Hope For Women in Nigeria Initiative (HOFOWEM)



Her Excellency, Mrs. Bolanle Ambode


Her Excellency, Mrs. Bolanle Ambode is the Wife of the Former Governor of  Lagos State. She was born into the Odukomaiya family in Epe, on the 15th of February, 1964. She studied Physics at the Lagos State University (LASU), Ojo and graduated in 1989. She later obtained a Masters degree (MSc) in Public Administration in 1994.

Her Excellency subsequently studied baking technology in Israel and established  Rehoboth Chops and Confectioneries Limited, a baking outfit based in Ogba, Lagos.

In 2015, Mrs. Bolanle Ambode founded HOPE FOR WOMEN IN NIGERIA INITIATIVE (HOFOWEM). HOFOWEM was built around her vision to inspire change and make a difference in the lives of vulnerable and underprivileged individuals in Lagos State.

Oyefunke Olayinka

Chief Executive Officer

Mrs. Oyefunke Olayinka was appointed the Chief Executive Officer in February 2017 to pilot the activities of the organisation towards achieving her goals. She has over 25 years of experience in banking cutting across operations and commercial banking. She resigned from Mainstreet Bank Plc now Skye Bank in 2015. Prior to her appointment as the CEO, Oyefunke was the Executive Director of The Lord’s Heritage School, a Management Consultant Institution. She started her professional career as a clearing officer with Venus Clearing and Forwarding Company and also worked with Cadbury Nigeria Plc and Nigeria Arab Bank Limited.

She holds a Masters of Business Administration from Ladoke Akintola University of Technology, Postgraduate Diploma in Education from the prestigious University of Lagos and Bachelor of Science Degree in Business Administration from the University of Abuja. She is an Associate Member, Nigerian Institute of Management (AMNIM).




Organisational Goals


It is in the process of putting its operational structure in place with the following goals:

Establish a culture of collaboration, trust, and accountability.

Open and maintain consistent communication lines amongst all members of staff.

Put in place robust policies and IT systems that will enable members of staff to effectively communicate between teams, manage relationships, serve clients and track outputs and outcomes.

Recruit passionate and versatile employees with sector expertise and skills to assist it achieve the foregoing goals. It will commence operations with 10 staff in 2017 and growing as the need arises until 2025.

Build and maintain a diverse and inclusive staff culture.

Launch and oversee dynamic professional development and mentorship programs for staff.

Operate a performance management process that creates clear career paths and includes 360-degree feedback.