Tag: Deutsche Bank

  • For the Records: Evolution of Debt Landscape over the past 10 Years in Africa- Akinwumi Adesina

    For the Records: Evolution of Debt Landscape over the past 10 Years in Africa- Akinwumi Adesina

    Keynote Speech by Dr. Akinwumi A. Adesina, President, African Development Bank Group, Delivered at the Paris Club on June 20, 2023

    Your Excellencies, ladies, and gentlemen.

    Thank you for inviting me to speak at this important session on the evolution of the debt landscape over the past 10 years.

    The total external debt of Africa was estimated at $1.1 trillion in 2022. This is expected to rise to $1.13 trillion by 2023. This is due to several factors: the carry-over effects of the Covid-19 pandemic on economies and their fiscal space, which led to downgrades of several countries; the rising costs of energy and food prices from the Russian-Ukraine war; and the rising costs of adapting to climate change.

    With the tightening of monetary policies in the US and Europe, interest rates have risen, leading to rising costs of debt servicing. These combined effects have led to 25 countries in Africa being either at the risk of high debt distress or in debt distress. As a result, the external debt service payments due for 16 African countries will rise from $21.2 billion in 2022 to $22.3 billion in 2023.

    The structure of Africa’s debt has changed dramatically in the past decade or more, accentuating a trend that started in the mid-2000s.

    I would like to discuss five trends.

    First, non-Paris Club bilateral creditors and commercial creditors are increasingly becoming major sources of Africa’s sovereign debt. While bilateral debt represented 52% in 2000, this declined to 25% by 2021; commercial debt’s share of total debt increased from 17% in 2000 to 43% in 2021. Yearly bond issuances in Africa increased from an average of $10 billion annually in the early 2000s, to about $80 billion annually by 2016–2020. This trend was spurred by the very low global interest rates, with investors looking for yields in emerging markets.

    Second, there has been a very rapid growth in debt owed to China. The share of China’s debt rose from just 1% of total debt in mid-2000s to 14% of total external debt by 2021. Most of this debt is for infrastructure.

    Third, average interest rates on debt have diverged significantly over time, with multilateral debt at 1%; bilateral debt at 1.2%; China debt at 3.2%; and private debt at greater than 6.2%. The tenure on debt has also widened between creditors.

    Fourth, while the maturity of official debt was 30 years (for 62% of the debt), the tenor for bonds have averaged 10 years. Thus, we now have a more shorter-term debt with higher interest rates.

    Fifth, an increasing percentage of debt is now in form of resource-backed loans. Between 2004 and 2018 30 natural resource-backed loans worth $66 billion were signed by African countries. Most of the loans were backed by oil, minerals, and commodities. The commodity price crash of 2014 threw to 10 out of the 14 countries that used natural resource backed loans into serious debt problems.

    What needs to be done to tackle Africa’s debt?

    First, given the diverse nature of creditors, most now outside of the Paris-Club, it has become more complex to address debt treatment, debt restructuring and debt resolution. The process has become more complicated, as interests of creditors diverge. Need to expand the Paris Club to include the commercial and other-non-Paris club creditors. We need to make the G20 Common Framework work and speedily concluded for Zambia, Chad, Ethiopia, and Ghana, to build momentum for debt treatment for all creditors.

    Second, there is need for greater debt transparency across all creditors.

    Third, given their non-transparent nature, asymmetry of power in negotiations and compromises of countries futures, natural resource backed loans should no longer be used.

    Fourth, we must expand market-derived concessional financing to support countries. This will reduce the level of dependency on expensive short-term debt by countries. The ADF market-option of the African Development Bank Group can help mobilize $27 billion for the low-income countries.

    Fifth, greater use of partial credit guarantees at scale can help countries to access capital markets and issue bonds at lower coupon rates and longer maturities. For example, the African Development Bank used partial credit guarantees of $375 million to support the issuance of $500 million Panda bond by Egypt. We also used a partial credit guarantee of EUR 195 million to de-risk a EUR 350 million sustainable development loan from Deutsche Bank to Benin.

    Sixth, the SDR re-channeling to the African Development Bank can be leveraged by the Bank by 3–4 times to deliver greater financing for African countries. The financial model for SDR re-channeling, with a liquidity support agreement, developed by the Bank and the Inter-American Development Bank has now met the reserve asset status of the IMF. What is needed is for 5 countries to provide SDRs to the Bank. A $5 billion allocation will be turned into $20 billion of financing for Africa. A $50 billion allocation to multilateral development banks will deliver $200 billion of new lending to countries.

