MIL-OSI Publisher – Page 6 – MIL Africa Engine

July 13, 2026

Skills shortages are holding back businesses in South Africa – survey finds the weak spots

Source: The Conversation – Africa – By Martin Magidi, Researcher, University of Cape Town

Running a business in South Africa has become increasingly difficult. The challenges range from the economic after-effects of the COVID-19 pandemic to limited access to finance, increased global competition, shifting trade relations, technological change and governance issues.

As researchers with an interest in urban economies, we set out to understand the biggest challenges facing businesses wanting to grow in South Africa’s Western Cape province. The study involved surveying 426 businesses to draw on the views of employers directly.

Our findings show that their biggest constraints were shortages in digital, soft, and environmental sustainability skills. The gaps were the result of weaknesses in education and vocational training.

These findings align with problems in the broader South African labour market, like poor schooling, limited practical skills and a mismatch between what people learn and what employers actually need.

Skills shortages affect not only job seekers but also business productivity, growth and competitiveness.

Yet most firms in our study reported spending only 1%-4% of their wage bill on staff training.

We argue that educational and training institutions play a key role in developing skills, but businesses also have a responsibility to train and develop their employees.

Business challenged by lack of skills

This study gathered the views of 426 business owners and senior managers based on how various factors affected their operations. Those factors included institutions, infrastructure, labour markets, skills, product markets and the natural environment.

Skills shortages emerged as the leading challenge facing businesses in the Western Cape.

More than 70% of respondents said they struggled to find workers with the right skills.

Many believed schools and vocational colleges were not adequately preparing young people for the workplace. For example, 43% said that secondary school and vocational graduates possessed only basic workplace skills. Overall, businesses rated the skills gained through primary, secondary and vocational education as poor. About 58% said secondary education met some of the needs of a competitive economy, while 53% felt vocational education was only somewhat relevant to business needs, or not at all.

Just over half (52%) said university graduates had the skills their businesses required. Nearly half of employers remained unconvinced, however.

Most businesses also reported that their employees lacked strong mathematical and data skills. About 55% said workers demonstrated little or no proficiency in these areas, despite their importance to innovation, evidence-based planning and economic competitiveness.

Vocational training is weak

The study also shows that weaknesses in the technical and vocational education and training (TVET) system contribute to the skills gap. TVET institutions are intended to equip learners with practical, job-ready skills. But nearly 50% of employers said graduates still required practical training before they became productive.

In addition, 59% of employers believed that vocational education only partly met the economy’s needs, while 62% rated the quality and relevance of vocational training as poor for their business needs. Employers believed that stronger partnerships between training institutions and industry, together with more apprenticeships, workplace experience and updated curricula, could improve graduate readiness.

Digital skills are falling behind

Digital skills have become essential in business, but most employers believed workers were not keeping pace with these changes. At least 55% of the surveyed businesses believed their workforce had only basic digital skills and computer literacy. Just over half (52%) said it was difficult to find employees prepared for digital transformation. And 70% rated their workforce’s technology skills as poor or very poor. Employers believed these shortages limited innovation and productivity and weakened competitiveness.

Soft skills matter too

Beyond technical skills, employers also reported a gap in “soft skills”, also known as interpersonal or people skills.

Creativity, problem-solving abilities, good work ethic and self-confidence were lacking. Over 60% of the employers rated their workforce’s skills in these areas as only “minimally” or “mildly” adequate.

This result highlights that the current education system does not do enough to develop skills that are important for critical thinking, decision-making, innovation, practical application of knowledge, and solving problems in the real world.

Environmental skills are scarce

As South Africa strives to build a greener economy, businesses need workers with environmental and sustainability skills. Many employers said these skills were scarce.

About 50% rated workers’ environmental awareness and knowledge of green practices as “minimally” adequate. Only 48% reported that they could find workers with these skills to a “mild” extent.

This suggests that more training in green skills may be needed. As environmental regulations tighten and demand for sustainable business practices grows, these shortages could limit businesses’ ability to compete in emerging green markets.

Businesses need to invest more in training

Half the employers rated access to education and training services within their organisations as very limited or expensive. This indicates that both businesses and employees face barriers to getting quality training.

It highlights the need for greater investment in workplace skills development and improvements to the education system.

