Moraa, Lina ElsieMainah, Muthoni2023-07-252023-07-252023Moraa, L. E., & Mainah, M. (2023). Impact of Gender-Inclusive Labor Policies on Women’ s Employment in Isiolo County, Kenya. International Journal of Research and Innovation in Social Science, 7(6), 1441-1461.https://www.rsisinternational.org/journals/ijriss/Digital-Library/volume-7-issue-6/1441-1461.pdfhttp://ir-library.ku.ac.ke/handle/123456789/26399ArticleThe gender gap in Kenya’s labour market has traditionally been in favour of men, with women being underrepresented in the formal segment of the market. Kenya has gradually come up with employment policies to rectify this problem and achieve gender equality in the market. While these policies are formulated at national level, part of the implementation is entrusted to county governments. However, the impact or effectiveness of these policies to achieve intended goal has hardly been interrogated mainly the context of county governments in Kenya. The study investigated the influence of gender inclusive labour policies on women employment, with a precise case study of Isiolo County. This study was be anchored on the Empowerment Theory which argues that actions of empowerment ought to yield outcomes. The study adopted a descriptive survey method, targeting women working with the county government of Isiolo within its three Sub Counties namely, Isiolo, Merti, and Garbatulla. The study found that gender- inclusive labour policies in Isiolo County have had mixed success. While most respondents believed that implementing these policies has increased the number of women in the workplace or leadership positions, there still needs to be more awareness. Most respondents reported experiencing discrimination, including hiring bias, promotion denial, and unequal pay. The study also revealed barriers to women’s career progression in the public sector, such as gender bias, lack of access to training, and work-life balance challenges. Moreover, respondents perceived the effectiveness of gender-inclusive labour policies as ineffective. A lack of awareness, insufficient training, and resistance to change are the main factors hindering their implementation. Further research and targeted interventions are recommended to address these issues, including promoting intersectionality, addressing unconscious bias, engaging male allies, and examining the effects of remote and flexible work arrangements.enGender gapLabour marketWomen underrepresentationEmployment policiesGender pay gapLabour absorptionArticle