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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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EFCC Which Handles Sensitive Data, Financial Records has No Privacy Policy on Website- FiJ

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Economic and Financial Crimes Commission (EFCC) does not currently maintain a public privacy policy on www.efcc.gov.ng, its official website.

EFCC Which Handles Sensitive Data, Financial Records has No Privacy Policy on Website- FiJ

Ola Olukoyede, EFCC chairman, EFCC

This is despite partnering with the Nigeria Data Protection Commission (NDPC) to ensure data compliance according to findings by Foundation for Investigative Journalism (FIJ)

As a law enforcement agency, the EFCC handles highly sensitive personal data and financial records, but its main web portal does not currently provide a formal, publicly available privacy policy detailing how user data is collected, stored, or processed.

According to the National Information Technology Development Agency (NITDA), all government websites are mandated to have privacy policies.

Section 10.4 (i, ii) of the NITDA Privacy Policy mandates all government websites to exercise diligence when collecting personal details or information about visitors to their websites.

It equally requires all government websites to incorporate prominently displayed privacy statements clearly stating the purpose for which information is being collected where the government institution seeks to or collects personal information from visitors through its website.

In addition, the Nigeria Data Protection Act (NDPA) 2023 requires every data controller to make a privacy notice available to citizens before or at the point of collecting their personal data.

That notice must state the specific lawful basis of processing, the purposes of the processing, the categories of recipients of the personal data, the existence of data subject rights, and the right to lodge a complaint with the Commission.

The law further states that such information must be contained in a privacy policy and expressed in a clear, concise, transparent, intelligible and easily accessible format, taking into consideration the class of data subjects targeted by the data processing.

However, on Monday, FIJ checked the anti-graft agency’s website and found that it had no privacy policy or privacy notice informing users how their personal data is collected, processed, stored or shared.

FIJ found that Nigerians can submit petitions to the EFCC on the website.

During this process, the website compulsorily collects personal data such as names, National Identification Numbers (NIN), email addresses, local government areas (LGAs), phone numbers and residential addresses.

Also, organizations and financial institutions (such as commercial banks) are legally mandated to share customer information and suspicious transactions with the EFCC to prevent financial crimes.

However, the website collects this information without specifically informing users what happens to the data they provide.

Ironically, in September 2024, the EFCC and the Nigeria Data Protection Commission (NDPC) agreed to forge a partnership and collaboration towards strengthening cyber data protection in the country.

The agreement was reached in Abuja on September 18, 2024, when Vincent Olatunji, national commissioner and chief executive officer of the NDPC, led a delegation of management staff on a courtesy visit to Ola Olukoyede, EFCC chairman, at the commission’s corporate headquarters.

Despite partnering with Nigeria’s data protection regulator, the EFCC still has no privacy policy on its website.

At press time, the EFCC met none of the privacy policy requirements stipulated by both NITDA guidelines and the NDPA 2023.

 


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Moniepoint DreamDevs Bootcamp Second Cohort Set for Demo Day

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Moniepoint is proud to announce that the second cohort of its flagship DreamDevs Bootcamp is set to culminate in a Demo Day celebration on May 26, 2026, at its Ikeja facility. The event, themed “Training Done! Demo Up!”, will showcase the capstone projects built by participants following nine weeks of intensive, industry-grade software engineering training.

The DreamDevs Bootcamp is Moniepoint’s commitment to identifying and developing the brightest engineering talent across Africa. The nine-week intensive programme is designed to immerse participants in real-world, practical software engineering through a curriculum spanning Java OOP Foundations, Data Structures & Algorithms, Testing, MySQL & JDBC, Spring Boot APIs & System Design, Docker & Messaging Queues, Frontend UI & Cloud Infrastructure, and core Practical Software Engineering Concepts. In recognition of their commitment and effort, cohort participants are paid monthly throughout the duration of the programme.

The curriculum was developed by the Engineering Unit at Moniepoint and delivered in partnership with Semicolon, a leading technology education institution. Admission to the DreamDevs Bootcamp is highly competitive, with only top performers advancing through multiple stages of assessment, including a HackerRank technical test and an in-person code challenge, before earning a place in the programme.

