Gender and diversity among staff of Public Universities in Kenya

Diversity refers to the differences between individuals because of differences in race, culture, age, social status, gender, religion, disability and personal values and belief systems. Diversity management is a voluntary process that involves designing formal or informal social and organizational programs to foster inclusion and respect among employees. The objective of this study was to determine the gender and diversity of academic staff at public universities in Kenya. The study adopted a cross-sectional census survey that targeted 22 public universities accredited and operating in Kenya. The study found that gender imbalance, ethnicity and nepotism were common and may undermine inclusivity and the quality of teaching, learning and research, which are the core business of universities. This paper analyses the gender and diversity of staff at public universities in Kenya. It concludes that while the country has put in place legislation, policies and institutions to deal with gender disparities, and lack of inclusion of people living with disability and coming from minority groups from employment in public universities, this is not enough. There is need for more robust supportive mechanisms to be put in place to assure inclusivity of these groups into the university work place.