Abstract:

This study examined gender equity and succession in family business leadership in selected family-owned businesses in Agbani, Enugu. The specific objectives were to evaluate the influence of gender-inclusive succession policy on the female leadership succession, assess the effect of access to leadership development and mentorship on the smoothness of succession transition, and examine the influence of cultural and family gender norms on post-succession business sustainability. The study used a survey research approach using a standardized five-point Likert scale questionnaire. The population comprised 120 key individuals drawn from selected family businesses in Agbani, including founders, successors, and senior family members involved in succession decisions. Using Taro Yamane’s (1967) formula at a 5% margin of error, a sample size of 92 respondents was determined. Data were analyzed using Simple Linear Regression analysis. Findings revealed that gender-inclusive succession policy does not have a significant effect on female leadership succession. However, access to leadership development and mentorship has a beneficial and significant effect on succession smoothness, while cultural and family gender norms significantly influence post-succession business sustainability. The study concludes that although female succession remains restricted, mentorship and progressive norms enhance sustainable leadership transition. The study recommends that family businesses should develop and implement formal gender-inclusive succession policies that emphasize competence rather than gender preference.