Women in Leadership Programme Advances Gender-Responsive Human Resource Policy Reform at UoN
The University of Nairobi is moving towards more gender-responsive and inclusive human resource policies and promotion criteria, following sustained engagement under the Women in Leadership (WiL) Programme led by the African Women Studies Centre (AWSC). The first-year process has brought together institutional evidence, research and consultation to identify areas for reform and establish a roadmap for the next phase of policy review.
The process began with the 2026 WiL baseline survey, which examined institutional systems and practices affecting gender equity, including recruitment, appraisal, promotion and women's progression into leadership. This was followed by a workshop held on October 6th between AWSC-WiL researchers and the University's Human Resources and Administration divisions to discuss the emerging evidence and identify areas where the programme could contribute to strengthening institutional systems.
An initial engagement with the UoN Administration in February 2026 identified areas for collaboration, including reviewing human resource policies and practices, examining gender-disaggregated promotion trends, strengthening gender data systems, developing implementation guidelines and drawing on relevant global best practices. The work subsequently progressed from identifying areas of collaboration to generating and analysing evidence to inform policy action.
The baseline findings indicate that while the University has formal policies and procedures, gender-neutral provisions can operate within unequal institutional conditions. The study identified gaps in implementation, the influence of informal networks, gender-insensitive appraisal practices and limited recognition of caregiving responsibilities and career interruptions within conventional measures of performance. These findings highlighted the need to examine not only what policies provide for, but also how recruitment, appraisal and promotion processes operate in practice.
AWSC-WiL researchers subsequently synthesised relevant human resource best practices, legal and policy requirements and evidence from the baseline to develop recommendations for a more gender-responsive approach. The evidence and proposed recommendations were then presented to a broader group of key HR officers during a consultative workshop on 6 October 2026. The workshop brought together the research team and Human Resources and Administration Division to interrogate the findings, consider their implications for the University and identify practical measures for taking the work forward.
The workshop resulted in ten recommendations that provide a roadmap for the next phase of policy reform. These include reviewing existing HR policies and promotion criteria; customising relevant HR instruments to the University context; strengthening guidelines and procedures for implementation; examining gender-disaggregated promotion trends; improving systems for collecting and analysing gender data; and strengthening accountability and institutional mechanisms for implementing gender-related policies. The recommendations also recognise the importance of mentorship and working arrangements that take account of factors such as caregiving responsibilities and career interruptions that can affect women's progression.
The discussions reflected a shared commitment to translating WiL evidence into institutional action. HR Director Jane Gatune called for the baseline findings to move “beyond the computers” and inform action, emphasising the importance of interrogating the evidence and using it to guide implementation. Registrar Administration Kenneth Sawe similarly stressed the need to use the data to strengthen gender responsiveness in recruitment, selection and staff retention. DVC Human Resources and Administration Prof. Kerubo reaffirmed the Division’s commitment to the process and to examining how existing policies and procedures can better respond to the needs of women and men. Prof. Wanjiku Kabira, Director African Women Studies Centre noted that WiL seeks to strengthen existing University processes through evidence and collaboration, providing a foundation for sustained institutional change.
The policy reform process will take time. For WiL, the significance of its first year lies in establishing the evidence base, building institutional engagement and creating a shared direction for reform. The ten recommendations provide a foundation for continued collaboration between AWSC-WiL and the University Administration as the institution moves towards HR policies, promotion criteria and practices that better support gender equality, inclusion and women's progression into leadership.
