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More Women in Workplace Boosts Performance—Nestle

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By Dipo Olowookere

World’s largest food and beverage company, Nestlé, has launched an ambitious Gender Balance Acceleration Plan called From Aspiration to Action as part of its activities to highlight International Women’s Day 2019.

The firm says it believes that a gender balanced workforce makes business sense as it helps to boost innovation and performance, which as a result, better serves the needs of its consumers.

Nestlé’s Global CEO Mark Schneider announced the company’s acceleration plan to make gender balance a priority, based on three pillars: bold leadership, an empowering culture and a set of enabling practices. 

In the Central and West Africa Region (CWAR), Nestlé aims to bring the Gender Balance Acceleration Plan to life through its multi-pronged initiatives, such as trainings to raise awareness on gender biases, career development and mentoring programmes for women, gender-sensitive succession planning, offering breastfeeding rooms and nurseries at work, as well as the implementation of its Maternity Protection Policy.

Driving innovation

At Nestlé CWAR, increasing the number of women in the workforce and boosting gender balance is helping to drive innovation.

Bunmi Etty-Mfon, Total Performance Management Manager for Technical at Nestlé CWAR, who has led factory efficiency for over eight years to deliver safe, quality products in Nigeria, Ghana, Senegal, Cameroon and Côte d’Ivoire, has encouraged and experienced this herself.

“When there’s a good mixture of men and women, team-building activities tend to be more balanced, helping to develop greater empathy among individuals and teams. Diversity stimulates greater effort from everyone, leading to improved decision-making.

“Also, as the majority of consumers in our region are women, it gives us great perspective to lead in innovation,” she said.

Rahamatou Palm, Category Manager for our Nescafé business in Burkina Faso, Mali, Niger, Togo and Benin – and a member of the Cluster Management Committee of which half are women – agrees that diversity is key for the company’s growth.

“Gender balance is important to complement the thinking between men and women, leading to more productive debates and innovative decisions. It also fights against discrimination to ensure a better, and more dynamic workplace,” she emphasised.

Improving the company’s performance

Nestlé CWAR is also actively enhancing the company’s performance by increasing the number of women in departments that traditionally hire men.

To close the current gender gap, the Technical and Supply Chain Management departments are looking to recruit a majority of women as graduate trainees, and include at least one female candidate in the final interview stage. Efforts are also being made to increase the number of women working in factories across the region.

Ibukun Ipinmoye, Factory Manager of the Flowergate Factory, which includes the first 100% female production line in Nestlé Nigeria, has noted an increase in productivity.

“We soon realised that the female production lines are very productive thanks to their highly committed and collaborative spirit and their careful handling of the equipment. Gender diversity has helped to boost productivity,” he said.

“As a result, we plan to introduce female operators to more complex lines to utilise their multitasking skills, and aim to hire female management trainees to 80%.”

Gbenga Oladunjoye, Factory Manager for Nestlé Ghana, has also seen improved performance in his team.

“My team is more productive, with readily available good talent and a wide diversity of ideas. Women have helped to ignite creativity, offered various perspectives and improved our business,” he said.

Gbenga, who oversees the Tema facility and is part of the Country Management team, added: “They mostly make the decisions to buy products for their families so having women at Nestlé makes business sense.”

Overcoming biases

However, creating gender balance on the factory floors or in offices does not come without some obstacles. Pressure to conform to gender stereotypes, resistance from men, adapting work patterns to family life and maternity commitments, and the shortage of females in certain fields like engineering, are just some of the gender balance challenges that working women face.

Julia Atta, Production Manager for Milks in Nestlé Ghana, was appointed as the first female production manager for Nestlé CWAR last year – marking a milestone for the company in the region.

She explained that she went into this ‘non-traditional’ line of work for women to change mind-sets and make an impact. But this came with its challenges.

“For any women in a male-dominated environment, even a genuine reason can become a woman’s excuse. For example, I felt I had to turn down an opportunity to go into production because I got pregnant, even though factory management made me an offer. At the time, I was unsure it was the right decision to join, as production was not seen as an ideal environment for my ‘condition’,” Julia said.

“Thanks to the support of management, I had another opportunity to take up a role outside of the country for five months. However, others made me feel like I had made the wrong decision to leave my young child behind – but I was determined to make it work.”

Today, Julia heads the milk production and technical team, leading the production, quality, safety, cost and delivery of 130 tonnes of evaporated milk a day, while also developing her team of junior and senior employees.

Women leaders inspiring other women

Creating a solid pipeline of female talent across all levels enables more women to climb up the career ladder to top positions, which has a ripple effect of encouraging other women to achieve their goals.

“Being a career woman is never a burden or added responsibility, but a platform to inspire and motivate the people you are lucky enough to impact,” Julia continued.

“When a woman is appointed in a leadership role, some people believe this is because of a gender balance strategy and not based on merit. It must be based on non-discrimination, equal opportunities, competence and providing the right support for both men and women in the workplace. This is how we will be genuinely able to highlight and remove the roadblocks to career advancement at work,” she added.

