Diversity and inclusion has in the recent years become a strategic priority for organisations that seek to promote fair treatment and full participation of all employees. At the global level, the United Nations’ Sustainable Development Goals (SDGs) – more specifically SDGs 5 and 10, call on countries to reduce socio-economic inequalities by ending gender inequality and enhancing shared prosperity.
As a result, many countries today have laws and regulations that require organisations to promote diversity and eliminate discrimination at the workplace. Kenya’s Constitution mainstreams gender equality by stipulating no more than two-thirds representation by either gender in any institution.
The Constitution also ushered in checks with the ethnic representation requirements, promoting deliberate efforts to ensure organisations are all-inclusive and gender sensitive. In line with this, the Public Service Commission (PSC) Regulations 2024 empower Principal Secretaries, chief executives and other top officials overseeing human resources to ensure affirmative action during hiring in the public sector.
In the public sector, there have been vibrant conversations around ensuring that state entities meet both the gender parity and ethnic composition, with some issues ending up in court for further deliberation.
Amid the push for diversity and inclusion in public entities, there are signs of progress. One such green shoot was Kenya Revenue Authority’s recent publication of a proposed Diversity and Inclusion Policy. The policy, which has since been subjected to public participation, seeks to cure gaps in hiring and sets in motion a transparent mechanism that actively addresses the gaps in workplace diversity and inclusion.
KRA’s invitation of the public to participate in shaping the policy was a precedent-setting move. It affirms the need for state agencies and public organisations to make public commitments to create inclusive work environments in which no one is left out, regardless of gender or ethnicity.
One of the policy’s main objectives is to push for proportionate representation of all Kenya’s 48 ethnic communities, ensuring implementation of the two-thirds gender rule, and from a general perspective increasing the presence of marginalised groups, including Persons with Disabilities (PWDs).
The policy also outlines an affirmative action plan that will commence with a diversity gap analysis and culminate in the development of five-year programmes to address ethnic representation, gender disparity and achieve the required representation of PWDs.
KRA also intends to ring-fence positions for underrepresented groups by reviewing all job application instruments to provide for applicant’s county, constituency and ward. In addition, the shortlisting criteria will be reviewed to include the regional spread per county, constituency and ward. This is clearly a big shift towards transparency, and a deliberate action that promotes regional representation in KRA.
For the proposed policy to work, a genuine corrective action that entails extensive changes from within, especially in how recruitment, training and promotions are conducted, is needed. This means doing away with processes that have historically – and unwittingly – favoured certain groups over others. This is crucial for state entities struggling to achieve equitable representation and equal opportunities for all.
The policy is expected to be buttressed through monitoring and evaluation systems to aid enforcement. The results of the monitoring and evaluation processes will set a clear path for KRA in diversity and inclusion efforts, and set a precedent for other government agencies.
However, creating a diverse and inclusive workforce is more than just meeting quotas or ensuring representation from various backgrounds, ethnicities, genders and experiences. It is about creating ideas, perspectives and problem-solving approaches that can drive innovation and propel an organisation forward.
When employees from different backgrounds come together, they bring with them unique perspectives and experiences that can spark new ideas and insights. This can lead to development of innovative products and services, as well as more effective business practices that can propel the country forward.
By Nancy Ngetich – Ag. Commissioner for Corporate Support Services at the Kenya Revenue Authority