25Jan

ESG criteria in business: Africa lags behind

African companies are being called upon more than ever to implement environmental, social and governance (ESG) criteria and drive the ongoing economic acceleration in a sustainable and inclusive manner.

This is according to a survey conducted by the global research and advisory firm Oxford Business Group (OBG), which states that “although implementing ESG criteria should be a top priority for Africa, only a third of companies surveyed in the region currently have a dedicated ESG department”.

Entitled “Renewed focus: How the Covid-19 pandemic shaped priorities around ESG principles”, the survey found that only 22.4% of African business leaders surveyed said they had invested in ESG.

According to OBG, “Africa would benefit greatly from stricter regulations, more incentives, and more awareness and information related to ESG criteria”.

While explaining that ESG are “dimensions encompassing a company’s activities that may have impacts on society or the environment that constitute the three main dimensions used to measure the sustainability and ethical impact of an investment in a company or economic area and that make up responsible investment”, OBG revealed that “more than 60% of global respondents said the pandemic had moderately or significantly affected their understanding of and/or appetite for ESG, indicating that the health crisis had highlighted vulnerabilities in supply chains and other areas, and thus encouraged companies to bring sustainability to the forefront of new strategies.

Regarding barriers to ESG compliance, the same survey indicates that insufficient funding and incentives or penalties for non-compliance were cited as the biggest challenge faced by companies, with 20.4% of responses.

When asked what executives’ priorities are for environmental sustainability over the next 12 months, 22% of respondents said it was on their agenda, followed by renewable energy (19%) and, finally, reducing carbon emissions (10%).

The survey, based on 362 responses from business leaders, found that “shareholders and investors are now taking ESG strategy and trajectory into account in their decision making (…) This is also true for foreign investors who are looking at the ESG environment, regulations and incentives of the countries in which they are considering doing business”.

In contrast, the OBG survey reaffirmed that “while the battle for environmental sustainability to be taken seriously was being won at many levels, relatively weak governance performance was a challenge for some of the emerging markets seeking to attract foreign investment.

In the eyes of OBG’s researchers, “the tacit acceptance that corruption is simply part of doing business in some places is a significant barrier to advancing the governance segment.

Source: https://www.dzentreprise.net/criteres-esg-afrique-ogb

23Nov

ESG investment flourishes in infrastructure funds

Investors’ growing interest in the environmental, social and governance (ESG) aspects of investments is perfectly matched by their enthusiasm for infrastructure. ESG is the alpha and omega of infrastructure,” exclaims Charles Dupont, Head of Infrastructure Finance at Schroders. In essence, we finance assets that demonstrate a strong social utility. Our business is based precisely on an analysis of the balance between economic profitability and social interest. ESG aspects are the primary source of risk,” he points out. Proof that green finance and infrastructure go hand in hand is the fact that half of the 34 funds with the Greenfin state label are infrastructure funds (debt or equity).

At a time when the climate emergency is making the headlines, this concern is prompting us to take a fresh look at certain assets. Digitalization and de-carbonization of the economy are two strong trends,” says Harold d’Hauteville, head of infrastructure at DWS. Some time ago, we looked at a port asset whose activity was largely based on the transport of coal to power plants in Germany. We preferred not to do so. Conversely, data centers powered by clean energy can be interesting assets.”

Increasingly diverse assets

The growth of the market is allowing for increasingly targeted strategies. “We are initiating niche strategies where our expertise and commitment sets us apart from traditional players,” summarizes Johnny El Hachem, managing director of Edmond de Rothschild Private Equity. One example is the PEARL Infrastructure Capital fund, which focuses on water, waste management and renewable energy, with the ambition of promoting the circular economy.

The diversity of assets and their rapid evolution requires the use of more and more different expertise. This market is shifting from a system of fixed tariffs guaranteed by governments to over-the-counter energy sales contracts, which makes credit analysis more complex,” explains Philippe Garrel, head of the RE infrastructure funds at Acofi Gestion. And the assets themselves are also becoming more complex, with energy storage complementing traditional wind and solar projects. This complexity is also a source of barriers to entry for the managers of these very special assets.