Gbenga Oladunjoye, Factory Manager at the Tema facility in Nestlé Ghana, emphasised that women at Nestlé inspire other women to follow suit, and said: “They enhance inclusiveness, advance opportunities and give hope to women worldwide that they can achieve the same too.”

Building a strong pipeline of talent is key to gender balance

Embracing diversity and increasing the number of women in leadership roles and in the workforce all make business sense at Nestlé CWAR – and for the company worldwide. This is part of its commitment to enhance gender balance in its workforce and empower women across the entire value chain.

But this just doesn’t stop here. To help achieve this across the board, organisations need to build a solid and balanced pipeline of talent and invest in women’s education and training to create and instil diversity at all levels, and in all functions.

“We recognise that gender balance, women’s rights, education for women and women’s empowerment are critical to Creating Shared Value– our approach to how we do business in creating value for both our shareholders and for society,” said Rémy Ejel, Market Head for Nestlé CWA Ltd.

“It is also key to contributing to Sustainable Development Goal 5: Achieve gender equality and empower all women and girls – and we encourage other companies to also make gender balance a priority,” Mr Ejel concluded.

Dipo Olowookere is a journalist based in Nigeria that has passion for reporting business news stories. At his leisure time, he watches football and supports 3SC of Ibadan. Mr Olowookere can be reached via [email protected]

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Adichie Demands Documentation of Late Son’s Treatment as Euracare Suspends Doctor

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ngozi adichie propofol

By Adedapo Adesanya

Nigerian author, Ms Chimamanda Ngozi Adichie, via her solicitors, has written to Euracare Multi-Specialist Hospital, Lagos, over the death of her 21-month-old son, Nkanu Nnamdi, seeking documentation of treatment before his untimely demise.

In a legal notice dated January 10, 2026, solicitors acting for the renowned author and her partner, Dr Ivara Esege, alleged that the hospital, its anaesthesiologist, and attending medical personnel breached the duty of care owed to their son, who died in the early hours of Wednesday, January 7, 2026.

The notice was issued on behalf of the parents by Pinheiro LP and signed by the founding partner, Prof Kemi Pinheiro (SAN).

According to the notice, the child was referred to the hospital on January 6, 2026, from Atlantis Pediatric Hospital for a series of diagnostic and preparatory procedures. These included an echocardiogram, a brain MRI, the insertion of a peripherally inserted central catheter (PICC line), and a lumbar puncture.

The procedures were reportedly part of preparations for an imminent medical evacuation to the United States, where a specialist medical team was said to be on standby to receive him.

The solicitors stated that intravenous sedation was administered using propofol.

However, it was alleged that during transportation to the cardiac catheterisation laboratory following the MRI procedure, the child allegedly developed sudden and severe complications.

Despite being under sedation, he was said to have been transferred between clinical areas under conditions that raised “serious and substantive concerns” about compliance with patient-safety protocols.

He was later pronounced dead in the early hours of January 7, 2026.

The legal notice outlines multiple alleged lapses in paediatric anaesthetic and procedural care.

These include concerns about the appropriateness and cumulative dosing of propofol in a critically ill child, inadequate airway protection during deep sedation, and an alleged failure to ensure continuous physiological monitoring.

The parents further alleged that their son was transferred without supplemental oxygen, without adequate monitoring, and without sufficient accompanying medical personnel.

They also raised concerns over the availability of basic resuscitation equipment, delayed recognition and management of respiratory or cardiovascular compromise, and an overall failure to comply with established paediatric anaesthesia, patient-transfer, and safety protocols.

Another major grievance cited was the alleged failure of the hospital to adequately disclose the risks and potential side effects of propofol and other anaesthetic agents, thereby undermining the legal requirement for informed consent.

According to the solicitors, these alleged lapses amount to prima facie breaches of the duty of care and render the hospital and all medical personnel involved liable for medical negligence resulting in the child’s death.

As part of their next legal steps, the parents demanded certified copies of all medical records relating to their son’s treatment within seven days of receipt of the notice.

The requested documents include admission notes, consent forms, pre-anaesthetic assessments, anaesthetic charts, drug administration records, monitoring logs, procedural notes, nursing observations, ICU records, incident reports, and the identities of all medical staff involved.

The demand also covers internal reviews, safety logs from the MRI suite, and any other documentation connected to the child’s care.

The hospital was also formally placed on notice to preserve all relevant evidence, whether physical or electronic.

This includes CCTV footage from procedure rooms and corridors, electronic monitoring data, pharmacy and drug inventory records, crash-cart and emergency equipment logs, as well as internal communications and any morbidity and mortality reviews.

The solicitors warned that “any destruction, alteration, or loss of such evidence after receipt of this letter shall be regarded as suppression or concealment of evidence and obstruction of the course of justice, and will be relied upon accordingly, with attendant legal consequences.”

The letter concluded with a warning that failure or refusal by the hospital to comply with the demands within the stipulated timeframe would leave the parents with no option but to pursue all available legal, regulatory, and judicial remedies against the hospital and all medical personnel involved.

