The Future of Work in East Africa with Moringa Scool | # Entrpreneurship Tuesday

You're going to talk about the future of work in East Africa. What comes to your mind when you hear about the future? Of course, it comes about the new technology. The new technology comes with the AI and all that type of innovations. Then uh when you hear about now the future of work, now of course with this new generation, the genes entering the workforce and then the the employers being the millennials. So there's that type of assumptions I want to get to know where you find in a way where the new employ the employer say they cannot find the skills that they need in this new generation then the new generation is saying they cannot find the jobs that they are qualified for. So who is to blame for all this? So we're going to look at the role of education all these then industry collaborations we're going to look at how skills are changing. So we want to know what uh what's next mostly in these schools and what uh these schools are providing for this new new generation so that they can prepare for to enter the the new workforce. So to debunk this and talk talk this in depth I'm joined here by Sanga who is from Moringa who is the that is the director of career services at Moringa. So karana welcome >> thank you so much. >> You look amazing. >> Thank you. Thank you. So now before we get to the discussion topic maybe tell us about a little bit about yourself and maybe what you do in Moringa and what our Moringa does. >> Perfect. So I am like you said the director of career services and alumni engagement >> and what that means is that we are primarily charged with creating the bridge between education and employment within the institution. So our role is to the institution gets to train the young people or the individuals who come in but then we get to connect them to the industry but we also get to prepare them for that industry. So think about work readiness or career readiness as we like to call it >> and the reason why we focus on career readiness as opposed to work readiness is because we've realized it's not everyone who's looking for a typical 9 to5 job. >> There are people who want to get into freelancing. They want to get into the creative economy and it's not the typical 9 to5 >> and there are some who want to get into entrepreneurship. So that's why we call it career readiness. >> So that's what we do. We get to prepare them think about how do you do personal branding? How do you create your CV? What are employers looking for? So we get to create those linkages and connections so that then the employers can also come and talk to the talent and tell them exactly what it is that they're looking for in good talent and the talent can also have conversations with employers and tell them what kind of skill sets that they have. So that's what I do in a nutshell in Moringa. >> Uh Moringa is the leading AI tech and data skilling partner in Africa. Our role is to reskill and upskill individuals who are interested in getting into the tech space >> and getting into the tech space does not necessarily mean that you stop whatever it is that you're doing if you had another career. It just means that you get to enhance your skills because [clears throat] like you rightly said the future of work is based around technology. So we get to equip you with those skills to figure out how do I employ them in marketing or in finance or in medicine because we do have people professionals who come in from the medical field and want to understand how they can incorporate technology in their day-to-day working. So that's what Minga does. >> Amazing. Now talking about of course you mentioned something about AI and also upskilling because of course new technology that means new skills maybe what have the biggest shift that you have seen in the maybe skills that East African employers are looking for currently which might be crucial maybe the next even 3 to 5 years as the AI is coming we are going to familiarize yourself with the AI everyone is is talking about you must know how to use AI yeah back then we used to say yeah you must switch from analog to digital to digital now it's all about switching from digital now to to familiarize yourself with AI maybe what's some some of the skills that you the shifts in skills that you have seen >> yeah so the biggest shift we have seen with employers is that they're no longer just concerned about the technical skills they are really really important no doubt about that but the other thing they're looking at are what we call the human skills so can you be able to communicate effectively are you a problem solver do you have emotional intelligence in your workplace um do you have critical thinking skills So there has been a definite shift >> while um professions like medicine yes will require you to have in-depth technical skills but they also require that extra layer of what we are calling the human skills. So that's the shift that we have definitely seen. I mean 5 years ago when I got into um this tech space we realized employers yes are looking for those technical skills but as time has progressed they want people who can be able to sit in front of clients and have conversations with them explain to them the solutions they're coming up with >> [clears throat] >> um help them solve their problems because that's why you you you're in that specific space. So we've those are some of the things that I can say for sure for sure has been a definite shift for uh what we have seen you know. >> Now let me ask you maybe is the shift about maybe brand new job titles or just the same job titles but with different with different requirements. >> So it's not really about the job titles. It's the how you present yourself in the workplace. It's how you present yourself in the industry that has changed and shifted. Job titles definitely have changed. We have some that have been relegated. they are now obsolete and there are some new ones that are coming up. >> Um if you asked me maybe 10 years ago we didn't have an AI engineer. Now that is something that is becoming very something exactly that's that's that's building up. >> Um we're looking at cyber security experts. 