Emmanuel Schafroth

Source : https://www.lesechos.fr/finance-marches/gestion-actifs/linvestissement-esg-sepanouit-dans-les-fonds-infrastructures-1140078

18Oct

9 HR JOBS IN NGOS: HOW TO APPLY?

NGOs often have a lot of staff. Large NGOs may have hundreds or even thousands of staff. An NGO’s human resources department is an essential part of effectively managing these staff. There is a wide range of jobs in the NGO sector for qualified human resources professionals. There are also entry-level positions for people who want to start a career in human resources in NGOs.

If you’re interested in working in human resources at an NGO, be sure to read our guide to the most common HR jobs. We’ve also included a section for each role on the experience and qualifications often needed to apply.

HR Manager

The HR Manager oversees all HR processes within an NGO mission. If working at the headquarters level, the HR Manager is likely to oversee a certain department or the NGO’s HR work in a number of country offices.

The job of the HR Manager in an NGO is to ensure the effective implementation of HR processes. This includes recruiting, managing staff, developing guidelines and tools, and coordinating with other teams. The HR Manager will oversee the HR team and often manage HR Officers and recruiters.

How to Apply

If you are interested in becoming an HR Manager in an NGO, we suggest you complete a formal qualification in Human Resources. As a management position, you will also need experience working in HR. Previous experience in an NGO would be an asset, but experience in the private and public sector may also be beneficial.

HR Officer

In an NGO, the HR Officer is the primary mid-level position within the human resources department. They are responsible for the day-to-day management of the NGO’s human resources procedures. This includes developing guidelines, assisting with recruitments, onboarding staff and entering monthly payroll.

The HR Officer often reports to the Human Resources Manager or Human Resources Coordinator. In smaller NGOs, the HR and finance teams may be combined into an administration team. In these cases, the HR Officer usually reports to the Administrative Coordinator. The HR Officer will provide line management for the HR assistants.

How to apply

To become an HR Officer in an NGO, you need between one and three years of professional experience. Previous experience in an HR position in an NGO would be an advantage, but relevant experience in the private and public sectors is often also considered. A formal qualification, such as a Bachelor’s or Master’s degree, in human resources would also be an asset.

Recruiter

Large NGOs have hundreds, sometimes thousands, of employees. Managing the turnover of this number of staff requires a significant amount of recruitment. Some NGOs have the dedicated role of Recruiter. This position is responsible for managing the hiring of new employees and ensuring their effective integration.

In an NGO, the Recruiter is often managed by the HR Manager. Their role is to oversee the entire recruitment process, from validating job descriptions and vacancies, to signing contracts for new employees and coordinating their onboarding.

How to apply

NGOs look for individuals with a proven track record of hiring staff when employing a recruiter. While previous experience in the NGO sector is an asset, this is certainly a role where private or public sector experience is also very valuable.

Talent Manager

The NGO sector has become increasingly professionalized over the past decades. As a result, some aspects of private sector HR are beginning to be used within NGOs. Talent managers in NGOs are responsible for recruiting senior staff and retaining talented staff. They also develop strategies to foster internal mobility within the NGO so that staff can develop their skills and grow in their careers.

Only large NGOs will have a Talent Manager on their HR team. The Talent Manager is often managed directly by the HR Coordinator or the Director of the Human Resources Department.

How to apply

If you are looking for a job as a Talent Manager in an NGO, you will need a proven track record of hiring senior staff and retaining talented staff within an organization. Many NGOs will look favorably on both private and public sector experience when recruiting for talent manager positions.

Administrative Coordinator

In some NGOs, usually smaller ones, the finance and human resources teams are combined into one administrative team. This team is managed by the administrative coordinator. The job of the administrative coordinator is to oversee the finance and HR functions of an NGO’s mission. They have ultimate responsibility for both areas.