Closing the skills gaps would make businesses more productive and competitive, and more people would be able to find and keep jobs. Achieving this will require stronger partnerships among government, education and training providers, and businesses, as well as greater investment in workplace training.

– Skills shortages are holding back businesses in South Africa – survey finds the weak spots
– https://theconversation.com/skills-shortages-are-holding-back-businesses-in-south-africa-survey-finds-the-weak-spots-286978

July 13, 2026

Training young people for jobs: insights from 9 African countries on what’s missing

Source: The Conversation – Africa – By Ramos Emmanuel Mabugu, Professor, Sol Plaatje University

Africa’s young population is often described as a demographic dividend: a potential economic advantage if young people can gain the skills and jobs needed to contribute productively. But for many young people, that promise is slipping away. They leave school or training and enter labour markets where formal jobs are scarce and public programmes too often miss the people who need them most.

Too many programmes are underfunded, weakly targeted and disconnected from employers.

Drawing on more than three decades of applied economics and policy research, with particular expertise in labour markets, public finance, policy evaluation and youth employment programmes in Africa, I recently co-edited a book called Youth Employment Programmes in Africa. The book uses evidence from Ethiopia, Ghana, Kenya, Niger, Nigeria, Rwanda, Senegal, South Africa and Uganda to show that these programmes cannot succeed as stand-alone projects. They also need to be:

linked to real labour demand
backed by adequate public resources
implemented through capable institutions
protected from political capture.

Labour market and youth employment spending averages about 0.35% of GDP across the nine countries, compared with about 0.95% in OECD/developed countries. Private employment incentives average about 0.04% of GDP, compared with about 0.64%. (Computations are based on data for the OECD/developed countries and for the nine African countries.)

The main lesson is clear: youth employment programmes will not create decent jobs unless they are designed around real labour demand, capable institutions and the young people who face the highest barriers to work.

Why youth employment programmes matter

Many African countries are trying to turn large youth populations into productive workers just as public budgets are tight and labour markets are failing to create enough secure jobs. Africa’s median age is about 19 years, far below Asia’s roughly 33 years, North America’s 39 years and Europe’s 43 years. This underscores the scale of the youth employment challenge.

Employment programmes are often treated as a technical fix: train young people, support start-ups and hope that jobs follow. The evidence points to a wider problem. These programmes need:

capable public institutions
employers willing to hire young workers
good design
social inclusion
political support
public accountability.

Poorly targeted programmes can deepen exclusion instead of reducing it.

Key findings

The study rests on an unusually wide evidence base: nine African country studies conducted between 2022 and 2024. It combines policy, legal, programme and academic reviews with interviews involving young women and men, including vulnerable groups, key informants and policymakers. With more than 500 interviews and 1,500 focus group participants, the study shows how youth employment programmes actually perform.

Three findings stand out.

First, youth employment programmes are now common in policy documents, but many are too small, poorly funded and weakly implemented to match the scale of the challenge.

Second, most programmes focus on improving young people’s skills or supporting entrepreneurship, while doing much less to encourage employers to create jobs.

Third, targeting is weak. Poorer, rural, less educated and digitally excluded young people are least able to access support. These problems are made worse by fragmented coordination, weak data systems, limited monitoring and perceptions that political connections influence programme access.

Variations

The nine countries face different labour-market problems. Based on World Bank/International Labour Organization estimates, South Africa has the highest youth unemployment rate of the nine – about 59.4%, and around 60.9% in recent estimates. This points to a severe shortage of formal entry-level work. The African Union defines youth as people aged 15-35, but this does not always match the age ranges used by national governments to determine eligibility for youth employment programmes. For example, South Africa officially defines youth as people aged 15-34.

In most of the other countries, the bigger problem is informality: young people are working, but often in low-productivity, insecure and poorly protected activities. (In Table 1, youth informal employment ranges from 77.3% in Niger to 98.6% in Senegal, with most countries above 90%.)

Table 1. Selected youth labour-market indicators in the nine country studies. Adapted from Youth Employment Programmes in Africa (Routledge)

High rates of young people not in employment, education or training (NEET) in Nigeria, Senegal and South Africa show another layer of exclusion. Rates are 36.3% in Nigeria, 34.2% in Senegal and 32.9% in South Africa (Table 1, adapted from Youth Employment Programmes in Africa.)

