REPUBLIC OF KENYA MINISTRY OF GENDER, CHILDREN AND SOCIAL DEVELOPMENT

Transcription

1 REPUBLIC OF KENYA MINISTRY OF GENDER, CHILDREN AND SOCIAL DEVELOPMENT 2 ND BI-ANNUAL REPORT ON 30% AFFIRMATIVE ACTION ON EMPLOYMENT AND RECRUITMENT OF WOMEN IN THE PUBLIC SERVICE 30 th June,2011

2 Table of Contents Topic page INTRODUCTION.3 HIGHLIGHTS OF THE 30% AFFIRMATIVE ACTION MONITORING REPOR..4 DATA ANALYSIS ON EMPLOYMENT AND PROMOTION OF WOMEN IN PUBLIC SERVICE. 6 PUBLIC PRIMARY SCHOOL TEACHERS EMPLOYMENT BY SEX.21 PUBLIC SECONDARY SCHOOL TEACHERS EMPLOYMENT BY SEX.22 DATA ANALYSIS ON RECRUITMENT AND PROMOTION OF WOMEN AND MEN IN PARASTATALS.23 GENDER REPRESENTATION IN POLITICAL AND SENIOR DECISION- MAKING POSITIONS..26 DATA ANALYSIS ON RECRUITMENT AND PROMOTION OF WOMEN IN MUNICIPALITIES, COUNTY & TOWN COUNCILS.28 WOMEN S PARTICIPATION AT CIVIC LEVELS..36 CONCLUSION AND RECOMMENDATION

3 Introduction On 20 th October 2006 His excellence the President of the republic of Kenya, Hon. Mwai Kibaki, passed a presidential decree declaring the government s commitment to implementation of an affirmative action in recruitment and promotion of women in the public sector. This is intended to create equity in employment of men and women and promotion to senior positions in the public sector. Government ministries and parastatals are therefore required to adhere to the decree whenever they employ or promote staff under them. The Ministry of Gender, Children and Social Development is mandated to monitor the implementation of this decree and report accordingly. The following report is an analysis of data collected from 32 ministries by 20 TH of May It looks at the overall numbers of men and women employed in government Ministries and Parastatals and the positions they occupy in their organizations. The report further analyses the role of women in decision making structures of the Government such as parliament, judiciary, local councils and in provincial administration. 3

4 HIGHLIGHTS OF THE 30% AFFIRMATIVE ACTION MONITORING REPORT Overall figures for recruitment of men and women in the public sector show that women make up 30.9% and men 69.1% of the workforce. Data available shows that employment and promotion of women in the civil service is tilted in favour of men and that though some ministries have made efforts to employ and promote more women, gender parity is still far from realization. Only 3 of the 32 ministries surveyed had women constituting over 50% their workforce in job groups P and above. These are Ministry of Gender, Children and Social Development, State Law Office and Ministry of State for Defence. 72% of women employed in the civil service work in the lower cadres of job groups H and below. In Parastatals overall numbers in labour force show that women are 39.2% compare to 60.8% men. Women in senior positions are less than 30% of the workforce in that cadre. They are mainly positioned in lower ranks including clerical, secretarial and messengerial positions. In Local Government women employees make up less than 10% of top-level management including heads of departments. Majority of women employees (65%) in local councils are low-level staff working as sweepers in offices, markets and revenue collectors in bus-parks and markets. To effectively mainstream gender in ministerial policy, programmes and projects, there is need to increase the staffing of Ministries with qualified female officers in top management. They will influence decision- making to favour both men and women. 4

5 More qualified women need to be employed in senior management positions in Parastatals. This will increase the gender responsiveness of these organizations during policy formulation, planning, and programme implementation. Government funds going into programmes in these Parastatals will benefit women, men, girls and boys. With devolution of resources to the grassroots, local councils are vital in decision-making regarding projects at that level. They should be encouraged to source for professional women to occupy managerial positions. Equally, women with requisite qualifications should apply for jobs advertised by local councils. Most Government ministries and Parastatals are slow in implementing the 30% Affirmative Action. It is recommended that a clear enforcement mechanism be put in place by the Public Service Commission to ensure compliance. 5

