CONTRIBUTORS
Christine Ger Ochola
Communications Officer
Christopher Omumamu Maero
Senior Advocacy and Knowledge Management Officer
The healthcare sector is a cornerstone for human well-being, ensuring access to quality medical care that keeps us healthy and thriving. Yet, a critical imbalance persists within this sector, whose leadership landscape does not favor the capabilities of women. Despite comprising over 70% of the global healthcare workforce, women remain significantly underrepresented in leadership positions. This lack of gender equity in steering the sector has far-reaching consequences, and addressing it is paramount to building a more robust and equitable healthcare system for all. Since 2021, the Women in Leadership and the Gendered Health Pathways Projects, a joint effort between the African Population and Health Research Center (APHRC), Global Health 50/50 (UK), and the International Center for Research on Women (ICRW, India), has been collating data on gender (in)equity, focusing on how legal environments in Kenya influence women’s career pathways in the health sector and how policies shape healthcare access for both men and women.
The findings from Gendered Health Pathways show that gender-neutral policies, while looking fair on the surface, frequently fail to address the unique problems women face when navigating the healthcare system. The Women in Leadership study, on the other hand, found that Kenyan laws contain 19 out of 30 good practice provisions across five legal domains, with high performance in pay, workplace, and pension. However, care, family life, work-life balance, and reproductive rights are less addressed. Four out of 11 Kenyan laws contain accountability measures, assigning responsibility to an actor for implementing the law. Three of 11 laws contain equity provisions, all non-discrimination, but none recognize intersecting forms of discrimination or promote equal domestic responsibilities between women and men.
When healthcare policies are developed without considering gender needs, such policies end up treating men and women the same, ignoring the fact that gender, as a social construct, determines distinct obligations, privileges, and health concerns for each group. This oversight can result in ineffective policies that fail to address specific health issues, access barriers, and care requirements of men and women. The healthcare space’s policy process must be designed to understand these gender-specific needs to ensure equitable and effective healthcare outcomes.
We need to highlight the voice and influence of women in healthcare leadership, as their contributions go beyond mere numbers and play a crucial role in shaping equitable and effective healthcare systems. Their presence brings a unique and valuable perspective to the table that has been overrun by one-sided perception. Women’s leadership can have a more profound effect on women’s specific needs and the general population, translating into inclusive and comprehensive healthcare policies. When women have a stronger voice in shaping healthcare policies, the system becomes more responsive to their needs. This translates to better clinical outcomes for women.
During the Women in Leadership dissemination event held in Nairobi in August 2024, the keynote speech delivered by Caroline Karimi on behalf of Hon. Harriette Chiggai, the President’s Advisors’s speech, emphasized the need for collective action to legislate anti-discrimination laws that protect women in Kenya from harassment, bias, and unequal treatment in leadership roles within the workplace. She highlighted the importance of establishing adequate maternity and paternity leave policies to help women balance their careers and family responsibilities. She also stated that her office is currently leading a comprehensive review of all laws that discriminate against women to amend, repeal, or enact new laws that guarantee specific rights for women.
In addition, Dr. Sylvia Muyingo, a research scientist and biostatistician, highlights the need to have the requisite evidence before experiencing or kickstarting various changes in the sector. She notes a significant gap in evidence on effective strategies for achieving inclusive and equitable career progression in the health sector. Gender is just one of many facets of identity that contribute to discrimination within this field. Although the Constitution of Kenya protects characteristics such as sex, age, ethnicity, and disability, there is a lack of workforce data segmented by these categories, hindering efforts to create equal opportunities for marginalized women.
As a highlight, work-life balance remains a significant challenge for many women, especially those with childcare responsibilities. Offering flexible work arrangements, such as remote work options or part-time schedules, can make a substantial difference. A 2021 study by FlexJobs revealed that 82% of women would be more likely to consider pursuing a job offering flexible work arrangements. Such evidence would be crucial in kickstarting change since, by acknowledging such issues, healthcare organizations can create a more welcoming environment for women, allowing them to pursue leadership roles while maintaining a healthy life balance.
Overall, dismantling the barriers preventing women from reaching healthcare leadership positions requires a multifaceted approach. One crucial element is the creation of robust advocacy, mentorship, and sponsorship programs. These programs can connect aspiring women leaders with seasoned professionals who can offer guidance, support, and advocate for their advancement. Another critical step is addressing unconscious bias. These biases, often rooted in societal norms and stereotypes, can significantly hinder women’s career progress. Women’s inclusion of unconscious bias awareness programs within healthcare organizations raises the profile of these biases and equips leaders with the knowledge to create a more equitable environment.
By fostering gender equality and equity in healthcare leadership, we can unlock the full potential of the healthcare workforce. We can also create a system that is more responsive to the needs of all patients, regardless of gender. Additionally, we can entrench a culture of innovation and problem-solving, leading to better healthcare solutions for everyone.
It’s time to dismantle barriers and empower women to take their rightful place at the rudder of healthcare leadership. This is not just about fairness; it’s about building a more robust, more effective healthcare system for the future.
The information in this article is based on the Women in Leadership Project findings, with invaluable insights from the project team: Dr. Damazo Kadengye, Dr. Sylvia Muyingo, Henry Owoko, and Sally Odunga.