These indicators measure different parts of the youth labour-market problem. The informal employment rate refers only to young people who are already working: in Senegal, 98.6% of employed youth are in informal jobs, meaning that work is overwhelmingly insecure, low-paid or weakly protected. The NEET rate measures a different group: 34.2% of young people are not working, studying or in training at all. Taken together, the figures show a dual challenge: many young people are excluded from work and education altogether, while most of those who do work are concentrated in informal employment. Youth employment policy therefore has to address both access to jobs and the quality of the jobs available.

This means youth employment programmes cannot simply be copied from one country to another. They have to fit local labour-market realities.

A similar mismatch appears when labour-market pressures are compared with programme spending and targeting. Countries facing the deepest youth employment pressures do not always have the strongest programme coverage or the most effective support for job creation. This helps explain why policy commitment has not always translated into measurable labour-market change.

Table 2. Programme spending and targeting patterns. Adapted from Youth Employment Programmes in Africa (Routledge)

Private employment incentives are especially limited. These could include targeted wage subsidies, first-job tax credits, apprenticeship grants and support for firms that retain young workers after training.

Coverage is modest, and the poorest young people are reached least. The groups most in need of support are least likely to benefit.

What governments should do

The evidence points to a practical but politically difficult reform agenda. Governments need to invest more seriously in youth employment programmes. But funding alone will not be enough. Programmes also need stronger implementation, better coordination across ministries and agencies, transparent data, credible monitoring and evaluation, and eligibility rules that deliberately reach vulnerable young people.

Policy should move beyond an almost exclusive focus on training and entrepreneurship and create stronger incentives for employers to hire and support young workers. Young people should also have a direct voice in how programmes are designed and monitored. That would help turn youth employment programmes from fragmented projects with limited reach into tools of opportunity, trust and accountability.

Good intentions will not be enough. Youth employment programmes need to be built around real jobs, capable institutions and the young people they are meant to serve.

– Training young people for jobs: insights from 9 African countries on what’s missing
– https://theconversation.com/training-young-people-for-jobs-insights-from-9-african-countries-on-whats-missing-287075

July 13, 2026

Africa’s youth are finding jobs – but not the ones they imagined

Source: The Conversation – Africa – By Sam Jones, Senior Research Fellow, World Institute for Development Economics Research (UNU-WIDER), United Nations University

Each year, millions of young Africans enter the labour market in search of stable and fulfilling employment. In Mozambique alone, more than half a million young people join the workforce annually.

Many will find work in agriculture, but opportunities for formal employment remain limited. Even in urban areas, many jobs are informal, offering little security and falling short of the aspirations of an increasingly educated young population.

Since 2017, the United Nations University World Institute for Development Economics Research (UNU-WIDER) has conducted surveys to trace the path of students from the classroom into the labour market.

We are researchers at Inclusive Growth in Mozambique, a research and capacity development initiative launched in 2015. Our recent statistical report provides a rare look at what actually happens when young people leave university and technical-vocational (TVET) colleges and enter the workforce. The study followed graduates from 2019 to 2024.

The evidence shows that most do find work, eventually, but often not the kind policymakers assume.

Close to half of graduates find a job in the first year after graduating. For the rest, it takes significantly longer. Only by the third or fourth year do the vast majority find work. And results vary widely, depending on the educational level (university or TVET), the type of course, and gender. The differences are seen not only in employability but also in early-career wages and the quality of work. There is a high rate of employee dissatisfaction with their jobs.

The graduates’ experience reveals the limits of the current labour market strategy of widening access to education. It’s doing so within an economy that isn’t growing fast enough, especially in creating formal employment. The results also underline the importance of strong evidence about the labour market and education.

The hidden story behind employment statistics

The young people in the study eventually found some form of work. Economic activity rates reached around 90% for university graduates after five years, and just under 80% for TVET graduates after four. Unemployment rates among them are lower than for other young people of the same age. University graduates showed a 7% unemployment rate in 2024 compared to nearer 19% among equal-aged young people (as per the 2022 national household survey).

At first glance, this looks like success. The reality is messier. The transition into employment is slow and uneven. Among university graduates, employment rises from about 69% soon after graduation to nearly 90% five years later – a gradual climb, not a quick absorption. For TVET graduates it’s slower still: starting near 42% and reaching only 79% after four years, with some slippage after that.