6 DATA ANALYSIS ON EMPLOYMENT AND PROMOTION OF WOMEN IN PUBLIC SERVICE AS AT 30 th June 2009 Table 1: Employment and promotion in the Ministry of Immigration and Registration of Persons by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of Immigration and Registration of Persons Table 2: Employment and promotion in the Ministry of State for National Heritance and Culture by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of State for National Heritance and Culture Table 3: Employment and promotion in the Ministry of State for Development of Northern Kenya and Other Arid Lands by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of State for Development of Northern Kenya and Other Arid Lands. 6

7 Table 4: Employment and promotion in the Ministry of State for Defence by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of State for Defence Table 5: Employment and promotion in the Ministry of Energy by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of Energy Table 6: Employment and promotion in the Ministry of Higher Education by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of Higher Education 7

8 Table 7: Employment and promotion in the Ministry of Water and Irrigation by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of Water and Irrigation Table 8: Employment and promotion in the Ministry of Cooperative Development and Marketing by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of Cooperative Development and Marketing Table 9: Employment and promotion in the Ministry of Office of President by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of Office of President 8

9 Table 10: Employment and promotion in the Ministry of Environment and Mineral Resources by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of Environment and Mineral Resources Table 11: Employment and promotion in the Ministry of Forestry and Wild life by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of Forestry and Wild life Table 12: Employment and promotion of men and women in the Ministry of Livestock by Job Groups and Sex, May 2009 P J-N H and Below Total Source: Ministry of Livestock 9

10 Table 13: Employment and promotion in the Ministry of Public Works by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of Public Works Table 14: Employment and promotion in the Ministry of Tourism by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of Tourism Table 15: Employment and promotion in the Ministry of State for Public Services by Job Group and Sex, May 2009 P J-N H and Below Total Source Ministry of State for Public Services 10

11 Table 16: Employment and promotion in the Ministry of Justice, National Cohesion and Constitutional Affairs by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of Justice, National Cohesion and Constitutional Affairs Table 17: Employment and promotion in the Ministry of Finance by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of Finance Table 18: Employment and promotion in the Ministry of Fisheries Development by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of Fisheries Development 11

12 Table 19: Employment and promotion in the Ministry of Local Government by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of Local Government Table 20: Employment and promotion in the Ministry of Trade by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of Trade Table 21: Employment and promotion in the Ministry of Planning, National Development and Vision 2030 by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of Planning, National Development and Vision

13 Table 22: Employment and promotion in the Ministry of East African Community by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of East African Community Table 23: Employment and promotion in the Ministry of Labour and Human Resource Development by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry Labour and Human Resource Development Table 24: Employment and promotion in the Ministry of Gender, Children and Social Development by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry Gender, Children and Social Development 13

14 Table 25: Employment and promotion in the Ministry of Information and Communication by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of Information and Communication Table 26: Employment and promotion in the Ministry of Youth and Sports by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of Youth and Sports Table 27: Employment and promotion in the Ministry of Housing by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of Housing 14

15 Table 28: Employment and promotion in the Ministry of Lands by Job Group and Sex, May 2009 P J-N H and Below Total Source: Ministry of Lands Table 29: Employment and promotion in the Ministry of Special Programme by Job Group and Sex, May 2009 P J-N H and Below NA Total Source: Ministry of Special Programme Table 30: Employment and promotion in the Ministry of Agriculture by Job Group and Sex, May 2009 P J-N H and Below Total , Source: Ministry of Agriculture 15

16 Table 31: Employment and promotion in the Public Sector Reform and Performance Contracting office by Job Group and Sex, May 2009 P J-N H and Below N/A Total Source: Public Sector Reform and Performance Contracting Table 32: Employment and promotion in the State Law Office by Job Group and sex Job groups Female Male Total %Female P and above J-N H and below Total Source: State Law Office 16

