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
Dr Obi Adigwe has been appointed as the pioneer National Coordinator of the National Health Technology and Data Analytics Office (NHTDAO).
The body was created by the Ministry of Health under the approval of President Bola Tinubu.
NHTDAO will be domiciled in the Office of the Coordinating Minister of Health and Social Welfare, a statement on Friday by the Special Adviser to the President on Information and Strategy, Mr Bayo Onanuga, stated.
The agency will serve as a meta-level national platform for coordinating the country’s digital-health agenda. It will reinforce, not replace, the existing statutory functions of relevant departments and agencies, it was emphasised.
The organisation will also harmonise and empower the public and private institutions across the health system, set the standards that connect them, and operationalise the National Digital Health Architecture, approved by the National Council on Health in November 2025.
It was stated that President Tinubu expects NHTDAO to accelerate Nigeria’s transition to a secure, interoperable and data-driven health system that improves outcomes for all citizens.
Mr Adigwe, as Director General of the National Institute for Pharmaceutical Research and Development, has leveraged science to catalyse interventions in artificial intelligence, translational research, and technology transfer.
He coordinated major projects, including the ¥300m Nanotechnology grant and the AFREXIMBank grant for Africa’s first API Training Facility. He led the roadmap development that underpinned an €18 million EU grant, the largest in Africa for the thematic area. During the last pandemic, Adigwe globally showcased African science by undertaking the world’s first analysis to debunk claims about the Covid Organics preparation.
The Office’s Steering Committee, which provides strategic direction and oversight, comprises:
- Professor Muhammad Ali Pate, Coordinating Minister of Health and Social Welfare (Co-chair)
- Mr Olaniyi Yusuf, Chairman of the Nigerian Economic Summit Group (Co-chair)
- Dr Iziaq Adekunle Salako, Minister of State for Health and Social Welfare (Alternate Co-chair)
- Ms Kachollom Daju, Permanent Secretary, Federal Ministry of Health and Social Welfare
- Mr Idris Alubankudi Saliu, Special Adviser to the President on Technology and Digital Economy
- Dr Muntaqa Umar-Sadiq, National Coordinator, SWAp Coordination Office
- Dr Abdu Mukhtar, National Coordinator, Presidential Initiative to Unlock Healthcare Value Chain
- Dr Muyi Aina, Executive Director, National Primary Health Care Development Agency
- Dr Kelechi Ohiri, Director General, National Health Insurance Authority
- Director, Health Planning, Research and Statistics, Ministry of Health and Social Welfare
- National Information Technology Development Agency Representative
- Six representatives of the State Commissioners of Health, one from each of the six geopolitical zones
- Pharm Hamza Buhari, Stakeholder representing Industry and Community.
By Modupe Gbadeyanka
The Lagos State government has kicked off an initiative to ensure that every newborn is screened for Sickle Cell Disease within 48 to 72 hours after birth using a simple heel-prick test.
It was gathered that babies identified as being at risk will immediately be placed on preventive care while awaiting confirmatory testing.
The Head of the Haematology Department at the Alimosho General Hospital, Dr Olubukola Orolu, revealed that an estimated 150,000 babies are born annually with Sickle Cell Disease in Nigeria, giving the country one of the highest SCD burdens globally.
She, however, applauded the Lagos State Government and the Clinton Health Access Initiative (CHAI) for introducing the state-wide newborn screening programme, describing it as a major step towards reducing childhood deaths associated with the disease.
The commencement of this scheme coincides with the 2026 World Sickle Cell Day, themed Young Voices Rising for Sickle Cell Disease – Closing the Survival Gap: Equity in Sickle Cell Disease.
It highlights the importance of listening to the experiences and aspirations of young people living with Sickle Cell Disease.
Mrs Orolu noted that SCD warriors are increasingly breaking barriers as advocates, leaders, students and change-makers, adding that their voices have continued to reshape the narrative through advocacy for equitable, patient-centred healthcare, self-care and experience sharing.
She, therefore, called for equal access to quality healthcare, survival opportunities and dignity for everyone living with Sickle Cell Disease.