As the senior HR position within an NGO, the administrative coordinator manages the HR staff. Often, they will provide line management to the HR manager and staff. The administrative coordinator will typically report to the head of mission. An important part of the Administrative Coordinator’s job is to ensure that HR processes are effectively implemented across all PVO programs.

How to Apply

To become an administrative coordinator in an NGO, you must have a solid understanding of finance and human resources management. Previous experience in HR roles would certainly be an asset. You will often need five or more years of experience to become an administrative coordinator. A formal qualification in finance or HR would also be beneficial.

Human Resources Coordinator

In most NGOs, the human resources coordinator is the most senior position on the human resources team. They have the ultimate responsibility for ensuring the effective implementation of HR processes. In most NGOs, the HR Coordinator is based in a country office and is responsible for HR management throughout the mission.

As the senior HR position, the HR Coordinator reports to the Country Director. They also manage the HR team, often reporting directly to HR managers and supervising HR assistants and recruiters. In most NGOs, the HR Coordinator will also report indirectly to HR Advisors at headquarters.

How to Apply

If you are interested in working as an HR coordinator for an NGO, you need several years of relevant work experience. NGOs usually look for previous experience in HR management positions within the NGO sector when recruiting HR coordinators. A formal degree or qualification in HR would also be an asset.

Administrative Officer

In the NGO sector, the administrative office role is the mid-level position within the administrative team. The administrative officer covers a range of bureaucratic and human resources tasks. Their role is to ensure the smooth running of the administration of an NGO. The administrative officer is managed by the administrative coordinator.

Many NGOs combine human resources with administration because the two functions overlap to some extent. In small NGOs, the administrator may cover all human resources work. In larger NGOs, the administrative manager may work alongside the human resources manager.

How to Apply

If you are looking for a position that covers both administration and human resources, consider applying for administrator positions with NGOs. As a mid-level position, you will need two to three years of work experience to get a job as an administrator.

HR Assistant

The HR assistant position is the entry-level position in an NGO’s human resources team. The HR assistant is responsible for the day-to-day management of the HR department. Their duties often include writing documents, arranging travel, issuing contracts, and providing assistants to the entire HR team.

The HR assistant is usually managed by the HR manager. They also often provide assistance to other departments regarding travel or HR administration. In some NGOs, HR assistants or similar roles are offered as internships.

How to apply

If you are interested in working in human resources for an NGO and are at the beginning of your career, apply for HR assistant jobs. You need a degree in human resource management if you want to enter the NGO sector as an HR assistant. A relevant internship can also help you land the job.

Administrative Assistant

In the NGO sector, the administrative assistant is the entry-level position on the administrative team. They often cover a range of HR tasks. Smaller NGOs may have the administrative assistant oversee the majority of the day-to-day HR work. In larger NGOs, the administrative assistant’s role covers both administration and human resources.

The administrative assistant may report to the administrative officer or the human resources officer. The administrative assistant role is in many ways similar to the HR assistant position, but with a greater focus on the day-to-day administration within the NGO.

How to Apply

Getting a job as an administrative assistant can be a fantastic way to start a career in the NGO sector. You will often need a relevant degree, but completing an internship will also give you an advantage. However, some NGOs will accept people who are simply willing and dedicated in administrative assistant roles.

Source : https://www.pageshumanitaires.com/devenez-humanitaire/9-emplois-rh-dans-les-ong-et-ce-dont-vous-avez-besoin-pour-postuler?_scpsug=crawled,10004551,fr_093110c2f2c1e10224d8ab307d4e9d93515fbd3de7d4769e9e6f1b02f27e82d4#_scpsug=crawled,10004551,fr_093110c2f2c1e10224d8ab307d4e9d93515fbd3de7d4769e9e6f1b02f27e82d4

24Aug

Human resources: the “great resignation” of talent

Monday: telecommuting. Tuesday: office. Wednesday: coworking. Such a schedule would have seemed inconceivable just a few years ago, but hybrid work has now become the norm. But its rise corresponds to a more worrying phenomenon for companies, that of the “Great Resignation”, i.e. a strong increase in resignations. How do you counter this phenomenon and re-engage employees?

