Why it is important for African nations to tackle the migration of healthcare professionals from Africa to Europe and North America.

The global pandemic has highlighted the critical importance of a robust and resilient health system in every country. In Africa, the healthcare sector has long been struggling with challenges such as inadequate funding, poor infrastructure, and an acute shortage of medical professionals. In recent times, the situation has been compounded by the Covid-19 outbreak, which has put a tremendous strain on already overburdened healthcare facilities.

In this context, the decision by the French government to introduce a “medical talent visa” has sparked concerns about the potential negative impact on the African health system. The visa program is aimed at attracting medical professionals from other countries to work in France, thereby addressing the shortage of doctors and nurses in the country. However, many experts argue that the program could have unintended consequences for African countries, which are already struggling with a severe shortage of healthcare workers.

The fear is that the visa program could incentivize doctors and nurses from African countries to migrate to France, exacerbating the brain drain that has been plaguing the continent for decades. African countries have been losing their skilled professionals to developed countries for many years, causing a significant drain on their economies and leaving their health systems in shambles. According to the World Health Organization, there are only 2.3 doctors per 1,000 people in sub-Saharan Africa, compared to an average of 15 doctors per 1,000 people in the European Union.

The concern is not unfounded. Many African doctors and nurses are attracted to developed countries like France because of the better working conditions and higher salaries offered there. The exodus of medical professionals from Africa to Europe and North America has been a major challenge for the continent, and the “medical talent visa” program could make the situation worse.

Côte d’Ivoire, a West African country, has been taking significant steps towards improving its healthcare system for several years now. The government’s proactive measures to enhance the healthcare infrastructure and services have gained more significance with the onset of the coronavirus pandemic. The country has been striving to improve its healthcare infrastructure, and the efforts have been commendable.

In 2017, the Ivorian government launched a massive program to construct 22 health infrastructures and repair 20 others across the country. The government allocated a substantial amount of 887 billion CFA francs (1.35 billion euros) to finance this initiative. The program aimed to provide better healthcare services and facilities to the population and increase access to quality medical care.

The construction of these health facilities is a significant step towards improving the overall healthcare infrastructure in the country. The government’s investment in the healthcare sector will not only help in mitigating the effects of the COVID-19 pandemic but also address the long-standing healthcare challenges faced by the Ivorian population.

Furthermore, in 2019, the Ivorian government initiated the construction of the University of Bondoukou, equipped with a faculty of medicine and a university hospital center (CHU). The infrastructure is expected to begin operating in 2023, providing the necessary infrastructure to train future healthcare professionals, including doctors, nurses, and other healthcare workers.

The establishment of the University of Bondoukou and the CHU is a significant achievement towards enhancing the healthcare infrastructure in Côte d’Ivoire. It is expected to provide advanced medical care, develop medical research, and help in addressing the chronic shortage of medical professionals in the country.

It is essential to note that the Ivorian government’s proactive steps to enhance the healthcare infrastructure have come at a time when the world is grappling with the COVID-19 pandemic. The pandemic has exposed the vulnerabilities in healthcare infrastructure worldwide, making it clear that countries need to prioritize healthcare investments.

Brain drain, a phenomenon in which highly skilled professionals, including doctors, leave their home countries to work abroad, has been a persistent problem in many West African countries. The exodus of healthcare professionals from these countries has had a severe impact on their healthcare systems, leading to a shortage of medical personnel, inadequate medical facilities, and poor health outcomes. Several West African countries are facing this problem, but what are they waiting for to stop this brain drain?

One of the significant reasons for the brain drain of medical professionals is the lack of adequate incentives and support for healthcare professionals. In many West African countries, doctors are not paid well, and they work in poor conditions, often without basic equipment and supplies. Moreover, the lack of opportunities for professional growth and development, including access to training and research, also pushes healthcare professionals to seek better opportunities elsewhere.

Another reason for the brain drain is the political instability and insecurity prevalent in many West African countries. Many healthcare professionals fear for their safety and that of their families, leading them to seek opportunities elsewhere. The absence of a stable political and economic environment, coupled with inadequate healthcare infrastructure, also discourages healthcare professionals from staying in their home countries.

To address the brain drain of healthcare professionals, West African countries must prioritize the healthcare sector and invest in better working conditions and incentives for healthcare professionals. Providing better salaries and benefits, improving working conditions, and ensuring access to training and research opportunities can help retain healthcare professionals in their home countries.

Additionally, addressing the political instability and insecurity in these countries is critical. This includes improving governance, addressing corruption, and creating a more stable and secure environment that encourages healthcare professionals to remain in their home countries.