Euracare Hospital had noted in a Saturday statement that it had commenced “a detailed investigation” into the incident in line with its clinical governance standards and best practices, while pledging to engage transparently and responsibly with all relevant clinical and regulatory processes.

Also, the Lagos State Government on Saturday said it began an investigation into the incident, vowing to ensure the full weight of the law is applied.

Speaking yesterday, the Special Adviser to the Lagos State Governor on Health, Dr Kemi Ogunyemi, said the doctor involved in the child’s procedure had been suspended by the hospital’s management, noting that the hospital was cooperating with the government in the investigation.

“The hospital itself is also doing its own internal investigation, and as far as we know, the anaesthesiologist involved has been suspended by the hospital,” she revealed.

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Chinamanda Ngozi Adichie Blames Medical Negligence for Son’s Death

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Chimamanda Ngozi Adichie

By Adedapo Adesanya

Renowned Nigerian author, Ms Chinamanda Ngozi Adichie, has alleged that medical negligence was responsible for the death of her 21-month-old child.

The child, Nkanu, reportedly passed away on Wednesday, January 7, 2026, after a brief illness.

More details have emerged detailing the circumstances surrounding his death.

According to a leaked internal message sent privately to family members and close friends, Ms Adichie blamed a staff of Euracare Multi-Specialist Hospital, located in Victoria Island, Lagos, for causing the demise of the lad.

“My son would be alive today if not for an incident at Euracare Hospital on January 6th.

“We were in Lagos for Christmas. Nkanu had what we first thought was just a cold, but soon turned into a very serious infection and he was admitted to Atlantis hospital.

“He was to travel to the US the next day, January 7th, accompanied by Travelling Doctors. A team at Johns Hopkins was waiting to receive him in Baltimore. The Hopkins team had asked for a lumbar puncture test and an MRI. The Nigerian team had also decided to put in a ‘central line’ (used to administer iv medications) in preparation for Nkanu’s flight. Atlantis hospital referred us to Euracare Hospital, which was said to be the best place to have the procedures done.

“The morning of the 6th, we left Atlantis hospital for Euracare, Nkanu carried in his father’s arms. We were told he would need to be sedated to prevent him from moving during the MRI and the ‘central line’ procedure.

“I was waiting just outside the theater. I saw people, including Dr M, rushing into the theater and immediately knew something had happened.

“A short time later, Dr M came out and told me Nkanu had been given too much propofol by the anesthesiologist, had become unresponsive and was quickly resuscitated. But suddenly Nkanu was on a ventilator, he was intubated and placed in the ICU. The next thing I heard was that he had seizures. Cardiac arrest. All these had never happened before. Some hours later, Nkanu was gone

“It turns out that Nkanu was NEVER monitored after being given too much propofol. The anesthesiologist had just casually carried Nkanu on his shoulder to the theater, so nobody knows when exactly Nkanu became unresponsive.

“How can you sedate a sick child and neglect to monitor him? Later, after the ‘central line’ procedure, the anesthesiologist casually switched off Nkanu’s oxygen and again decided to carry him on his shoulder to the ICU!

“The anesthesiologist was CRIMINALLY negligent. He was fatally casual and careless with the precious life of a child. No proper protocol was followed.

“We brought in a child who was unwell but stable and scheduled to travel the next day. We came to conduct basic procedures. And suddenly, our beautiful little boy was gone forever. It is like living your worst nightmare. I will never survive the loss of my child.

“We have now heard about two previous cases of this same anesthesiologist overdosing children. Why did Euracare allow him to keep working? This must never happen to another child,” she wrote.

As of press time, it is not clear what the next line of action will be with the revelation.

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SUNU Health Named Most Customer Focused HMO of the Year

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By Modupe Gbadeyanka

The decision of the management of SUNU Health Nigeria Limited to adopt the strategy of placing the enrollee and customer at the heart of its operations has started to pay off.

The company was recently announced as Most Customer-Focused Health Insurance Company of the Year at the Customer Service Standard Magazine Awards 2025.

The recognition underscored the company’s success in translating its dedication into tangible enrollee satisfaction and superior market service at the Nigerian Health Maintenance Organisation (HMO) landscape.

It also highlights the organisation’s dedicated efforts in streamlining claims processing, enhancing access to quality healthcare providers, and maintaining transparent, responsive communication channels with its diverse client base across Nigeria.

The accolade further serves as a powerful testament to the successful integration of digital solutions and human-centric service models at SUNU Health.

It positions the firm as a leader not only in providing robust health plans but also in delivering the supportive, personalized care that enrollees truly value.

“Clinching the Most Customer-Focused Health Insurance Company of the Year award is not just an honour; it is a validation of the core philosophy that drives every member of the SUNU Health team.

“We believe that healthcare is fundamentally a service industry, and our success is measured by the well-being and satisfaction of our enrollees,” the chief executive of SUNU Health, Mr Patrick Korie, commented.

“This award reinforces our resolve to continuously innovate and set new benchmarks for customer experience in the Nigerian health insurance sector.

“Our commitment to providing accessible, high-quality, and seamless healthcare solutions remains our top priority as we move into the new year (2026),” he added.

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