Determinants of gender wage gap in Kenya: a case of Bungoma County, Kenya
Loading...
Date
2024-06
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
Kenyatta University
Abstract
Differences in wages based on gender remain a topical policy area in all countries. Since attaining political independence in 1963, Kenya has taken legislative, administrative, programmatic and policy measures to promote gender equality. Among the major efforts are enactment of the Employment Act 2007, which provide for equal pay for work of equal value performed by men and women, and non-discrimination on account of gender in all aspects of remuneration and employment. The Constitution of Kenya (2010) also guarantees equality of opportunity and elimination of discrimination such as gender-based bias in employment and remuneration. In an effort to advance gender equality, the government also formulated the National Policy on Gender and Development in 2000, and a revised National Gender and Development Policy in 2019 to provide policy and institutional framework for promoting gender equality in the country. The policies emphasize the need to eliminate gender discrimination in access to employment and ensure equity in remuneration. The government also established the National Gender and Equality Commission as a constitutional body to provide the institutional anchor for addressing gender gaps and promoting gender equality in the country. Despite the policy, legal, regulatory and institutional interventions, gender-based bias in employment and remuneration persist. Kenya’s gender wage gap was 68 percent in 2020, implying that women earned KSh. 68 for every KSh. 100 earned by men for doing similar work. In 2014, women earned 64.7 per cent of men’s earnings, on average. This study sought to establish the determinants of gender wage gap in Kenya with a focus on Bungoma County. Through its integrated development plan, Bungoma County has made efforts to address the male-female gap as it relates to employment outcomes. A cross-sectional research design was used, and data collected from 410 employees sampled from Bungoma County. The research employed multiple regression method in the analysis. The study results reveal that, holding other variables constant, a male worker in Bungoma County earned KSh. 8,231.65 more than a female worker. The study also established that gender, education, age, marital status, work experience, religion and employer are important determinants of gender wage gap in Bungoma County. Given that the existing policy framework at national and county levels covers gender-based discrimination, increasing compliance with the policies would be necessary to bridge the wage gap. Additionally, short-term measures such as investing and promoting female education would contribute to reducing the wage gap
Description
A research project submitted to the school of business, economics and tourism in partial fulfilment of the requirements for the award of master of economics (policy and management) degree of Kenyatta University. June 2024
Supervisor Jacob Omolo