In conclusion, the brain drain of healthcare professionals is a significant challenge for many West African countries. To address this challenge, these countries must prioritize the healthcare sector and invest in better working conditions and incentives for healthcare professionals. Addressing political instability and insecurity is also crucial. By taking these steps, West African countries can stem the tide of brain drain and retain their highly skilled healthcare professionals.


African Diaspora Investment as a Catalyst for Massive Progress in Africa

In recent years, the exodus of young people from Africa has been growing, driven by factors such as unemployment, limited opportunities, and an idealized view of Western countries. This mass migration represents a pressing challenge for the region, as it leads to a significant loss of human capital and potential. Economic Factors driving African youth to seek opportunities abroad like high unemployment and limited access to quality education, are key factors propelling young people to seek better prospects elsewhere. However, amidst this crisis lies an opportunity for change. Drawing inspiration from countries like Morocco and Ethiopia, which have successfully harnessed the power of their diasporas, the African diaspora can play a pivotal role in supporting youth empowerment and sustainable development in their home countries. This article highlights the best practices of diaspora engagement from Morocco and Ethiopia.

The Power of Diaspora Investment

Drawing insights from successful examples, this segment will highlight the strategies employed by Morocco and Ethiopia to leverage their diasporas for development.

The Moroccan model

Morocco, through many initiatives, with its Diaspora have been able to mobilize them effectively.

Mobilization strategies

One example of a successful strategy is the programme for the mobilization of highly skilled MLAs (Moroccans Living Abroad) called ‘Mobilization Program Skills’. This programme calls upon Moroccan professionals who are ready to contribute with their expertise, experience, and know-how to the development of Morocco. It aims to provide a framework for these professionals that will inform them of opportunities in Morocco and allow them to develop partnerships with Moroccan public and private actors and support professionals abroad who establish projects in Morocco. This strategy is based on the compilation of networks of MLA competencies, the organization of preparatory meetings to inform MLAs about the needs for competencies in sectors that attract them in Morocco, the encouragement of proposals for entrepreneurship and partnership projects by the network that meet the needs of Morocco, the organization of a forum with Moroccan counterparts interested in these projects, and the establishment of partnerships for their implementation.

A second example is a programme called ‘MDM invest’. This provides a mechanism to encourage investors in Moroccan enterprises. It is built around providing three basic possibilities for funding. MDM invest can provide:

• equity (in foreign currency) of at least 25% of the projected amount of the project,

• a state subsidy of 10% of the start-up costs (with a ceiling of 5 million dirhams), and/or

• a bank loan (if necessary) that can reach 65% of the start-up costs.

A third example is the United Nations programme entitled TOKTEN (Transfer of Knowledge through Expatriate Nationals).

Since 1993, Morocco has organized several meetings of the Moroccan Diaspora as part of the TOKTEN programme. TOKTEN aims primarily at mobilizing national professionals living abroad to contribute, through missions and scientific support, for the development of Morocco. These TOKTEN meetings brought together Moroccan professionals from all backgrounds to discuss the possibilities of mobilization without, however, leading to real programmes and without choosing to move to the institutionalization of a sustainable mechanism in the framework of a national strategy of mobilization of Moroccan professionals living abroad.

Innovation strategy

In June 2009, Morocco created a national innovation strategy entitled ‘Innovation Morocco’ to build a favourable ecosystem for the development of innovation within Moroccan companies and research organizations. Innovation Morocco was made operational in March 2011. This strategy consists of four strategic areas:

• Governance and Regulatory Framework,

• Infrastructure and Clusters,

• Funding and Support, and

• Mobilizing Talents which includes members of the worldwide Moroccan community of innovation. In this context, the Moroccan Office for Industrial and Commercial Property, in partnership with the Ministry of Industry, established the Moroccan Innovation club—a virtual platform dedicated to innovation—to network Moroccan innovation actors both in Morocco and abroad.

The Moroccan Association for Scientific Innovation and Research (MAScIR)

The Ministry of Industry, Trade, Investment and the Digital Economy established the Moroccan Association for Scientific Innovation and Research (MAScIR) Foundation in 2007. The foundation’s mission is to promote and develop a centre of innovation and competitiveness based on the needs of the market. MAScIR leads projects that are positioned on technological and application niches with a high added value in the areas of advanced technology such as nanotechnology, biotechnology, and microelectronics.

