The College of African Wildlife Management (CAWM), commonly known as Mweka College or just Mweka, is located near the village of that name on the southern slopes of Mount Kilimanjaro in Tanzania, above the city of Moshi, about 14 kilometres north of its centre.The locality also gives its name to the Mweka Trail, one of the routes on Kilimanjaro, used for the descent.Following the independence of Tanganyika in 1961, the College of African Wildlife Management was established in 1963 by Bruce Kinloch as a pioneer institution for the training of African wildlife managers. Initial funding for Mweka was provided by the African Wildlife Leadership Foundation (now known as the African Wildlife Foundation), the U.S. Agency for International Development, and the Frankfurt Zoological Society, with facilities donated by the government of Tanganyika. Since this time, the College has trained over 5,000 wildlife managers from 52 countries worldwide (28 African countries and 24 other countries in the world), the majority are working in protected areas throughout sub-Saharan Africa.The majority of the College's students come from the SADC region, although the college opens its doors to all students with an interest in African wildlife management. A good number of students also come from Western and Eastern Europe, and countries such as the United States, India, Sri Lanka, and Japan among many others.
Recent literature suggests considering plural ways people relate with nature to make conservation inclusive. Yet, there is little empirical evidence of the complex interplays between nature’s contributions to people (NCP), values of nature, and emotions, which are three essential layers for understanding people’s motivations to connect with nature. We applied the photovoice method to understand how smallholder farmers in Kilimanjaro benefit from, value, and emotionally connect with nature. Through content analysis and multiple correspondence analysis (MCA), we found three types of associations between NCP, values of nature, and emotions: (1) the association between unpleasant emotions, several materials and regulating NCP, intrinsic values, and the relational values of stewardship, responsibility, and aesthetics was expressed by smallholder farmers below the border of the national park; (2) the association between pleasant emotions, non-material NCP, and several relational values, such as sense of place and cultural heritage was expressed by smallholder farmers in their homegardens; and (3) the association between instrumental values, relational values, and NCP of social cohesion and social relations was expressed by all smallholder farmers from the lowland to the upland. These three types of associations suggest that, in the spirit of inclusive conservation, we need; (1) to consider the multiple ways smallholder farmers relate with nature, (2) to reduce access restrictions of local actors to protected areas to avoid eroding meaningful human-nature relations, and (3) to expand conservation-related benefit-sharing mechanisms beyond instrumental thinking and consider non-material NCP, relational values, and emotions.
Plant invasions increasingly threaten biodiversity, ecosystem functioning and local livelihoods worldwide. Yet, formal management responses remain based on Western ecological knowledge with limited integration of traditional ecological knowledge and community perspectives. Overlooking local knowledge can limit the efficacy of “formal” management, weakening interventions by conservation organisations and government agencies. This is especially the case in complex systems where people live closely with the environment. Using a socio-ecological approach, we document traditional ecological knowledge, perceived impacts and community willingness to support invasive plant management in the Serengeti socio-ecological system. In a survey of 229 respondents from six villages adjacent to the Serengeti ecosystem in northwestern Tanzania, about 85% reported being aware of invasive plant species, with awareness shaped by respondent’s education, proximity of their residence to protected area boundaries and experience of invasive plant impacts. Over 75% of respondents demonstrated high knowledge of four target invasive plant species ( Chromolaena odorata , Lantana camara , Opuntia stricta and Opuntia ficus-indica ), including their spread and traditional management practices. Despite noting some benefits of invasive plants (e.g. used as fencing, boost honey production, serves as fodder), respondents viewed invasive plants as having negative impacts overall (e.g. reducing palatable pastures, lower crop yields). Reflecting these perceptions, 73% of respondents expressed strong willingness to support formal management efforts. However, translating their willingness and local knowledge into effective action requires coordinated strategies. Strengthening coordination mechanisms among protected area authorities, local institutions and adjacent communities can improve adaptive planning and support the development of effective management frameworks. Our findings emphasize the importance of integrating local knowledge systems and community perspectives into formal management of invasive species for effective management strategies.
Rangers play a crucial role in conserving wildlife resources. Despite need to protect species, there is limited focus on their mental health which impacts their well-being, relationships and conservation at large. This scoping review analyses mental health risk factors among rangers. Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) framework was used. Relevant literature was selected based on established inclusion and exclusion criteria from Web of Science, ScienceDirect, and Scopus within the domain of mental health from 2005 to 2024. Duplicate literature was removed, reducing the total literature to 246 items. Titles and abstracts were systematically reviewed to identify literature addressing mental health risk factors. Full-text review was thereafter conducted, in which 81 items were included in the synthesis. Rangers face diverse stressors, including limited career progression, financial struggles, traumatic incidents, exposure to diseases and social isolation. These challenges can lead to mental health issues. This review highlights the necessity for coordinated efforts by government, employers and other stakeholders to address work-related mental health risks by creating supportive environments and providing mental health resources for rangers. Through collaborative efforts, rangers’ mental health can be safeguarded, allowing them to thrive in their roles while effectively contributing to conservation.
This chapter explores the integration of flexible work arrangements with sustainable infrastructure development in Tanzania. Globally, flexible models like remote work, hybrid schedules, and flextime have gained attraction due to digitalization and the COVID-19 pandemic experience, offering benefits such as increased productivity, cost savings, and enhanced employee well-being. Simultaneously, Tanzania is prioritizing sustainable infrastructure, green buildings, renewable energy, and improved transport mechanisms to reduce environmental impact and support its growing population. The country's socio-economic landscape, marked by a youthful, rural population shifting toward urbanization and digitalization, presents both opportunities and challenges for flexible work. Notable progress includes transport projects like the Bus Rapid Transit (BRT) system and information and communication technology (ICT) infrastructure expansion, which support remote work potential. However, challenges persist, such as limited digital access in rural areas and inconsistent electricity supply. Although Tanzania's COVID-19 response was less restrictive, the pandemic accelerated the adoption of remote work, particularly in sectors like finance, education, and technology. This transition exposed issues like unreliable internet and poor remote management but also encouraged digital tool adoption and policy reform discussions. Flexible work is increasingly relevant within Tanzania's development frameworks, including Vision 2025 and the National Employment Policy (NEP), both of which prioritize infrastructure, technology, and inclusive growth. Integrating flexible work into these agendas could boost workforce participation, improve quality of life, and promote environmental sustainability by reducing commuting and energy use. Additionally, the National Digital Economy Strategy offers a favorable policy context for scaling flexible work, aligning with Tanzania's broader goals of modernization, digital transformation, and sustainable development.