Also commenting, the chief executive of Alimosho General Hospital, Dr Akinyele Akinlade, described Sickle Cell Disease as an inherited blood disorder that is not contagious, noting that individuals living with the condition are more susceptible to infections.
He advised SCD warriors to stay well hydrated, avoid stress, and protect themselves from extreme cold or heat, as these are common triggers of sickle cell crises, adding that these preventive measures can significantly reduce the frequency and severity of crises.
One of the participants, Ms Borokini Zainab, an SCD warrior and student nurse, expressed appreciation to the organisers for the enlightenment programme.
Sharing her personal journey, she spoke about the challenges of balancing recurrent pain crises with her academic pursuits and personal life. Despite moments of frustration, she encouraged fellow warriors not to lose hope.
“Don’t let sickle cell put you down. Be encouraged from within. Don’t let your dreams be shattered because of this,” she said, adding that her personal experience with Sickle Cell Disease inspired her to pursue a career in nursing so she could support others living with the condition.
By Aduragbemi Omiyale
A 12-week health-tech incubation programme tailored for early-stage founders in Nigeria has been introduced by an innovation and venture-building platform, Evon Labs.
This initiative, known as HealthX Catalyst, will help participants to create scalable, investable solutions for Africa’s urgent healthcare issues.
The programme is underway, with 12 selected founders nearing the final weeks of intensive incubation, ending with a Demo Day on June 24, 2026, at the UNDP innovation centre in Lagos, where the small business owners will present their solutions to an audience of investors, healthcare leaders, development organisations, and technology partners.
The initiative selects early-stage healthcare founders and immerses them in a structured 12-week development process. Throughout this period, participants receive personalised and group mentorship from seasoned professionals across the healthcare, technology, and business sectors.
They also receive structured support for startup development, including refining business models, developing value propositions, and validating markets.
Additionally, participants gain access to a network of healthcare practitioners, sector experts, and industry leaders, along with targeted investment-readiness assistance to prepare them to engage with investors and strategic partners after the programme.
The result is a cohort of founders who move through the programme not simply with a refined pitch, but with a validated business model, a stronger professional network, and a clear pathway to growth.
To accelerate the most promising solutions beyond the programme, monetary grants will be awarded to the top three founders to support product development, pilot implementation, market validation, and early-stage scaling.
It was learned that HealthX Catalyst was developed in response to a structural gap in the African health-tech ecosystem.
Across the continent, a growing number of entrepreneurs are building solutions to healthcare problems from access and diagnostics to service delivery and health data infrastructure. Yet many of these early-stage ideas fail to progress beyond concept, not for lack of vision, but for lack of structured support: mentorship, startup development frameworks, industry access, and early-stage funding pathways. HealthX Catalyst was built to provide exactly that.
“Africa does not have a shortage of healthcare innovators. What it has lacked is the infrastructure to turn its ideas into sustainable businesses. HealthX Catalyst is that infrastructure, a serious, structured programme designed to take founders from early-stage ideas to investable startups.
“What we are seeing from this first cohort is exactly what we set out to create: founders who are not just building products, but building businesses that can scale and create lasting impact,” the founder of Evon Labs, Ms Isioma Udeozo, said of the unveiling of HealthX Catalyst.
The partners of the programme are the United Nations Development Programme (UNDP), Odua Investment Company Limited (OICL), Washington University of St Louis, Missouri, Lagos State Employment Trust Fund (LSETF), and Brooks Insights.
-
Feature/OPED6 years agoDavos was Different this year
-
Travel/Tourism10 years ago
Lagos Seals Western Lodge Hotel In Ikorodu
-
Showbiz3 years agoEstranged Lover Releases Videos of Empress Njamah Bathing
-
Banking8 years agoSort Codes of GTBank Branches in Nigeria
-
Economy3 years agoSubsidy Removal: CNG at N130 Per Litre Cheaper Than Petrol—IPMAN
-
Banking3 years agoSort Codes of UBA Branches in Nigeria
-
Banking3 years agoFirst Bank Announces Planned Downtime
-
Sports3 years agoHighest Paid Nigerian Footballer – How Much Do Nigerian Footballers Earn