Perceived Organisational Barriers to Women Career Progression in Kenya’s Civil Service

Abstract

Purpose: The study seeks to investigate the perceived organizational barriers on women career progression in Kenya’s civil service. Methodology: data was obtained through a descriptive survey involving 324 women in middle and senior management in selected government ministries. A structured questionnaire with likert scale questions was used to collect data from the respondents. An interview was also conducted with the human resource managers. The study used Gendered Organizational Structure (GOS) model of gender diversity to explains the status and experience of women) in organizations across organizational structure Findings: the study revealed that the organization’s discriminatory practices in recruitment, selection and promotions are the most significant impediment of women career advancement. Other impediment includes absence of sound human resource policies and lack of mentors as well as networking practices. Limitations: the study was conducted in a few ministries in the civil service and therefore cannot be generalised in other institutions in the public and private sectors. Practical implications: provide evidence on the perceived organizational barriers to women career progression and offer recommendations on what the organizations as well as individuals can do to improve on the current practices. Originality: this is the first study of this nature conducted in Kenya focussing on the effects of organizational structures on women career progress.
Keywords: Career progression, Civil service, Kenya, Women.