A recent Gartner survey (2021) indicates that 39% of employees are likely to quit if their company insists on a “return to the office.” 55% of employees say that their ability to work flexibly will impact their decision on whether or not to stay with their employer. Among employees who currently work remotely or in a hybrid arrangement, 75% say their expectations for work flexibility have increased. Only 4% say they would prefer to work in the office full-time.
While all telecommuting makes most employers cringe, “remote” is an essential component of hybrid work practiced by many companies.

On a day-to-day basis, teams find themselves split up. A manager may only see his team a few days a week, and a new recruit will only meet his new colleagues very occasionally. A practice that necessarily impacts team spirit, the feeling of belonging to the company, but also the way of thinking about one’s career.

Hybrid work and resignation: out of sight, out of mind?

The Great Resignation is raging. This phenomenon began in the United States in the summer of 2020, when millions of Americans who were dissatisfied with their jobs or their pay quit. Today, the movement is affecting many countries, putting certain sectors in a bind. In France, all professions and markets seem to be impacted. The cause, in particular, is the loss of individual and collective meaning. This is precisely why companies must learn to combine hybrid work with a corporate project. The office must once again become the place where the organization’s culture is expressed, and a space for socialization. These two facets, corporate project and group life, are, more than ever, key elements in talent retention.

Companies must actively enable their employees to renew a strong relationship with them and with each other. Social interaction and the ability to put one’s individual contribution into the context of a corporate mission would allow employees to put meaning back into their work, and thereby influence their productivity. In fact, numerous research studies now show that the feeling of belonging to a community has a positive impact on the latter.

To give meaning back, companies must also give employees a voice. Whether it’s giving employees the flexibility to choose how to organize their work week, or even where they can work: you need to involve talent to get them on board – sustainably. It’s also a way to give substance to the company’s culture.

Make the office a unique (work) place

Moreover, most companies still have a key asset to retain their employees: their workspaces! No, the office is not dead. But it must reinvent itself. Studies show that it’s not the “fun bonuses” (juice bar, foosball, etc.) that make it valuable, but rather… serendipity, collaboration and informal social interactions.

For example, employees may miss impromptu exchanges, chance meetings, and impromptu brainstorming. Elements that are difficult to reproduce remotely…

To sum up, the Great Resignation is the strong signal of a quest for meaning and a questioning of the organization of work for a new project centered on the human. In the past, this human dimension was achieved by building relationships with colleagues on a daily basis in the office. Today, one of the challenges for companies is to revive this life. To make people want to go back to the office after months of isolation and disintegration of the common sense. A virtuous circle which, in order to work at full speed, must be implemented as soon as possible.

Source: https://www.lesechos.fr/idees-debats/cercle/opinion-non-la-grande-demission-des-talents-nest-pas-une-fatalite-1387869

19Jul

Working around the world: countries that offer the digital nomad visa

The telecommuting imposed during the pandemic has completely changed the work dynamic. An explosion of digital nomads, those remote workers who take advantage of the opportunity to travel, has taken place in 2020. According to a report published in March 2021 by The Adventure Travel, there was already a 20% increase between 2019 and 2020.

The digital nomad concept is one of win-win, where everyone benefits. For countries that have chosen to adapt their conditions of entry and work on their territory, it is a real opportunity to inject cash into their economy. As for digital nomads, freed from the office enclave, they will be able to enjoy the most beautiful landscapes from Mexican beaches to Dubai’s skyscrapers.

> List of countries offering a visa for digital nomads

Africa: Cape Verde, Mauritius and Seychelles
Europe: Croatia, Czech Republic, Estonia, Germany, Italy, Iceland, Georgia, Greece, Malta, Norway, Portugal, Romania
Asia: Indonesia, Thailand, United Arab Emirates
America: Anguilla, Antigua and Barbuda, Argentina, Bahamas, Barbados, Bermuda, Brazil, Colombia, Costa Rica, Curacao, Dominica, Cayman Islands, Mexico
Oceania: Australia

Source : https://www.francaisaletranger.fr/

24Sep

Why does a recruiter check references?

