Rabat- El Othmani and Doukkali informed the King of the first steps the inter-ministerial commission has made to improve the Medical Assistance Plan (RAMED) in a meeting at the Royal Palace of Rabat.The King noted the inconsistencies affecting RAMED’s implementation and the need to rectify the country’s ailing healthcare system.In his Throne Day speech, July 29, the King urged ministers to focus on RAMED, suggesting that they should collectively work to correct the country’s health system “characterized by blatant disparities and poor management” and bring positive change for Moroccans. Read Also: Macron to Visit Morocco Next Week to Launch LGV with King Mohammed VIThe King pledged to personally supervise the project and remove anything that might hinder its progress.The government plans to cover 90 percent of the Moroccan population with health insurance by 2021.RAMED, which has been in place for six years, and Compulsory Health Insurance (AMO) cover only 60 percent of Moroccans. More than 25 percent of Moroccans (8.5 million) do not have access to medical care, especially the poor who live in rural areas, according to the World Bank 2017 Economic Memorandum.The quality of healthcare is also affected by the many qualified doctors who emigrate because of the lack of proper infrastructure.In his speech on the opening of the legislative year, October 12, the King proposed that foreign investors in the Moroccan healthcare system share their professional expertise to benefit the country’s youth and increase employment opportunities in all sectors.The King said the proposal would be a win-win because the King suggested opening jobs which are “currently unlicensed for foreigners in the health sector.” In May, World Health Organization (WHO) Director General Tedros Adhanom Ghebreyesus pledged to support Morocco’s ambition to extend health insurance to low-income and disadvantaged people.The 2011 Constitution dictates equal access of citizens to health care, basic medical coverage, solidarity, health equality, and equal distribution of health resources.
During yesterday’s Euro Mine Expo, there was discussion, among other things, about how the mining industry will be better at diversity. Uneven gender distribution can be a sign of a dysfunctional organization, says Lena Abrahamsson, Professor of Working Science at Luleå University of Technology and chairman of Georange. “The organization can still be ok, but it poses a risk. Even gender distribution is a tool for healthy workplaces”, she says.In connection with the Euro Mine Expo, Women In Mining held a networking meeting and discussion regarding skills & recruitment in the mining industry. Women In Mining Sweden, WIM Sweden, is a network focused on increasing gender equality in the Swedish mining and mineral industry, and serves as a platform where active industry professionals can exchange experiences.During the meeting, Åsa Allan, Site Manager at Kaunis Iron, told about that company’s extensive recruitment process to the mine outside Pajala in Sweden, which will soon be opened. There is diversity and finding the right mix of personalities in focus, but also finding suitable employees who live in the immediate area. She reported that, today, the have reached 40% women in the company.But the percentage gender gap does not always play such an important part in the workplace equality, says Lena Abrahamsson. “If you have a workplace with just men, it can be more equal than an organization with 50% women if it is based on stereotypical ideas about men and women. What matters is what perspectives exist and how people think around questions about men and women,” says Abrahamsson.She believes, however, that gender distribution plays a role. “The type of monoculture resulting from an unbalanced gender distribution gives a signal that there are problems. It can be a problem, but the figure itself is not. Therefore, it is important to look at what is happening within these figures.”Recruitment Consultant Maria Söderberg at Dare Consulting, says that the most important thing is to look at the personality. “I’m always looking for the right person with the right attitude and right values.”Allan believes that gender distribution is important. “Gender distribution does not reflect the society around the mine. That’s an important factor that makes us need to increase the balance.”Martin Eman, Manager Employer Branding at Boliden, believes that today’s situation is a problem. “If we want to be competitive in the future, we need to attract the best talents with the personalities we want. Should we only succeed in recruiting from fifty percent of the recruitment pool, then we will have problems. Especially as many industries and businesses compete for the labor force. Obviously, we must be attractive to all.”Allan points out that one cannot achieve growth with a stereotype group of people. “That’s what happens if you only have men, as supposed to having a good mix of gender, personalities, age and background.”In the picture, Lena Abrahamsson, LTU, in the middle together with, from the left: Anna Nilsson, Ledarna, Maria Söderberg, Dare Consulting , Martin Eman, Boliden & Åsa Allan, Kaunis Iron.WIM Sweden is managed by Svemin, industry association for mines, mineral and metal producers in Sweden. WIM Sweden is also part of the international umbrella organization International Women In Mining.