These averages also hide wide variation. Some graduates find work quickly; others cycle through job search, casual work and inactivity for years. The result is a “staggered” transition into stable employment. Some don’t make it.

Not all work is the same

Behind these slow transitions lies another problem: “employment”, as a statistic, blurs the line between simply being in work and having a decent, stable job.

Years after graduation, stable employment is still far from universal. About 72% of employed university graduates hold fixed positions with an employer (Figure 1). Among TVET graduates it’s only 39% (Figure 2), with far more reliance on self-employment and casual work (not always by choice).

Wage jobs are not always good jobs. Among TVET graduates, 42% lack a written contract and 41% aren’t registered for social security. Unsurprisingly, satisfaction is low: about two-thirds of university graduates and more than four-fifths of TVET graduates say they’re dissatisfied with their current work.

Figure 1: Occupation profile of university graduates, 2024. Source: Guiliche et al. (2026)

Figure 2: Occupation profile of TVET graduates, 2024. Source: Guiliche et al. (2026)

Training isn’t the whole answer

Much of Mozambique’s policy response to youth unemployment, as elsewhere, has focused on expanding education and training, especially TVET. It’s assumed that better skills mean better jobs.

The evidence partly bears this out: graduates in specialised fields such as health (up to 95% employment) and engineering (over 90%) do consistently better. But a skills-only approach has limits. Around 31% of university graduates and 43% of TVET graduates work in jobs unrelated to their field of study (Figures 3 and 4). Among TVET graduates, 32% say their job doesn’t even use the skills they trained for.

This points to a demand problem, not just a skills gap. In Mozambique, as across much of sub-Saharan Africa, economic growth has often come from capital-intensive sectors, like extractives, that create relatively few jobs. Growth and employment are becoming disconnected, and so are skills and opportunity.

This challenge becomes even more stark when we realise how few young people graduate from universities and technical and vocational training schools in Mozambique. Close to 18,000 youngsters graduated from universities in 2017, with an average age of 26 years. Close to 16,000 graduated from TVET schools in 2019, with an average age of 22 years. This contrasts with 600,000 Mozambicans aged 18 years old, according to official estimates.

Each group of graduates represents around 2.5% of its age cohort. The fact that they face such difficulties in entering the labour market should come as a serious warning about the limits of post-school education as a way to get young people employed.

Figure 3: Skills mismatch by study area, university graduates. Source: Guiliche et al. (2026)

Figure 4: Skills mismatch by study area, TVET graduates. Source: Guiliche et al. (2026)

Rethinking the policy agenda

What does this mean for policymakers?

First, expanding training alone will not solve youth employment challenges. Skills development must go hand in hand with job creation, particularly in higher-productivity sectors.

Second, greater attention is needed on the transition from education to work. Many young graduates spend years on this. Internships, apprenticeships and effective career services can connect education systems more closely with employers.

Third, employment policy must focus not only on the number of jobs created, but also on their quality. However, policies that attempt to force formalisation too quickly or impose rigid labour regulations may have unintended effects, pushing more workers and firms into informality.

Finally, education policy should be evaluated against its intended purpose. TVET and university systems are designed to make an impact in the formal sector.

The fact that many graduates end up in informal work reflects the limited capacity of the formal economy to absorb skilled workers. Graduate informality mostly represents an under-use of human capital.

Effective higher education and TVET systems, by supplying the skills needed for innovation and productivity growth, help create the foundations of the formal economy.

Why better data matters

The value of our Mozambique tracer studies is in the method. By following the same people over time, it reveals how labour-market transitions actually unfold – something one-off surveys cannot capture. Yet this kind of longitudinal data remains scarce across low income Africa.

As the continent grapples with a fast-growing youth population, that evidence gap matters. Without it, policy risks being built on assumptions about how labour markets work, rather than evidence of how they actually do.

– Africa’s youth are finding jobs – but not the ones they imagined
– https://theconversation.com/africas-youth-are-finding-jobs-but-not-the-ones-they-imagined-287078

July 13, 2026

Cezeri Laboratory Techniques and Applications Training Completed in Tunisia

Source: APO

The “Cezeri Laboratory Techniques and Applications Training” organized within the framework of the Cezeri Laboratory established by the Turkish Cooperation and Coordination Agency (TİKA) in the governorate of Tataouine, Tunisia, has been successfully completed.

