Gender Inequality In The Conduct Of International Relations In Africa: A Case Study Of Diplomatic Service In Kenya

Abstract

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