Hiring women for your African impact sourcing BPO is more than just the right thing to do. It’s a smart strategy that should be built into your KPIs to help ensure the success of your impact-sourcing initiatives in the African market.

According to the International Labour Organization, 21.7% of youth aged 15-24 globally were considered NEETs (not in education, employment, or training) in 2023. In Africa, these rates tend to be even higher, especially for young women. In other words, women are an untapped resource that bring unique strengths and qualities that can significantly benefit your BPO operations.

Understanding the ripple effect

Aside from the soft skills that women generally tend to demonstrate (that is, high levels of empathy, communication skills, and attention to detail), they’re also adept at multitasking and managing complex interpersonal situations... all factors that make them particularly well-suited to lead in the dynamic environment of BPO operations.

However, it’s the “ripple effect” that African women in particular bring to the table that elevates the positive impact that goes beyond individual job placements. African women in a stable work environment will invest more in their families' basic needs and prioritize education and opportunities for their children. In doing so, they’re also contributing to broader economic development and social stability. In a report from World Bank titled, “What works to narrow gender gaps and empower women in Sub-Saharan Africa?” it says, “Beyond increasing women's economic empowerment and decision-making power, gender equality in employment is also an important driver of inclusive economic growth and poverty reduction.” In short, when women are employed, the benefits ripple out to their families and entire communities.

Promoting women and creating powerful role models

Promoting African women to leadership positions in BPOs offers a number of advantages. For one thing, having diverse perspectives within your BPO leads to more innovative and inclusive strategies. Plus, female leaders serve as powerful role models, inspiring other women and creating a positive cycle of female empowerment within organizations.

Making a plan to bring more women into your BPO

As you’re setting up your operations at an African BPO with the intention of ensuring diversity and empowering African women, here are a few things you’ll want to consider:

• Set measurable targets. If your goal is to empower and elevate African women, work with your BPO to establish specific, measurable targets for women in leadership positions, aim to be bold with at least 60% representation (a number recommended by the International Labour Organization) which is close to gender parity while allowing for some flexibility.
• Set interview targets. Aim to interview a minimum percentage of qualified female candidates for each leadership role. This increases the likelihood of hiring women for leadership positions. For non-leadership roles that offer the potential for growth, collaborate with local schools and universities to encourage young women to pursue careers in BPO, customer experience and technology.
• Ensure equal pay and promotion opportunities. Conducting regular pay equity audits can help you stay on top of and correct any disparities. As well, tracking and analyzing promotion rates by gender can ensure pay equity across your organization.
• Create mentorship and development opportunities. Pair women with high potential with senior leaders for guidance and support. Likewise, give them opportunities to gain experience in critical business areas that will better prepare them for leadership roles.
• Offer leadership training. Provide leadership training programs that will help the women in your BPO develop the skills needed for leadership roles.
• Support external education. In addition to any internal training you might offer, encourage and support women in pursuing external education and certification programs to enhance their qualifications. Consider bringing in strong female leaders from outside the organization to speak to and inspire the women within your operation.
  Establish an Employee Resource Group (ERG). Foster an inclusive work environment by encouraging women and allies to form an Employee Resource Group (ERG) where they can provide support for one another and connect with potential mentors.

Hiring women as a strategic imperative

By implementing this comprehensive plan, a BPO can create a more inclusive environment that not only attracts and retains talented African women but also empowers them to reach leadership positions. This approach will lead to a more diverse, innovative, and successful organization while contributing to broader economic empowerment in African communities.

Looking to build a hiring strategy for your impact sourcing BPO in Africa? Impactify can help.