Challenges that hinder Women from Trade Union leadership positions: the Case of Kenya's Electrical Trades and allied Workers Union

Abstract

Participation of men and women in all spheres of socio-economic and political development is a basic human right that is enshrined in all the international conventions and treaties that the Kenyan government is a signatory to. Consequently, the present study sought to explore challenges faced by women in ascending to leadership positions in the trade union movement in Kenya, with reference to KETAWU. The specific study objectives were to establish socio-cultural biases, stereotypes, and prejudices; role conflicts between domestic and office work; union policies, programmes, structures and organizational practices, that discourage women from vying for and/or holding trade union leadership positions. It also sought to identify strategies that can enhance their access to leadership positions in the trade union movement. The study employed specific research methodology to help answer the research questions. The study adopted a case study design since data were collected from a single source. Regarding data collection, survey and questionnaire were used as well as document review to obtain relevant literatures. The technique allowed the research to collect both qualitative and quantitative data from 63 female respondents who were identified using a non-probability sampling procedure referred to as snowballing where one participant would refer the research to another based on the experience, they had with leadership position at KETAWU. The subsequent responses were analyzed and presented using descriptive and inferential statistical techniques. The key findings obtained from the research support the study purpose. The research revealed 70% the respondents observed that patriarchal union structures favour men, but hinder women from accessing leadership positions. That 50% of respondents viewed the trade union leadership role as demanding and burdensome and therefore incompatible with their culturally designated family roles. That institutionalized sexism in the trade union discouraged 50% of the respondents from assuming leadership positions, since they are unlikely to penetrate the male dominated informal leadership lobbies and networks in the trade union. 68% of the respondents opined that skewed employment contracts tend to favour men but marginalized women in terms of power and ability to use for union leadership positions. It was therefore concluded that KETAWU and by extension the umbrella trade union movement, COTU, should adopt and implement affirmative actions that are aimed at maintaining women into union leadership structures. The study, therefore, recommended that trade unions managements should allocate more of its resources, namely, time, interest and finances to sensitization, training and gender mainstreaming activities.