Access Bank, GTCO, Stanbic IBTC Top LinkedIn’s Best 25 Workplaces In Nigeria

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… FirstBank, Wema , Standard Chartered, Others Also Make List

By Toyosi Olajide & Jeremiah Agada

Professional networking platform, LinkedIn has published its sixth annual top companies list, with Nigerian companies included for the first time.

The companies were selected based on a combination of research and unique member data, with LinkedIn focusing on workplaces where professionals can ‘grow their careers’, and which make the biggest impact in the professional world.

The list comes in the aftermath of the #ToxicWorkPlaces and #ToxicBosses trends on Twitter Nigeria where that had some past and current employees of certain organisations ‘called out’ their workplaces and employers on the toxic nature of their workplaces and attitudes.

According to LinkedIn, to be eligible, companies must have at least 500 employees as of 31 December 2021, and employee attrition can be no higher than 10% over the prior 12 months. Only parent companies rank on the list; majority-owned subsidiaries and associated data are wrapped into the parent company. All data counts are normalised based on company size across the pool of companies eligible for the list. Similarly, companies with layoffs during that time that amount to more than 10% of their workforce, based on public announcements, are also ineligible.

The list which is dominated by financial institutions has Access Bank PLC occupying the top position. Guaranty Trust Holding Company PLC and Stanbic IBTC. Zenith Bank PLC and Anheuser-Busch Inbev join to make up the top five.

Following in that order according to the LinkedIn ranking include Union Bank of Nigeria, Sterling Bank PLC, British American Tobacco (BAT), First Bank of Nigeria Limited, Fidelity Bank PLC, Interswitch Group, The Coca-Cola Company, Standard Chartered Bank, Olams Food & Beverages, UBA Group, FCMB and Shell Oil & Energy.

Others are Globacom, Fiverr, PWC, Amazon, MTN, Wema Bank PLC, Nestle Food & Beverages, and Promasidor.

The list is meant to be a resource for employees, guiding professionals at every stage – whether that means a career pivot, jumping back into the workforce after a hiatus, or investing in new skills.

To put together this year’s rankings, LinkedIn considered data across seven pillars, each revealing an important element of career progression. One of these pillars is the ability to advance tracks employee promotions within a company and when they move to a new company, based on standardised job titles.

Another pillar is skills growth which looks at how employees across the company are gaining skills while employed at the company. Using standardised LinkedIn skills, company stability tracks attrition over the past year, as well as the percentage of employees that stay at the company for at least three years and external opportunity looks at recruiter outreach across employees at the company, signaling demand for workers coming from these companies.

Also, company affinity, which seeks to measure how supportive a company’s culture is, looks at connection volume on LinkedIn among employees, controlled for company size. LinkedIn also considered gender diversity measures and gender parity within a company and its subsidiaries.

Finally, it considered the educational background of employees, examining the variety of educational attainment among employees, from no degree up to Ph.D. levels, reflecting a commitment to recruiting a wide range of professionals.

Further information by LinkedIn revealed that data reflected is an aggregate public member data from active LinkedIn profiles in the country and includes employee profiles associated with the parent company and majority-owned subsidiaries on LinkedIn.

The information also revealed that LinkedIn excluded members who identify as interns or contractors. “Headcounts are provided by the companies directly or public filings. Those headcounts are based on LinkedIn data. All insights reflect a 12-month time period looking back from January 2022…skills data was derived from measuring the most frequent unique skills among a company’s employees, relative to other companies.”

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