On 16^th February 2022, KEPSA held a virtual media engagement session with media sensitising the fraternity on the soon-to-be launched Private Sector Gender Mainstreaming Policy. The policy developed in consultation with the private sector members and other stakeholders will offer guidance to companies or organisations seeking to optimise gender equality and women empowerment initiatives through a seven-point gender mainstreaming agenda. This engagement with the media stakeholders is part of KEPSA’ launch roadmap as it seeks partnership in strengthening the roll-out of the policy.

To kick-start the session, Ms Caroline Kawira of KEPSA spurred introductions before welcoming the first speaker of the session. In addition to the gender editors and reporters drawn from various media houses, KEPSA was represented by the Gender Sector Board Chairperson, Ms Mucha Mlingo; Gender Sector Board Vice-Chairperson Ms Mercy Okiro; Lead for GBV and Mental Health under KEPSA Gender Sector Board, Ms Zuhura Odhiambo; Diversity Lead under KEPSA Gender Sector Mr James Ngomeli and Mr Felix Ndunda – Member of the Sector Board.

Speaking at the session, Ms Mlingo begun by giving an overview of KEPSA and its role in coming up with the subject policy. She noted that despite increased awareness since the adoption of the Beijing Declaration of 1995 and the progress made, women worldwide still face a multitude of inequalities. She explained that at the current rate, the gender gap would take around a hundred years to be completely closed according to ILO, 2016. Gender inequalities hinder women from accessing employment and career progression, yet their economic potential is significant taking cognizance that gender equality represents not only a human development issue but also a great potential for wealth creation. It is for this realization, Ms Mucha emphasised, that KEPSA established and the Gender Sector Board with the mandate to spearhead, coordinate and champion private sector diversity and inclusion advocacy initiatives to enhance gender responsiveness and advancement of SDG goal on gender equality.

With these efforts highlighted, the chairperson went on to address the contents of the gender mainstreaming policy in detail beginning with its definition. She explained that gender mainstreaming is the integration of a gender perspective or awareness into how a society or organisation operates to ensure that women and men have equitable access to and benefit from resources, opportunities and rewards, and equal participation in influencing decisions. Private Sector Gender Mainstreaming Policy aim, she noted, is to provide practical guidelines for the adoption and implementation of gender mainstreaming in the private sector. It is guided by the principles of gender diversity and inclusion and recognises that the private sector’s policies, programs, and initiatives ought to contribute to the realisation of gender equality in Kenya.

With the policy defined, the chair using seven guiding points and accompanying recommendations highlighted the agenda, which if implemented would greatly advance and champion gender equality and women empowerment in the private sector. The seven points highlighted are:

1. Gender mainstreaming as part of organisational strategy: The focus on gender mainstreaming must be anchored at the company’s board and executive level to ensure support at all organisational levels.
2. Support women and other marginalised groups in the workforce, business, business associations, and leadership: The private sector companies should strive to foster diversity and inclusion across all levels to promote the transformation of corporate and business culture.
3. Adopt and implement gender-responsive policies at the workplace: The need to have stand-along gender-responsive policies should be embraced to ensure systematic implementation including well-established targets and means of measurement.
4. Prevent Gender-Based Violence and Harassment: Private sector companies should commit to ending violence and harassment at work and adopt an anti-GBV and Sexual Harassment policy. The private sector companies should commit to ending violence and harassment at work and adopt an anti-GBV and Sexual Harassment policy.
5. Promote gender awareness: As a gender mainstreaming method, gender awareness raising is crucial for integrating a gender perspective into policies, programs, projects, and services that respond to the different needs of women and men.
6. Set clear targets, measure, report and communicate: The most effective way of developing a case for investing in gender initiatives is collecting and analyzing gender data. This is essential in ensuring programs are developed to meet specific needs and contribute to sustainable outcomes.
7. Implement gender-responsive budgeting and resource mobilisation: The gender budget, which mirrors the priorities of the company, is a key management tool for ensuring that gender mainstreaming is taking place. Integrating gender into the budgets shall be need-driven and within the fiscal budgeting framework of the company.

With the policy outlay, participants were ushered in a question and answer session. Most of the attendees were keen on the findings of the 2021-2021 board study report findings regarding mainstreaming. Responding to this, the KEPSA team shared the statistics that shows that while Kenya is on the right path in gender mainstreaming compared to most nations; it still has not reached the desired threshold. Gender diversity currently stands at 36% compared to 21% in 2017 against the global average of women holding board position currently 23.2%. The hosts added that it was also alarming that inclusivity was still hinged on a limited range of professions and that more work needs to be accommodated a wider age range.

Touching on the business sense of the gender mainstreaming, KEPSA team explained that having a diversified workforce widens business decisions and inadvertently improves a company’s bottom line. As, matter of fact, when policies are all-encompassing, the GDP of a society is guaranteed as seen in nations that have solid policies. As the sensitisation session came to a close, the hosts noted that KEPSA is committed to celebrate compliant organisations as well as encourage non-compliant organisations to utilise the policy. The media was also encouraged to highlight more stories of women holding middle-level positions in organisations to encourage those to build confidence in their skills. Media was also encouraged to identify and highlight the gaps the policy will raise.