Gender Inequality In The Conduct Of International Relations In Africa: A Case Study Of Diplomatic Service In Kenya
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Date
2018Author
Awino, Okalo Nancy
Type
ThesisLanguage
enMetadata
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purpose of the study is to analyze the impact of Gender inequality in the conduct of
International Relations in Africa, a case study of Diplomatic service in Kenya. The study is
guided by the following specific objectives: to identify factors that contribute to gender
inequality in the diplomatic service in Africa; to determine the impact of gender inequality
in the conduct of International Relations in Africa, and to identify measures that can be put
in place to reduce gender inequality and its effects. Feminist theory of International Relations
guided this study while the basic assumptions that guided my questionnaire and data findings
were as follows: -What are the contributing factors to Gender Inequality in Africa, How Gender
inequality affects the conduct of International relations in Africa, and what needs to be done to
reduce the gap. The current status of gender inequality influences how international relations is
conducted in Africa. Socio-economic and cultural barriers undermine gender equity, gender
equality and development. The research was carried out in Kenya’s Ministry of Foreign Affairs
and International Trade at the Kenya’s capital of Nairobi and a mixed method research design
with both quantitative and qualitative methodologies of collecting data was employed. Target
population of the study consisted of staff employed by the Government of Kenya based at the
Ministry of Foreign affairs and International trade, Nairobi, both female and male. The study
sampled 6 managerial staffs, 5 section heads and 9 clerical staffs. The researcher used
questionnaires and interviews for empirical data. Secondary sources such as books, journals,
newspapers, and previous researched articles largely molded secondary data will be used for
validity sake. The data analysis and presentation will entail tables, charts, and graphs to tabulate
the research findings. Descriptive analysis was computed using percentages and frequencies. The
study also used inferential statistics (regression analysis) at 95% confident level, with a P value
of 0.05 to test the association and level of significant relationship between the variables. The
study found that the ratio of diplomatic workforce female to male employee in the international
relation sector was one female to males. Myriad of factors contributed to gender Inequality in
the Diplomatic Service, but notably female literacy and education, lack of female role models
and inadequate opportunities, lack of leadership training and mentorship and empowerment,
sexual harassment against women, too much concentration on feminized roles in the society and
patriarch nature of the society. Regression analysis of Y=38.95-0.663X shows that gender
imbalance in the diplomatic service negatively affected conduct of international relations. The
study also found that Kenyan diplomatic workforce had a framework that covers unfair treatment,
harassment and gender discrimination at the work place and most of the respondents were aware
of policies that diplomatic workforce anchors on to ensure equal representation of its male and
female employees in this sector. Moreover, Kenyan diplomatic workforce have any gendersensitization
programs that they have embarked on to ensure that its female employees have a
conducive environment to work and also scale up to the highest levels ofmanagement. The study
recommends that the diplomatic sector ought to come up with formal mentorship relationships
for their ambitious female employees, and that they give them similar career advice to their male
counterparts. Besides, women should access similar opportunities for training and development
as their male counterparts. It is very importation for the diplomatic sector to scrutinize and
analyze the levels of challenges and demands placed on females since additional outside-of-work
home and family duties shouldered by females may be really overwhelming. More awareness
programs on gender representation in work place should be encouraged by the diplomatic
workforce to enable employees know their rights
Publisher
University of Nairobi
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Attribution-NonCommercial-NoDerivs 3.0 United StatesUsage Rights
http://creativecommons.org/licenses/by-nc-nd/3.0/us/Collections
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