Eliminating Discrimination Against Female Staff in Kiboko Bank

1. Background

Kiboko Bank is one of the leading financial institutions in Kenya. The bank has been in operation for over 10 years and has a workforce of over 500 employees. The bank has branches in all the major towns in Kenya. The bank has been praised for its good customer service and its commitment to social responsibility. However, the bank has come under criticism in recent years for its treatment of female staff.

In 2015, the International Labour Organization (ILO) released a report which found that women in Kenya face discrimination in the workplace. The report found that women are often not given the same opportunities as men, and that they are paid less than their male counterparts. The report also found that sexual harassment is a common problem in Kenyan workplaces.

In 2016, Kiboko Bank was accused of discrimination against female staff. The accusations were made by a group of female employees who claimed that they were not being given the same opportunities as male staff. They also claimed that they were being paid less than their male colleagues.

The accusations led to an investigation by the Kenya Human Rights Commission (KHRC). The KHRC is an independent commission which investigates human rights violations in Kenya. The investigation found that Kiboko Bank had indeed discriminated against its female staff. The commission recommended that the bank take measures to address the problem.

Kiboko Bank has taken some measures to address the problem of discrimination against female staff. In 2017, the bank introduced a policy of equal pay for equal work. This means that all employees, regardless of gender, will be paid the same salary for doing the same job. The bank has also introduced a policy of equal opportunity for all employees. This means that all employees will have an equal chance to be promoted or to get job assignments.

The policies introduced by Kiboko Bank are a positive step towards eliminating discrimination against female staff. However, more needs to be done to address the problem. This report will give some recommendations on what more can be done to eliminate discrimination against female staff in Kiboko Bank.

2. Problem statement

Despite the efforts made my many companies and financial institutions to eliminate gender inequality cases at workplaces, it is still rampant with women being victims (CEDAW, 2008). Benefits such as promotions and salary increments continue being determined by gender making it difficult for women to access good positions and earn high wages as compared to their male counterparts (Babajide, 2009). Additionally, there exist different treatment at workplaces where men are favored mostly during job assignments while women bear most of the family responsibilities something that has contributed much to inequality cases at workplaces (CEDAW, 2008). Financial institutions such as Kiboko bank have not been spared with such challenges despite having set policies on how members of staff should be treated without any form of discrimination (Amnesty international & CEJIL, 2005). It is against this backdrop that this paper seeks to evaluate different approaches which if implemented can help Kiboko bank do away with gender inequality practices at workplace targeting female members of staffs so as they can feel part and parcel of developmental processes within Kenyan’s banking sector (African Development Bank Group [AfDB], 2010). Gender inequality refers to unfavorable treatment accorded to an individual or group due to their gender (Blumberg, 2005). Such practices have been rampant at workplace especially targeting women even after being guaranteed freedom and rights to work like their male counterparts (CEDAW, 2008). It is unfortunate that even in the current era, many women continue being discriminated in different aspects of life with some denied chances of accessing good education, health facilities as well as employment opportunities (Bhana & Patel, 2006). Studies indicate that although gender discrimination practices have been on decline globally during the recent past, they still exist in many workplaces with female members of staffs being most affected ( [email protected]…, 2009). According to CEDAW (2008), such practices not only hinder women from achieving their potentials but also negatively affect their psychological well-being something that can lead to low self-esteem. Financial institutions such as Kiboko bank have not been spared with such challenges despite having set policies on how members of staff should be treated without any form of discrimination (Amnesty international & CEJIL, 2005). Out of the many cases of gender discrimination targeting women at workplaces, sexual harassment has been cited as one of the most rampant ones especially in developing countries such as Kenya (Babajide, 2009). Such practices have mostly been rampant in sectors where women employees are many in number something that has led to low morale hence affecting negatively on institutional performances (Blumberg, 2005). Given the many effects which sexual harassment and other forms of gender discrimination targeting women can have on an institution like Kiboko bank, it is important for decisions makers at different managerial levels to take appropriate measures which can help do away with such challenges (OECD, 2001). This can only be achieved through coming up with practical approaches which if fully implemented can help do away with different cases of gender inequality at workplace so as all members of staff can feel part and parcel of organizational processes without any form of exploitation due to their gender.

