An assessment of causes of gender disparity in the appointment of women to management positions in learning tertiary Institutes, Nyeri town Constituency , Nyeri central district, Central province, Kenya.

Abstract

The research was set to understand why, despite the fact that the laws have changed, women are educated and access to equal opportunities is available, there are not many women holding executive positions in institutes. Literature related to gender and management was reviewed to try and capture how others have said about the probable causes of few women institutes' administrators. The objective of the study were to establish whether the level of education and experience of women inhibit their appointment in the management positions in Learning tertiary institutes, to establish the extent to which the existing gender policies have influenced the appointment of women to management positions in [earning tertiary institutes, to assess whether cultural values and norms plays a role in the appointment of women in the management positions and to establish whether women avoid taking up management positions due to lack of self confidence. The study employed a mixed mode approach. It combined both quantitative and qualitative paradigms. The data collection method was descriptive survey. The population consisted of all the learning tertiary institutes in Nyeri Town constituency from which a sample of 20 institutes was studied. The person interviewed face to face was District Education Officer (DEO) Nyeri District who participates in the recruitment of the Board of Governor members of public institutes. The researcher used interviews and questionnaires as the data collection tools. Chapter four dealt with analysis, presentation and interpretation of data obtained in the study. The analysis was based on the variables of the study which included education Level, experience, gender networks and mentorship, government policies, valuation and self-esteem culture/gender construction. Chapter five presented a summary of the major findings, discussions conclusions and recommendations for possible action. It has been shown in the findings that barriers to women's advancement are interrelated. Stereotypes about women can often lead to their exclusion from relationship-building activities, such as mentoring and networking. This can in turn have an impact when key decisions about assignments such as those that might involve gaining line experience are made. The more women are excluded from line management roles, the more likely stereotypes will persist in these circles.