Opportunities for Youth’s Post

Day 7 of the Energy Sector Women Leadership Initiative Training was powerful💃 It was so amazing and so valuable such that I could easily relate it to my Leadership journey. Do not be surprised to find me in the Energy Sector going, the women in this space are exceptional😊👌 So day 7 was all about Diversity and Inclusion. ✅Diversity is the collective mixture of differences and similarities that include, for example, individual and organizational characteristics, values, beliefs, experience, backgrounds, preferences, and behaviours. ✅Diversity means all the ways we differ. It includes the readily visible differences that may be below the surface. ✅Inclusion is the achievement of a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organization’s success. A workplace free from harassment and discrimination. ✅Diversity and Inclusion can be managed through; ✔️Addressing the differences that impact staff performance and organization results. ✔️Inviting and utilizing the diverse potential and contributions of all employees. ✔️Eliminating and reducing barriers that prevent, recruitment from the widest pool of candidates, representation of community members, the ability of all staff to contribute and the progression of all staff. ✔️Unleashing the productivity, creativity and ideas of a diverse workforce. ✔️Creating competitive advantage where you operate. ✔️Creating conducive workplaces and respectful relationships with internal and external stakeholders. 📝My take home are the skills to take me and you to the top and these include; ✔️Strong communication and decision making skills. ✔️Good presentation and team skills. ✔️Confidence and excellent interpersonal skills. ✔️Networking and good organizational skills. ✔️Demonstrating the requisite level of expertise as well as progress with work life balance. ✔️Hard work, flexibility, intuition, patience, empathy. ✔️Even tempered demeanour and strong support system. This Training has been made possible through USAID Power Africa LonadekInc Ibilola Onadeko-Amao Ph.D FEI FNSE FIoD FAEng Jemimah Jatau Helen Ezeh #energy #womeninenergy #leadership #USAID #leadershipdevelopment #careeradvancement #careerdevelopment #womendevelopment #training #diversityandinclusion #engineering #networking #Webinar #renewableenergy #techwomen #womenintech #ESWLI #PowerAfrica #PoweringJobs

🌟#ShoutoutFriday! 🌟 Today, I want to give a big shoutout to all the HR practitioners and Hiring Managers who are championing diversity and reshaping the workplace by entrusting the youth with managerial roles. In the past, these positions were often reserved for those perceived as more mature and experienced. But in the age of digital transformation, we must shatter those glass ceilings and blend the wisdom of experience with the fresh perspectives of Gen Z and Millennials, the true digital natives. Taking a chance on the younger generation is absolutely vital in today's dynamic work landscape. It's the key to staying agile and meeting the ever-evolving demands of technology. Diversity isn't just a buzzword; it's the driving force behind growth and forward-thinking organizations. Let's keep pushing boundaries and creating workplaces that thrive on the richness of differences. 💪🌐 Championship of Diversity Ogone Madisa ACMA Matlhogonolo Letsopa Mponang Bame Lekoko Talent Matters Bame Carol Mothei HRMC Botswana #DiversityMatters #FutureOfWork #YouthLeadership #digitaltransformationjourney

Nurturing Talent: A Ugandan Perspective Here is where you can reserve your spot: https://lnkd.in/g7KdATUb It is not only important but absolutely essential to grasp the essence of governance in this quickly changing digital environment. Unquestionably, technology has completely changed the way we conduct business, necessitating a creative turn around in the area of corporate governance. Join us for the Boardroom Masterclass on March 21, 2024, to gain insights on governance in the digital era and stay ahead of the curve. Nurturing Talent: A Ugandan Perspective Viewing talent with a unique African lens emphasizes the importance of fostering a supportive environment for the continent's youthful workforce. Here are a number of pointers that may be of great help: Watch the video as Josephine Mukumbya elaborates on the subject. 1. A Youthful Management Team: Companies should be deliberate about having a youthful management team. This approach brings fresh perspectives, innovative ideas, and a deep understanding of contemporary challenges. Youthful leaders are often more in tune with the evolving needs of the market and are better equipped to adapt to change swiftly. 2. Deliberate Retention Strategies: Organizations should be deliberative about having strategies in place to retain their workforce. Recognize the value of retaining talented individuals who show promise and dedication. 3. Tailored Benefits for Youth: The benefits that resonate with a youthful workforce may differ from those preferred by older employees. Benefits such as flexible working hours, opportunities for skill development and training, mentorship programs, and a vibrant company culture can be prioritized to attract and retain young talent. 4. Inclusive Staffing Practices: There should be a concerted effort to ensure that staffing practices are inclusive, particularly towards youth and women. Companies should recognize the importance of diversity and actively seek to create opportunities for traditionally underrepresented groups. This not only fosters a more inclusive workplace culture but also contributes to the overall growth and development of the nation's workforce. JKC Consulting | Steadman Global Consulting | COVAE | Ligomarc Advocates | aBi - Agricultural Business Initiative | Standard Chartered Rachel Dumba | Moses B. MWASE | Josephine Olok | Badru Ntege | Japheth Katto | Ruth Sebatindira SC #Ugandan #YouthfulLeadership #InclusiveWorkforce #TalentRetention #Africa #Diversity #GenderInclusion

