Effects of gender mainstreaming on employee recruitment and selection processes in Kwale County, Kenya

Abstract

Across Africa, women and men often experience different opportunities, conditions and privileges; they earn different wages, do not have the same access to education and are not always equal before the law. The Organization for Economic Co-operation and Development, (2017) stated that weak conditions of women in Africa hindered them to participate fully in political and economic activities. Furthermore, (UNESCO) United Nations Educational Scientific and Cultural Organization suggested that the weak status of women in the formal economy was attributed to insufficient education and low access to health. Today, the world and its culture have significantly improved. Over sexism is nolonger tolerated at work place, during intervies or consideration for promotion as there are legal safeguards that protect women from discrimination at workplace. Despite this improved environment, a negligible number of women get promoted to highest ranks in leadership whether in universities, government, research institutes and industry. The study therefore sought to determine the effect of gender mainstreaming on employee recruitment and selection in the County Government of Kwale. The research was guided by the following specific objectives; to establish the effect of gender equality, gender equity, gender empowerment and gender audit on employee recruitment and selection process in the County Government of Kwale. The study employed the socialist feminist theory, gender role ideology theory and the theory of liberal feminism. Explanatory research design was used because it explains phenomena well. The study area was Kwale County Government and the target population was 193 employees in the County Government of Kwale who are directly involved in the process of recruitment and selection process specifically the middle and top level management also including the Public Service Board. A census was therefore adopted. The study employed primary data sources which was collected using 5-scale (ranging from 1- not at all, to 5- very great extent) Likert structured questionnaires. Descriptive and inferential analysis was performed with the aid of the Statistical Package for the Social Sciences (SPSS) version 25. Data was presented using tables and figures. Descriptive results showed that the respondents agreed that gender equality, gender equity and gender empowerment affected recruitment and selection while gender audit to a neutral extend affected recruitment and selection at the Kwale County government. The correlation results established a positive and significant relationship between gender mainstreaming and recruitment and selection at the Kwale County government. Specifically, the beta coefficients for gender equality, gender equity, gender empowerment and gender audit were 0.373, 0.545, 0.432 and 0.377 respectively. The p values for each was less than 0.05 implying that a unit change of each variable positively and significantly affected recruitment and selection. Also the multiple linear regression results showed similar results as the correlation results that gender mainstreaming has a positive and significant relationship with recruitment and selection at the Kwale County government. Specifically, the beta coefficients for gender equality, gender equity, gender empowerment, gender audit were 0.89, 0.191, 0.280 and 0.222 respectively. The model predicted 29.72% as the effect of gender mainstreaming on recruitment and selection at the Kwale County government. The ANOVA result was significant (F, 9.665, p=.000). The study concluded that gender equality, gender equity, gender empowerment and gender audit positively and significantly affect recruitment and selection at Kwale County government. The study recommended that Kwale County government should consider gender equality, gender equity, gender empowerment and gender audit before they start any recruitment and selection process. Further, stakeholders should come up with and implement a policy on gender equality, gender equity, gender empowerment and gender audit to enhance on efficiency and effectiveness in recruitment and selection