The State of Compensation for L&D Professionals in Africa
Benchmarking Salaries, Challenges, and Opportunities
31st Dec, 2024
Introduction
This report examines the state of compensation for Learning & Development (L&D) professionals across Africa, alongside the factors that influence earnings. By analyzing survey data, it provides insights into current salary levels, disparities, and benchmarks while exploring the role of job titles, experience, certifications, education, industries, organizational size, and regional differences in determining compensation.
Given that 95% of respondents are based in Nigeria, this report has converted salary data from USD to NGN (Naira) using a conversion rate of $1 = ₦1075.69 to provide a localized perspective. This adjustment ensures the findings are relevant to the majority of the audience while maintaining an African-wide context.
Objectives
- Examine the current salary levels and disparities in the L&D field.
- Identify factors influencing compensation, such as job titles, certifications, experience, education, industry, organizational size, and regional economic conditions.
- Provide actionable insights for professionals, employers, and industry stakeholders to promote equitable and competitive salary structures.
Methodology
- Data Collection: A survey was distributed to L&D professionals across Africa to gather information on their compensation, roles, and professional qualifications.
- Sample Size: The dataset includes responses from professionals across various levels of experience and industries.
- Analysis: Data was analyzed to identify trends, correlations, and insights that align with the study’s objectives. The findings reflect both the state of compensation and the factors influencing it.
Respondent Profile
This section provides a comprehensive overview of the demographic characteristics of the 64 respondents surveyed, offering valuable insights into the diversity and representation of Learning & Development (L&D) professionals in Africa. These insights provide the context for understanding the state of compensation and its influencing factors.
Country Representation
The majority of respondents (95.31%) are based in Nigeria, with smaller representations from Ghana (3.13%) and Morocco (1.56%).
Age Groups
The respondents span multiple generations:
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- Millennials (1981–1996): 68.75%
- Gen Z (1997–2012): 23.44%
- Gen X (1965–1980): 6.25%
- Boomers II (1955–1964): 1.56%
Job Titles
The distribution of respondents by job titles is as follows:
- Learning / Training Coordinator: 20.31%
- Learning and Development Manager: 20.31%
- Training Facilitator: 12.50%
- Programme / Program Coordinator: 10.94%
- Talent Development Specialist: 7.81%
- Others: 28.13% (including roles like Training Coordinator, E-Learning Developer, Learning Experience Designer, Chief Learning Officer, and Head of Academy)
Industry Distribution
Respondents work across a wide range of industries. The top 10 industries are:
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- Banks (Commercial, Investment): 14.06%
- Human Resource and Staffing Services: 9.38%
- IT Services (Consulting, Outsourcing, Cloud Computing): 6.25%
- Non-Governmental Organizations (NGOs): 4.69%
- Online Learning and EdTech: 4.69%
- Diversified Financial Services: 4.69%
- Insurance (Life, Health, Property & Casualty, Reinsurance): 4.69%
- Management Consulting: 4.69%
- Beverages (Alcoholic, Non-Alcoholic, Soft Drinks): 4.69%
- Transportation (Airlines, Railroads, Marine, Trucking, Delivery Services): 3.13%
- Others: 28.13%
Earning Currency
Most respondents report earning in Nigerian Naira (90.63%), followed by US Dollars (4.69%), Ghanaian Cedi (3.13%), and Moroccan Dirham (1.56%).
Findings
Salary Distribution
The majority of respondents earn less than ₦537,845 per month (converted from $500), representing 75% of the sample. Only a small proportion reports earning more than ₦1,075,690 per month (converted from $1,000). Higher salaries are typically associated with senior roles and larger organizations.
Data Evidence
- Salary Breakdown: 75% of respondents earn less than ₦537,845 per month, and only 5% earn more than ₦1,075,690 per month.
- Organizational Size: 60% of respondents from organizations with 1,000+ employees earn ₦2,151,380 or more per month.
Role of Job Title
Salary levels are strongly influenced by job titles. Entry-level roles, such as Coordinators and Facilitators, have salaries clustered in the lowest range (below ₦537,845). In contrast, senior roles, like Learning and Development Managers and Chief Learning Officers, report higher earning potential, though these roles are less represented in the dataset.
Data Evidence
- Entry-Level Roles: 80% of Coordinators and Facilitators earn below ₦537,845 per month.
- Senior Roles: 60% of Learning and Development Managers earn between ₦1,075,690 and ₦2,151,380 per month.