20 years ago >> really wasn't something that was there. So those role titles are definitely changing and shifting just based on what solutions employers are looking for within the workplace. Can you say that you say it's creating even more people to upskill up getting to create new job opportunities? >> Yeah, it it definitely is. It's just that we don't >> we're not intentional about what those job opportunities would look like. Um there's again I mentioned there definite skills there are definite job titles and job roles that are shifting some have become obsolete some are being created every new day we have new roles that are coming up >> so >> that that is something that we need to be able to look out for just understanding that you're not going to school to train for a job you're going to school to figure out how to create a solution for a problem within the society so once you figure that out then you'll know how to fix yourself in whatever niche that you identify. >> Okay. Now, now kicking back the topic of course talking about the future of work in East Africa then uh in this new generation think a lot of people have gone to school. I think uh you have seen a lot of numbers young people coming from from school graduated having graduated the with the bachelors with the with the certificates but they complaining about they are not getting the job that they qualified for. So my question is employers keep on reporting skill shortages yet many young people have qualified for some of these u some of these jobs but they still struggle to to find these jobs. So what what [clears throat] caused that type of disconnect between the employers and the young people trying to find the jobs. >> Fantastic. So what causes the disconnect is there's no communication between the two between the employer >> and the students. I like calling them talents. The one there's that there's no conversation between the two because there's always a middle party and sometimes the middle party is a job aggregator or a recruiter right but not the employer directly. >> That is one and then two there's the mistake that we're making of assuming that because you are educated that means you're qualified that means you're work ready. >> Those are very different things. So you can be qualified and educated and talented but unless you can show an employer how you can employ employs very difficult for them to say that this skill is actually available. >> So we want to make the shift or we're advising people to make the shift from just thinking about education as a standalone and start thinking about this thing that I am I'm learning in class and based on the environment that I'm in. How do I employ the skills that I have gotten? How do I employ the knowledge and build the skills that an employee is actually looking for? >> That is the other thing. Then that communication that I mentioned between the talent and the industry sometimes is facilitated by offices such as where I sit in career services. So being able to create the platform where the employer can come into the classroom and have conversations with students and explain to them explicitly what they're looking for as far as talent is concerned. So what qualifies as good talent? What do I need someone to come to my organization and I consider that a return on investment >> and then on the flip side the student can also talk about these are the skill sets that I have. So based on what you have mentioned this is what I can be able to bring to the table. So just having those conversations between those two stakeholders I think is also very important. So that now when you're talking about skill shortages then we can say that yes it's the skills that we're not training for. It's just that the skills are there but the other side doesn't know that the skills are there. >> Now I'm just looking at it. I'm seeing a future where maybe even the papers won't be uh won't be needed or you're looking for a job. Maybe just say I'm good at this. I can I can do this and I'll show you my portfolio that I'm doing this and then I I'll qualify for a job. So aren't you seeing the same vision? Cuz I'm just picturing I'm saying >> maybe in the next 5 years even next 10 years or so maybe in a place like graphic designer you won't need to go to school to to to do the graphic designer get the certificate for a gra graphic designer you just need to have the skill then you show me what you can do then you get the job don't you see it will it will it will make people not to to value maybe the need to go to school >> I I think going to school is very important the foundation of building that knowledge is very important. So there are things that being in a tertiary institution >> teach you. They teach you time management skills which are very important in the workplace. They teach you how to communicate because when you're doing your group projects, you have to communicate with your peers. When you're presenting to your lecturer, that's a totally different audience. So you understand how to talk to those people. >> The other thing it helps you think through is is problem solving skills. So when you're doing your cuts, you're doing your assignments, you're doing your exams, >> it helps you employ that. So we really cannot negate the need for lack of a better word the papers. They're very very important. >> But the question that we lay on top of that is that when you're building that technical skill, are you also building like I mentioned the human skills, right? And then on top of that then are you able to combine the two >> to solve for a problem? Are you adaptable? Are you >> um >> are you a problem solver? Are you someone who can actually be able to see a problem and create a solution out of and create a solution for that problem? >> So >> the education is still very important. Your degree, your diploma, your certificate still very important because they give you that foundation and then on top of that what you build on with based on continuous learning and just figuring out what the society requires is what now adds value to you. >> Yeah. Now I think a lot of people young people actually they don't understand where education now ends after after maybe you have graduated you don't understand that when you're going to an industry you don't really say okay I've done this so I need the job I must get it cuz