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GSMA Report Examines Gender Diversity in the Telecoms Sector

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The GSMA has released a new report, entitled: “Accelerating the Digital Economy: Gender Diversity in the Telecommunications Sector”, which offers a snapshot of the gender balance within companies across the industry.

 Developed by A.T. Kearney1, the study aims to provide a baseline for workforce evolution, share best practices and support the industry in shaping workplaces that take full advantage of gender diversity
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“The rapidly evolving mobile industry is at the centre of the digital revolution and has a huge impact on social and economic advancement. To maintain this pace of growth and innovation, we need to match the requirements of our workforce with the opportunities ahead,” said Anne Bouverot, director general, GSMA.

“This report highlights the benefits of a balanced workforce, but also underscores that a gender gap still exists in our industry. Now is the time for the telecommunications sector to focus on attracting more women to avoid a shortfall in the future talent pipeline and help bridge the gender divide.”

The report highlights that despite some advances in women’s representation and progression in the workplace, there is still significant work needed to bridge the gender gap in the telecommunications industry. Key findings from the research show that:

Female participation in the telecommunications workforce varies widely, ranging from 10 per cent to 52 per cent amongst companies sampled;

In three-quarters of telecommunications companies surveyed, women accounted for less than 40 per cent of the workforce; and

There are notable regional differences among sampled companies, with those in the Americas outperforming their counterparts elsewhere in terms of female representation.

“The research highlights that every company in the telecommunications industry approaches gender diversity from a different starting point and has different country hurdles to overcome,” said Dr Maria Molina, Principal, A.T. Kearney.

“The industry needs to be more systematic and relentless in sharing and adopting best practices with a full commitment to a diverse workforce while respecting local cultural norms and legal obligations.”

The report finds that industry-wide collaboration and transparency, through mechanisms such as annual indexing and sharing of best practices, will also be critical to assessing the ongoing state of the sector and maintaining momentum.

Women in Leadership
The research findings also reveal that the gender gap becomes more pronounced with seniority. Among those surveyed in all regions except North America, on average less than 20 per cent of senior leadership positions are held by women. In most regions excluding North America, the proportion of women at senior level is generally half of those at entry level. For the African companies in the study, less than one in 10 of their senior leaders are women.

One potential explanation for the low female representation at senior levels is the education and skills gap around science, technology, engineering and maths (STEM). A recent report on member countries of the Organisation for Economic Co-operation and Development (OECD) revealed that the share of women with science and engineering degrees was only 38 per cent and 25 per cent respectively.

Benefits of Gender-Diverse Workforces
Over the years, substantial research has shown that companies with a healthy, gender-diverse workforce are better able to innovate and outperform competition. Studies reveal that gender-diverse organisations are 45 per cent more likely to improve market share, achieve 53 per cent higher returns on equity and are 70 per cent more likely to report successfully capturing new markets.

In addition to the financial benefits, other advantages of a diverse workforce include the impact on the business-to-consumer (B2C) and business-to-business (B2B) segments of the market. While most companies target women as end users, few effectively leverage female talent to identify what these end users want and need4. However, companies that employ women in the workplace can improve the likelihood of success for new products and services by 144 per cent.

Addressing the Digital Gender Divide
In order to support the industry in its efforts to move towards a more equitable gender balance, the report highlights best practices across the ‘employee journey’, such as:
Awareness and outreach programmes to equip young girls and women with the skills and inspiration needed to pursue a career in STEM and relevant qualifications;
-Tailored job descriptions, gender-balanced applicant quotas and balanced recruitment panels;
-Initiatives perceived as added value for both men and women, such as flexible working arrangements;
-Formal succession planning, sponsoring mentor programmes, unconscious-bias training and gender-specific training; and
-Returnships (return-to-work internships) and phase-back programmes to fill the talent pipelines, particularly at management levels.
The report highlights a number of existing initiatives designed to address the gender gap in the ICT sector. For example, through the #InspireHerMind campaign and Girls Who Code camp, the Verizon Foundation is making progress in altering stereotypes and equipping schoolchildren with the inspiration and skills they need to pursue a career in STEM. Intel also recently announced that it plans to invest US $300 million to help build a talent pipeline with a goal to achieve full representation of women and under-represented minorities by 2020.

However, whilst the initiatives and implementation of good practices are crucial, the report finds that a holistic strategy focused on transforming company culture and mindset is essential to workplace evolution.

The GSMA’s Connected Women programme6 supports cultivating wider change and promotes the greater inclusion of women across the mobile industry, as consumers, employees and leaders.

“Corporate culture plays an important role in any existing gender imbalance. However, governments and policymakers, alongside industry stakeholders, should also play their part in creating sustainable gender diversity in vibrant sectors such as telecommunications,” continued Bouverot. “Ultimately we need to work together to mobilise more women to recognise the myriad opportunities for their talents in the mobile and ICT industry.”


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Nigerian Banks Lost over N8Bn to Internet Fraudsters in 2022-  EFCC

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Economic and Financial Crimes Commission (EFCC), yesterday said  that banks in the country lost over N8 billion to internet fraud, otherwise known as Yahoo-Yahoo Boys, in 2022.

Nigerian Banks Lost over N8Bn to Internet Fraudsters in 2022-  EFCC

Ola Olukoyede, chairman of the commission, also disclosed how Yahaya Bello, former governor of Kogi state allegedly moved a staggering $720,000 from the state account to pay his child’s school fees.