Impact of Experience
Years of professional and L&D-specific experience significantly impact earning potential. Respondents with over 5 years of experience generally earn more than ₦537,845 per month, while early-career professionals (0-2 years) overwhelmingly fall into the lowest salary band.
Data Evidence
- Early Career (0-2 years): 85% of respondents earn less than ₦537,845 per month.
- Mid-Career (3-5 years): Respondents in this range have an average salary between ₦537,845 and ₦1,075,690 per month.
Industry-Specific Insights
Industries play a significant role in determining salary levels, with notable variations across sectors. Banking and IT services report the highest average salaries, reflecting the resource-driven nature of these industries. Service-oriented sectors such as NGOs and hospitality show significant salary clustering in the lower ranges. Other industries, including Human Resource and Staffing Services, Online Learning and EdTech, Insurance, and Management Consulting, exhibit mixed compensation trends influenced by organizational size.
Data Evidence
- Higher Salaries: Banking and IT services lead in compensation, with over 50% of respondents earning more than ₦1,075,690 per month.
- Lower Salaries: NGOs and hospitality have 90% of respondents earning less than ₦537,845 per month.
- Mixed Trends: Industries like human resources, edtech, insurance, and consulting show varied salaries, largely dependent on the size and resources of individual organizations.
Influence of Certifications
Certifications such as PHRi and ACIPM appear to have limited direct impact on salary levels within the dataset. Respondents with certifications do not consistently earn more than those without in similar roles and industries. However, certifications may provide value early in a career and offer opportunities for long-term career progression.
Data Evidence
- Certified Professionals: On average, respondents with certifications earn ₦537,845 to ₦1,075,690 per month, similar to their non-certified peers in comparable roles and industries.
Country Comparisons
While this report aimed to explore salary comparisons across African countries, the dataset revealed limited representation from countries outside Nigeria. Most respondents are concentrated in Nigeria (95.31%), which constrains the ability to generalize findings for other regions. Available data from Ghana and Morocco suggests higher earnings for senior professionals in these countries compared to Nigeria.
Conclusion and Recommendations
The State of Compensation
The findings reveal critical insights into the state of compensation for Learning & Development (L&D) professionals in Africa. A significant proportion of respondents earn less than ₦537,845 per month, with annual gross salaries typically below ₦6,454,140. Salary clustering at the lower end reflects constrained economic conditions across many industries and regions. However, higher salaries are observed in resource-intensive industries like banking and IT and among larger organizations with more structured compensation frameworks.
Challenges Identified
The study uncovered several challenges that hinder equitable and competitive compensation practices in the L&D field:
- Limited Certification Recognition: Certifications are undervalued in salary structures across many industries, reducing their influence on compensation decisions.
- Economic Constraints: Salaries remain clustered at the lower end, reflecting broader regional economic challenges and constrained organizational budgets.
- Industry-Specific Disparities: Professionals in service-oriented sectors such as NGOs and hospitality face significant salary limitations compared to those in banking or IT.
- Experience Dependency: Early-career professionals (0-5 years) face limited earning potential, with significant salary increases only occurring after 10+ years of experience.
Limitations of the Survey
Several limitations of the survey impact the generalizability and scope of the findings:
- Country Representation: The majority of responses (95%) were from Nigeria, with limited data from Ghana and Morocco, restricting broader regional analysis.
- Sample Size: The dataset includes 64 respondents, which may not comprehensively represent the diverse roles, industries, or regions across Africa.
- Job Title Coverage: Some roles were underrepresented, limiting the ability to perform robust cross-country or cross-industry comparisons.
- Economic Context: The findings reflect economic conditions at the time of data collection and may not account for recent shifts in market dynamics.
Insights and Opportunities
The findings provide actionable insights for professionals, employers, and industry stakeholders.
Professionals should focus on high-growth industries like banking and IT, invest in certifications, and develop skills to access better compensation opportunities, especially in multinational or resource-driven organizations. Employers are encouraged to establish transparent salary structures that reward experience and qualifications while recognizing certifications to promote upskilling. Industry stakeholders should also advocate for standardized salary benchmarks and raise awareness about relevant certifications to align compensation with best practices.
This report emphasizes the importance of collaboration among professionals, employers, and industry bodies to address disparities and challenges in compensation practices. By fostering equitable and competitive compensation structures, stakeholders can enhance the career growth potential of L&D professionals and drive organizational excellence across Africa.