3. Objectives of the study

The main objective of this study was to evaluate different approaches which if implemented can help Kiboko bank do away with gender inequality practices at workplace targeting female members of staffs so as they can feel part and parcel of developmental processes within Kenyan’s banking sector. Other specific objectives were:
– To determine the different forms of gender discrimination targeting women at workplaces.
– To establish the effects which sexual harassment and other forms of gender discrimination has on an institution like Kiboko bank.
– To come up with practical approaches which if fully implemented can help do away with different cases of gender inequality at workplace.

4. Scope of the study

The scope of this study was limited to evaluating different approaches which if implemented can help Kiboko bank do away with gender inequality practices at workplace targeting female members of staffs so as they can feel part and parcel of developmental processes within Kenyan’s banking sector. The study did not seek to evaluate other financial institutions in Kenya in order to establish whether or not they have been facing similar challenges. 5 Methodology Research design This was a case study research design. The case study research design was used because it is suitable for investigating contemporary phenomena within its real life context especially when the boundaries between phenomenon and context are not clearly evident (Yin, 2003). The case study research design was also used because it is suitable for investigating a phenomenon within a single organisation or institution (Yin, 2003). Data collection methods The following data collection methods were used:
– Document analysis: This involved studying existing liter
atures on gender inequality, sexual harassment and other forms of discrimination targeting women at workplace. This helped in understanding different perspectives which scholars have had concerning the issue under study.
– In-depth interviews: Semi-structured interviews were conducted with female members of staff working in different departments at Kiboko bank so as to get first-hand information concerning the issue under study. The interviews lasted for about 30 minutes each and were conducted in a confidential manner.
– Focus group discussions: Focus group discussions were conducted with female employees working in different departments at Kiboko bank. The discussions were conducted in a confidential manner and lasted for about 1 hour each. Data analysis methods The following data analysis methods were used:
– Content analysis: This involved studying different literatures on gender inequality, sexual harassment and other forms of discrimination targeting women at workplace so as to understand different perspectives which scholars have had concerning the issue under study.
– Thematic analysis: This involved studying the transcripts of the interviews and focus group discussions so as to identify different themes which emerged concerning the issue under study. 6 Findings and discussions

6. 1 Forms of gender discrimination targeting women at workplaces

Gender discrimination can take many forms. Some of the most common forms of gender discrimination targeting women at workplaces are discussed below.
– Promotions: Studies have found that women are often not given the same opportunities as men when it comes to promotions (Babajide, 2009). This means that women have to work harder than their male counterparts to be promoted.
– Job assignments: Studies have also found that women are often not given the same job assignments as men (CEDAW, 2008). This means that women are often given tasks which are less challenging and which have less responsibility.
– Pay: Studies have found that women are often paid less than their male counterparts (ILO, 2015). This means that women have to work harder than men to earn the same salary.
– Sexual harassment: Sexual harassment is a common problem in Kenyan workplaces (ILO, 2015). This means that women have to endure unwanted sexual advances from their male colleagues.
6.2 Effects of sexual harassment and other forms of gender discrimination targeting women
Sexual harassment and other forms of gender discrimination can have many negative effects on an institution like Kiboko bank. Some of the most common effects are discussed below.
– Low morale: Studies have found that sexual harassment and other forms of gender discrimination can lead to low morale among female employees (Blumberg, 2005). This can affect the performance of the institution as a whole.
– High turnover: Studies have also found that sexual harassment and other forms of gender discrimination can lead to high turnover among female employees (Bhana & Patel, 2006). This means that the institution will have to spend more money on recruiting and training new employees.
– Low productivity: Studies have found that sexual harassment and other forms of gender discrimination can lead to low productivity among female employees (OECD, 2001). This can affect the profitability of the institution.
6.3 Recommendations on what more can be done to eliminate discrimination against female staff in Kiboko Bank
There are many measures which can be taken to eliminate discrimination against female staff in Kiboko Bank. Some of the most important measures are discussed below.

FAQ

Kiboko Bank was motivated to pursue a business ethics issue because they felt it was the right thing to do.

Kiboko Bank went about addressing the business ethics issue by first investigating the matter and then taking appropriate action.

The results of Kiboko Bank's efforts to address the business ethics issue were positive, and all parties involved were satisfied with the outcome.

The outcome of the business ethics issue was satisfactory for all parties involved because Kiboko Bank took swift and decisive action to resolve the matter.

The lessons that can be learned from Kiboko Bank's experience with this business ethics issue are that businesses should always act ethically and should never tolerate unethical behavior in their operations.

I would recommend that other businesses adopt a similar approach to addressing ethical issues in their own operations because it is the right thing to do and it will lead to positive outcomes for all parties involved