I have it so you have you must have the skills as your mention but what can you tell maybe the young people so that they can understand not really not really everything is all about the okay you have you have you've gone to school you've learned this maybe you've done maybe a course on certain course but you don't understand that when you're going to industry it's way different than what you actually did in class in class maybe you did a little bit of practical then a little bit of theory so maybe what how can you explain to a young person so they can understand you need to even to upskill the importance of upskilling [snorts] >> um very key >> so one thing that we assume is that when you graduate that's the end of your education we we get very excited >> but if you listen very carefully >> when people are giving their speeches and when the vice chancellor or whoever the head of the institution is they said that you have now been given the power to learn >> right >> that doesn't mean you stop there it means that you have to consistently seek out information seek out knowledge >> um seek out mentors even you don't necessarily have to go back to class >> to continue learning it's just are you able to build based on the environment that you're in >> are you sitting down to seek knowledge to understand that in the medical field again we are moving from this kind of tools to this kind of tools that when we talk about incorporating technology in your day-to-day activities what does that really look like what are other places or other countries doing can I be able to assimilate the same or adapt the same and then the other thing is also being very contextual >> so it's not every solution that you see that will work in your context are you able to think that through and see where do you apply you know specific solutions to specific contexts. >> So the learning is continuous and that's what we call that's what we talk about when you say continuous learning. It's not going back to class to do your masters. It's not going back to class to do your PhD. I mean that's fantastic. You're adding to the body of knowledge but learning goes beyond that. It is sitting down with that older supervisor and getting to hear what their story has been, what have they seen, what shifts have they seen and understanding then how do I also create a shift to where I'm seated. >> Um >> listening to you know podcasts information or doing your research on where the industry the field that you're in is is moving towards. So >> again continuous learning is not something that you have to do in a classroom. >> Yeah. Now about continuous learning, let's get uh let's get to that. Now after after graduating, I think a lot of people get excited really not know what's next for them and uh the only option I think the only option the only opportunities that they get mostly is the internships. >> Yeah. >> Yeah. Right now the the company is still investing in internship programs. >> Yes. Yes. Yes, they are >> actually quite extensively >> the and I'll talk about a bit in the space the tech space. So the general assumption and the biggest fear that people have had is that AI has come to to replace people in tech developers, data science people. >> It really hasn't worked like that. >> So the work of AI is not to replace the human. You still need a human in the loop. But AI is an is an enabler. It helps you do your work better. Mhm. >> So if you understand the foundations then you build AI into it then you become a more efficient worker. >> So the but organizations are still realizing they require junior talent. >> They they we've had an influx of organizations coming in to tell us we need more interns. We need people for graduate management programs. Why? Because fortunately or unfortunately the workforce is also shifting. The talent pipeline needs to consistently be built. companies still are expanding and they still need a workforce to come in and get the job done. >> They still investing in training programs of course for the for the next talent. Not talking about those type of investment also type of opportunities for the young people. We have had a lot of cases about unpaid type of internships and I think there's a lot of complaints about that. So do you think for you do you think maybe it's a good opportunity for them or it's just an exploitation of a of maybe a young type? Um, [sighs] I'm going to answer this very diplomatically. >> Mhm. >> For some people, >> having an unpaid internship is the difference between them and making a livelihood. >> Mhm. >> Because it is very likely that they were to get that degree or that certificate >> and start fending for their families. >> So, you can imagine here you're telling this person, I need you in the office at this time. >> Um, or you probably need to use XY Z data bundles. M >> the general assumption is that there should at least be a stipent to facilitate them, you know, to make sure that they get the job done. >> So having unpaid internships stands between >> really talented young people >> and the workplace because they would rather not take that opportunity >> right because it is not offering them >> um a remuneration which is very important for them to to get to survive. So am I for it to be honest? No. [clears throat] >> Because it it doesn't give the value of the skill set that this young person is bringing to the organization. >> And I believe I believe maybe after a young person have gone through maybe that type of unpaid internship. Maybe he was working from 9 to 5 get that type of trauma and that's why a lot of young people are saying nah no I'm not going to do this. I think I'm going to do my own thing. I'd rather do my own thing compared to what I was doing here. But maybe what can um and just finish up because I'm seeing that the time is not on my side. We had the president say even give them about 5,000 shillings just for a stupid but maybe what's the role of government when it comes to to building strong path pathways into emerging careers maybe for the young people even encouraging them maybe where does the government step in >> in two ways. So the government becomes a connector and the government becomes an enabler. So a connector making sure that we are able to really narrow the gap between education