‘The opportunity of a lifetime can only be realized in the lifetime of that opportunity - (Paul Onwuanibe, CEO - Landmark Africa) This day last week was ‘Day 1’ of the Women In Management, Business & Public Service 22nd annual conference and part of my highlight for on that day was the keynote speech by the CEO of Landmark Africa who shared his journey, principles and tools that have helped him navigate to this point of his career. Some of the key points for me was; upgrade your dream to reality and your reality to conviction, take chances - fail and use the experience, stay in power, keep an Olympic mindset, be excellent and passionate, and surrounding yourself with ambitious people. In his words, as humans, we must have the courage to give up what we don’t need to keep the things we need. Dear young person committed to your personal and professional development, remember there are no limits; most of the people you admire today also at some point had uncertainties, so just DO and DO STRATEGICALLY. Never forget to not compare your now with people’s 5-10years. #careergrowth #personaldevelopment #youthdevelopment #missioniampossible #wimbizannualconference

Unlocking the Power of Gen-Z in South Africa As leaders, we're facing a transformative moment in our workplaces. Gen-Z, born between 1997 and 2012, is bringing a fresh wave of energy, diversity, and innovation to our teams. South African insights: -75% of Gen-Zs in South Africa believe that "making a positive impact" is essential in their careers (Source: Deloitte's 2022 Gen-Z Survey) -62% of Gen-Zs in South Africa value "autonomy and independence" in their work (Source: PwC's 2022 Employee Experience Survey) -By 2030, Gen-Z will make up over 40% of South Africa's workforce (Source: Stats SA) To tap into their potential, we must: -Empower Gen-Z to drive change and innovation -Provide flexible work arrangements and growth opportunities -Foster a culture of purpose, inclusivity, and creativity -Embrace their tech-savviness and entrepreneurial spirit -Develop leaders who mentor, coach, and inspire Let's harness the energy of Gen-Z to shape the future of work in South Africa! #GenZ #Leadership #SouthAfrica #FutureOfWork #Innovation #Purpose #Autonomy #Inclusivity #Creativity #TechSavviness #EntrepreneurialSpirit

Throughout my career I have navigated a diverse and challenging career path. From serving as Tunisia’s Minister of Energy, Mining, and Renewables to launching the United Nations’ Green Climate Fund and holding roles at the World Bank, African Development Bank, and Citibank, every step has brought new insights and challenges. Being an African, Arab woman leader—and a working mother—overseeing a complex region in a global organization hasn’t always been easy. Here are some reflections on my journey: 🔹𝐂𝐚𝐫𝐞𝐞𝐫 𝐌𝐨𝐯𝐞𝐬: Each role I've taken on was driven by a readiness for new challenges and a sense that I had made meaningful contributions in my previous position. Change is daunting, but it’s essential for growth. 🔹𝐍𝐚𝐯𝐢𝐠𝐚𝐭𝐢𝐧𝐠 𝐋𝐚𝐜𝐤 𝐨𝐟 𝐆𝐞𝐧𝐝𝐞𝐫 𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲: Starting in Citigroup’s trading room was tough. I was often underestimated and faced criticism. These experiences, however, helped me develop coping mechanisms and a stronger resolve to support other women facing similar challenges. 🔹𝐃𝐞𝐚𝐥𝐢𝐧𝐠 𝐰𝐢𝐭𝐡 𝐂𝐨𝐧𝐟𝐥𝐢𝐜𝐭: Ideally, I’d prefer a world where everyone gets along. However, when conflict arises, I look for ways to realign roles to fit individuals better, or simply hope for better days. 🔹𝐒𝐮𝐩𝐩𝐨𝐫𝐭𝐢𝐧𝐠 𝐖𝐨𝐦𝐞𝐧: I notice that men support each other more than women do. This needs to change. And we must create our own supportive networks. I ask all professional men and women: Be a Feminist! 🔹𝐁𝐚𝐥𝐚𝐧𝐜𝐢𝐧𝐠 𝐖𝐨𝐫𝐤 𝐚𝐧𝐝 𝐋𝐢𝐟𝐞: Balancing career and personal life is tough. For me, work and life often overlap, and my work is a part of practicing my faith. I’m blessed with a supportive family that understands the demands of my work. 🔹𝐓𝐫𝐚𝐯𝐞𝐥𝐢𝐧𝐠 𝐚𝐬 𝐚 𝐖𝐨𝐫𝐤𝐢𝐧𝐠 𝐌𝐨𝐭𝐡𝐞𝐫: There’s always guilt but being a role model for my son is important. It’s about finding trustworthy caretakers and maintaining a strong connection with your children, even from afar. 🔹𝐌𝐲 𝐀𝐝𝐯𝐢𝐜𝐞 𝐟𝐨𝐫 𝐖𝐨𝐦𝐞𝐧 𝐄𝐧𝐭𝐞𝐫𝐢𝐧𝐠 𝐭𝐡𝐞 𝐖𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞: Seek out mentors, stay close to those with whom you have good chemistry, and surround yourself with competent, kind people. My journey has taught me resilience, the importance of support networks, and the value of meaningful work. Let’s continue to uplift and inspire each other.  #Leadership #WomenInBusiness #CareerGrowth #WorkLifeBalance #Mentorship #Inspiration

