Nairobi, Kenya – The National Cohesion and Integration Commission (NCIC) has released the second edition of its Ethnic and Diversity Audit of the County Public Service, 2023 Report. The report aims to promote equitable employment practices in county governments across Kenya.
According to Kenya News Agency, the legal framework mandates that employment within each county should not disproportionately favor the dominant ethnic group. Specifically, it stipulates that employment of the dominant ethnic group should not exceed 70 percent, ensuring balance and fairness among all ethnic groups in the county. This initiative was undertaken in collaboration with county executives, who submitted data on workplace diversity in their respective counties. However, only thirteen of the forty-seven counties have met this legal requirement, with Garissa County being the only one not to comply.
NCIC Commissioner Abdul-Aziz Farah, speaking at the launch event, highlighted that the audit was conducted to assess the progress made since the inception of devolution ten years ago. He emphasized that the aim was to address historical inequalities and the inequitable distribution of resources, which he identified as a primary conflict in counties. The audit considered various diversity aspects, including culture, race, ethnicity, gender, and religion.
Vice Chairperson Wambui Nyutu and Chair Technical Committee Danvas Makori of the NCIC presented findings showing that Marsabit County led in compliance by employing 33 percent of the Borana ethnic group, its dominant community. However, some counties, like Bomet, Elgeyo Marakwet, and Vihiga, have significantly higher employment rates of their dominant ethnic groups, exceeding the stipulated legal limit.
The report also revealed alarming disparities, with 29 tribes occupying only one percent of the jobs, indicating a lack of inclusivity. Nairobi County was noted for having the highest number of employees, followed by Kakamega and Bungoma. Commissioner Nyutu acknowledged that women hold 53 percent of the 184,876 jobs reported.
The study identified challenges contributing to this imbalance, such as political interference, perceptions of favoritism in job allocation, and concerns over insecurity and potential violence akin to the 2007/2008 post-election period.
Dr. Samuel Kobia, Chairperson of the NCIC, proposed three remedies to address these issues. Firstly, he stressed that constitutional provisions on diversity should be viewed as legal requirements rather than mere suggestions. Secondly, he reminded governors of their legal and moral responsibilities to comply with these provisions, likening their role to that of the president’s at the national level. Lastly, Kobia called upon governors to lead by example in ensuring compliance with these diversity and employment standards.