The Ethiopian model

The Government of Ethiopia recognizes that a partnership needs to be built with the diaspora to benefit both parties and has worked to grant significant rights and privileges to the diaspora since the establishment of the Ethiopian Expatriate Affairs (EEA) in 2002, and the Ethiopian Diaspora Agency later. The Ethiopian government has encouraged the diaspora to invest in the country both financially and through knowledge exchange to assist in developing the country and improving its fiscal situation

With an ever increasing remittance flows over the last couple of decades, the diaspora’s role in the development efforts of the country has gained broader interest from both researchers and receiving countries. Besides financial remittances, flows of skills, knowledge, and social remittances have also gained more attention, particularly the relevance of diaspora associations as drivers of development processes.

The Grand Ethiopian Renaissance Dam (GERD) reservoir is a source of national pride for many Ethiopians – the dam is being built for Ethiopians, by Ethiopians. Most of the funds for the dam have been raised from Ethiopians through the purchase of bonds. The Dam will provide electricity to Ethiopia and to neighbouring countries.

Over the past 10 years, the Ethiopian Diaspora has been supporting the construction of GERD both financially and diplomatically irrespective of the apparent political differences one may expect from the diaspora. However, the support has never seen such a massive growth until the first filling of the dam was materialized. The first filling of the GERD has not only accelerated the rate of support the Ethiopian diaspora has been making but also increased its motivation to the highest level.

This contribution was made either by buying bonds or giving large sums of money as a gift for the completion of the dam. In total, over the last ten years,The diaspora has contributed close to 50 million dollars.

Considering the impact of the financial contribution the diaspora has been making over the years, the government is devising different approaches that can harness the diaspora’s potential to the fullest. When these mechanisms become operational, they are supposed to boost the financial support.

The diaspora has also intensified its fight for Ethiopia’s equitable share of the Nile waters. In the quest for Ethiopia’s legitimate rights over the Nile waters, many in the diaspora have held rallies in support of Ethiopia’s stride towards providing light to its people in the dark. Major cities across the world be it in the US, Europe and Australia have witnessed avalanches of Ethiopians and friends of Ethiopia in their streets requesting Ethiopia’s fair share on the Nile, among others.

Members of the Ethiopian diaspora have not only filled streets of western capitals for the request of equitable share of the Nile waters, they have also been making different public relations campaigns and advocating Ethiopia’s cause to the whole world by using media outlets. Ethiopians’ residing in the Arab countries or those who are eloquent in Arabic language have become common faces in Arabic channels challenging the status quo.

In conclusion, the African diaspora holds immense potential to drive massive progress for the continent. Through effective mobilization strategies, innovative initiatives, and increased advocacy, African nations can unlock the full power of their diaspora and create a transformative path towards sustainable development and prosperity for their people. Embracing the strength and dedication of the diaspora, Africa can build a brighter future, where its young people find hope and opportunity on their own soil.


Advantages of having lunch with your colleagues

The company where you work is not only your place of work, it is also somewhere where social relationships and friendships happen. For that matter, many managers are looking into promoting solidarity and a good working environment within their team because they are confident that it will have an impact on the productivity of the company. That is the reason why “eating together” with colleagues is something that companies really wish for. It has become something normal that generates lots of benefits. If you’re one of those people who eat alone in front of your desk, think about going to the cafeteria from time  to time to take lunch with your colleagues. Having lunch, sharing a good meal with your colleagues seated around a table, is the perfect opportunity to talk about work and what we have done during the weekend. It provides exchanges and  good spirit. According to the 2016 survey from Cornell University, it also stimulates teamwork.


This study revealed that most of the time, employees who eat together are more likely to work together than those who eat alone. Teamwork is not the only advantage that comes out of sharing lunch with colleagues: it is a good alternative to team building which is “ very costly, but mostly it requires a lot of employees to do activities with their colleagues during their free time” explains Kevin Kniffin, a behavioral researcher. With that in mind, many companies set up cafeterias inside their buildings to uplift that friendly practice and encourage employees to go there and sit at a table around colleagues.


However, you can’t force relationships among people because it could be counter productive. So, even though eating with colleagues has plenty of benefits, we shouldn’t force things to happen. It should come naturally… Actually just because you share a lunch with colleagues doesn’t mean that teamwork and harmony will get better and that workers will like each other better or work better together.


Quite to the contrary, eating by yourself could also be a good thing. Everybody is not always ready to handle conversations about each and others during lunch, which also represents a relaxing moment where you find yourself again. From this study from the University of Toronto, it is especially important to let people choose what they want to do. You can’t force anybody to be with others. Anyway, it is up to you to choose who you want to eat with. You can also choose both options and go back and forth as you want it, by eating alone once a week for example. 