Olukoyede,  who made the disclosure during an interactive session with media executives in Abuja, narrated how cyber crime has hurt the companies and its negative effects in attracting direct foreign investment for the country. He lamented that no fewer than 71 percent of companies operating in Nigeria were victims of cybercrime in 2022 even as he argued that the Commission’s war against internet fraud is about safeguarding the country’s future.

“In 2022 alone, I’m waiting for the report of 2023, we discovered that more than 71 percent of Nigerian industries, companies and firms fell victim to cyber crime. Now, which country or company would thrive with this kind of thing? “You want to attract foreign direct investment; the moment you come in, Yahoo boys will attack your platform. You start losing money and you think they would stay?

“Is that not what we are seeing? We are rescuing the future of Nigeria by going into this cyber crime investigation and prosecution.

“Now, within that period, the Nigerian economy lost $706 million (via) these companies through cyber crime, to the activities of these Yahoo Yahoo boys because we don’t take them seriously now, not knowing that we are sitting on a keg of gunpowder.

“The alarming statistics continued with Nigerian banks losing over N8 billion to electronic transfer fraud in the first  nine months of 2022.

“A system lost over N8 billion to a particular scheme of fraud and you are asking EFCC to close its eyes to that kind of situation. Are we even fair to ourselves?”

He said the agency is prosecuting two of its operatives for violating the agency’s code of conduct.

He said the commission has made some reforms to enhance its fight against corruption, including the creation of the directorate of fraud risk assessment/control and ethics/integrity.

 

 


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Students Loans’ Beneficiaries to Start Repayment 2 Years after Graduation-  NELFUND:

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Nigerian Education Loan Fund (NELFUND) has said that students in tertiary institutions and approved vocational centres would start repayment of the loan two years after graduation.

Students Loans’ Beneficiaries to Start Repayment 2 Years after Graduation-  NELFUND:

However, NELFUND management specifically stated that the repayment of the loan would commence if the students secured a job or went into business.

Mr. Akintunde Sawyerr, managing director, NELFUND, said the Act specify a moratorium of two years after graduation for the students to begin repayment of the loan.

Sawyerr said if the students start work, his employer would be expected to remit 10 percent into NELFUND dedicated account.

He added: “The loan does not have a specified repayment tenure. It makes it easy for students to apply for the loan. NELFUND would pay according to the documents provided by the institutions. We cannot put tenure on the loan; some will die, drop out, ‘Japa’ or refuse to pay. While those who went into business would pay into same account.

“It is a revolving a loan. We will not put students under pressure to get the loan and we are not going to state a tenure because it is not a commercial loan.’’

According to him, the loan is meant for students in public universities, polytechnics, colleges of education and vocational institutes, who apply via NELFUND portal and are expected to present their JAMB admission letter, NIN and BVN.

He explained that non-students would not have access to the loan and that NELFUND has put the necessary machinery in place to ensure that beneficiaries can be reached when the need arises.

His words: “We are using technology to run the new system. The process of application is online through our dedicated portal and we are limiting human contact as much as possible. Once you have a Bank Verification Number (BVN) and National Identification Number (NIN), which are parts of the requirements, we will have access to your data and all your accounts. This will also help us to know if you are qualified or not,” Sawyerr stated.

The MD disclosed that students already in institution are eligible to apply for the loan at any level of their study and must be at the beginning of each academic session.

He noted that such students would have to provide their admission and matriculation details in addition to BVN and NIN.

Sawyerr added that about 1.2 million Nigerian students in tertiary institutions and government-recognized vocational centres would be among the first batch of beneficiaries and that the figure would increase as time goes on.

The NELFUND boss disclosed that the scheme would be funded from one per cent of the total annual revenue by the Federal Inland Revenue Service (FIRS), which would amount to N194 billion if the agency meets its projection.

Sawyerr observed that the loan would be paid in two segments, the first, being the school fees, which would be paid directly to the institutions while stipend would be paid into students’ account for their day-to-day upkeep.

He added that the amount individual students would access varies because of the course of study, school fees and geographical location of the institutions.

“You don’t start paying back the loan until two years after your National Youth Service Corps (NYSC) scheme and you have secured a job or business. A beneficiary can defer repayment if he has not secured a job, but if after due diligence, he/she defaulted, then the student becomes a criminal and we will work with government agency that can help us get the money back, for example, EFCC, ICPC,” Sawyerr stated.


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GPA Raises Alarm, Says Malaria Vaccine Can Cause Meningitis

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Global Prolife Alliance (GPA), global health organization, has told the National Assembly that the intended malaria vaccine currently proposed by Bill Gates, American billionaire, for Nigeria can trigger meningitis in the populace.

GPA Raises Alarm, Says Malaria Vaccine Can Cause Meningitis

Dr. Philip Njemanze, chairman of GPA, gave the warning in a statement released to newsmen in Owerri, the Imo state capital.

Njemanze, known for being pro-health in the Catholic church, charged the national assembly not to be in a hurry to succumb to the pressure of the bill currently before the house.

He said the vaccine may trigger the deaths of millions of Nigerian children prone to cerebral meningitis, especially in the northern part of the country.

Part of the letter read “Among the side effects is a tenfold increase in cerebral meningitis. Nigeria is endemic for cerebral meningitis. A tenfold increase could cause the deaths of millions of children, especially in northern Nigeria.

“Please intervene and call for a public hearing, for an open public discussion on the pros and cons with expert opinions from both sides. This will help the Nigerian people to be better informed about granting or withholding consent for the vaccination.

“Your intervention could save millions of lives, especially in northern Nigeria, where meningitis is most endemic, particularly at this time of serious insecurity,” Njemanze warned.

 

 


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