    Finally, efforts should be made to tackle systemic risks in Africa. Africa is the only region without liquidity buffers to protect it against shocks. To change this, the African Development Bank and the African Union are working together to establish an African Financial Stability Mechanism. Such a homegrown mechanism will mutualize our funds and ensure that we avoid spillover effects that come from global shocks.

    Let’s make sustainable debt work well for countries.

    Let’s support greater domestic resource mobilization for countries.

    Let’s coordinate better and lower the time and costs of overly long debt resolutions. The debt treatment of the 1990s took over a decade to conclude, which led to the lost decade in Africa’s development.

    Hope delayed is hope denied.

    Thank you very much.

  • Leading UK based talent development organisation Career Masterclass enters the Nigerian market

    Leading UK based talent development organisation Career Masterclass enters the Nigerian market

    UK based Career Masterclass – which has carved a place for itself in the careers market for democratisation of opportunities – enters the Nigerian market to offer quality career advice and training to established and aspiring professionals. It has already worked with leading companies including Google Africa and AG Leventis in Nigeria.

    Career Masterclass helps create a level playing field within the corporate world by arming middle level professionals with the right tools to help them to break the glass ceiling. It has worked with leading multinationals including Amazon, Deutsche Bank, Google and Visa in the UK, Nigeria, the US and Canada. Career Masterclass programmes are targeted at both companies and individuals.

    The Nigerian entity will offer a range of training programmes and tools including access to masterclasses from leading experts, content and resources and customised talent development programmes. It will also help connect with mentors and offer valuable insight on how to achieve your career goals.

    Speaking about opening its office in Nigeria, Bukola Adisa, the founder of Career Masterclass, who hails from Nigeria said, “Nigeria is an important market for us. We are a global platform but most of our users are from the UK, followed by Nigeria and the US. We also have substantial following in Canada and India. Having run career development programmes for leading multinationals in Nigeria and given the amount of interest we garnered, I believe it was time for us to launch our Nigerian entity.”

    The most popular training programmes in Nigeria are : Cracking the confidence code, the art of negotiation and navigating organisational politics.

     

    Speaking about her passion for democratisation of opportunities in the corporate world, Bukola, who hails from Nigeria, said, “I am both an immigrant and a woman and I have managed to break the glass ceiling to be the highest ranking Black professional in a leading international bank. I can do it and so can others. We, at Career Masterclass, want to share our insight, knowledge and experience so that others, like us, can benefit from it.”

    Launched as a UK based entity in 2015, Career Masterclass has an international outreach via its global platform. It holds both in-person training sessions for leading organisations and online events. The company has grown from strength to strength and plans to launch its crowdfunding later this month.

  • Feature- FirstBank: Empowering Staff; Driving Productivity against the Odds

    By Segun Adams

    As the coronavirus pandemic forces firms to downsize and cut their wage cost to cope with the adverse economic realities, First Bank of Nigeria Limited (FirstBank) is bucking the trend with a different approach that puts its staff first, writes Segun Adams.

    In a pandemic year where employees are agreeing to pay cuts to keep their jobs and businesses are either downsizing or simply liquidating, First Bank of Nigeria Limited is an outlier, taking an unusual approach to demonstrate how organisations can still ensure the best outcomes for both employer and employees. 

    The first-tier lender last Friday promoted a crop of its staff across all levels in a rare show of corporate resilience in the banking industry and beyond, both locally and across the borders.

    According to FirstBank, keeping staff motivated during these unprecedented times is not only crucial for the soul of businesses, but it also demonstrates corporate responsibility.

    In the wake of the new coronavirus pandemic, there have been unprecedented layoffs across the world as companies went bust, unable to generate cash to sustain their operations.

    The United States, the world’s biggest economy has recorded a historic rise in unemployment with over 45 million initial unemployment claims in the last three months.

    In Britain, HSBC, a giant global bank, is reviving plans for a 35,000 job cut due to pre-existing problems thought to have been worsened by the pandemic. Big banks like Morgan Stanley, Deutsche Bank, Citigroup, Barclays, Société Générale among others have announced about layoffs exceeding 60,000 jobs.