In addition to the CV and cover letter, some recruiters may also ask candidates applying for their job offers for references. This is a fairly common practice. The fact that a recruiter asks you for the contact information of former professional contacts in order to ask them about your account does not mean that he doubts you. Nor is it an attempt to trick you, much less destabilize you. Don’t take it the wrong way. A recruiter who asks for your professional references is simply trying to get a better understanding of you to avoid casting errors. But what exactly does a recruiter want to be sure of through a candidate’s references? The point in the next few lines…

A reference request to check your CV …

A recruiter cannot be criticized for wanting to ensure the truthfulness of a candidate’s references on his or her CV, since many job seekers do not hesitate to lie on their CV by mentioning a degree they do not have, or experience they cannot claim. In short, all tips are good for some candidates. Simply get the job. In view of this, the first purpose of a recruiter’s reference request is to avoid falling into the trap of false information on CVs. Thus, it is not a simple style clause if some companies make reference requests. Moreover, according to Apec, in nearly nine out of ten cases, they verify the good faith of applicants based on their diplomas and/or professional experience. And when it is not HR or recruitment firms that do this, the verification is outsourced to specialized service providers (Everycheck, Cvérifié…), while waiting for artificial intelligence to take over and take care of confusing the cheaters.

A reference request to detect your personality…

In addition to the mentions made on your CV, the recruiter may also ask you for your references to verify the statements about your personality that you made during the job interview. These may include your strong and weak points, your progress or lack of progress in the company, your ability to work in a team, your reactions to certain situations, etc. The recruiter will also check other elements such as your hiring and leaving dates, the type of position and missions you have held, the reason for your departure, your professional skills, etc… “We know that a referent is often benevolent, it is up to us to read between the lines, to create a climate of trust, to go beyond a certain politeness,” says a recruitment specialist. This sometimes involves some rather surprising questions: would you entrust your children to this candidate? Would you hire this person again? Would you invite him or her to a restaurant with your spouse? In all cases, the objective is twofold: to check that you haven’t embellished your CV and to better define your profile to ensure that it matches the position, the company and its culture.

A practice framed by the law…

Finally, it should be noted that the law regulates the use of the reference request to job applicants. The recruiter is not allowed to contact your references without asking for your authorization, ideally in writing. Moreover, it is a very good thing that you are asked for your references. Be prepared to accept calmly and seriously. “Don’t be afraid, it’s even a good sign,” says Claude d’Estais, a former HR and headhunter, now a professional mobility coach and author of several books on job search. “It indicates that you’re on the short list, because a recruiter is not going to have fun taking references from all candidates,” she adds.

17Sep

How to prepare for a job fair?

When you’re looking for a job, don’t minimize any opportunity to get the job of your dreams, because you never know… If you haven’t yet received a phone call for an interview, after applying to several job offers, consider attending a job fair. This is a great opportunity to meet potential recruiters. Still, to have a chance to catch the eye of a recruiter at a job fair, you don’t have to go just anyhow … Remember to prepare yourself well for this event which can be a determining factor in your career. What to do? We review with you the tips to use …

1. Take care of your outfit

It’s true that a job fair is not a classic job interview, but that’s no reason to present yourself to recruiters in old jeans with holes in them. Taking care of your outfit will always earn you points with recruiters. Shirt and shaved face for men, blazer and discreet make-up for women, a sober appearance is what you need to seduce a recruiter at a job fair.

2. Find information on participating companies

The mistake you should never make is to arrive at a job fair without first having taken the time to take all the information on all the companies participating in the event. Take all the information you need before you go to the job fair. This will help you find out which companies are of interest to you. What jobs are on offer? Knowing which company you are applying to will work in your favour.