Multiple studies have shown that organisations that prioritise diversity in their workforce are better able to expand into new markets. Additionally, businesses that have a strong focus on inclusion and diversity experience significant increases in sales revenue. In today's world, where a diverse and inclusive culture benefits business and society, Lagos Business School Sustainability Centre is pleased to collaborate with you to create a diverse, inclusive workplace to help you achieve your business objectives. You are invited to join our information session to learn more about the Inclusive Workplace Acceleration Programme and how your organisation can benefit from it. During the session, you can expect to: ·       Explore the broad scope of inclusivity - age, ethnicity, cultural background, social status and gender - and its impact on revenue growth and profitability  ·       Understand the benefits of the inclusive workplace Acceleration programme for boosting team productivity and organisational effectiveness.  ·       Learn about our exclusive coaching services and how we can support your team to manage a diverse and inclusive workforce. ·       Discover how this exclusive capacity-building and executive coaching programme can support organisational culture leaders in driving revenue growth and profitability through workplace diversity and inclusion.   Click here to sign up: https://lnkd.in/g2b_fbY9

𝐏𝐞𝐞𝐫 𝐆𝐫𝐨𝐮𝐩𝐬: 𝐌𝐚𝐧𝐲 𝐰𝐨𝐦𝐞𝐧 𝐬𝐡𝐲 𝐚𝐰𝐚𝐲 𝐟𝐫𝐨𝐦 𝐫𝐢𝐬𝐤𝐬 Peer groups serve as dynamic spaces where individuals can collectively address challenges, and one prevailing issue is the tendency of many women to shy away from taking risks. These groups provide a supportive environment for open discussions about risk aversion among women, enabling members to share experiences, insights, and strategies for embracing risk in both professional and personal contexts. By fostering a culture that encourages calculated risk-taking, peer groups empower women to challenge their comfort zones, pursue ambitious goals, and leverage opportunities for growth. The collective wisdom and shared experiences within these groups become catalysts for building confidence, developing risk-management skills, and ultimately unlocking untapped potential. Through open dialogue and mentorship, peer groups play a pivotal role in reshaping attitudes toward risk, empowering women to navigate challenges, and inspiring them to embrace opportunities with courage and resilience. EGN Malaysia (Executives' Global Network)   Contact Krishenjit Singh for more information on The Value of EGN   Visit our website at https://lnkd.in/gjTx52Nj You can also email us at ask.egn@egn.com.   #egnmalaysia #kualalumpur #professionalnetworking #peergroup #executiveleadership #makingeachotherbetter #networking #peersupport #leadership

Thinking out LOUD: Competitive Job Market: Merit vs. Proximity In today’s competitive job market, relying on proximity to key decision-makers to secure the perfect opportunity can be tempting. However, prioritizing connections over meritocracy and innovation can negatively affect individuals and organisations. By valuing skills and potential over connections, we can create a more dynamic and competitive environment that rewards excellence and drives sustainable growth. Let’s champion transparent hiring practices and equitable opportunities to build highly effective and diverse teams. Together, we can foster environments where talent is recognized, irrespective of proximity to power. Let's commit to this approach and drive sustainable business and economic growth. #Meritocracy #HiringPractices #WorkplaceDiversity #CareerGrowth #Innovation #VivaAfrica #Kenya

According to Hofstede Insights (now The Culture Factor Group)….. only 35% of Nigeria's leading companies have at least a tolerable level of diversity, equity, and inclusion. The report analyzed the boards and management teams of over 140 Nigerian corporations and found that they scored significantly lower on DEI measures than their counterparts in other countries. This is a shocking statistic, considering the many benefits that DEI brings to businesses, such as increased innovation, productivity, and profitability. It also shows that Nigerian companies are falling behind the global trend towards DEI. There are many reasons why DEI is important. First, it helps to ensure that all employees feel valued and respected. This leads to increased morale and engagement, which in turn leads to better performance. Second, DEI helps businesses to attract and retain top talent. In today's competitive job market, employees are looking for employers who are committed to DEI. Third, DEI helps businesses to better understand their customers and their needs. When a company has a diverse workforce, it is better able to connect with and serve a diverse customer base. Nigerian companies need to do more to promote DEI. This can be done by implementing a number of measures, such as: 1. Setting clear DEI goals and targets 2. Creating a culture of inclusion and belonging 3. Providing unconscious bias training for all employees 4. Recruiting and hiring from a diverse pool of candidates 5. Supporting diversity initiatives within the company and the community By taking these steps, Nigerian companies can create a more diverse, equitable, and inclusive workplace that benefits everyone involved. #DEIinNigeria #NigeriaDEI #DiversityMatters