| dc.description.abstract | The banking sector is one of the most crucial sectors in the world. The phenomenal growth
of banks has created massive employment opportunities for the educated youths of our
nation. Women play a vital role in the Kenyan economy, both socially and economically.
However, hundreds of thousands who are employed face a lot of challenges at work, and
especially when it comes to progressing in their respective careers. This has, however, been a
concern in the employment sector about the non-progression of women in the industry. This
research had the overall objective of studying the challenges affecting career progression of
women in the banking sector: a case study of Standard Chartered Bank Kenya Ltd, Nairobi
County. Specifically, the study sought to investigate the institutional barriers affecting career
progression of women; to document personal challenges affecting career progression of
women and to examine the best practices that can bring equity in the career progression of
women in the banking sector.
The research adopted the exploratory design. The data collection was done through the
various methods that included questionnaires, key informant interviews and narratives. These
involved face-to-face interviews to ensure systematic collection of all the relevant
information and probes where there was no clarity. Quantitative data was analyzed through
the SPSS while the qualitative data was analyzed thematically. The quantitative data has been
presented using descriptive statistics by use of frequencies and percentages. The qualitative
data on the other hand has been presented along the lines of the specific objectives and
thematically arranged. Where necessary, verbatim quotes have been used to amplify the
voices of the informants and strengthen the quantitative findings.
The study revealed that institutional barriers, such as the issue of the glass ceiling and lack of
participation in social and professional events were major hindrances to the career
progression of women. Although there was fairness in the appraisal system, job selection
process and remuneration that match their skills and experience, the institutional barriers
heavily limited the women’s progress.
Further, the personal challenges in work life balance, lack of technical expertise and
communication style were seen as major hindrances to female progress. The study also
revealed that although Standard Chartered Bank (SCB) recognized skills and
accomplishments after training, staff at senior levels do not benefit from career progression
after training.
Study respondents and informants decried the lack of structured mentorship programs that
have the potential to address the under-representation and eliminate the moderate gender
stereotyping so as to ensure equity. The study concluded that although the policies and
procedures are very clear in all areas, awareness about them should be created and elaborate
discussions conducted at all levels to minimize constraints to career progression. Similarly
on globalization, equal opportunities should be accorded to both genders to accept or decline
an offer and assumptions should not be based on the family front or cultural constraints. The
study has recommended among others, that SCB should create awareness in the mindset of its
top managers to exercise equality of both genders to avoid any form of discrimination and
above all, to strictly adhere to the letter of the existing policies | |