3. Print your CVs in several copies

Since you are going to meet many potential recruiters, don’t forget to print a sufficient number of general resumes and bring your business cards with you if you have any. This will ensure that you don’t miss any opportunities to apply for a maximum number of offers and in many companies. Your chances will only be boosted…

4. Prepare your presentation in 30 seconds in chrono

Recruiters generally do not have a lot of time at career fairs to spend with all candidates. These are networking events. You need to take this into account by preparing a lecture that introduces you, your field of expertise and your experiences. It must be short, precise and effective. You will repeat it to introduce yourself to all recruiters.

5. Collect the cards

When you meet with the recruiters, don’t forget to ask each one for his or her business card. You will then be able to contact them again to ask if they are interested in your application. Who knows? You may be able to find a recruiter interested in your profile.

6. On the spot, think practical

Don’t forget to swallow something before you arrive at the job fair: you’ll be more concentrated if your stomach doesn’t gurgle during an interview. Also avoid smoking before or during the job fair: ashtray breath will put off recruiters.

10Sep

The 5 essential qualities of a high-performing employee

It is no longer a debate … All HR specialists now agree that the company is just as interested in know-how as it is in people skills. Moreover, the individual personality of each person within the company is a valuable source of diversity. However, whatever the personality of an employee, he or she must possess certain indispensable qualities that we will focus on in this article.

1-Being honest

Honesty is a human quality appreciated in everyone, but it is even more so in a worker. In fact, honest and reliable employees have the respect of their superiors and colleagues because they promise realistic goals. In fact, no one likes rough estimates. Those who are honest and accurate in estimating the time they need to complete their tasks and who report regularly on their progress project an image of efficiency and reliability.

2-Solution-oriented mindset

As an employee, you must be involved in solving the problems that the company encounters. You must not be a mere bystander who will simply observe problems and report them to your manager. Indeed, managers do not appreciate employees who pass on problems without suggesting any solutions. Alone or in a team, it is therefore necessary to spend time looking for long-term solutions. After all, problems are there to be solved and you are there to make the company work .

3-The sense of organization

The sense of organization also remains a quality highly appreciated in a worker. As an employee, you have to learn how to organize your work efficiently. Whether you choose to work at home, in the office or at the corner café, make sure you have a method of working and organizing. For example, when the workload builds up, you need to be able to set priorities without discussing every detail with your manager. In short, keep in mind that no manager wants to work with a messy worker.

4-Team spirit

There is a saying that goes: “There is strength in numbers…” This adage also applies to the world of work. Indeed, knowing how to work in a team is a very great quality in a worker. The manager will always be happy to see that there is a real one within the company. He will be pleased to see that the workers take the initiative to share tasks, solve problems and carry out missions that are entrusted to them in a collegial and creative manner. A close-knit team is a guarantee of satisfaction for a company boss and a positive atmosphere in the workplace.

5- Proactivity

Finally, one of the essential qualities of a worker is proactivity. This presupposes that the employee has the ability to put his or her own expectations and needs to one side, in order to reflect on the functioning of the company and its future evolution. In other words, for the worker, it is a question of being able to project himself into the future. This state of mind is highly appreciated by managers because it shows the worker’s willingness to collaborate with the company in the long term.

27Aug

5 sentences to never say at work

The professional world is a universe that requires a certain finesse in speech as well as in behaviour in general. In the company, the words you use give an idea of your professional image. It is therefore a good idea to choose the right expressions when you are in a professional environment. Certain phrases are thus absolutely to be banned if you want to be considered a leader. But which ones? Forbes magazine interviewed Darlene Price (author of the book Well Said! Presentations and Conversations That Get Results) about those words or phrases that should be avoided at all costs at work. We take stock with you.

1. “It’s not fair.”

Your colleague has received a pay raise while you work harder than he does. This can indeed create some frustration. But complaining or brooding about your anger in the workplace would be counterproductive. Instead, take stock of the facts, build a case and present it calmly to the people responsible,” advises Darlene Price.