17 ANALYSIS The data available shows that women are under-represented in the civil service. Out of the total workforce of 62, 756 surveyed by May 2009, women constituted 30.9% compared to 69.1% men (refer to figure1) Figure 1 DISTRIBUTION OF CIVIL SERVICE WORKFORCE BY SEX 31% Female Male 69% Source: Ministry of Gender, Children and Social Development The table in annex iii shows that out of thirty-two ministries surveyed by May 2009 twenty-five (78.1%) had women constituting over 30% of the workforce. This large number of ministries indicates that the overall population of women in the civil service is increasing. Out of the twenty-five above, the top four ministries with women constituting over 47.5% of the labour force are Ministry of Justice, National Cohesion & Constitutional Affairs, State Law Office, Ministry of Forestry and Wildlife, and the Ministry of Gender, Children and Social Development. The remaining seven ministries with a female workforce of 29% and below are Ministry of Finance, Ministry of State for Public Services, Ministry of Livestock, Ministry of Environment and Mineral resources, Office of the President, Ministry of Public Works and Ministry of Water and Irrigation. The positions held by men and women across the ministries shows that women mainly occupy the lower echelons of the decision making structure of government. For example, in job groups H and below women 17

18 constituted 22.3% of the total workforce compared to only 0.5% women in Job groups P and above. The percentage of men was 43.7% and 20.9% respectively. However, the percentage of women in decision-making positions of job groups P and above varied from ministry to another. The ministries of Gender, children and Social Development, State Law Office and Ministry of State for Defence were the leading with 66.7%, 58.5% and 50.0% respectively. Table 33 shows the number of men and women in the different job categories in the civil service. TABLE 33: DISTRIBUTION OF CIVIL SERVICE WORKFORCE BY JOB CATEGORIES AND SEX Job groups Female Male Total %Female P and above 334 1,309 1, J-N 5,094 14,602 19, H and below 13,980 27,437 41, Total 19,408 43,348 62, Source: Ministry of Gender, Children and Social Development Table 33 above illustrates the small proportion of women visa vis that of men in the civil service across all the job categories but with a concentration in the lower job groups H and below. The same information is illustrated in the Figure 2 and 3. 18

19 Figure 2 DISTRIBUTION OF CIVIL SERVICE WORKFORCE BY JOB CATEGORIES AND SEX , ,602 13,980 Female Male ,094 1, P and above J-N H and below JOB GROUP Source: Ministry of Gender, Children and Social Development Figure 2 illustrates the small number of female officers across all the job categories in the civil service. This is further highlighted by figure 3. Figure 3 DISTRIBUTION OF WOMEN IN CIVIL SERVICE BY JOB CATEGORIES P and above 2% J-N 26% H and bel ow 72% Source: Ministry of Gender, Children and Social Development Figure 3 illustrates the small proportion of women in job groups P and above in the civil service relative to the proportion of women in lower cadres of job groups H and below. 19

20 TABLE 34: A SUMMARY OF CIVIL SERVICE EMPLOYMNET ON J/G P AND ABOVE BY MINISTRY AND SEX: MAY 2009 MINISTRY Female Male Total %Female Ministry of Gender, Children and Social Development State Law Office Ministry of State for Defence Ministry of Justice, National cohesion & constitutional Public Sector Reform and Performance Contracting Ministry of Tourism Ministry of Housing Ministry of State for Public Services Ministry of Lands Ministry of Cooperative Development and Marketing Ministry of Immigration and Registration Ministry of Information and Communications Ministry of Youth Affairs & Sports Ministry of Trade Ministry of Finance Ministry of Energy Ministry of Planning, National Development Ministry of Labour & Human Resource Development Ministry of Higher Education Ministry of Fisheries Development Ministry of Livestock Ministry of State for National Heritage and Culture Northern Kenya and Other Arid Lands Ministry of East African Community Ministry of Public Works Ministry of Forestry and Wildlife Ministry of Agriculture Office of President Ministry of Special Programme Ministry of Water and Irrigation Ministry of Local Government Ministry of Environment and Mineral resources ,309 1, Table 34 shows that out of 1,643 officers on job P and above, surveyed in the civil service in May 2009, women were only 334 representing 20.3% of the workforce in that job category compared to 1,309 men in the same job category, representing 79.7%. It can be deduced from the forgoing information that employment and promotion of women in the civil service is tilted in favour of men. A large number of ministries demonstrate these disparities. Though efforts have been made by some ministries to employ and promote more women, 20

