Access to Opportunity
Increasing representation across leadership and the workforce, while expanding access to economic opportunity for women and under-represented groups.
Access to opportunity in Africa
Improved access to opportunity unlocks business value. Organizations with more inclusive practices across governance, leadership and the broader workforce are over 60% more likely to achieve improved commercial performance, driven by stronger talent attraction, enhanced innovation, and deeper customer trust. In addition, companies with more gender and diversity in leadership are close to 40% more likely to financially outperform their industry peers, reinforcing the commercial value of improving access to opportunity.
Yet across African markets, women, who represent ~50% of the population, remain underrepresented in formal employment and leadership roles. For example, in Egypt and Morocco, women make up 18% and 20% of the workforce, respectively. In 2022, only 25% of board seats in African companies were occupied by women. This represents both a commercial opportunity for businesses and a significant underutilization of talent across African markets.
Our impact in numbers
70%
of companies meet a 2X criteria threshold
43%
of companies actively promote inclusive hiring practices
100%
of companies have anti-discrimination & safeguarding policies
100%
of companies report gender-disaggregated workforce data
Case studies
Case Study: Ecovadis
Advancing access to opportunity across the Helios IV Portfolio
Since 2022, Helios has tracked Access to Opportunity maturity progression across Helios IV portfolio companies using EcoVadis, a globally recognized sustainability ratings platform.
From an Access to Opportunity perspective, EcoVadis assesses company policies, practices, and reporting relating to workforce diversity, gender representation across management and boards, equal opportunity practices, fair employment, anti-discrimination and harassment, and broader labour and human rights management systems.
From the time of investment through to the 2025 reassessment cycle, several portfolio companies demonstrated measurable progress, moving from establishing foundational policies, including gender, diversity, and broader HR policies, towards implementing concrete actions such as measures supporting female recruitment, workforce inclusion, and employee wellbeing initiatives.
Delivering Access to Opportunity
T2S Group
Helios partnered with T2S to expand flexible working arrangements and workplace inclusion practices across the business. The company also strengthened non-discrimination practices in recruitment and career development, supporting a fairer and more inclusive workplace.
IX Africa
Supported by Helios, IX Africa introduced workplace harassment and discrimination awareness training for employees. The company also expanded flexible working and family-friendly practices, helping to build a more supportive and inclusive working environment.
Africa Speciality Risks (ASR)
With Helios's support, ASR expanded disability inclusion measures and flexible working arrangements for employees. The company also formalised anti-harassment training and established employee grievance mechanisms, strengthening protections and support across the workforce.
BIM
BIM introduced flexible shift patterns to support the hiring, retention, and progression of women employees, working closely with Helios. The company also implemented systems to monitor gender-disaggregated workforce and leadership data, translating inclusion objectives into measurable outcomes.
