Glass Ceiling for Women in Management in Kenya: a Case Study of the Kenya Revenue Authority

Abstract

The general objective of this study was to explore the existing glass ceiling for women in management at the Kenya Revenue Authority (KRA). Specifically, the study sought to: establish how gender stereotypes act as a barrier to career advancement of women at KRA; determine the extent to which gender roles and family responsibilities are hindrances to women careers in KRA; and assess whether the organizational structures at KRA promote the lack of career progression for women at the organization. The study was informed by social role theory. The study used a case study research design, and targeted all the 70 women employees at the KRA headquarters. The findings reveal that gender stereotypes act as a barrier to career advancement of women at KRA. The findings also indicate that gender roles and family responsibilities are hindrances to women careers in KRA. Further, the findings show that the organizational structures at KRA did not promote career progression for women in KRA. The study therefore concludes that there exists glass ceiling for women in management in KRA. The study also concludes that gender roles and family responsibilities hinder women to advance their careers. Further, the study concludes that the organizational structures at KRA promote lack of career progression for women. The study, therefore, recommends that Kenya Revenue Authority should embrace an organizational culture that supports gender diversity. Gender diversity would help to ensure that there are equal opportunities for women and men. The study also recommends that KRA should revise its policies to allow women to be appointed to top leadership positions.