Data workers across Africa frequently struggle with numerous challenges. These professionals encounter employment uncertainties such as short-term contracts, inadequate compensation, unpredictable dismissals, and constant monitoring by employers. Additionally, they face significant threats to both their physical and mental well-being. The adverse effects of their labor may result in fatigue, burnout, emotional distress, persistent tension, dizziness, and deteriorating vision.
Data tasks encompass text forecasting, image and video tagging, converting speech to text for verification, as well as moderating content.
The world of data work is built on labour arbitrage – exploiting the fact that workers earn less and have less protection in some countries than in others.
Major tech companies frequently delegate these tasks to regions in the southern hemisphere, such as various African nations including Kenya, Uganda, and Madagascar, along with India and Venezuela. This leads to intricate supply chains that tend to be convoluted and enveloped in mystery.
Employees and scientists have raised extensive alarms regarding the well-being of data workers. Even though there have been various legal proceedings across different regions, neither technology firms nor regulatory bodies have taken significant steps to tackle these concerns.
The passing of Ladi Anzaki Olubunmi, a Nigerian content moderator discovered deceased in her Nairobi flat on March 7, 2025, remains deeply troubling. Despite uncertainties surrounding her demise, this event has reignited demands for broader structural reforms. The tragedy has elicited strong criticism from the Kenyan Union of Gig Workers, prompting them to call for a thorough inquiry into the incident.
Starting from 2015, our investigation has focused on the crucial part played by African data handlers in constructing and sustaining artificial intelligence (AI) technologies, often referred to as “data janitors.” We discovered that corporations seldom disclose their reliance on these human laborers within AI production processes, keeping them largely invisible to the general public. Essentially, this means that much of what goes into making AI operates under the radar, with many individuals remaining oblivious to the significant contribution made by these unseen workforce members.
This article details essential measures for safeguarding data workers across Africa. These involve implementing regulations for business process outsourcing, prioritizing job quality over mere volume, and offering social protections. Additionally, there’s an imperative to publicly criticize firms that mistreat their data workforce.
Data handling requires more stringent regulations.
Regulation
Business process outsourcing involves obtaining different procedures or functions from outside providers or vendors. Companies opting for this approach may aim to avoid local rules such as minimum wage requirements and shirk their duties concerning employee well-being through subcontracting and utilizing temporary staffing agencies.
This situation is occurring in Africa where certain data training companies and digital labor platforms skirt around local labor regulations. However, there’s additional depth to this narrative.
Data work is viewed by both legislators and professionals as an answer to widespread joblessness and informal employment throughout Africa. In spite of negative consequences for employees, African administrations have taken steps to establish regulatory frameworks that encourage such practices.
Nevertheless, recent proposals include new regulations such as Kenya’s Business Law (Amendment) Bill, 2024, which targets the broader business process outsourcing and IT-enabled services industry. This law specifically holds business process outsourcing companies accountable for claims made by their workers, thereby ensuring these firms take responsibility when they move data-related jobs to Africa.
Other governments ought to implement comparable regulations to ensure that workers’ rights are effectively enforced. Many data workers are employed under contracts lasting merely five days and receive wages below the local minimum threshold. Companies discovered breaching labor laws must face penalties.
Actually, there is a pressing requirement to develop comprehensive regulatory structures at either the regional or continental level for the business process outsourcing industry. This would help restrict companies from taking advantage of their workforce.
It’s possible, however, that jobs might be lost as firms relocate to places with favourable laws, an everyday reality in the outsourcing networks.
Quality, not quantity
African governments should prioritise the quality of jobs and not quantity. Policymakers should think about wider national economic development plans, particularly structural diversification and upgrading of their economies.
In the past, these approaches have led to positive outcomes in certain regions, tackling problems like joblessness, poverty, and disparities.
An alternative approach for African administrations is to improve social safety nets for data professionals. Addressing funding remains a critical challenge; thus, effective tax collection and adherence from both employees and businesses must be promptly implemented.
Ultimately, there needs to be a mechanism for calling out companies that mistreat their data employees. Evidence suggests that these kinds of initiatives enhance adherence to standards and encourage better practices among businesses.
Worker movements
Data workers from Africa have faced dangers by candidly sharing their experiences. However, such methods prove effective when coupled with group negotiations.
Historically, workers have secured their labor and civil rights through prolonged and intense battles. Throughout Africa, there is an extensive record of worker movements and trade unions opposing apartheid and colonial rule across the continent.
Although the right to associate is protected by the African Charter on Human and Peoples’ Rights and many countries have laws supporting collective bargaining, these provisions are seldom enforced in emerging outsourcing industries, notably in data processing roles.
It is also difficult to organise workers in the industry, because of the high churn rate. For instance, data training firms like Sama offer short-term contracts to employees, often as short as five days.
Some firms are hostile to workers’ organising activities.
However, many data worker-driven organizations have surfaced across Africa lately, with several being spearheaded by the co-authors of this piece. Groups such as the Techworker Community Africa, African Tech Workers Rising, African Content Moderators Union, and the Data Labelers Association are notable examples.
These efforts are essential for guaranteeing employees receive fair pay, maintain a healthy work-life equilibrium, enjoy reasonable working hours, are safeguarded from unjust termination, operate in secure conditions, and benefit from provisions aimed at enhancing their overall well-being.
****
Mophat Okinyi, Kauna Malgwi, Sonia Kgomo, and Richard Mathenge collaborated on writing this piece.
Source: The Conversation.
Provided by SyndiGate Media Inc.
Syndigate.info
).