21 gender parity in numbers and placement in positions of decision making is still far from realization. To effectively mainstream gender in ministerial policy, planning and programming, there is need to increase the staffing of Ministries with qualified female officers at the top management. They will influence decision- making to favour both men and women. This will also improve gender equity in the civil service. PUBLIC PRIMARY SCHOOL TEACHERS EMPLOYMENT BY SEX The number of public primary school teachers by sex between 2000 and 2008 is shown in Figure 4. The total number of teachers declined by 1.8 per cent from 173,157 in 2007 to 170,059 in 2008, with male teachers constituting 54.0 per cent. The number of male teachers declined by 2.7 per cent from 94,264 in 2007 to 91,758 in 2008, while the number of female teachers decreased by 0.8 per cent from 78,893 in 2007 to 78,301 in Under the policy of replacing teachers exiting service through natural attrition, a total of 7,250 primary school teachers were recruited by the Teachers Service Commission in 2008 compared to 6,500 in This increased the proportion of public primary school teachers to that of male teachers. 21

22 Figure 4 NUMBER OF PRIMARY SCHOOL TEACHERS BY YEAR AND SEX Female Male YEARS Source: Ministry of Gender, Children and Social Development The figure 4 above show the proportion of female teachers in public primary schools to that of male teachers and how it has been changing between 2000 and The recent upsurge of teacher recruitment following the implementation of free primary education and the 30% affirmative action has raised the percentage of women relative to that of men between 2006 and PUBLIC SECONDARY SCHOOL TEACHERS EMPLOYMENT BY SEX Table 36 shows that the number of Public secondary school teachers declined by 2.9 per cent from 44,305 in 2007 to 43,016 in The number of male teachers declined by 2.5 per cent from 28,544 in 2007 to 27,838 in 2008, while the number of female teachers decreased by 3.7 per cent from 15,761 in 2007 to 15,178 in A total of 4,700 secondary school teachers were recruited in 2008 as compared to 3,500 in This has kept the proportion of female teachers in public secondary schools at an average of 35.2 for the last 9 years (2000 and 2008). 22

23 Table 36: NUMBER OF SECONDARY SCHOOL TEACHERS BY SEX, Year Female Male Total %Female Source: Teachers Service Commission The overall assessment of data in Table 36 shows that the number of female teachers has consistently remained at 35.2% compared to that of male teachers (64.8%) between 2000 and But in terms of affirmative action in employment of women, the teachers service commission ranks highly with regard to employment of teachers. DATA ANALYSIS ON RECRUITMENT AND PROMOTION OF WOMEN AND MEN IN PARASTATALS AS PER 20 th May According to data given from parastatals the picture remains the same as in Government Ministries. Majority of employees in all parastatals are men (M: 60.8%, W: 39.2%). The leading parastatals in terms of the high proportion of women employees are the Jomo Kenyatta Foundation, Public Service Commission, Teachers Service Commission, Kenya Reinsurance Corporation and the National Museum of Kenya, in that order of merit. The least three in terms of recruitment of female employees are Tana and Athi River Development Authjority, Kenya Airports Authority, and the Kenya National Bureau of Standards. Refer to table 37 and figure 5. 23

24 Table 37: EMPLOYMENT OF MEN AND WOMEN IN PARASTATALS BY SEX Parastatal corporation Female Male Total %Female Nyayo Tea Zone National Museum of Kenya Retirement Benefits Authority Kerio Valley Development Authority The Jomo Kenyatta Foundation Kenya Re-insurance Corporation National Housing Corporation Tana and Athi Rivers Development Kenya Plant Health Inspectorate services Communication Commission of Kenya Kenya National Examination council Kenya Institute of Special Education Kenya Airport Authority 392 1,033 1, KNBS National AIDs Councils Lake Basin Development Authority Public Service Commission Teachers Service Commission 1,320 1,142 2, Kenya Sugar Board Total = 21 3,026 4,702 7, Source: Ministry of Gender, Children and Social Development 24

