Gender Inequality on the Organization Structure, Processes and Practices in the Public Service
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Volume 11 - September 2022 (09)
Abstract
Globally, gender inequality in organizations is a complex phenomenon seen in organizational structures, processes, and practices. Gender inequality has a negative impact on employers, employees, and human capital investment. Out of 153 nations, Kenya ranks 109 on the Global Gender Gap index 2020, representing a drop of 33 positions compared to that reported in 2018. Kenya sits at position 20, lagging behind fellow East African nations Rwanda, Uganda, Tanzania, and Ethiopia. Gender artificial barriers prevent women from advancing within their jobs or receiving promotions in Kenya's workplace. These barriers exist despite the achievements or qualifications of the women. The inequality effects of these barriers are more prevalent within higher levels of organizational structure, with fewer women occupying positions at those levels. This study explored the effects of gender inequality on the organization structure, processes and practices in the public service. Four specific objectives guided this study; to determine the effect of gender inequalities on the hiring process of the public service, to examine the relationship between gender inequalities and training, to examine gender inequalities in relation to promotions and to propose strategies to address gender inequalities towards improved performance within the public service. The independent variable was gender inequality, and dependent variables; hiring, promotion and training. Using simple random sampling and the Yamane formula, 55 respondents working at the public service and attending the SMC 378 cohort were identified from the Kenya School of Government. The independent variable was gender inequality and dependent variables; hiring, promotion and training. Data was collected by administering questionnaires and analysed using the descriptive statics to draw important inferences. Findings indicated the existence of gender inequalities in hiring, promotion, and training opportunities. The human resource policy, bias, and unnecessary delays for promotions were also other factors that precipitated lack of promotions and training opportunities in the organization. In addition, ethnicity was an essential concern when it came to hiring. Organizations in the public service should offer equal opportunities for all their employees.
Keywords
Gender Inequality, Organization Structure, Processes, Practices, Public Service
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