Whatever the case is, it is recommended not to be seen as someone who always mess up the mood and the atmosphere within colleagues. Be even in terms of choices. Your manager will always appreciate you being someone who come together.


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.


Expatriation in Africa, an opportunity not to be missed

One can’t help but admit that Africa represents one of the main driving force in today’s world growth unless you want to resist to the idea. With an interesting average growth rate, this last few years, the black continent has been attracting multinational companies and investors from all over the world. Turning to Africa has become a very promising trend. This has led to expatriation in Africa being something very popular and more and more important.

Why go to Africa?

You could have a good career opportunity in Africa if you were to work there as an expat. It is however, a priority to know ahead of time what is going to happen to you once you get there no matter how you managed to get a job abroad. In addition to getting an opportunity to learn about a culture that is different and rich, working in Africa will allow you to live a less expensive life because usually life is more affordable in African countries than in Europe or in any other continent. Therefore, you could live a better cheaper life. In terms of housing, the opportunities that you will have are way more interesting.

Work opportunities to take on in Africa

According to World Bank’s estimation, the economic growth of sub-saharien Africa should reach an average of 3.6% in 2019-2020. Thanks to that number, the emerging countries of the continent have been getting more investments from companies. Not only does it contribute to reducing the unemployment rate but it also increases career opportunities for expats. The fact that the oil sector is one of the most promising ones in Africa goes to show that. Angola, Ivory Coast, Ghana, Gabon, Algeria, Libya and recently Senegal represent important oil production poles. Thus, due to oil windfall operating needs, the construction business has been booming in most of those countries. Also, the fast growing banking industry is creating new career opportunities for expats. They have been getting opportunities in Maghreb and West Africa in that specific department.

Preparing your departure to Africa

Even though Africa is a land of opportunity, we wouldn’t recommend you to go there without being well prepared. It is actually a must. So, way before you sign your expat contract, make sure you are fine with the terms and conditions that they offer, the financial part especially. That way you won’t have no bad surprise. Even better, it is preferable that your contract also mentions the conditions of your return. The minute you sign the contract, make sure that all the legal conditions are met to allow you to work peacefully in your host country. From the resident visa to any necessary permit that allow you to do your job. You must also check that all your shots are up to date before you get on the plane. For example if the yellow fever vaccine is mandatory, the hepatitis A and B are only highly recommended.


How to become a successful negociater as a salesman ?

Having salesmen with great negociation skills is a recipe for success for a company. The art of negociaion is not limited to the world of sales only actually. It touches all parts of life, from the life of a couple, a life of politics, to a life in business or even a family life. Nowadays, the fact that they are plenty of training courses aiming at maximizing the chances of being a good negotiator in terms of business, is proof of how important it is especially for a salesman for who it represents a good deal. For salesmen in deed, having a successful negociation means managing to establish a long lasting relationship with the clients and the partners. It is therefore crucial for the salesman to be on top of the game when it comes to negociation so he can fully understand it and find ways to improve the skills in that department.


Good negociation comes with good preparation

The first thing you need to know is that as a salesman, it is essential to be rightfully prepared before you start a process of negociation. To do so you will need specific coaching and management from salesmen managers. This would mean for a salesman who cares about being the best at négociations, to be fully prepared and know the product perfectly, the market and the needs of potential clients. The preparation requires a certain analytical mind, an intellectual curiosity, reasoning skills especially when the negotiations are about a specific subject.

Knowing how to improve and develop your emotional intelligence

As a part of the soft skills intelligence, emotional intelligence is something very important especially in  negotiation. Emotional intelligence comes with control of yourself and your emotions in order to handle negotiations in the best conditions. This quality comes handy in situations where you find it hard to close a deal with a client. Self-confidence and empathy are more than needed in that type of situation. The best negotiators are the ones with the best emotional intelligence. It can be improved by getting coaches that will give you training and specific advices. Also, determination and a strong will to persuade are very important qualities that facilitators look for.It does not mean that salesman who don’t have those qualities are not good negociators. It is never too late to overcome our own weakness by planing specific tactics to do so.

You can also read Ways to successfully and truthfully explain gaps in your CV during an interview ?


Ways to successfully and truthfully explain gaps in your CV during an interview ?

