Diversity and 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 balance, cultural representation and inclusive hiring, we continue to strengthen our talent pipeline, drive innovation and create a dynamic and respectful work environment.
Our focus areas
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 our culture.
Career opportunities
We continue to support women into senior leadership 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
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 balance allows us to create a more balanced workplace and strengthen our leadership pipeline while helping us develop a future-ready workforce across all business functions.
The proportion of women employees continues to grow from 29.2% in 2024/25 to 29.9% as of 31 March 2026. This consistent progress reflects our ongoing commitment to inclusive hiring, internal promotion and targeted development for women across our markets. We’re pleased to report that several OpCos exceeded 30% female representation across their respective workforce as a result of visible executive sponsorship, alignment of gender goals to leadership’s performance objectives and dedicated local inclusion initiatives.
Talent slates are reviewed for diversity before hiring and promotion decisions are made. Gender balance is tracked through structured talent councils and succession planning processes, with regular reporting to the Executive Committee (ExCo) and the Board providing the visibility needed to drive accountability. The chief human resources officer provides regular updates to the Board on the progress of diversity and inclusion initiatives across the Group.
Furthermore, in 2025/26, mandatory manager training on inclusion, leadership and unconscious bias has been rolled out across the organisation, reinforcing behaviours that support fairness and opportunity for all employees.
Gender balance in leadership
Strengthening gender balance across leadership remains a key priority as we continue building a high-performing and inclusive organisation. Women represented 25.8% of ExCo roles across our OpCos as of 31 March 2026. We continue to embed diversity considerations into succession planning, talent reviews and leadership development programmes to ensure progress continues across all markets. Personal objectives and annual bonus targets for the ExCo during the year include a 10% weighting on ESG gender balance metrics to increase women representation across the Group.
- See Remuneration Report in the Annual Report and Accounts 2026
We’re pleased to report that 47 women were appointed to senior positions across our OpCos and Group functions during the year, reflecting continued progress in strengthening female representation in leadership roles.
Many senior women candidates were recommended for promotion after completion of our flagship leadership development programme. Over 40% of participants in the programme were women during the year, strengthening a diverse future leadership pipeline and ensuring women have direct access to the development pathways that lead to senior roles.
As of 31 March 2026, 36.3% of our Board members were women. The Board and Nominations Committee continue to monitor gender balance as part of the Board succession process, ensuring that the composition of the Board reflects the breadth of skills, experience and perspectives required to support the Group's long-term strategy.
Cultural and national diversity
Our workforce reflects the diversity of the markets and communities we serve: 39 nationalities are represented across the organisation, demonstrating that Airtel Africa’s culture and employment opportunities are globally competitive and inclusive.
Diversity and inclusion in action
Enhancing gender balance across our markets
Our commitment to inclusion is most visible in the programmes our people lead and champion across our markets.
In Zambia, Airtel Divas is a dedicated programme to identify, recognise and develop high-performing women across commercial teams. These initiatives reflect our belief that when we invest in women, we invest in the resilience and future of our business.
In Kenya, the Girls4Girls mentorship programme pairs senior women leaders with early-career professionals, building leadership skills and professional confidence from the ground up. Since its inauguration in 2023/24, 31 young women professionals completed the mentorship programme as of 31 March 2026.
We continue to develop our Group-wide talent exchange programme which enables employees from across our 14 OpCos to gain cross-market experience, transfer skills and contribute to business growth. In 2025/26, women represented 22% of participants in the programme, reflecting our continued commitment to advancing gender diversity. Initiatives like this reinforce knowledge-sharing and professional development while fostering a culture of inclusion and global collaboration.
Diversity and inclusion in action
Celebrating International Women’s Day
On International Women’s Day 2026, we reinforced our commitment to empowering women as drivers of economic growth and business performance. Under the theme ‘Give to gain’, we celebrated our mentorship, leadership and talent development initiatives to support high-performing women across our markets.
On the day, we combined Group-wide activities with in-market initiatives, including leadership-led town halls and a pan-African spotlight series celebrating women across Airtel Africa. These efforts strengthened our inclusive culture while supporting the progression of women into leadership roles.
In a region where gender equality remains closely linked to economic development, our continued investment in women’s empowerment is helping to expand opportunity, strengthen communities and support sustainable, long-term growth.
