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This article is sponsored by Talent Agenda
As Africa grapples with the massive financial drain caused by medical tourism, the African Medical Centre of Excellence (AMCE) stands poised to revolutionise healthcare on the continent.
Annually, Africa loses approximately $6bn to medical tourism in destinations such as the UK, the US and India. This not only exacerbates the healthcare deficit but also contributes to a significant loss of skilled African healthcare professionals seeking better opportunities abroad. The AMCE, with its mission to deliver world-class healthcare locally, emerges as a beacon of hope.
The vision behind AMCE and the road ahead
When asked why the AMCE was created, Omorinsola Sofola shared that it was established to counteract the outflow of medical expertise and the costly reliance on overseas treatment, stating that the AMCE will “aim to deliver top-tier healthcare within Africa”. She explained that the centre will be a hub of excellence in three critical fields: oncology; cardiovascular services; and haematology. It is making major strides to procure cutting-edge equipment such as a cyclotron – an advanced cancer treatment machine capable of producing its own isotopes for treating various cancers. Currently, this kind of equipment is scarce on the continent, but through the AMCE Africans will be able to access high-quality treatment without the need for international travel.
Building the right team
Sofola shared that behind-the-scenes, the leadership team for the Centre is already in place and brings a wealth of experience and expertise, setting the stage for a successful launch – something that she is very proud of.
In relation to this Omorinsola also detailed that in order to achieve its ambitious goals, the AMCE requires a diverse and highly skilled team of renowned physicians, surgeons, specialists, and nurses who are experts in their fields and passionate about patient care. She added that the Centre will also need biomedical technicians, cyclotron engineers and various business support roles such as HR and finance to enable the its day-to-day functions to operate smoothly.
To successfully find and recruit this talent, the AMCE is actively engaging with the diaspora through partnerships with institutions such as King’s College Hospital in London and the University of Wisconsin, emphasising the transformative impact of the centre and offering competitive, sustainable compensation packages to prospective candidates. Within the continent, she stated, the Centre is collaborating with existing hospitals and “positioning ourselves as a partner rather than a competitor and engaging with the community to promote educational outreach and awareness on health issues, particularly in oncology”.
When asked whether the AMCE has faced any challenges attracting talent from abroad, Sofola was adamant that there is a big misconception that international opportunities and compensation are the primary motivating factors for talent stating that, in actuality, “many professionals are driven by the opportunity to make a meaningful impact and work in an organisation with the right culture, with some actively looking for the right opportunity to move back home.” She went on to say that because of this, the Centre’s focus has been on creating a compelling mission and a positive work environment which so far, is proving to be effective in attracting the best talent back to Africa from the diaspora.
Going into more detail about the culture and workplace environment within the AMCE, Omorinsola said that diversity is a core value for them and that they are committed to a balanced representation of gender, generational diversity, pan-Africa and beyond. She gave examples of this by highlighting that the executive team includes both a female Chief Medical Officer and a Chief Nursing Officer, which exemplifies the Centre’s commitment to gender balance and diverse recruitment, given that one was recruited within the region and the other from the diaspora. Sofola doubled down on this, saying that “the workforce will reflect a range of backgrounds and experiences, contributing to a dynamic and inclusive workplace culture.”
With regards to the culture of the Centre, they have developed a robust employee value proposition and comprehensive HR policies to ensure a stellar employee experience from the first point of contact that a candidate has with the AMCE, throughout the entire recruitment process, onboarding and beyond, as the Centre strives to exemplify its vision and mission.
Omorinsola mentioned some of the key initiatives that are being implemented in the AMCE, which include an extensive performance management framework to deliver on patient-centred care and success; an Employee Wellness Program offering counselling and coaching; an “Employee of the Month” award to celebrate achievements; and extensive learning and development opportunities through partnerships with leading institutions. The success of these initiatives and the Centre’s culture will be assessed through regular employee engagement surveys, which Sofola says “will help the centre stay attuned to employee needs and continuously improve the work environment because open communication and feedback are integral to maintaining a positive and productive workplace”.
Goals for 2024
In closing, when asked what her main goal to achieve by the end of the year as HR Director is, Omorinsola Sofola said that she would like to recruit and onboard the leadership team and ensure that all new hires are seamlessly integrated into the AMCE. This involves facilitating relocations and onboarding processes, fostering a supportive environment in which employees can thrive both professionally and personally, and ensuring that the workplace remains positive, productive, and aligned with the Centre’s mission to redefine healthcare in Africa.
With its commitment to excellence, strategic talent acquisition, and a focus on creating a supportive and diverse work environment, AMCE is poised to make a significant impact on the continent’s healthcare landscape.