Felix Ike, Co-Founder and CTO of Moniepoint, reflected on what the programme means to the company and the country, “Engineering excellence is a curated and intentionally built process that requires the right systems, resources, and time. The DreamDevs Bootcamp is our way of taking that responsibility seriously.

“We designed a programme that does not just teach syntax or frameworks, but develops engineers who can think, solve, and build at the highest level. Seeing graduates from our first cohort already thriving within our engineering team tells us we are on the right track, and we are excited to see what this second group brings to Demo Day.”

Some of the first cohort’s successful graduates are now active members of the Moniepoint engineering team, a testament to the programme’s effectiveness and its role as a genuine pipeline for world-class engineering talent.

The DreamDevs Bootcamp reflects Moniepoint’s broader mission to invest in Nigeria’s talent and build engineering capacity that can compete and lead on a global stage. Moniepoint looks forward to welcoming the second cohort to the fold and witnessing the innovative solutions they have built.


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FG Unveils Free Tax Dispute Resolution Platforms for Nigerians

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Federal Government on Monday unveiled digital platforms under the Office of the Tax Ombud, enabling Nigerian taxpayers to resolve tax-related disputes free of charge as part of efforts to improve fairness, transparency and accountability in tax administration.

FG unveils free tax dispute resolution platforms for Nigerians

Taiwo Oyedele

Taiwo Oyedele, minister of finance and coordinating minister of the economy, disclosed this during the launch of the Tax Ombud website, toll-free call centre and case management system at Stratton Hotel, Abuja.

Oyedele described the initiative as a major milestone in Nigeria’s fiscal reform agenda, saying the platforms would make tax dispute resolution more accessible to taxpayers nationwide.

“Taxpayers, regardless of location, can now engage more easily with the dispute resolution process without unnecessary administrative bottlenecks or delays, and the good news is that it is entirely free,” he said.

According to him, the Office of the Tax Ombud was established to strengthen taxpayer protection and boost confidence in Nigeria’s tax administration system.

He said the institution would serve as an independent and impartial platform for resolving complaints, mediating disputes and addressing systemic tax issues across the country.

Oyedele added that the initiative aligns with the Federal Government’s broader tax reforms aimed at simplifying tax administration, reducing arbitrariness, protecting taxpayer rights, encouraging voluntary compliance and building a globally competitive fiscal system.

“As we unveil these platforms today, let this mark a new era in tax administration in Nigeria, where taxpayers are treated not as adversaries but as partners in national development,” he said.

Minister of Information and National Orientation, Mohammed Idris, said Nigerians needed more awareness about the role of the Tax Ombud in supporting the economic reforms of President Bola Tinubu’s administration.

Idris said the government’s economic reforms were beginning to yield positive results, citing improvements in revenue performance and investment inflows.

Also speaking, Head of the Civil Service of the Federation, Didi Walson-Jack, described the platforms as citizen-centred reforms designed to improve public access to tax complaint resolution.

She said tax administration should not only focus on revenue generation but also on strengthening trust and confidence in public institutions.

Nigeria’s first Tax Ombudsman and Chief Executive of the Office of the Tax Ombud, John Nwabueze, said the office was established under Part Six of the Joint Revenue Board of Nigeria Establishment Act 2025 to promote fairness, transparency and efficiency in tax administration.

He said the digital platforms would allow taxpayers to lodge complaints online or through the toll-free centre, track cases in real time and access mediation services without resorting to prolonged litigation.

Executive Secretary of the Joint Revenue Board, Olusegun Adesokan, said the office was created to protect taxpayer rights and mediate disputes between citizens and revenue authorities at no cost.

Special Adviser to the President on Economic Affairs in the Office of the Vice President, Tope Fasua, said the Tax Ombud forms part of the broader tax reform agenda initiated by the Presidential Fiscal Policy and Tax Reform Committee.

He noted that the reforms are aimed at widening the tax net while exempting small businesses and low-income earners from additional tax burdens.

In June 2025, President Tinubu signed four major tax reform bills into law, including the Nigeria Tax Act, in what government officials described as a comprehensive overhaul of the country’s tax system.


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