On 12^th March 12, 2025, the Kenya Private Sector Alliance (KEPSA) participated in the KIM Board, Equity & Inclusion 2024 report launch held at the Fairmont Norfolk Hotel, Nairobi. The report was produced by the Kenya Institute of Management (KIM), in partnership with KEPSA, Nairobi Securities Exchange (NSE) and New Faces New Voices (NFNV). This report provides a comprehensive overview of the current state of DEI across various organizations, offering key insights into demographics, organizational structures, sectoral representation, board composition and more. It also includes a comparative analysis with the previous report released in 2021.

While delivering her opening remarks, Ms. Gloria Ndekei, Executive Director at KEPSA Foundation, highlighted the significant strides made by KEPSA and KEPSA Foundation in championing for diversity and inclusion. She went on to say that this is evident across most leadership levels, with women constituting 62% of the KEPSA management team and 54% of its workforce. Additionally, the KEPSA industry and the foundation have doubled their efforts to advocate for and fortify gender mainstreaming and women’s empowerment within the private sector.

Ms. Gloria pointed out that the KEPSA Foundation has a priority area on women, youth and persons with disabilities empowerment, leadership and childcare through which it implements various initiatives that include The Better Business Practices for Children (BBPC), The Kenya2Equal program and the Jiinue Growth Program in partnership with the Mastercard Foundation. “These initiatives, among others, reaffirm our commitment to advancing gender equity while also highlighting opportunities to enhance inclusivity at the board level. “While this report provides valuable insights, we must translate these findings into actionable strategies. Businesses should implement policies that promote equitable board recruitment, leadership training, and inclusive workplace cultures. We call upon corporate leaders, investors, and policymakers to prioritize board diversity and inclusion as key governance principles,” she added.

In her keynote address, Hon Lady Justice Jamilla Mohammed said that inclusive leadership is not just about representation; it is about impact. Organizations that prioritize empathy, active listening and accountability create an environment where diverse talents thrive, leading to better decision-making and long-term success. "We must focus not just on performance, but also on the performer. It is commendable to see companies creating inclusive workplaces that support mothers, whether by birth or adoption. This report is more than just a publication; it is a testament to forward-looking collaboration and a commitment to evidence-based DEI programming. In an era of globalization, DEI is not just a social good, it is a business imperative and a strategic necessity. It’s time to move from policy to a lived reality," she added

Ms. Caroline Armstrong, Chairperson of New Faces, New Voices, reiterated that spotlighting Diversity, Equity and Inclusion (DEI) will shift the conversations from 'me' to 'we.' “Gender is just one element of this broader movement. This report helps us understand where we've come from by comparing it with previous studies, and we did not come this far only to stop here; we need to see the recommendations being implemented. We are moving beyond thoughts and feelings to evidence-based decision-making, leveraging more data to justify equity in opportunities." She added.

Demi Murila, representing the Nairobi Securities Exchange (NSE), said that fair career advancement and collaboration among businesses and investors are shaping the corporate ecosystem. She went on to say the NSE is committed to diversity, Equity and Inclusion as key drivers of strong businesses and their growth. Following last week's 'Ring the Bell for Gender Equality,' we are proud to launch the Empower Her program, and together, we are shaping the future of inclusive prosperity," she said.

Dr. Muriithi Ndegwa, PhD, KIM Chief Executive Officer, said that the journey towards achieving Diversity, Equity and Inclusion in corporate governance has been a strategic priority for the Kenya Institute of Management since 2012. However, he went on to say that achieving true inclusivity demands a shift in corporate culture, leadership mindset and organizational strategy. “As we look forward, we must intensify efforts to bridge existing gaps, institutionalize policies that promote equitable leadership and ensure that diversity and inclusion are not only discussed in boardrooms but also reflected in decision-making,” he added.

Commissioner Njoki Kahiga, Chairperson the KIM Governing Council, said that some women forgo promotions and leadership roles to prioritize their marriages, highlighting the tough choices many still face between career advancement and personal life. “This report is a powerful tool for reflection and action, reinforcing the business case for DEI and providing a roadmap for organizations striving to build inclusive workplaces. It is time to foster corporate cultures where diversity is truly valued and inclusion drives sustainable success," She said

The Board Diversity, Equity and Inclusion 2024 report found that:

• The percentage of women in board positions declined in 2024 to 35% from 36% that was recorded in 2021.
• The report also found out that 67% of CEOs are male, while 32% are female, indicating a significant gender imbalance and underscoring the need for more targeted initiatives.
• The report also found out that 76.8% of board chairpersons are male, while only 21.3% are female
• 57% of organizations surveyed have no persons with disabilities on their boards
• Data showed only 19% youth (18-35 years) representation in boards
• Only 34% of companies surveyed track pay equity
• 15% of organizations surveyed do not have DEI policies

Based on the DEI survey findings, several key recommendations are proposed to improve Board diversity, equity, and inclusion within organizations:

1. Enhance Transparency in Board Composition: Encourage transparency in disclosing board members' demographics to promote accountability and demonstrate commitment to diversity.

 2. Implement Diversity Targets and Goals: Set specific, measurable goals for improving diversity on boards. Organizations should commit to achieving a balanced representation that better reflects the demographics of the broader population.

 3. Increase awareness/education on the Benefits of Diversity: Educate current board members and the wider organization on the tangible benefits of having a diverse board, such as improved decision-making, enhanced innovation, and better representation of the organization's customer base and stakeholders.

 4. Improve Recruitment Practices: To build more diverse boards, efforts should be made to attract candidates from underrepresented groups. This includes implementing bias-free recruitment processes and establishing partnerships to expand the talent pipeline.

5. Foster an Inclusive Culture: Promote inclusive communication to ensure all voices are heard. Cultural awareness programs should be introduced to enhance understanding and respect among board members.

 6. Develop Inclusive Policies and Practices: Create and enforce policies that promote diversity, equity, and inclusion in board appointments.

Photos link: https://flic.kr/s/aHBqjC5jNH