2. “It’s not my problem” / “It’s not my job” / “I don’t get paid for this”

This sentence is to be banished, because it shows that you do not have the team spirit, nor the sense of solidarity. This does not mean that you have to accept everything, but you must be more tactful in your refusal. Darlene Price says that if, for example, you’re overwhelmed and your boss asks you to take on an extra task, tell him that you’d be happy to help and ask what priority you should give to each of the projects you’re working on. And Darlene Price’s continued use of this method will show that you’re willing to invest in the team, while reminding him that he needs to be realistic in his expectations.

3. “I will try.”

The verb to try implies a certain reluctance or lack of commitment. It is perceived by influential leaders as a rather negatively connoted verb in professional exchanges. Imagine, for example, that you absolutely must mail an invoice before a certain time and ask your colleague to take care of it when he goes to his next customer. If he replies “I’ll try” you will feel obliged to do it yourself because the sentence implies a possibility of failure.

4. “But that’s the way we’ve always done it”

It should also be remembered that initiative is the hallmark of leaders. A good worker must be able to think outside the box to innovate. Employers value innovation and creative thinking among their employees. However, this sentence proves that you are stuck in your habits, rigid and closed, without any prospect of evolution. Change is not always negative: never be so adamant about a new idea or way of doing things,” advises Darlene Price.

5. “He’s a fool” / “He’s lazy” / “My job sucks” / “I hate this company”

According to Darlene Price, this kind of sentence not only reveals immaturity, but can get you fired. Making those kinds of judgments is always going to reflect poorly on you. If you have something to reproach someone with, let them know directly, tactfully and politely: it will prove your professionalism.

30Jul

Africa: Industrialization is essential for job creation

In Africa, job creation is essential for sustainable development and inclusive growth in the continent. Vulnerable groups such as women and youth are disproportionately affected by the scarcity of decent work opportunities in Africa. Yet they are important links in the African population without whom development is not possible. Almost all observers maintain, and rightly so, that only industrialisation will make it possible to create the skilled jobs needed by young Africans. Thus, according to United Nations projections, Africa will experience unprecedented population growth and should account for nearly 40% of the world’s population by 2100 (i.e. as much as China and India combined) as against nearly 17% today.

Industrialization is becoming a response to the urgent need to create ten to twelve million jobs a year just to absorb new entrants to the labour market. It must, however, be an industrialization thought out and adapted to the African context.

Indeed, each country having its own characteristics, it is essential that each government envisage industrialization by taking into account in particular the natural resources at its disposal and the potentialities with which the country is endowed. Industrialization must be based on the creation of a favourable economic and social environment. According to Jonathan Le Henry, a consultant with PWC, African countries would benefit from “a common and integrated approach to industrial policy.

And the latter to specify that several levers must be activated to win the challenge of industrialization in Africa. It will be a question of capitalizing on natural resources to create new activities with higher added value, to rely on strategic partnerships to promote value sharing and technology transfer, to rely on the technologies of the industrial revolution 4.0 to achieve productivity gains, improve the level of competitiveness and better integrate into the value chain. Finally, the aim will be to create the necessary conditions for improving the business climate by offering an attractive environment for foreign investors and minimizing the burden of bureaucracy.

Such an approach could enable African populations to benefit from massive job creation. In the long term, the development of the African continent could be sustainable and beneficial to every African citizen.

At present, African industry generates only US$700 of GDP per capita on average, three times less than in Latin America (US$2,500) and five times less than in East Asia (US$3,400). And its exports consist of low-technology manufactured goods and unprocessed natural resources – which account for more than 80 per cent of the exports of Algeria, Angola and Nigeria, for example.

Africa, like Europe in the nineteenth century and Asia in the twentieth century, must therefore embark resolutely on the path of industrialization in the twenty-first century. To this end, the President of the African Development Bank Group, the Director-General of the United Nations Industrial Development Organization (UNIDO) and the Executive Secretary of the United Nations Economic Commission for Africa (UNECA) have agreed to work together to help Africa design its industrialization agenda. Other initiatives are also emerging to bring the dark continent out of the shadows.

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