could have continued to shape who received responsibility and who was passed over. The training encouraged him to reconsider it and examine his role in helping people develop.
“The training challenged that assumption and renewed my commitment to involving women, mentoring them and supporting their growth.”
His reflection touches a painful reality for women seeking opportunities to lead. An early difficulty can become a lasting judgement about their ability. Without encouragement, mentorship, or another chance, potential may remain unseen.
Jovi began to consider what could change if he offered that support.
Seven Women Appointed to Leadership
The session on women’s participation in governance particularly struck him. Discussing examples of women serving in government helped him recognise greater possibilities for women’s leadership within his ministry.
When he returned from the training, he appointed seven women to leadership positions.
One of them, Amanda Agbofodo, has made an especially strong impression.
“She used to be quiet, but today she serves confidently, participates actively in outreach and carries out her responsibilities effectively.”
Her growing contribution challenged his earlier assumptions. A woman he remembered as quiet was now demonstrating confidence and taking responsibility.
“Seeing her grow has reinforced what I learnt: women need opportunities, encouragement and support to demonstrate their potential.”
Amanda Agbofodo's experience gives a human face to the discussion about inclusion. In Jovi’s account, the opportunity to lead has enabled her to participate more actively in church life and contribute through outreach and service.
For him, it has meant learning to see ability that might previously have been overlooked.
Faith, Equality and the Responsibility to Support Women
He draws on his faith to explain his commitment. Referencing Titus 2:11, he points to the grace of God that brings salvation to all people.
“The same blood that makes a man whole makes a woman whole,” he said.
He now encourages other pastors to examine their assumptions, create opportunities for women and support them to flourish.
That appeal matters because religious leaders influence both institutional decisions and community attitudes. Their understanding of women’s roles can affect who is trusted with responsibility, whose voice carries weight and what congregations come to regard as acceptable.
Turning Changed Attitudes into Practical Action
Through its partnership with VREI in the South-South, Centre LSD’s MFN work creates opportunities to engage men within these spheres of influence.
The accounts of Agboro and Jovi show participants connecting what they learnt to responsibilities they already held: selecting consultants, shaping consultations, appointing leaders and mentoring those entrusted with service.
They also show why changed attitudes need practical expression. Agboro describes insisting on women’s participation. Jovi describes appointing women and supporting their growth. Both acknowledge that their own beliefs needed to change.
Sustained progress will depend on whether women continue to exercise meaningful influence, receive support and participate in decisions over time. Their own accounts will also be important in understanding what these opportunities have meant for them.
Yet the steps already described carry significance. Women have entered consultations from which they were initially excluded. Seven women have received leadership responsibilities in a ministry. A pastor who once questioned their readiness now speaks of his duty to help them grow.
From Resistance to Proud Male Feminists
Agboro, who once considered the feminist label shameful, now declares:
“Today, I am a proud feminist.”
From his church in Osubi, Jovi echoes that conviction:
“I am proudly a feminist.”
For Centre LSD and VREI, the promise in these declarations lies in the actions behind them—and in the women whose abilities now have more room to be seen, heard and trusted.
Monday Osasah is the Executive Director of Centre LSD.