It is common for a professional to notice in the CV of the candidate, what we usually call a « gap » in the career path of the latter,  during the process of a job interview. Beyond a pure conjecture this embarrassing situation that appear as inconsistency in the career, whether it is true or not, is actually quite common. It does ring a bell especially knowing that majority of people have had that happened at least once in their lives. A gap in employment can be due to many factors. It could be due to a maternity leave. Or again to a personal project like trying to start a business for example. Finally, it could be the result of a contract breach that both parties agreed on and that led to a year leave. Either way, whatever the nature is, a gap in employment is always something that requires some logical explanation unless you want to fail the interview. But how exactly do you go around it without making a mistake? We will try to give an answer to that question in the following paragraphs.

Justifying a gap in your CV by making a coherent plan ?

First thing first, one of the smartest techniques used to explain a gap in your CV is by setting up a coherent plan that would fit with you career path or working experiences. It is crucial because you can be sure that the recruiter will not take lightly the words you choose to justify the gap in your CV. It is obviously a determining factor in the profile of the future employee.

Avoid lying to explain a gap in your CV by all means.

Because they want their interview to be successful some people are tempted to systematically lie to justify an existing gap in their CV. That type of behavior that consists of lying to justify in bad faith those times of inactivities or to change the dates of employments can end up having the opposite effect because if they find out about it, the candidate will lose any chance of having a successful interview. This is why it is very important to be honest when you are trying to explain a gap in the CV. Also, whatever the reason why your career was interrupted at some point of your life, be brief about your personal life. It really is the number one rule.

Use your cover letter to be ahead on the justifications

Contrary to popular misconceptions, a gap in the CV does not mean that you will not have a successful interview. Your cover letter can come handy when trying to anticipate on the questions you will probably get at the interview. It can help overcoming any concern the employer might have. Be honest no matter what and have a persuasive presentation. Make the person you’re speaking to know that what you were doing during your time of inactivity is not the proof of an incoherent behavior but rather the proof of an existing sense of initiative and determination. Taking this type of approach will help you gain some points and convince the employer that you are the best candidate for that position…Making an obstacle turn into an advantage will therefore show how good of a master mind you are.

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Professional retraining in Africa

A good amount of the workers who are not really open to venture to unknown lands,  feel a certain way about contemplating the idea of doing a professional retraining. Whether it is about being afraid to explore the unknown, to step out of their comfort zone or an instinctive search for professional security, professional retraining is not something very popular among workers in Africa and anywhere else in the world.

Change your career to take control of your life

A professional retraining consists of a change of career or work status but more than anything it is about taking your life under control which requires obviously to be someone rather audacious and able to go to the unknown. However, the number of people who are making radical changes in their career, not to mention those who are only talking about it, has risen up this last decade and it keeps growing. According to a study published by Opinion Way in 2016, on “professional retraining” 68% of active workers have considered seriously changing their life and 31% said that they did it at least one time already. Such a decision that is solely based on the desire to take one’s life in controle can’t happen without a change of environment or occupation.


Agriculture: the most popular field in Africa for workers undergoing a professional retraining

In Africa, the issue of migration in addition to a job market getting more and more overloaded make many workers turn to professional retraining. When it comes to investment, Africa still is the continent that offers the most possibilities for investors unlike Europe or the United States where almost all sectors have had some. That is the reason why people who are considering undergoing a professional retraining have plenty of areas to choose from to change their career. Agriculture happen to be a very profitable sector that offers many investment opportunities and job creations. Many professionals who are tired of their jobs or looking to have more independence in their professional lives are going into the agriculture business in Africa. That happen to be the case for the ex professional football player Ferdinand Coly who traded his football boots for a career in agriculture in his home country.

The obstacles that come with undergoing a professional retraining

Just like any adventure in life, a professional retraining is an exciting experience but yet stressful. In Africa, many workers that have the objective of going into a professional retraining sometimes have issues finding the appropriate training that meet with the criterion they have set. Another thing that make a professional retraining difficult in Africa is the funding of a professional activity. In many African countries, the Government have put in place many structures to fund those who want to engage in something or undergo a professional retraining. However they are yet to be efficient. Because of the sense of uncertainty that come with taking this type of decision and the issues mentioned earlier, many people would rather stay in the comfort of what they have instead of going to the unknown. Still, African professionals are being more and more aware of the fact that a change of career is an opportunity rather than an issue related to unemployment.


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Talent2Africa partners with Congo Business Network

Congo Business Network is organizing an event on the theme: “Digital Ecosystem: What should be the priorities for the emergence of Congolese technology?” Talent2Africa is partnering with this network in planning this conference, which is taking place on July 26, 2019 at Kin Plaza Arjaan by Rotana.