The training program brought together academics and students from the Tunisian City of Sciences, the Higher Institute of Technological Studies of Tataouine, and the Higher Institute of Arts and Crafts. Throughout the program, participants received both theoretical and practical training in digital manufacturing technologies, design thinking, innovation, and hands-on production processes.

The training aimed to strengthen participants’ skills in innovative thinking, problem-solving, design development, and practical production. Thanks to the technical infrastructure provided by the Cezeri Laboratory, participants had the opportunity to transform their ideas into tangible projects using modern manufacturing technologies.

At the end of the program, certificates were awarded to 26 academics and students who successfully completed the training. Through the knowledge and skills gained during the course, participants enhanced their competencies in the fields of technology, manufacturing, and innovation.

The Cezeri Laboratory established in Tataouine contributes to helping young people and academics adapt to digital transformation processes while also promoting a culture of innovation and production in the region. Through its training, research, and practical activities, the laboratory serves to strengthen the technology-oriented capacities of local human resources. The Cezeri Laboratory and the training activities conducted within its framework support local development and the enhancement of human capital by equipping young people with the technical skills required in today’s world.

Located in the southernmost part of Tunisia and considered one of the country’s relatively less developed regions, Tataouine faces various challenges, including youth unemployment and limited access to qualified technical education opportunities. In this regard, the project aligns with the Tunisian government’s priorities of promoting regional development and equal opportunities, while contributing to the expansion of technology- and innovation-focused educational opportunities to the country’s inland and disadvantaged regions.

In line with Tunisia’s development priorities, TİKA continues to support projects aimed at strengthening technology-, innovation-, and production-oriented skills and competencies, while helping young people prepare for the professions of the future.

Distributed by APO Group on behalf of Turkish Cooperation and Coordination Agency (TIKA).

July 13, 2026

‘Cat’ Matlala withdrawal will not impact case – NPA

Source: Government of South Africa

‘Cat’ Matlala withdrawal will not impact case – NPA

NPA Head, Advocate Andy Mothibi, has assured that the Investigating Directorate Against Corruption (IDAC) remains confident in its case against alleged underworld boss Vusimuzi “Cat” Matlala and his 16 co-accused in respect of the allegedly fraudulent Medicare24 contract case.

This after Matlala withdrew from a plea and sentence agreement he had entered into with the State after the Magistrate rejected the proposed sentence before the Specialised Commercial Crimes Court in Pretoria.

“We assure the members of the public that a plea and sentence agreement is a legally recognised and legally viable strategic mechanism of preventing a protracted trial by concluding same with a cooperating accused person against whom the State has a formidable case and to get evidence that was not readily available. It is certainly not an indication of the State’s lack of confidence in its case.

“The IDAC is now focusing on ensuring that the pending trial proceeds without hinderance,” Mothibi assured.

NPA spokesperson Kaizer Kganyago noted that the “genesis of the proposed plea and sentence agreement is that Matlala voluntarily approached… IDAC to propose a plea deal, which ultimately led to discussions between him, through his attorneys, and the State”.

“This turn of events meant that the matter had to be postponed to 11 September 2026, wherein Mr Matlala will rejoin his co-accused as the plea and sentence agreement being declared null and void.

“The NPA holds the firm view that his withdrawal will not negatively impact the IDAC’s case against the 17 accused, as we believe there is sufficient evidence to sustain the charges preferred against all the accused in this matter,” Kganyago stated. – SAnews.gov.za

NeoB
Mon, 07/13/2026 – 15:44

July 13, 2026

South Africa–Namibia Business Forum seeks to strengthen trade

Source: Government of South Africa

South Africa–Namibia Business Forum seeks to strengthen trade

The Department of Trade, Industry and Competition (the dtic) will host the South Africa–Namibia Business Forum at the Gallagher Convention Centre in Midrand, Johannesburg, on Friday.

The forum forms part of the programme of the Bi-National Commission between South Africa and Namibia.

It will bring together government and business representatives from both countries to engage on initiatives aimed at strengthening bilateral trade and investment.

According to the dtic’s Acting Deputy Director-General for Exports, Willem Van der Spuy, the key objectives of the forum are to identify barriers currently hindering cross-border trade and align strategies to improve transport and logistics, enabling the seamless movement of processed goods across the border.

