A recently released report by the National Assembly's Committee on National Cohesion and Equal Opportunity has shed light on the ethnic disparities within public institutions in Kenya.
The report reveals that six out of 14 sampled institutions show significant dominance by the Kikuyu community in their workforce.
Additionally, the study highlights the lack of representation for persons with disabilities, youth, and gender diversity within these institutions.
The findings emphasize the need for equitable representation and inclusive policies in the country's civil service. Kikuyu Community Dominance: According to the report, the Kenya Electricity Generating Company (KenGen), Kenya Trade Network Agency, Kenya Medical Research Institute, Kenya National Highways Authority, Kenya Bureau of Standards, and the Anti Counterfeit Authority have the highest concentration of Kikuyu staff members, ranging from 18.1 to 31.73 percent.
These findings raise concerns about the equitable distribution of opportunities among different ethnic groups. Representation by Other Communities: The Kalenjin community dominates employment at the National Social Security Fund (NSSF), Teachers Service Commission (TSC), and ties with the Kikuyu community in the Communication Authority of Kenya, each community representing approximately 19.43 percent of employees.
The Luo community has the highest representation at the Kenya National Shipping Line and Kenya Maritime Authority, while the Kisii community leads in employment at the Kenya Marine and Fisheries Research Institute.
The Mijikenda community has the majority of employees at the Coast Development Authority and Pwani University. Underrepresentation of Persons with Disabilities: The report reveals that none of the 14 sampled institutions met the constitutional requirement of a five percent minimum threshold representation of persons with disabilities.
The NSSF came closest with 4.5 percent representation, while the Kenya National Shipping Line (KNSL) had no disabled employees. Gender Imbalance and Youth Representation: The report indicates that 12 out of 14 institutions met the two-thirds gender rule in employment, with KenGen and KNSL having the lowest representation of women at 74 percent and 73.68 percent, respectively.
Regarding age diversity, only six institutions provided equal employment opportunities for the youth, with the TSC having the highest representation of employees between the ages of 20 and 35 (37.47 percent), while the NSSF had the least representation of youth at 7.8 percent.
Addressing Imbalances and Recommendations: The Committee Chairperson, Hon. Yusuf Adan Haji, acknowledged the skewed composition of civil servants and the need for inclusive policies.
The report suggests that public institutions collaborate with the Public Service Commission to ensure compliance with ethnic representation regulations. Additionally, the committee recommends amending the National Cohesion and Integration Act to limit one-fifth of staff in public institutions to reflect ethnic representation in the country.
The report also emphasizes the importance of affirmative action in marginalized areas through investments in education, infrastructure, and improved communication. Conclusion: The parliamentary report highlights the ethnic imbalance and underrepresentation of various groups within Kenya's public institutions.
Efforts to rectify these disparities require not only compliance with existing regulations but also a broader commitment to inclusivity and equal opportunities for all communities. Addressing these issues will foster a more cohesive society and ensure that public institutions truly reflect the diversity of Kenya.