25 Figure 5 DISTRIBUTION OF WORKFORCE BY GOVERNMENT PARASTATALS Female 39% Male 61% Source: Ministry of Gender, Children and Social Development As shown in table 37 and figure 5 the proportion of women compared to male employees in parastatals is much lower. Evidence of positions held by men and women in government parastatals also shows that all parastatals do not have a significant number of women in senior positions of decision-making. Women mostly occupy junior ranks as secretaries, clerical officers and messengers. This scenario needs to be changed for gender equity in distribution of positions in parastatals. More qualified women need to be employed in senior management positions. This will increase the gender responsiveness of these organizations during policy formulation, planning, and programme implementations. To that end, Government funds going into programmes in these organizations will benefit women, men, girls and boys for sustainable development. 25

26 4. GENDER REPRESENTATION IN POLITICAL AND SENIOR DECISION- MAKING POSITIONS Kenyan women are making significant strides to develop their careers in the civil service and to enter previously male-dominated professions. Howerver, they are still grossly under-represented in the political, senior management and public decision making positions. Gender inequality is also still evident in the judicial Service despite some marked improvement in women s representation between 2005 and Table 39 gives details of employment in judicial service commission. TABLE 38: EMPLOYMENT OF MEN AND WOMEN IN THE JUDICIARY BY SEX Rank February 2005 June 2009 F M Total (%) F F M Total (%) F Chief Justice Court of Appeal Judges High Court Judges Chief Magistrates Senior principal magistrates Principal Magistrates* SRM Resident Magistrates District Magistrates(11) Khadhis Total Source: Judiciary 2009 Data in table above shows that 90% of all the judges in the Court of Appeal are men while women constitute only 10%. Of all the High Court 26

27 judges, women constituted only 25.0%. Overall, the proportion of female public officers in the judiciary increased from 32.3% in February 2005 to 33.5% in June Except for Kadhis who preside over personal matters involving Muslims, and for the position of the Chief Justice, employment of women in all the positions in the judiciary has slightly increased. Although there has been an upward change in female representation, male representation in the legislature and in the top management positions in the civil service is still disproportionately higher than that of females in all the ranks. This is shown in Table 39. Table 39: POLITICAL AND SENIOR DECISION-MAKING POSITIONS BY SEX, MAY RANK May 2006 May 2009 Women Men Total (%) Women Women Men Total (%) Women President Prime Minister Deputy Prime Minister Ministers Assistant Ministers National Assembly Ambassadors/ High Commissioners Permanent Secretaries (PS) Provincial Commissioners (PC) Deputy Secretaries Councillors Lawyers Source: Department of Gender and Social Development, Electoral Commission, DPM Complimentary Statistics Unit 27

28 Data in the table above shows that women are grossly under-represented in top decision-making positions in the public service. The underrepresentation of women in key leadership positions is linked to a range of socio-cultural, political and economic factors. DATA ANALYSIS ON RECRUITMENT AND PROMOTION OF WOMEN IN MUNICIPALITIES, COUNTY & TOWN COUNCILS AS AT MAY Table 40: Municipal Council of Mombasa: Employees by Grade and Sex. Category Top management including heads of department Middle level staff Salary Grade Females Male Total Scale 5 and above Scale 6 to Lower level staff Scale 10 and below 822 1,824 2,646 Total Source: Municipal Council of Mombasa Table 41: County Council of Lamu: Employees by Grade and Sex. Category Top management including heads of department Middle level staff Salary Grade Females Male Total Scale 5 and above Scale 6 to Lower level staff Scale 10 and below Total Source: County Council of Lamu 28

29 Table 42: County Council of Suba: Employees by Grade and Sex. Category Top management including heads of department Middle level staff Salary Grade Females Male Total Scale 5 and above Scale 6 to Lower level staff Scale 10 and below Total Source: County Council of Suba Table 43; Town Council of Kangema Employees by Grade and Sex. Category Top management including heads of department Middle level staff Salary Grade Females Male Total Scale 5 and above Scale 6 to Lower level staff Scale 10 and below Total Source: Town Council of Kangema. Table 44: County Council of Kwale Employees by Grade and Sex. Category Top management including heads of department Middle level staff Salary Grade Females Male Total Scale 5 and above Scale 6 to Lower level staff Scale 10 and below Total Source: County Council of Kwale. 29

