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11 Huawei Sub-Saharan Africa Offices Named As Top Employers In Global Ranking

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Olushola Okunlade Writes

Huawei Sub-Saharan Africa has seen the number of country offices represented in the Top Employer Institute’s Top Employer rankings rise from nine to 11.

The increased representation in the prestigious annual rankings is a testament to the work Huawei has put into employee well-being across the region over the past 12 months.

Mozambique and Tanzania now join South Africa, Zambia, Kenya, Nigeria, Angola, Ghana, Botswana, Mauritius, and Uganda with the Top Employer seal.

Being certified as a Top Employer showcases an organisation’s dedication to a better world of work and exhibits this through excellent HR policies and people practices.

The Top Employers Institute program certifies organisations based on the participation and results of their HR Best Practices Survey. This survey covers six HR domains consisting of 20 topics including People Strategy, Work Environment, Talent Acquisition, Learning, Diversity, Equity & Inclusion, Well-being, and more. 

“We’re incredibly proud to have a growing number of Huawei offices across the Sub-Saharan region recognised as top employers, as well as to have seen improved rankings our rankings in several markets,” says  Huawei Southern Africa Region, HR Director Yu Chen. “Our South African office’s rise into the top 20 of Top Employers in the country is particularly noteworthy.”

“We’re proud to have seen improvements in our rating for employee wellness, which is due to our programmes for staff physical and mental health,” says Chen.

He noted that Huawei has also worked hard on diversity and inclusion, implementing programmes aimed at fostering a more unified workplace. Additionally, it has sought to increase its senior local professional experts and appointments.

While these gains are laudable, Chen recognises that Huawei will keep building its reputation as a Top Employer. One area that continues to be a major focus is building ICT skills, which remain scarce across the region.

“We remain committed to addressing this challenge, focusing primarily on skills transfer and training,” says Chen. “Across the region, we have a number of industry-leading intern and graduate programmes aimed at developing our ICT Talent Ecosystem.”

“At Huawei, we look forward to these interventions bearing fruit in the coming months and years as we cement our status as a top employer,” Chen concludes. “Ultimately, however, the well-being of our employees remains our primary motivation for evolving as an employer. Our staff have always been, and will continue to be our greatest asset.”

The Top Employer Institute programme has certified and recognised 2 053 Top Employers in 121 countries/regions across five continents.

Top Employers Institute CEO David Plink says, “Exceptional times bring out the best in people and organisations. And we have witnessed this in our Top Employers Certification Programme this year: exceptional performance from the certified Top Employers 2023. These employers have always shown that they care for the development and well-being of their people. By doing so, they collectively enrich the world of work. We are proud to announce and celebrate this year’s group of leading people-oriented employers: the Top Employers 2023.”

Know More About Huawei: Huawei is a leading global provider of information and communications technology (ICT) infrastructure and smart devices. With integrated solutions across four key domains – telecom networks, IT, smart devices, and cloud services – we are committed to bringing digital to every person, home, and organization for a fully connected, intelligent world.

Huawei’s end-to-end portfolio of products, solutions, and services is both competitive and secure. Through open collaboration with ecosystem partners, we create lasting value for our customers, working to empower people, enrich home life, and inspire innovation in organizations of all shapes and sizes.

At Huawei, innovation focuses on customer needs. We invest heavily in basic research, concentrating on technological breakthroughs that drive the world forward. We have more than 180,000 employees, and we operate in more than 170 countries and regions. Founded in 1987, Huawei is a private company fully owned by its employees.

For more information, please visit Huawei online at www.huawei.com or follow us on: http://www.huawei.com/za/ , http://www.linkedin.com/company/Huawei, http://www.google.com/+Huawei, http://www.youtube.com/Huawei

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Transforming Transportation 2023: Accelerating Toward Green And Inclusive Mobility

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Transforming Transportation 2023: Accelerating Toward Green & Inclusive Mobility

Today’s global challenges are putting serious pressure on transport systems. From climate change and COVID-19 to conflict and macroeconomic instability, what are the implications of the current context for transport, and for the people and businesses that rely on it?