“The bilateral relations between South Africa and Namibia should evolve to focus more on the implementation of the Southern African Customs Union (SACU) Industrialisation Strategy and the African Continental Free Trade Agreement (AfCFTA) in a way that promotes the development of regional value-chains and growth of the respective economies and creates employment by tapping into manufacturing and export potential in among others, agriculture and agro-processing, clothing, textile and footwear industries,” Van der Spuy said.

He said the forum will also explore how South Africa and Namibia can leverage their complementary strengths to build resilient regional ecosystems, promote value addition and accelerate industrialisation in key sectors, including manufacturing.

The forum will be held under the theme: “Driving Regional Industrialisation, Investment and Sustainable Growth Through Strategic South Africa–Namibia Partnerships.” – SAnews.gov.za

Edwin
Mon, 07/13/2026 – 15:34

July 13, 2026

SIU to probe Free State Education school projects

Source: Government of South Africa

SIU to probe Free State Education school projects

The Special Investigating Unit (SIU) will investigate allegations of maladministration and unlawful conduct in the affairs of the Free State Department of Education.

This after President Cyril Ramaphosa signed Proclamation 325 of 2026, authorising the SIU to probe the department.

“The investigation will review the procurement and contracting processes for construction services performed by or on behalf of the department from 1 March 2014 until the date of the proclamation.

“It will also investigate any unauthorised, irregular, fruitless and wasteful expenditure incurred by the department or the State in relation to and any related matters, projects at Caleb Motshabi [formerly Thuto Ke Thebe] Primary School, Malebogo Primary School and Tlholo Primary School,” the SIU explained.

The corruption busting unit will also probe whether procurement processes “complied with applicable legislation, National Treasury and Provincial Treasury regulations, as well as the department’s procurement policies and procedures”.

“The investigation will further examine any irregular, unlawful or improper conduct by officials or employees of the department, service providers, or any other individuals or entities involved.

“It will also include any related conduct involving the same persons, entities or contracts identified during the investigation,” the SIU added.

Great Kokstad Local Municipality

The President has also signed a notice to amend Proclamation 244 of 2025 related to the Great Kokstad Local Municipality.

“The original proclamation, published on 31 January 2025, authorised the SIU to investigate the procurement of, or contracting for, goods, works or services by or on behalf of the Great Kokstad Local Municipality, and any payments made in a manner that was not fair, equitable, transparent, competitive or cost-effective.

“It also investigates any irregular, unlawful or improper conduct by officials or employees of the municipality, service providers, suppliers, or any other person or entity during the period under investigation.

“The amendment extends the investigation period to commence on 5 June 2020 instead of 1 January 2022 and continue until the date of publication of the amended proclamation,” the SIU said.

The investigation covers:

Bid GKM 19-22/23 for the appointment of a service provider to supply and renew software licences for a period of three years; and
Bid GKM 16-22/23 for the appointment of a service provider to supply customer care and IT service desk solution for a period of three years.

The amendment further expands the scope of the investigation to include:

Bid GKM 43-19/20 for the supply and delivery of laptops and desktop computers; and
Bid GKM 14-20/21 for the supply and renewal of software licences.

“The SIU is mandated to investigate allegations of serious maladministration, irregular expenditure, unlawful conduct and any related corruption or fraud, and to recover any financial losses suffered by the State.

“In terms of the Act No. 74 of 1996, the SIU is empowered to investigate matters referred to it by the President and to institute civil proceedings in the Special Tribunal or the High Court to correct any wrongdoing uncovered during its investigations.

“The SIU may also recover financial losses suffered by the State arising from acts of corruption, fraud, maladministration or any other unlawful conduct identified during these investigations,” the SIU stated. – SAnews.gov.za

NeoB
Mon, 07/13/2026 – 15:15

July 13, 2026

From fertilizer bags to fishing nets: Africa’s way forward on agricultural plastics

Source: APO

African countries are stepping up efforts against agricultural plastic pollution. Gathered at FAO’s regional webinar “The Voluntary Code of Conduct for plastics in agriculture: African experiences and the way forward”, experts from across the continent shared practical solutions and emerging initiatives to reduce the environmental impacts of plastics while maintaining agricultural productivity.