30 Table 45: Municipal Council of Kiambu Employees by Grade and Sex. Category Top management including heads of department Middle level staff Salary Grade Females Male Total Scale 5 and above Scale 6 to Lower level staff Scale 10 and below Total Source: Municipal Council of Kiambu Table 46: Port Victoria Town Council Employees by Grade and Sex. Category Top management including heads of department Middle level staff Salary Grade Females Male Total Scale 5 and above Scale 6 to 9 Lower level staff Scale 10 and below Total Source: Port Victoria Town Council Table 47: Town Council of Malakisi Employees by Grade and Sex. Category Top management including heads of department Middle level staff Salary Grade Scale 5 and above Scale 6 to 9 Females Male Total Lower level staff Scale 10 and below Total Source: Town Council of Malakisi 30

31 Table 48: Chuka Municipal Council Employees by Grade and Sex. Category Salary Females Male Total Grade Top management including heads of department Scale 5 and above Middle level staff Scale 6 to Lower level staff Scale 10 and below Total Source: Chuka Municipal Council Table 49: County Council of Isiolo Employees by Grade and Sex. Category Salary Grade Females Male Total Top management including heads of department Scale 5 and above Middle level staff Scale 6 to Lower level staff Scale 10 and below Total undesignated Source: County Council of Isiolo Table 50: County Council of Kitui Employees by Grade and Sex. Category Top management including heads of department Middle level staff Salary Grade Females Male Total Scale 5 and above Scale 6 to Lower level staff Scale 10 and below Total Source: County Council of Kitui 31

32 Table 51: Town Council of Olkejuado Employees By Grade and Sex Category Top management including heads of department Middle level staff Salary Grade Females Male Total Scale 5 and above Scale 6 to Lower level staff Scale 10 and below Total Source: Town Council of Olkejuado Table 52: County Council of Tana River Employees by Grade and Sex. Category Top management including heads of department Middle level staff Salary Grade Females Male Total Scale 5 and above Scale 6 to 9 Lower level staff Scale 10 and below Total Source: County Council of Tana Rive Table 53: Othaya County Council Employees by Grade and Sex. Category Top management including heads of department Middle level staff Salary Grade Females Male Total Scale 5 and above Scale 6 to Lower level staff Scale 10 and below Total Source: Othaya County Council 32

33 Table 54: Karuri Town Council Employees By Grade and Sex. Category Top management including heads of department Middle level staff Salary Grade Females Male Total Scale 5 and above Scale 6 to Lower level staff Scale 10 and below Total Source: Karuri Town Council Table 55: Busia County Council Employees By Grade and Sex. Category Top management including heads of department Middle level staff Salary Grade Females Male Total Scale 5 and above Scale 6 to Lower level staff Scale 10 and below Total Source: Busia County Council Table 56: Maragua County Council Employees By Grade and Sex. Category Top management including heads of department Middle level staff Salary Grade Females Male Total Scale 5 and above 1-1 Scale 6 to Lower level staff Scale 10 and below Total Source: Maragua County Council 33

34 Table 57: Lugari County Council Employees By Grade and Sex. Category Top management including heads of department Middle level staff Salary Grade Females Male Total Scale 5 and above Scale 6 to Lower level staff Scale 10 and below Total Source: Lugari County Council Table 58: Malaba Town Council Employees By Grade and Sex. Category Top management including heads of department Middle level staff Salary Grade Females Male Total Scale 5 and above Scale 6 to Lower level staff Scale 10 and below Total Source: Malaba Town Council Table 59: Municipal Council of Kakamega Employees By Grade and Sex. Category Top management including heads of department Middle level staff Salary Grade Females Male Total Scale 5 and above Scale 6 to Lower level staff Scale 10 and below Total Source: Municipal Council of Kakamega 34

35 Table 60: Municipal Council of Mumias: Employees By Grade and Sex. Category Top management including heads of department Middle level staff Salary Grade Females Male Total Scale 5 and above Scale 6 to Lower level staff Scale 10 and below Total Source: Municipal Council of Mumias Table 61: Municipal Council of Webuye Employees by Grade and Sex. Category Top management including heads of department Middle level staff Salary Grade Females Male Total Scale 5 and above Scale 6 to Lower level staff Scale 10 and below Total Source: Municipal Council of Webuye Table 62: Chogoria County Council Employees by Grade and Sex. Category Top management including heads of department Middle level staff Salary Grade Females Male Total Scale 5 and above 1-1 Scale 6 to Lower level staff Scale 10 and below Total Source: Chogoria County Council 35

