Global Gender Gap Index released earlier this year by the World Economic Forum ranked Kenya at position 95 among 156 countries.
This was a 22-point drop having been ranked 73 in the first ranking in 2016.
However, this was an improvement compared to 2020, when Kenya was ranked number 109.
The report shows Kenya scores considerably well when ranked against other African countries on social and economic dimensions but not as high on empowerment and representation dimension.
Inasmuch as the scores on empowerment and representation are low, the Constitution requires the representation of either gender in public institutions and elective position shall not exceed two-thirds.
According to the African Development Bank and ENERGIA country brief on gender and energy, when it comes to data representation, employment and decision-making in the sector, 35 per cent of the total number of staff and 15 per cent of the technical leadership positions in Ministry of Energy’s headquarters are occupied by women.
The report further states Kenya has showcased inspiring examples of women involvement in senior leadership positions. In all state corporations in the energy sector, the report notes there is a good representation of women at the levels of heads of department and managers.
KenGen has made deliberate efforts towards gender inclusion. It has, for instance, developed a gender mainstreaming programme dubbed Pink Energy Initiative, which has gone a long way in creating change and enhancing the potential of women.
The initiative focuses on personal development and empowerment, creating a and environment conducive for working and creating gender awareness in the company.
The initiative was this year awarded the annual trailblazer award by the government during the International Women’s Day celebrations for its efforts in promoting gender mainstreaming and women empowerment.
This was confirmed by a recent organisational health survey by KPMG, which revealed an impressive 70 per cent score where KenGen employees felt more motivated thanks to initiatives such as Pink Energy and other diversity inclusions programmes.
Looking at the strides made towards augmenting gender mainstreaming in the energy sector, in November 2019, Kenya’s Ministry of Energy unveiled a Gender Policy that seeks to bolsters the country’s effort towards raising the level of gender awareness, changing attitudes and inculcating an engendered work culture among staff.
The policy also focuses on integration of gender considering the needs of men and women in all segments of the ministry through gender analysis and integrating them into energy planning.
The blueprint document also serves to strengthen institutional capacities for gender mainstreaming as the foundation for gender-sensitive project formulation, implementation and impact evaluation of all energy projects in the country.
It also provides a framework for strengthening institutional frameworks for employment of women in energy, ensuring compliance with the Constitution on gender, increasing awareness and integrating gender in various programmes.
As we acknowledge this major step, it is worth mentioning this move remains important in the energy sector where players are making deliberate steps to increase the proportion of women in technical roles.
While working towards increasing these numbers, it is worth noting that globally, the energy sector remains one of the least gender diverse sectors. Women only account for 22 per cent in the work force, with even lower numbers at management levels.
The International Energy Agency report, Energy and Gender, A critical issue in energy sector employment and energy access indicates the barriers women face in the sector are similar to those they face elsewhere in the economy.
This goes to form the basis for the need to empower women by facilitating professional growth.
To advance women’s careers, it is important to improve access to employment and financial resources, while investing in their human and social capital through education, skills development and creation of professional networks.
On the global front, the US Agency for International Development has initiated the Engendering Utilities Program under Power Africa Initiative. The initiative is a key activity under the American government’s new Women’s Global Development and Prosperity Initiative.
It aims to reach 50 million women by 2025 through innovative and effective programmes, which strengthen energy and water sector operations by identifying and implementing gender equality best practices while helping utilities meet their core business goals. The three W-GDP pillars focus on women prospering in the workforce, women succeeding as entrepreneurs and women enabled in the economy.
KenGen is one of the organisations participating in the programme, which is among other aspects designed to build the capacity of women engineers and technicians, while increasing their productivity in a male dominated field as well as their leadership potential.
The company has partnered with USAID to offer the Engendering Utilities Workforce Gender Equality Accelerated Program, a leadership program that develops skills and tools needed to increase gender equality, diversity, and inclusion in the workplace. The accelerated program which lasts for six months incorporates pre and post-program assessments, a seven week course and four months of change management coaching.
Above developments are good progress. As we reflect on our journey towards empowering women in the country, consideration should be made for well-thought out policies and programmes in educating, hiring, retaining and promoting of women.
The author is Corporate and Regulatory Services director and Pink Energy patron at KenGen
