Diversity inclusion is a material topic
Diversity and inclusion
Diversity and inclusion are fundamental to our culture
We ensure equal opportunities for all our people and a workforce that reflects the diverse communities we serve. Through gender diversity, cultural representation and inclusivity, we continue to strengthen our talent pipeline, drive innovation and create a dynamic and respectful work environment.
Our priorities
Talent acquisition
We're focused on talent acquisition, retention and growth to enhance performance and create a vibrant and welcoming workplace for all.
Gender balance
We’re building a diverse workforce, deepening inclusivity within the Airtel Africa culture.
Career opportunities
We continue to support women into senior positions through various programmes which nurture female talent and underscore our broader commitment to gender equality.
GRI framework
GRI 405-1 Diversity of governance bodies and employees
Senior female appointments
Throughout 2024/25, we have steadily increased senior female appointments:
Advancing gender balance
We recognise that every person at Airtel Africa has the potential to make a unique contribution and we're developing a culture which respects and celebrates diversity in all its forms. Gender diversity allows us to create a more balanced workplace and strengthen our leadership pipeline. It also helps us develop a future-ready workforce across all business functions.
Our chief human resources officer regularly updates the Board of directors on the progress of diversity and inclusion, talent acquisition and retention as well as other matters pertaining to HR management. Despite our progress over the past year, this remains a key focus for our Executive Committee (ExCo) and Board of directors who agree there is more to do to achieve true gender balance.
We drive gender balance through a focus on recruitment and internal promotions.
We are committed to equal representation of men and women in our talent aquisition process. This year, we've continued to focus on senior women appointments at OpCo and HQ level and made steady progress every quarter. In total, 83 women were appointed into senior positions.
Recognising the leadership potential of our women employees ensures we're able to provide them with support and opportunities to develop their skills and reach their full potential. As a result, 28.5% of our OpCo ExCo roles are held by women.
By 31 March 2025, we’re pleased to report that our overall gender balance increased to 29.2%, a clear indication that we’re building a more inclusive culture and workplace for women.
Fostering inclusion through mobility
To further embed diversity and inclusion within our workforce, we continue to develop our Group-wide initiatives, such as our talent exchange programme which enables employees from 14 OpCos to gain cross-market experience, transfer skills and contribute to business growth. As of 31 March 2025, 24 exchanges have taken place, reinforcing knowledge-sharing and professional development.
Cultural and national diversity
We’re proud that 40 nationalities are represented within our workforce demonstrating that Airtel Africa’s culture and employment opportunities are globally competitive and inclusive.
Diversity and inclusion in action
International Women’s Day
On International Women’s Day 2025, we reaffirmed our commitment to empowering women as catalysts of economic growth across the continent and key drivers of the future of the business. We continue to take deliberate steps to support and spotlight women’s contributions through targeted action.
Aligned to the global theme of ‘accelerate action’, we scaled initiatives such as the global accelerator and mentorship schemes, while advancing in-market programmes. These included ‘Girls4Girls’ in Kenya – mentorship network pairing senior women leaders with young professionals to build leadership skills – and ‘Airtel Divas Zambia’ which is a programme to identify, recognise and develop high-performing women across commercial teams.
Investing in women-led programmes and education is vital. When we acknowledge and empower women’s initiatives, we build diversity into our business for the long-term. But more than that, we also improve job security, enhance income opportunities, and create a ripple effect that benefits families, communities and entire economies.
