How we promote Diversity & Inclusion at Africa HR Solutions

Diversity and Inclusion at Africa HR Solutions

Talent is the beating heart of any company – and as an organization providing HR-related services, we understand this better than anyone else.

We also know that there are many barriers standing between talented individuals and the opportunities they rightfully deserve. The latter are judged on their gender, creed, race, disability, culture, nationality, orientation and more, rather than assessed based on ability alone.

At Africa HR Solutions, we know that simply saying that we stand against all forms of discrimination is not enough. Discrimination proliferates when we stand by, indifferent to it or initiate performative action.

We truly believe in making a difference, and doing our part to create a fairer workplace

Here is how we fight against discrimination to promote greater diversity and inclusion within our company:

1. Top-down approach to talent and recruitment

“We see beyond gender at Africa HR Solutions,” states Kevina Takoordyal, our Head of Operations.

When we recruit, we consider talent and experience, suitable qualifications, ability to adapt to our company culture, leadership skills, and more…but we do not consider any candidate’s gender, race, or culture, or any other aspect of their identity that does not impact their skills or ability to contribute to the workplace. When we hire, we hire based on merit alone.

It is this commitment to meritocracy that trickles down to everything we do: from recruitment to internal promotions, and our company culture.

2. Diverse recruitment panel

One of the most effective tools at our disposal to ensure diversity and inclusion is a diverse recruitment panel. What does this mean?

Whether consciously or unconsciously, the people on a recruitment panel may have biases towards certain aspects of a candidate’s identity. When this recruitment panel is made up of people from similar backgrounds (for e.g. an all-male panel), biases could be enabled through the lack of diversity and lack of understanding of women’s experiences, for example. But when recruitment panels feature members with diverse backgrounds, biases are more easily contained and candidates are treated more fairly, ultimately resulting in a more diverse workforce.

At Africa HR Solutions, for instance, 73% of all our workforce is made up of women. This isn’t because our recruitment team favored women above men. This makeup is a result of meritocracy, as well as the fluctuations and availabilities of the job market.

3. Diverse hiring practices

When the members of our recruitment panels interview candidates, they do so with all due sensibility. This, evidently, means not asking discriminatory questions (such as asking women how they intend to balance their work and home life), but further down, it also means adapting to the candidate’s personality and strengths. We do not dismiss candidates on account of them being soft-spoken, for example. Job interviews can be stressful, and we understand that.

So instead, our interviewers adapt their style to bring out the best from candidates, to make them feel comfortable so that:

  • We do not miss out on talent because of simple differences in personality
  • Our team is ultimately more diverse, since BIPOC people and those from other minority backgrounds tend to harbor “feelings of insecurity or self-doubt, traits that correspond with impostor syndrome…”, and changing interviewing styles can help address these kinds of feelings.
  • Our interviewer can have a proper opportunity to determine whether the company and candidate are a right fit for each other

4. Celebrating diversity and inclusion – authenticity in the workplace

Our duty to promote diversity and inclusion in the workplace does not stop at preventing biases during interviews, nor does it come to a halt once candidates have turned into employees. Once we have secured a diverse and inclusive workforce, it is out duty to foster a safe environment for all, to give everyone a chance to flourish, regardless of their different backgrounds and identities.

We do that by promoting openness in the workplace, and holding individual coaching sessions, as well as a training needs analysis over 3 months, to help our employees grow not just in terms of hard skills, but also more holistically. When workers are empowered to speak their minds, and to contribute to the workplace, knowing that their input will be heard and valued regardless of any differences in identity or beliefs, we view that as a true celebration of inclusion.

Looking to join our Africa HR Solutions team?

We are always on the lookout for fresh talent to join our teams. If you are interested in becoming an Africa HR Solutions team member, we would be delighted to welcome you when a new role is available. Please send us your CV at [email protected].  

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Grant Geraghty is the longest-serving member of the Africa HR team. This resident subject matter expert and client champion is responsible for gaining a deep understanding of our clients’ unique HR needs in Africa and providing tailored solutions that align with their business objectives. Grant collaborates closely with our clients to ensure that their requirements are properly implemented, providing ongoing support and guidance throughout the process.