Plastics play a growing role in food production across the continent, yet inadequate waste management carries environmental and health risks. FAO Deputy Regional Representative for Africa, Ayman Omer, pointed to FAO’s Provisional Voluntary Code of Conduct on the Sustainable Use and Management of Plastics in Agriculture (VCoC) as the framework for country action.

“The VCoC provides practical guidance to support countries in developing policies and strategies for agricultural plastics throughout their life cycle. By working together, we can accelerate its implementation and support the transition towards more efficient, inclusive, resilience and sustainable agrifood systems,” Omer said.

Country action on the ground

Country experiences demonstrated both the scale of the challenge and the opportunities for innovation. In Kenya, the FARM project improves lifecycle management of agricultural plastic waste through collaboration among government agencies, producer responsibility organizations, and stakeholders across the agrifood value chain.

For Annastacia Vyalu, Senior Compliance Officer at the National Environment Management Authority (NEMA), Extended Producer Responsibility (EPR) is a practical tool for reducing agriplastic pollution while promoting circularity and resource recovery across agricultural value chains. The FARM pilot, currently running in three Kenyan counties, is expected to expand nationwide and eventually across East Africa.

As Kenya builds up its collection systems, attention is also turning to specific plastic packaging in the value chain. Fertilizer bags, for example, are a common source of plastic in agricultural systems, yet what happens to them after use often goes unmanaged. Killian Banda, Senior Specialist for Market Development and Intelligence at the African Fertilizer and Agribusiness Partnership (AFAP), presented findings from a multi-country study examining this gap.

While the study found broad awareness of plastic pollution among value-chain actors, it also revealed persistent challenges, including weak enforcement of regulations and limited recycling infrastructure. Recommended actions included promoting reusable packaging, strengthening recycling incentives, and exploring biodegradable alternatives.

Testing alternatives

Innovative alternatives to conventional plastics were another highlight of the webinar. Results from field trials in pineapple production demonstrated that coconut coir mulch can serve as an effective alternative to conventional plastic mulch. Presented by Dr Ebenezer Laryea, Associate Professor at Aston University in the United Kingdom, the project, which took place in Ghana, showed that biodegradable alternatives can deliver comparable agricultural performance while reducing plastic waste. With support from FAO, a new phase will test biodegradable seedling bags in cocoa nurseries through 2026.

Participants also pointed out the importance of innovation in fisheries. Drawing on pilot experiences in Kenya, Emma Algotsson, CEO of South African company Catchgreen, presented results from three years of trials, where biodegradable ropes, nets and traps matched the performance of conventional gear. “The challenge is not simply about replacing plastic. The challenge is designing fishing gear that performs reliably during the use but does not remain in the environment for decades,” said Algotsson.

The discussions reinforced a shared message: recycling alone will not solve agricultural plastic pollution. Participants called for affordable alternatives, stronger policy frameworks, improved collection systems, and greater collaboration among public and private stakeholders.

Building on the experiences shared on the webinar, FAO will continue supporting countries in implementing the VCoC, including through FARM in Kenya and the next phase of the Ghana coconut-coir project, to accelerate the transition towards more sustainable agrifood systems across Africa.

Distributed by APO Group on behalf of Food and Agriculture Organization (FAO).

Media files

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July 13, 2026

Bringing integrated services closer to nomadic families in Chad

Source: APO – Report:

In the nomadic settlement of Mandjafa, on the outskirts of N’Djamena, Afia travelled with her four-month-old daughter, Fatma, to benefit from services provided during an integrated outreach activity for nomadic communities. For this mother of five, these interventions play an essential role in protecting her family’s health.

“Vaccines help keep my children healthy. As soon as they become ill, I take them to the health centre,” she said.

Like many nomadic families in Chad, Afia lives in a pastoral community where livestock are central to household livelihoods. Seasonal mobility and the distance from health facilities can make access to essential services challenging. Nomadic populations account for approximately 3.5% of the country’s population.

To address this reality, the government has progressively implemented the One Health approach, which brings together the health, livestock, environmental and agricultural sectors to deliver services tailored to pastoral communities.

In Mandjafa, on 9 June 2026, this approach enabled integrated services to be provided to 134 beneficiaries, including 11 children. The intervention combined human and animal vaccination, with 96 animals vaccinated, alongside other preventive and health services. Community members also received vitamin A supplementation, deworming treatment and insecticide-treated mosquito nets.