    In Nigeria, 38% of the workforce was jobless in April due to the virus and lockdowns, the National Bureau of Statistics (NBS) estimates. In the MSMEs sector, 50,000 jobs were lost and 10,000 businesses have shut down according to Auwal Bununu Ibrahim, the National Vice President, North Central of the National Association of Small and Medium Enterprises, (NASME) and in the Aviation industry, some 24,000 jobs were lost as of April.

    While banks in the country have been barred by the Central Bank of Nigeria (CBN) from laying off staff without regulatory approval, there is no obligation for banks to implement promotions or raise pay. In fact, most lenders have initiated pay cuts to cope with the excess capacity arising from skeletal operations and depressed levels of economic activities in the economy which is reeling from the coronavirus and lockdown shocks.

    But against the odds, FirstBank promoted its staff and didn’t cut down salaries.

    In a recent article, Forbes stated that the manner in which firms treat their employees during the ongoing health and economic crisis will not only be remembered for years to come but have a direct effect on their productivity going-forward.

     “How businesses respond will have a lasting impact on employee behaviour including, engagement, productivity and loyalty,” the American business magazine noted.

    Hertzberg’s Two-Factor Theory also known as dual-factor theory postulates that career progression is a motivating factor for employees to work harder.

    As the coronavirus pandemic continues to take a toll on the mental health and focus of employees in the country, and across the world, due to uncertainty of job status, lower income and a disruption to their career development, FirstBank stands out as a safe and rewarding place to work.

    The stability and confidence enjoyed by the bank’s staff are the vital environment human resources experts say is necessary for firms that will successfully navigate the tides of current realities.

    In a recent BusinessDay Webinar, Nkemdilim Begho, CEO, Future Software Resources Limited advised that businesses can engage their team and see how they can help in creating new ideas and products that the company can deliver. The resultant effect will be greater efficiency of staff and innovation whereas, elsewhere organizations are bound to struggle with a demotivated workforce which could lead to inefficiencies and higher costs for the businesses with adverse implications for bottom-line.

    To realise optimal human resources contributions, Begho acknowledged the need for firms to sustain team bond and ensure that morale of their staff is high.

    Even before current events, FirstBank has always proven to be conscious of the impact a stimulating and rewarding environment can have on the overall employee performance and thus, provided value accretion to shareholders, customers and other stakeholders.

    From its competitive remuneration across cadres including mid-level and senior-level employees to benefits that cover medical insurance and disability insurance, sick leave and vacation, and retirement options, FirstBank puts its workforce first ensuring that they are well motivated and equipped to deliver higher productivity.

    FirstBank has featured on some of the best workplace rankings including A Great place to Work and Jobberman. Last year, the big bank ranked among the Jobberman 2019 best 100 companies to work for in Nigeria, a list that scrutinizes over 60,000 companies to pick the best 100 based on strict metrics. The bank has enjoyed positive reviews from credible job/career sites like Indeed where it banks a 4.1/5 positive rating.

    A former employee of the bank Aderemi Adebiyi commended the institution for its keen interest in the welfare and career progression of its employees. “I worked in the Bank for 15 years and do not regret it. It’s fast-paced, performance-driven with varied streams of career development,” Aderemi said. “The company also offers paid trainings.”

    FirstBank’s talent management strategy is aimed at supporting employee engagement, employee motivation and increased productivity, and leadership development across all levels of employees within the organization, according to its website. As a tenet of career development, FirstBank has devoted itself to creating a culture of continuous learning tailored to the needs and aspirations of the employees and the business itself. 

    The bank’s FirstAcademy and learning centres strategically located around the country allows for e-learning, mobile learning, physical classrooms and virtual libraries to allow all employees the opportunity to equip themselves for future roles that benefit both them and the organization. This means pandemic or not, learning is continuous and uninterrupted.

    FirstBank also prides itself as an equal opportunity employer so that qualified persons irrespective of gender, culture, age, nationality, sexual orientation, disability or social background can participate in its business.

    At the same time, FirstBank remains a performance-driven organization and merit-based, allowing individual talents to be rewarded for their hard work and contribution to overall organisational goals.

    With people as one of the bank’s greatest assets, it strives to maintain a pool of multi-skilled and well-rounded employees relying on initiatives like Job Shadowing, Coaching, Counselling, Mentoring, Succession Planning and Career Maps to develop and retain talents at all levels of the organisation’s operations.