Grant brings a wealth of experience to his role, having served as Africa HR’s longest-serving employee. He holds a Bachelor of Commerce degree, with a major in Economics and Business Finance, from the University of Natal in South Africa. Additionally, he has completed a certification program in Payroll and Tax Administration from the University of Cape Town, further enhancing his expertise in HR operations and compliance.

His commitment to delivering exceptional service and his extensive knowledge of HR in Africa make him an invaluable member of the Africa HR team.




Kevina Takoordyal has a BA Hons Business Management from the University of Glamorgan, UK, with MBA in leadership and Innovation, MBA General, PMP Certified, and Agile Scrum Master. She currently works as the Head of Operations at Africa HR Solutions Ltd with more than 20 years of proven leadership capabilities in Operations, Business Development, People Management, Process Optimization, and Project Management in the Financial Services, BPO, Banking Industry, and Heath Care Industry. In Senior leadership roles with an international footprint across Europe working and extensive Pan- African experience from a compliance, finance, and operations angle, Kevina comes across with a panoply of cross-functional skills. Kevina also serves on a few Boards, Non-Independent Executive at MioD and for NGOs on a voluntary basis, a coach and mentor to aspiring female leaders across Africa and Mauritius.

Kevina is a firm believer in Servant Leadership with a strong focus and commitment to uplifting others, with the ability to deliver through a highly engaged – diverse team, and works towards consistently synergistic value creation. While being a focused and adaptive thinker and Kevina is actively participating in panel discussions on Innovation, CX, Digital transformation.

Kevina serves as Project Assessor for the National Youth upskilling program. She has been recognized as Global Talent in a few companies, Ceridian, and International SOS Ltd whereby she has been awarded a few scholarships and had the opportunity to be mentored by Senior Vice President in the US. Award Winner in various fields and at a national level and recognized including Super Achiever Leader Award in Africa in 2016, Awarded Africa Women Leader 2018.



Head of Finance & Business Support

Viloshna is an experienced finance professional with 18 years of expertise in strategic financial planning, financial analysis, cash flow management, systems and controls implementation, financial reporting, and continuous process improvements. She currently serves as Head of Finance & Business Support, where she has successfully automated and leveraged the financial reporting system capabilities to ensure efficient company operations.

Viloshna’s background includes senior roles in a multinational pharmaceutical company and a large listed Mauritian conglomerate. Her meticulous attention to detail and strategic thinking have streamlined financial processes, making her a valuable addition to any finance team. Viloshna is a qualified finance professional with an FCCA qualification and an MBA, bringing valuable expertise to any organization.

In her current role, Viloshna leads the company’s Treasury and Payments function, including the fulfillment of the company’s cross-border payments into Africa. With her strong educational background and extensive experience, Viloshna consistently demonstrates her ability to optimize financial operations, minimize risks, and improve profitability. Her expertise in financial reporting and process improvements make her a valuable asset to any organization.



Head of Legal & Compliance

A qualified lawyer who joined Africa HR Solutions in July 2020, Mark Du Preez has experience working in private practice for a reputable law firm in South Africa. He also played commercially focused roles at a leading private bank, wealth management company, and outsourcing firm in South Africa and Mauritius.

Mark has played a pivotal role in Africa HR Solution’s risk mitigation strategy, which positively impacted P&L performance over the years.

He currently leads the Partnerships function of the company including relationships and oversight with in-country partners (ICPs) across Africa.

Alex Daruty - Africa HR Team


Head of Commercial

Alex has more than 15 years of experience in the global, strategic development of both enterprise and consumer brands in categories including technology, transport, enterprise software, entertainment, and travel.

With experience in roles on both agency and corporate side, he has worked across international brands and has led the development and execution of multi-discipline campaigns across EMEA, NORAM and Asia Pacific.

His focus is on driving meaningful business impact through brand differentiation and building high-functioning, digitally oriented, and analytically driven capabilities. He is motivated by working with, and developing dynamic people, teams, and organizations.

He leads, manages, develops and mentors the Key Account Management department, including line management responsibility for the team of Key Account Managers and Key Account Administrator who represent the Company as the primary communication link between all relevant stakeholders, including clients, third party in-country partners and internal functions.

Originally from Mauritius, he holds bachelor’s degrees in International Business, Finance and Management from the University of Nevada, Reno.