An audit by Auditor General Nancy Gathugu has revealed a shocking trend of ethnic-based recruitment in 21 public universities in Kenya. The current status in which the dominant community where each university is located is favored, broke national laws providing for equal employment opportunities and ethnic diversity.
Background
The laws, with respect to all the varied cultural and ethnic backgrounds in Kenyan, try to support equity and inclusiveness in recruitment into the public sector. For instance, the Public Service Commission considers several recommended measures so as to do away with ethnic imbalances in recruitment. The latest audit reveals a huge deviation from these principles in public universities.
Audit Findings
The audit reveals that the majority of public universities are massively hiring staff from the local major communities. According to the National Cohesion and Integration Act, 2008, no public institution should have more than a third of its employees from one ethnic group. However, it has been revealed that a number of universities have surpassed the limit.
Key Universities Mentioned
Kenyatta University
- Kikuyus: 42 per cent of workforce-1,185 employees
- New recruits: 41 per cent from Kikuyu community
Kibabii University
- Luhyas: 75% of workforce, 324 employees out of 430
Maseno University
- Luos: 64% of workforce, 721 employees out of 1,131
Dedan Kimathi University
- Kikuyus: 66% of workforce, 363 employees
Moi University
- Kalenjins: 62% of workforce, 1,549 employees out of 2,500
Garissa University
- Somalis: 60% of workforce
These figures point to and reflect a wider trend observed in other universities such as Jomo Kenyatta University of Agriculture and Technology, Rongo University, Kisii University, and others, where jobs are taken by majorities from the dominant local ethnic groups.
Legal and Social Implications
Essentially, the breach of the National Cohesion and Integration Act points to a huge problem within the public sector. A fair and balanced working environment is necessitated through the stipulation by this law that no staff from any ethnic community should exceed a third. From the audit report, it is evident that this was not the case, and this means that institutions concerned are far from committed to national cohesion and equal opportunities in employment.
Recommendations and Next Steps
In the backdrop of the foregoing findings, recovery measures are being undertaken by the PSC to correct this imbalance. Regulations by the Public Service Commission (Affirmative Action) 2024 provide for priority consideration in recruitment to be given to underrepresented communities, including non-competitive recruitment of members, and affirmative measures towards gender balance in public sector employment.
Proposed Key Actions
- Non-Competitive Appointment or Promotion: The PSC may offer appointments or promotions of candidates from underrepresented groups with a relaxed competitive recruitment policy.
- Affirmative Action: Special provisions will be taken to ensure ethnic and gender balance. This shall be most emphasized in institutions in the public service where an imbalance is realized.
- Constant Surveillance: Routine compliance audits which shall monitor and correct deviation, if any, from the set guidelines.
Conclusion
The findings by Auditor General Nancy Gathugu raise a critical question involving Kenya’s public universities, which requires serious attention. This kind of skewed hiring not only flouts legal provisions for a cohesive and inclusive society but also jeopardizes progress toward such a society. PSC proposals are positive steps toward the restoration of these imbalances, ensuring that all Kenyans have equal opportunities in public sector employment. These are issues whose redress must be undertaken as a matter of urgency if national unity is to be fostered and the credibility and integrity of public institutions enhanced.