According to Dr Mahamat Béchir, National One Health Coordinator at the Ministry of Public Health and Prevention and Permanent Secretary of the platform, the approach emerged from evidence that nomadic communities were not being adequately reached through conventional services.

“Studies conducted in the early 2000s showed that access to vaccination was very limited in some nomadic communities. We realized that our strategies needed to be adapted to their way of life,” he explained.

Teams also observed that livestock keepers were already making regular use of veterinary services. By combining animal health interventions with services for women and children, it became possible to reach more families during a single campaign while reducing the number of journeys required.

In Mandjafa, the approach benefits both families and their livestock. Among the beneficiaries is Youssouf Idriss, a livestock keeper living near the site and owner of sheep, cattle and camels. “My animals are essential to my family’s life. They provide us with food and income. Their health is therefore a priority for us,” he said.

For pastoral households, animal health has a direct impact on income, nutrition and well-being. Joint campaigns therefore address multiple essential needs through a single intervention while improving access to preventive services. On the ground, this collaboration is reflected in outreach activities conducted in nomadic settlements.

Raphaël Neni, a veterinary officer at the Ministry of Livestock who has worked in the field for five years, regularly supports campaigns targeting nomadic communities. “Since we strengthened vaccination activities, some diseases have become less common. Livestock keepers themselves can see the improvement in the health of their animals,” he said.

Beyond the benefits for livestock, these interventions also help reduce the risk of diseases transmitted between animals and humans, strengthening health security within communities.

At the national level, the One Health platform coordinates actions across the health, livestock, environmental and agricultural sectors to strengthen prevention, surveillance and response to health threats. “Health challenges can no longer be addressed by a single sector. Zoonotic diseases, climate change and environmental issues require close collaboration to better protect populations,” explained Dr Béchir.

World Health Organization (WHO) has supported the government’s efforts for several years. This support includes strengthening the One Health platform, conducting International Health Regulations assessments, supporting implementation of the National Action Plan for Health Security and building the capacity of key stakeholders.

For Dr Tamadji Mbaïhol, who leads routine immunization activities at WHO in Chad, these communities are well known. For nearly 20 years, he has supported health activities among nomadic populations and has observed their willingness to use services when they are adapted to their way of life. “Nomadic populations are receptive to health services. The challenge is reaching them where they are. When interventions are adapted to their reality, participation is strong,” he said.

The ability to bring together multiple services during a single outreach activity is one of the key strengths of the One Health approach, particularly in areas where communities move regularly. Over the years, implementation of the approach has relied on collaboration between different ministries and several technical and financial partners.

“WHO support has contributed to strengthening the One Health platform and consolidating collaboration across the sectors involved. This momentum now allows us to move forward together on shared public health priorities,” said Dr Béchir.

While the teams continued their work with other families and livestock keepers, Afia prepared to return home with Fatma. Like many parents present that day, she was able to access several services through a single visit. The advice she wishes to share with other parents is simple:
“When a child is sick, they should be taken to a health centre quickly. This helps protect them and keep them healthy,” she said.

In Mandjafa, the One Health approach is bringing essential services closer to nomadic communities. By facilitating access to integrated services, it is helping to protect both human and animal health while supporting the livelihoods on which these communities depend.

– on behalf of World Health Organization (WHO) – Chad.

July 13, 2026

Appointment of the Deputy Chief Executive Officer of the Seychelles Tourism Board

Source: APO – Report:

The Office of the President has today announced the appointment of Mrs Maria Azemia as the Deputy Chief Executive Officer of the Seychelles Tourism Board.

Mrs Azemia holds a Master of Business Administration (MBA) in International Business Administration from Amity University, India, and a Bachelor’s Degree in Tourism Management and Marketing from Edith Cowan University, Australia.

She brings over 10 years of experience in leadership, management, strategic planning, and tourism development across both the public and private sectors. Throughout her career, she has held several senior positions within the tourism industry, including Director of the Seychelles Pavilion at EXPO 2020 Dubai, Director of Destination Development at the Seychelles Tourism Board, and a range of marketing leadership roles at both local and international levels.

Prior to her appointment, Ms Azemia served as Executive Director in the Office of the Principal Minister within the Ministry of Fisheries, Agriculture and the Blue Economy.

Her appointment takes effect on 1 July 2026.

– on behalf of State House Seychelles.