How can we help the sector navigate these compounding crises? Can this be a starting point to reimagine transport and make it more inclusive, safe, sustainable, and efficient?

These are some of the key questions that we will be discussing with leaders and experts from around the world as we celebrate the 20th anniversary of our Transforming Transportation conference.

Join us live on March 14-15 and be a part of the global conversation!

AGENDA

March 14, 2023

8:30 – 10:00 a.m.  EST
Welcome address: Guangzhe Chen, Vice President for Infrastructure, World Bank and Ani Dasgupta, President & CEO, World Resources Institute
Opening Keynote: Bertrand Piccard, Serial Explorer and Environmentalist
Tour around the world: Mayors’ perspectives (Accra, Dhaka, Lima)

11:30 a.m. – 12:45 p.m. EST
Plenary session – Untangling Global Supply Chains: How to Make Green and Resilient Logistics a Reality

March 15, 2023

9:00 – 10:30 a.m. EST
Opening Keynote: Oleksandr Kubrakov, Deputy Prime Minister, Ukraine followed by Anna Bjerde, Vice President for Europe and Central Asia, World Bank
Plenary session – Resilient Transport: Navigating Climate Change, Conflict, and Disruptions

SPEAKERS

– Patrick Achi, Prime Minister, Republic of Côte d’Ivoire
– Oleksandr Kubrakov, Deputy Prime Minister, Ukraine
– Francois Bausch, Deputy Prime Minister, Minister for Mobility, Luxembourg
– Axel van Trotsenburg, Managing Director of Operations, World Bank
– Anna Bjerde, Vice President, Europe, and Central Asia, World Bank
– Guangzhe Chen, Vice President for Infrastructure, The World Bank
– Victoria Kwakwa, Vice President, Eastern and Southern Africa, World Bank
– Ani Dasgupta, President, and CEO, World Resources Institute
– Wayan Koster, Governor of Bali, Indonesia
– Elizabeth K. T. Sackey, Metropolitan Chief Executive, Accra, Ghana
– Atiqul Islam, Mayor of Dhaka, Bangladesh
– Bertrand Piccard, Serial Explorer, and Environmentalist

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Business

How Diverse Leadership Teams Boost Innovation

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Jumia Launches Quick Commerce Platform In Nigeria With 20 Minutes Delivery In Lagos

By Enitan Oyenuga, HR Director, Jumia Nigeria

As the business landscape continues to evolve, it’s becoming increasingly clear that diversity and inclusion are not just buzzwords but essential elements for success. Every company needs a leadership team that understands and connects with customers from different backgrounds to deliver the best possible service. Today, companies are scrutinising their leadership teams on various criteria beyond education and experience, and having a diverse leadership team has become a necessity to build a successful business that resonates with customers worldwide.

Importance of Leadership Diversity

In the workplace, diversity encourages inclusiveness, which fosters innovation. It welcomes and respects the diverse background of each employee. It also creates a positive, supportive, and respectful working environment that encourages all employees to engage and participate freely. The importance of diversity is perhaps well displayed by a quote from Justin Trudeau, the Prime Minister of Canada, “Diversity is the engine of invention; it generates creativity that enriches the world.”

A recent study conducted by McKinsey & Company found that companies with diverse leadership teams are 33% more likely to outperform their competitors in terms of financial performance. Moreover, they are also more likely to be innovative and adapt to changes in the market.

In addition, diversity is not simply a matter of creating a heterogeneous workforce but using it to create innovative products, services, and business practices that can set a company apart and give it a competitive advantage in the marketplace. By fostering diversity in the workplace, we are bringing together various perspectives, experiences, and ideas. When people from different backgrounds and cultures work together, they are more likely to approach problems and opportunities from different angles, which can lead to creative and innovative solutions.

