Recent insights reveal the persistent issues surrounding workplace dynamics for women in Kenya, highlighting the societal and corporate pressures they encounter to maintain a façade of agreeability.
Kenyan Women's Workplace Challenges: The Pressure to Conform
Kenyan Women's Workplace Challenges: The Pressure to Conform
Women in Kenya’s corporate sector face unspoken expectations to conform, limiting their professional potential and leadership opportunities.
In a meeting at her workplace in Nairobi, 24-year-old Faith felt the weight of unspoken expectations as her colleagues rallied behind the likely impractical suggestions of a senior male coworker. Despite being a university graduate and on the career ladder, she hesitated to voice her disagreement due to the fear of being labeled as difficult or moody.
She, like many women in Kenya, experiences what the Women in the Workplace 2025 report refers to as "the broken rung," illustrating the stark drop in female representation from entry-level positions to senior leadership roles. Data shows that while women represent 50% of entry levels in various sectors, their numbers plummet to 26% in senior roles.
The phenomenon known as "likeability labour" encapsulates the dilemma women navigate daily; they constantly second-guess themselves and alter their behaviours to gain acceptance. Research indicates that 56% of women feel pressured to conform to being likeable at work, a burden disproportionately borne in comparison to their male counterparts.
This societal expectation is evident in how women mitigate their assertiveness in conversations, often downplaying their contributions with phrases like "Does that make sense?" in an effort to avoid appearing aggressive or confrontational.
Moreover, cultural conditioning plays a role, as women are often socialized into caregiver roles and conflict avoidance from an early age. This situation is exacerbated by structural inequalities in corporate environments that undervalue women's contributions and potential.
Addressing "likeability labour" requires systemic change, advocates argue, ranging from policy reforms that support work-life balance to the establishment of mentorship programs. Dr. Gladys Nyachieo, a sociologist at Multimedia University of Kenya, emphasizes the need for women to negotiate assertively for themselves and not feel compelled to always wear a smile.
Faith acknowledges the guidance she has received from her mentor, Dr. Nyachieo, who encourages her not to succumb to societal pressures. As Faith continues her journey in the corporate world, she is learning to balance her desire for acceptance with the necessity of voicing her opinions authentically.
The challenges faced by women like Faith underscore the larger systemic barriers that need to be dismantled to ensure equity in the workplace for future generations.
She, like many women in Kenya, experiences what the Women in the Workplace 2025 report refers to as "the broken rung," illustrating the stark drop in female representation from entry-level positions to senior leadership roles. Data shows that while women represent 50% of entry levels in various sectors, their numbers plummet to 26% in senior roles.
The phenomenon known as "likeability labour" encapsulates the dilemma women navigate daily; they constantly second-guess themselves and alter their behaviours to gain acceptance. Research indicates that 56% of women feel pressured to conform to being likeable at work, a burden disproportionately borne in comparison to their male counterparts.
This societal expectation is evident in how women mitigate their assertiveness in conversations, often downplaying their contributions with phrases like "Does that make sense?" in an effort to avoid appearing aggressive or confrontational.
Moreover, cultural conditioning plays a role, as women are often socialized into caregiver roles and conflict avoidance from an early age. This situation is exacerbated by structural inequalities in corporate environments that undervalue women's contributions and potential.
Addressing "likeability labour" requires systemic change, advocates argue, ranging from policy reforms that support work-life balance to the establishment of mentorship programs. Dr. Gladys Nyachieo, a sociologist at Multimedia University of Kenya, emphasizes the need for women to negotiate assertively for themselves and not feel compelled to always wear a smile.
Faith acknowledges the guidance she has received from her mentor, Dr. Nyachieo, who encourages her not to succumb to societal pressures. As Faith continues her journey in the corporate world, she is learning to balance her desire for acceptance with the necessity of voicing her opinions authentically.
The challenges faced by women like Faith underscore the larger systemic barriers that need to be dismantled to ensure equity in the workplace for future generations.