36 Authori ties WOMEN S PARTICIPATION AT CIVIC LEVELS: Although there has been an increase in participation of women in civic elections (between 2002 and 2008), usually held at the same time as parliamentary and presidential elections the overall representation of women in local authorities is very low. Refer to Table 63. TABLE 63: Women s Participation in Local Authorities County Total Female %F Total Female %F Total Female %F Total Female %F Municip al City Council Town Council Total Source: Electoral Commission of Kenya, 2008 The data above shows that women participation in local authorities increased from 8.1 per cent in 1998 to 15.8 in However, the positions held by women are such that women employees make up less than 11% of the top-level management including heads of departments. Out of 23 local councils surveyed only the Municipal Council of Mombasa had 2 female employees in the top management. The County Councils of Kwale, Maragwa and Chogoria had one female employee each in top management. Other councils did not have female employees in top leadership positions. Women also constitute only 25.3% of the middle level staff in local councils. Majority of women (over 70%) employed in local councils are lower level staff working as sweepers in offices, markets and revenue collectors in bus-parks and markets. With devolution of resources to the grassroots, local councils are vital in decision-making regarding projects at that level. Currently, very few local council projects directly benefit women. This can be attributed to the 36

37 shortage of women in decision-making positions in local government organizations. Therefore, local councils should be encouraged to source for professional women to occupy managerial positions. Equally, women with requisite qualifications should apply for jobs advertised by local councils. CONCLUSION AND RECOMMENDATION The Government of Kenya is committed to the achievement of gender equality and seeks to increase women s participation in decision-making positions in the public service. To achieve this goal, the government is implementing the 30% affirmative action with effect from This affirmative action provides for at least 30% of all new recruitments and promotions in the public service to benefit qualified women. To this end, a good number of women have been recruited and promoted in various government ministries and parastatals. The police force is recognised for increasing the quota of female recruits and for laying emphasis on gender equity in promotions to higher ranks. All government organizations and the private sector in this country are encouraged to go in the direction of gender equity in staff placement in positions of decision-making. Women in positions of leadership have performed diligently without being involved in scandals. This shows that they are capable and should be supported. On the whole, the implementation of 30% Affirmative Action is being observed by government organisations but implementation is slow. This can be attributed to there being no enforcement mechanism to ensure compliance by government ministries and parastatals. It is recommended that a strong enforcement mechanism be put in place by the Public Service Commission. The monitoring function of the ministry of gender should be reinforced with financial support from the ex-chequer and development partners to carry out research in all government organisations from the grass-roots and to compile timely reports to effectively feed the proposed enforcement structure. 37

38 ANNEX 1 DISTRIBUTION OF WOMEN IN CIVIL SERVICE BY JOB CATEGORIES P and above 2% J-N 26% H and bel ow 72% Source: Ministry of Gender, Children and Social Development 38

39 ANNEX II DISTRIBUTION OF WORKFORCE BY GOVERNMENT PARASTATALS Female 39% Male 61% Source: Ministry of Gender, Children and Social Development 39

40 ANNEXIII: A SUMMARY OF CIVIL SERVICE RECRUITMENT BY MINISTRY AND SEX: MAY, 2009 MINISTRY Female Male Total %Female Ministry of Justice, National cohesion & constitutional State Law Office Ministry of Forestry and Wildlife Ministry of Gender, Children and Social Development , Ministry of State for National Heritage and Culture Ministry of East African Community Public Sector Reform and Performance Contracting Ministry of Higher Education Ministry of Immigration and Registration 2,256 3,006 5, Northern Kenya and Other Arid Lands Ministry of Planning, National Development Ministry of Labour & Human Resource Development Ministry of Special Programme Ministry of Tourism Ministry of Trade Ministry of Cooperative Development and Marketing , Ministry of Energy Ministry of Information and Communications Ministry of Local Government Ministry of Agriculture 2,591 4,484 7, Ministry of State for Defence 829 1,476 2, Ministry of Lands 1,155 2,114 3, Ministry of Youth Affairs & Sports 1,144 2,316 3, Ministry of Fisheries Development Ministry of Housing Ministry of Finance 693 1,722 2, Ministry of State for Public Services Ministry of Livestock 1,575 4,032 5, Ministry of Environment and Mineral resources , Office of President 3,854 12,669 16, Ministry of Public Works 406 1,497 1, Ministry of Water and Irrigation 749 3,652 4, Total = 32=32/42*100=76.2% 19,408 43,348 62, Source: Ministry of Gender, Children and Social Development 40