A business culture that welcomes and supports employees with various perspectives is bound to boost problem-solving and increase productivity. Consequently, to benefit from workplace diversity, inclusion must be integrated deeply into its culture. This holds for leadership positions just as much as for entry and mid-level ones.

How Jumia Nigeria is Enabling Diversity

At Jumia Nigeria, we prioritise diversity and inclusion in all aspects of our business. Over the years, we have implemented policies and practices to ensure everyone in our organisation is treated fairly, and feels valued and supported. This is evident across our employee lifecycle from hiring through to exit.

At Jumia, one of our core values is letting the best people and ideas grow. As such, our hiring process is open and transparent ensuring all employees are aware of and have access to all available opportunities. For example, we have recently introduced 1-minute videos where hiring managers talk about their vacancies and invite employee applications.

Similarly, our training and development opportunities are open to all employees, regardless of their background or experience.

At Jumia Nigeria, we want to be a place where people can bring their best selves without fear of discrimination, where they feel like they belong and are an important part of the team. Providing safe spaces for employees to connect with each other and share feedback are some ways we achieve this; leveraging platforms like our Jumia Women’s Network, informal team events, town halls, and HR roadshows.

Our diversity and inclusion focus also requires that we reflect the incredibly diverse markets we serve. Our diversified clientele includes a substantial percentage of women as buyers and sellers. According to the IFC 2021 report on Women and E-Commerce in Africa, over 50% of our vendors are women entrepreneurs. Giving women visible platforms and opportunities is, therefore, a no-brainer. Building a company that sets the bar for advancing female visibility is essential for us. We are implementing these measures because Nigeria offers great opportunities to reduce this gap.

We are actively tracking gender diversity at Jumia, but we also understand that diversity is much more than this. Our ambition is to promote an inclusive culture that fosters a sense of belonging while boosting productivity.

Conclusion

Despite the many benefits of diverse leadership teams, many organisations still struggle to achieve diversity in their leadership ranks. This may be due to unconscious biases or a need for more diversity in the talent pipeline. To change this trajectory, organisations must be intentional in seeking out diverse candidates and creating an inclusive culture that values differences and provides equal opportunities for all.

 

 

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inDrive Strengthens Security With Bug Bounty Program Through HackerOne

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inDrive Strengthens Security With Bug Bounty Program Through HackerOne

Global mobility platform allocates $120,000 toward cybersecurity program


inDrive, a global mobility and urban services platform, is launching a Bug Bounty program on HackerOne.

inDrive will pay specialists for each vulnerability they discover in inDrive applications or infrastructure, up to $6,000 per report, depending on severity level. $120,000 is allocated for the first year of the Bug Bounty program, which will cover all inDrive verticals, including inDrive Couriers, Freight, City to City, Services, and Jobs.

Vatclav Dovnar, Head of Product Security Department at inDrive: “At inDrive, safety is a top priority and cybersecurity initiatives are critical to ensure protection of personal user data. Whether you are riding with us, delivering a package, or looking for work, we want to make sure your sensitive data is protected throughout the entire experience. As external cyber threats evolve, we will continue to invest in perpetually improving our systems to maintain the most secure experience in the industry.”

In addition to the new HackerOne program, inDrive has such essential security measures as, for example, regular internal code audits and reviews of product architecture for security enhancements, scanning of the entire company infrastructure perimeter, and regular cybersecurity awareness activities across employees.

HackerOne is a platform where security researchers use cyberattack methods and tools to identify weaknesses in companies’ security systems. Companies use these findings to fix security breaches and stay ahead of cyber threats. Other HackerOne customers include General Motors, GitHub, Goldman Sachs, Google, Hyatt, Lufthansa, Microsoft, Nintendo, PayPal, Slack, Twitter, and Spotify.

Follow the link to learn more about inDrive’s Bug Bounty program.

 

 

 

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