The Impact of Gender Policy on Women’s Leadership in Labour Organizations in Kenya

Abstract

The gender policy, dubbed the National Policy on Gender and Development, is backed up by Kenya’s Two-thirds Gender Principle. The gender policy draws parallels with international efforts to increase women’s leadership representation. The Convention on the Elimination of All Forms of Discrimination Against Women affirms women’s right to leadership and the International Labour Organization’s Convention against Harassment and Violence. Kenya has already ratified and nationalized these international laws. Further, Kenya has developed a National Policy on Gender and Development. The gender policy is supposed to be applied in Kenyan institutions. Gender policy was intended to affect leadership systems and promote the inclusion of women.

The goal of this study is to demonstrate policy creation and execution inside labour organizations. Various governmental and non-governmental institutions have used the gender policy in varying degrees with varying outcomes. For instance, the government of Kenya has failed to establish a framework for women’s representation in the National Assembly. The study assesses how women representation policies in Kenya have created opportunities for women leadership. The study used a mixed-methods approach. The study was employed to supplement a contextual analysis of the organization’s structures, policies, and relationships. The study analysed how organizational structures have impacted women’s representation via the lens of the feminist theory. The study findings indicate that most women work in women’s affairs departments but there is low involvement in leadership. Further, that gender policy implementation strategies have developed minimal leadership positions. The study recommends an increment in gender mainstreaming efforts.