Health
More Women in Workplace Boosts Performance—Nestle
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.
By Modupe Gbadeyanka
A transformative webinar to raise awareness on postpartum depression (PPD) by nursing mothers has been organised by MSc Media and Communication students from the School of Media and Communications of the Pan-Atlantic University.
The programme titled Beyond Baby Blues: Understanding and Overcoming Postpartum Depression was held on January 7, 2025.
It was put together by the students under the Mums Feel Warmth initiative, with experts in the field invited to speak on the matter aimed at empowering mothers and fostering a sense of reassurance.
The webinar was to highlight the journey through postpartum depression, offering a message of hope, resilience, and the importance of mental health support for mothers everywhere.
One of the speakers, Dr Laja Odunuga, who is the Care Coordinator for AVON HMO, explained the difference between the common “baby blues” and the more severe, long-lasting PPD.
The discussion highlighted how PPD can manifest not just as sadness but through severe fatigue, disconnection from the newborn, and loss of interest in activities, which can last well beyond the typical two-week period associated with baby blues.
Another expert, Ms Otomfon Ibanga, the Assistant Lead Nurse for Q-Life Family Clinic, emphasised the role of support systems, urging families and friends to be vigilant for signs of PPD and to provide a nurturing environment.
She also discussed prevention strategies, including prenatal planning for support structures and post-delivery management through therapy or medication.
On his part, Dr Chimaraoke Obialo, who is the Medical Director of Life Amada Health Consultancy, addressed the stigma surrounding PPD, advocating for education to transform societal perceptions from judgement to support.
The webinar underscored the need for community involvement, not just in recognising symptoms but in actively participating in the healing process by offering emotional and practical support.
The Mums Feel Warmth webinar was more than just an educational session; it was a call to action for society to embrace and support new mothers dealing with PPD.
By fostering open conversations and providing platforms for sharing experiences, Mums Feel Warmth continues to lead the charge against the stigma of PPD.
The commitment shown by the panellists and attendees alike promises a future where every mother has access to the understanding and care needed to navigate through the complexities of postpartum depression, ensuring that the joy of motherhood is not overshadowed by mental health challenges.
Mums Feel Warmth, with its core values of empathy, compassion, hope, community, and education, speaks to the Sustainable Development Goal 3, advocating for good health and well-being.
The initiative is breaking the silence around PPD, a condition that can significantly impact new mothers in the critical period following childbirth.
By Adedapo Adesanya
The Nigeria Centre for Disease Control (NCDC) says the country is at “moderate” risk for Human Metapneumovirus (HMPV), a virus that leads to an upper respiratory tract infection with symptoms like cough, fever, and nasal congestion.
In a public health advisory, the Nigerian health agency said the federal government is closely monitoring the outbreak of the virus and is taking safety measures to “strengthen the country’s preparedness and response capacity”.
Recent reports indicate a significant rise in HMPV cases in China, as well as increased respiratory infections linked to HMPV in countries such as the United Kingdom (UK), France, and Germany, particularly during the winter season.
The NCDC said it conducted a risk assessment for the HMPV in collaboration with the Federal Ministry of Health and partners such as the World Health Organization (WHO), the US Centres for Disease Control and Prevention (USCDC), and the UK Health Security Agency (UKHSA).
“The assessment classified the risk of HMPV for Nigeria as moderate. This evaluation will inform and guide preparedness efforts, decision-making, and response strategies to mitigate potential impacts,” the advisory said.
It said the NCDC is working to give Nigerians “timely, accurate information and guidance to keep the Nigerian public informed and prepared”.
NCDC noted that it “in collaboration with Port Health Authorities, is taking proactive steps to ensure robust preparedness at all international points of entry (PoEs) in response to the dynamic risk assessment for Human Metapneumovirus (HMPV).
“These measures are designed to mitigate the potential risk of HMPV transmission through international travel.”
HMPV was first identified in the Netherlands in 2001 and the virus spreads through direct contact between people or when someone touches surfaces contaminated with it.
Children under two are most vulnerable to the virus alongside those with weakened immune systems such as the elderly and those with advanced cancer, according to medical experts.
There have also been worries that this could be like COVID-19, but experts have eased the fear as they are not similar because pandemics are typically caused by novel pathogens, which is not the case for HMPV.
Health
Digitising Healthcare With Local Realities in Mind: Shaping The Future of Healthcare in Africa
eHealth Africa (eHA) has urged governments and stakeholders to explore the critical factors beyond technology that are essential for the deployment of digital health solutions for the long-term success of public health systems across Africa. Data-backed interventions will help streamline operations and enable the formulation of interventions that appreciate the cultural norms when addressing the immediate needs of different communities within the region.
Speaking during a panel session at the Global Digital Health Forum 2024 in Nairobi, eHealth Africa’s Executive Director Atef Fawaz emphasised the importance of integrating technology with local cultures and addressing community-specific needs. “Understanding the unique healthcare challenges in each country allows us to deploy tech solutions that truly make an impact.”For instance, eHealth Africa successfully delivered over 5.8 million vaccines (5,801,209) to 351 primary healthcare facilities across states in Nigeria which was made possible through the deployment of the innovative Logistics Management Information System (LoMIS) application.
“The system significantly improved the availability of vaccines for Routine Immunisation (RI), ensuring timely and efficient distribution while eliminating stockouts at primary healthcare facilities. This intervention highlights our commitment to strengthening immunisation programs and enhancing healthcare delivery at the grassroots level,” he said.
In his contribution, Abdulhamid Yahaya, the Deputy Director of Global Health Informatics highlighted the need to understand the local cultural, social, and regulatory landscape to build solutions that are designed with local realities in mind.
eHealth Africa Board Member Micheline Ntiru said using technology provided stakeholders among them global health leaders, tech innovators, and development experts as well as local communities a platform to create the right solutions that work within the constraints of each community, and with the support of local leadership.
For instance, local health workers have been using mobile-based reminder systems to improve compliance and overall health outcomes while some local immunisation centres have been sending SMS reminders to parents as well as to provide educational messages about the diseases they protect against. Mobile phones, now available in nearly 80 per cent of African homes, can also be used during emergencies to dispatch mass announcements about satellite clinic locations and schedules.
According to the World Health Organisation, increased use of the Internet, email, social networking sites and availability of mobile phones facilitates the deployment of eHealth solutions, applications and services towards the improvement of national health systems. The use of technological eHealth solutions could also be used to encourage positive lifestyle changes to prevent and control common diseases.
The panel moderated by Ota Akhigbe, Director of Partnerships and Programs comprised of Ms Ntiru (Delta40 ventures), Mr Yahaya (eHealth Africa), Chief Impact Officer at Tiko – Serah Malaba, Dr Olamide Okulaja (Maisha Meds), Audere Chief Executive Officer Dr Dino Rech, and Rachel Alladian from Jacaranda. They discussed how strategic partnerships, regulatory compliance, and a deep understanding of local contexts are crucial for driving digital health innovations that can succeed in diverse regions.
The GDHF forum was attended by health scholars, researchers, and representatives from the Ministry of Health in Ethiopia, Tanzania, Kenya, Malaysia, Somalia and Sri Lanka as well as representatives from the World Bank, medicine manufacturers, technology vendors, UN agencies among others.
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