Hi Nnenna, can you tell us a bit about your research focus at LBU, and why racial and gender inequalities in cybercrime and cyber rights have become such an important area for you?

My area of speciality is law and technology – specifically cyber governance, digital rights and rule of law in cyberspace. We know that global inequalities always lead to inequalities in other aspects – and, I have chaired the Network of African Women in Cyber Security (NAWC), so naturally prioritise gender and race when thinking about digital rights.

Last year I published a co-edited a book - Women and Cyber Rights in Africa – with Professor Sebo Tladi. We brought together a group of African scholars to write on gender. I’m particularly interested in this because there are cybercriminal activities that affect women disproportionately – for example, stalking, cyber bullying, body shaming and revenge porn.

Traditionally, in Black communities, technology is seemingly male-centred, and it would be great to see more Black women in law and tech. There are events I attend and find myself the only Black woman in the room, and sometimes the only Black person! In my legal tech class, I’m happy to see some young Black women and I want to send that message out there that we need Black women in tech to help address tech-enhanced racial inequalities through representation.

Before moving into research and teaching, what was your experience of working in the legal industry as a Black woman? And how does this compare with your experience in academia, both in the UK and internationally?

I’ve always known that I want to teach and research. I started my career working for a civil society organisation whilst studying, and worked in a telecoms firm before doing my masters in IT Law. I also worked for the Coalition for International Criminal Court, researching on human rights.

I also do a lot of international engagement – participating in events at the UN, and have had leadership roles outside of teaching including Vice Chair of the African Union Cybersecurity Experts Group (AUCSEG), and Chair of the Cybercrime working group of the Global Forum on Cyber Expertise (GFCE).

In African culture, there is commonly a strong patriarchy, and sometimes even a masculine dominance amongst colleagues even when you know you deserve to be in the same place. Sometimes you feel like you need to work twice as hard – there are the challenges of family, and you can feel you are doing too much. So, there is a seeming struggle for validation even when you deserve to be there.

In academia in the UK, you don’t feel this so much. Here at Leeds Beckett, we have a great Dean in the Leeds Law School and there is a supportive environment and sense of belonging and understanding. Particularly at LBU, you see so many women taking up spaces – for example, our Pro Vice Chancellor for Research and Innovation, Professor Silke Machold – you have that sense that it’s a community that allows – and wants - women to thrive.

We did a TedX event earlier this year and there were three women and one man. The environment, and ethos, of where you find yourself and who you work with, is so important.

You’ve progressed from Senior Lecturer to Associate Professor and now Professor — what has that journey been like? Are there particular challenges or moments that have stood out along the way?

There have been moments where I’ve had to make some difficult decisions, and I’ve had both good and bad experiences - but this has given me the opportunity for mentorship and to support other people to progress. Progression for me is about hard work and inclusion. It was a great moment for me when I became Head of Law at a previous university – as I wasn’t expecting to get the role. Engagements such as being made a Technology and Human Rights-Fellow at Harvard University and being invited to brief the UN Security Council, have added value to how I’ve progressed – because it means that academia regards what you do externally and the value you add to the community.

It's been a great journey – I didn’t see myself getting here so quickly! Supportive leadership really makes the difference. Coming to Leeds Beckett has been the most amazing experience for me –I looked at the environment here and what it’s like working here, and I’m glad I took the decision to move from my previous role. Since then, there have been a lot of good things that have happened such as successfully receiving funding from the Foreign, Commonwealth and Development Office (FCDO) to deliver a project on an African Union framework for peace and security in cyberspace.

How important is it for Black and Global Majority women in universities to see representation and role models in senior roles? Have you had any mentors who helped shape your path, and have you supported others through mentoring or role modelling?

When I talk about inclusion, it’s not just about creating spaces – but also about people knowing that they deserve to be there. For me, when I looked towards becoming a Professor in the UK, I saw some Black women who had done this – so I knew, this is doable. And, when I walk into the class to teach, I see young Black women and I know it’s a boost for them to see a Black woman as a Professor.

When we advertise roles at LBU, we emphasise that we encourage Black and Global Majority women to apply, which is a good thing to see.

I have had both male and female mentors. Moctar Yedaly, the African Region Director of the GFCE (Global Forum on Cyber Expertise), gave me a great opportunity when he reached out for experts on cybersecurity for the African Union and further created the Network of African Women in Cybersecurity (NAWC).

I’ve also supported so many young women – through networking – who have reached out for career advice. Every time I have the opportunity to include a young woman, I will do. For example, I had an exceptional student, whom I invited to contribute to my edited book alongside academics.

What advice would you give to Black and Global Majority women who are early career researchers or considering a research degree?

If I could answer that in one word, I would say confidence. Believe in yourself. The space is for everyone, there is no exception. When I talk to people from Black and Global Majority backgrounds, who are women, they may have imposter syndrome. Most importantly, you need to put in the hard work and show how exceptional you are. It’s also important to be in an environment where they appreciate the value that Black and Global Majority women bring. The reality is that racism still exists. It’s the confidence that makes the difference. You have to step forward to make yourself seen and heard. Show that you deserve to be in that space!

You’ve presented your research at global panels such as the UN and Chatham House — what would you say to underrepresented women who want to have their voices heard in these kinds of spaces?

Again, it’s about hard work and the value of the voice you’ve succeeded in creating for yourself. I knew where I wanted to go and sometimes it’s about sitting down and having that conversation with yourself about what you want to represent and what you want to be known for.

It is also about being in the right environment and the right place at the right time. As an academic for example, are you writing? Are you speaking about your research, going to conferences, being where you ought to be? Certain spaces will always need representation from people internationally. So, it doesn’t matter where you’re from, it’s about forging a career, making your voice heard and creating those networks.

What specific advice would you give to Black and Global Majority women aspiring to progress to Reader or Professor roles? Are there particular steps or networks that helped you along the way?

This is a very important question which I’m asked a lot by fellow academics. I think progression in academia is very clear in the UK – doing research, writing, collaborating, bringing in funding - is all very important to show your reputational value in terms of engagement with the policy enhancement, as well as your teaching skills. Here at LBU, you see so many Black professors, so it’s a question of effort and understanding how progression works.

Before I moved to the UK, when I was teaching in Ghana and Nigeria, I knew research was important and I started writing early and getting in the right networks. I would attend events – I may not be speaking, but just to hear others in the field. I looked at other Black professors in the UK who are doing exceptionally– for example the Vice Chancellor of Birmingham City University, Professor David Mba.

Also publishing your research in the right places – for example I did some commissioned research for the Carnegie Endowment for International Peace and the Commonwealth. Making sure that what you’re doing is actually informing and changing policy. That’s always been my focus.

Finally, what can universities do to better support the progression and success of Black and Global Majority women in academia?

Learn from Leeds Beckett! It’s about consciously designing strategies for inclusion. It is the same for any women – although in Africa the patriarchal culture is deepened. It’s about policies – being clear and conscious around inclusion and wanting to do better.

It's important to have an environment where people applying for jobs can see representation and feel encouraged to apply. For me, when I walk into LBU I can actually see the inclusion. It’s not just saying there is a policy - but actually delivering on that policy.

Universities should also do more to create awareness, and mentorship, to encourage Black women to know that they can be included – it would be good to have networking events to bring Black and Global Majority women in academia together to have these conversations and encourage each other and grow their confidence.

Find out more about the LBU Research Mentoring programme - and about becoming an LBU Research Mentor.

Read more about LBU's Equality and Inclusion Commitment and Values on our website.