41 ANNEX IV: A SUMMARY OF CIVIL SERVICE EMPLOYMNET ON J/G J TO N BY MINISTRY AND SEX: MAY 2009 MINISTRY Female Male Total %Female Public Sector Reform and Performance Contracting Ministry of State for Defence Ministry of Forestry and Wildlife Ministry of Justice, National cohesion & constitutional Ministry of East African Community State Law Office Northern Kenya and Other Arid Lands Ministry of Special Programme Ministry of State for National Heritage and Culture Ministry of Higher Education Ministry of Gender, Children and Social Development Ministry of Tourism Ministry of Planning, National Development Ministry of Labour & Human Resource Development Ministry of Immigration and Registration Ministry of Energy Ministry of Local Government Ministry of Trade Ministry of Lands Ministry of Cooperative Development and Marketing Ministry of Information and Communications Ministry of Youth Affairs & Sports Ministry of Finance Ministry of Housing Office of President 504 1, Ministry of Livestock 649 2, Ministry of Fisheries Development Ministry of Environment and Mineral resources Ministry of State for Public Services Ministry of Agriculture 394 2, Ministry of Water and Irrigation 226 1, Ministry of Public Works ,094 14,602 19, Source: Ministry of Gender, Children and Social Development 41

42 ANNEX V: A SUMMARY OF CIVIL SERVICE EMPLOYMNET ON J/G H AND BELOW BY MINISTRY AND SEX: MAY 2009 MINISTRY Female Male Total %Female Public Sector Reform and Performance Contracting Ministry of State for Defence 692 1,406 2, Ministry of Forestry and Wildlife Ministry of Justice, National cohesion & constitutional Ministry of East African Community State Law Office Northern Kenya and Other Arid Lands Ministry of Special Programme Ministry of State for National Heritage and Culture Ministry of Higher Education Ministry of Gender, Children and Social Development Ministry of Tourism Ministry of Planning, National Development Ministry of Labour & Human Resource Development Ministry of Immigration and Registration 1,857 2,305 4, Ministry of Energy Ministry of Local Government Ministry of Trade Ministry of Lands 783 1,316 2, Ministry of Cooperative Development and Marketing Ministry of Information and Communications Ministry of Youth Affairs & Sports 734 1,325 2, Ministry of Finance , Ministry of Housing Office of President 3,334 11,033 14, Ministry of Livestock 867 1,346 2, Ministry of Fisheries Development Ministry of Environment and Mineral resources Ministry of State for Public Services Ministry of Agriculture 2,162 2,062 4, Ministry of Water and Irrigation 520 2,181 2, Ministry of Public Works , ,980 27,437 41, Source: Ministry of Gender, Children and Social Development 42

43 ANNEX VI: Number of Primary School Teachers by Year and Sex, Year Female Male Total %Female Source: Teachers Service Commission ANNEX VII DISTRIBUTION OF WOMEN IN CIVIL SERVICE BY JOB CATEGORIES P and above 2% J-N 26% H and bel ow 72% 43

44 DISTRIBUTION OF CIVIL SERVICE WORKFORCE BY SEX DISTRIBUTION OF WOMEN IN CIVIL SERVICE WORKFORCE BY JOB CATEGORIES P and above 2% FEMALE 31% J-N 26% MALE 69% H and below 72% Source: Ministry of Gender, Children and Social Development Source: Ministry of Gender, Children and Social Development DISTRIBUTION OF CIVIL SERVICE WORKFORCE BY JOB CATEGORIES AND SEX , NUMBER ,602 13,980 Female Male ,094 1, P and above J-N H and below JOB GROUP 44