to employment >> through policy. But the other thing that and sometimes [clears throat] the government doesn't see itself as an employer as well. So you can look at all the offices and the functions of the government that require to be >> done. >> That's an opportunity. So government as an employer and then government as an enabler. So from policy perspective are they able to give incentives to the organizations that would want to take up interns. So an organization will say yes I need an upwards of 13 of 30 maybe 15 interns but I can only afford to take on board five >> just because of how much it costs to how much labor costs. So if the government can be able to give incentives to these organizations especially around internship or apprenticeship opportunities then it will change because these young people require the ski require the experience >> and they can't build experience in the classroom they need to build experience in the workplace. >> So that is those are some of the ways that I think the government can be able to step in and help the young people. Yeah. >> Amazing. Now maybe what can you say about that role of maybe the people in the the organization maybe how they how can they encourage these young people not only not only about the steep ends and all that even shaping their future advising them on the changing patterns and also what can you say >> so the work of training institutions is exactly that it is to build the knowledge it's to add skill sets is to build the human skills but the work of the organizations is to teach these young people or the people on their systems and processes within the organization. >> So having industry again get into the classroom is very important. >> That could be through informational sessions, it could be through employer branding activities, it could be through uh mentorship sessions or even setting up for career affairs because quite a number of organizations actually run career affairs. So those conversations can only be had when the industry >> gets out of the office and gets into the training institutions. >> Yeah. >> Amazing. Now talking about training institution of course Mingo school of just in an update over the past decade you've trained about 20,000 students across software development data science AI and also cyber security nearly of them 5 nearly 5,000 of them in 2025 alone. You train only nearly 5,000 of them in 2025. So this is amazing. So maybe maybe uh just to finish up to wrap it up maybe what's the advice you can tell you can just look directly with camera maybe you can tell maybe our viewers that I think there's a lot of people who have graduated you have seen a lot of graduation going on maybe you can tell them just prepare them for the future what's next what's the future of the of the work of the work environment now it is compared to what now back then it was go to school finish go to your papers get a good grade get a good job but now the the future has changed maybe what the advice you give to our young peers. >> So for the young people, those who are looking to transition into university or those who are transitioning from the university to the workplace, >> the one thing that I would say is remain curious >> always. >> Um technology is here to stay with us. So it helps to really build your digital fluency. It affects every scope of work, every field that you can think of. So are you able to respond to that need? And then it's great to focus on your degree. Build a deep expertise in one thing but also build a layer of human skills. Build a layer on technology because like I mentioned technology becomes an enabler in every field that you're in. >> Then on top of that um >> build your grit >> uh be adaptable because adaptability means that you're able to move and shift with how the world is moving and shifting. So new opportunities coming up they will not find you flatfooted. you'll at least know that these are the kind of spaces that I need to get prepared for. >> Uh continue learning, continue upsklling and resklling yourself because that's the most important thing. It's what will get you ahead of the game. >> Of course, continuous learning culture. I think it's something that we need to normalize everybody. Then of course upscaling, talking about AI, everybody need to be famili familiar with the how to use it. Not only is not there to replace you rather than to help you do what you are doing but to help you just make it better even efficient for you but um maybe where can they get you on social media maybe they want to connect to Moringa school where can they access the website and how can they get you on your maybe personal handles. Yeah, perfect. So, we are Moringa School on Instagram, on X and on Facebook. Uh, you can get us on our website www.maringa www.mmaringaschool.com. Um, and you can also find us on LinkedIn. So, please reach out to us in the event that you [clears throat] would want to upskill or reskill yourself. >> Again, just because you have a degree in marketing does not or in business administration does not mean that you do not need the backing of technology. So come and reskill yourself and get yourself ahead of the game. >> Amazing conversation. Thank you so much for coming. We had a lovely conversation though it was it was short but we got a lot of insight and I think our viewers also got all those insight. So make sure you get if you missed the conversation of course it will be uploaded on YouTube. So make sure that you go there then review the conversation. Maybe even comment what you think about the future of work in um East Africa. But for now we're going to take a short break. This was uh sanga the director and also the director of career services at Moringa. Thank you so much for coming for me. I'm going to take a short break. Brans just coming up with a conversation. So make sure you stay tuned for that. Then I'll be coming back at 9:00 a.m. with another conversation about Zenz's and workplace. You have se you have heard about what we need the upscaling for the new uh workspace as opportunity. So what do what about jenzies? You have people talking about oh jenses can be stubborn. Is that really true? So that you'll get to know that better. But for now, I'm going to take a short break. But we'll be back in a few.