Women Lawyers Hold Majority of High-Level Roles in Kenya

Kenya's legal profession has experienced a dramatic transformation, with women now holding the majority of positions across all levels, from entry-level roles to senior executive ranks. 

This marks a significant shift in gender representation in a sector historically dominated by men, according to recent research and industry insights. The shift is documented in a report by global consultancy firm McKinsey, unveiled at the Africa CEO Forum in Abidjan, Côte d'Ivoire. The report reveals that women constitute approximately 59 out of every 100 entry-level roles in the legal profession. Their presence is sustained as they advance through the ranks, holding between 48 to 65 out of every 100 managerial and executive positions.

The legal profession in Kenya has long been viewed as a male-dominated field. Michael George Argwings Kodhek, who opened his law firm in 1952, emerged as a pioneer, becoming the first black Kenyan lawyer to operate independently. His practice was established during the tumultuous Mau Mau uprising, a time when many Africans faced prosecution.

Despite Kodhek's groundbreaking achievement, it would take more than two decades before female lawyers, such as Kalpana Rawal, who later served as Kenya's Deputy Chief Justice, began establishing their own firms. During this interim period, men continued to dominate the profession, solidifying the perception that law was primarily a man's world. Several factors have contributed to the increased representation of women in the legal profession. Jacqueline Mugo, a seasoned lawyer and Chief Executive Officer of the Federation of Kenyan Employers (FKE), attributes part of this success to the structure of legal careers. 

"Once you qualify as an advocate and establish your practice, rising to executive levels is more straightforward," she explains.

Mugo also highlights a deeper cultural transformation. "The legal profession fundamentally revolves around championing rights and freedoms, so it cannot afford to sideline women," she adds, emphasising that the profession's ethos inherently supports gender inclusivity.

The gender parity observed in law contrasts sharply with other sectors, particularly finance and healthcare. McKinsey's findings indicate that female participation in healthcare remains high through mid-management positions but declines as roles become more senior. Women hold over half the positions at entry and senior manager levels, yet their presence decreases at the C-suite level, where representation falls to just 39 out of every 100 positions.

Despite these challenges in higher echelons of healthcare, women's leadership continues to flourish in caregiving sectors such as nursing, early childhood education, and community health. Mugo also notes that women's participation remains strong in marketing and other service-oriented industries. To sustain progress, targeted leadership training programs have become crucial. The Federation of Kenyan Employers has been running the Female Future Leadership Programme for over a decade, preparing women for top roles. 

"By the end of this year, more than 500 women will have undergone training, and we are seeing tangible results in their career advancements," Mugo says.

Another key factor in workplace gender dynamics is unconscious bias. Experts emphasise the need for companies to actively address stereotypes that hinder women from advancing into leadership roles. Andia Chakava, Investment Director at the Graca Machel Trust and 2X Global Independent Director, argues that perception plays a significant role.

Challenges in the Financial Sector

In the financial sector, women face an uphill battle. Unlike the legal profession, where gender balance has been successfully achieved, finance continues to experience sharp declines in female representation. McKinsey's research shows that while women hold 50 percent of entry-level positions in finance, their numbers drop to just 26 percent in senior leadership roles. 

This trend underscores the persistent challenges that prevent women from fully accessing executive-level opportunities. Business leaders stress the importance of mentorship and training initiatives that equip women with the confidence to navigate male-dominated spaces. Rita Kaveshe, CEO of Isuzu Africa, believes coaching should focus on encouraging women to take strategic risks. 

"They should be trained not to feel like impostors, they don't need to be perfect to excel," she asserts.

At KCB Group, gender balance within the workforce has significantly improved due to the Women in Leadership Network (WILN) program. Human Resource Director Japheth Achola notes that since the program's inception a decade ago, female representation has risen from 42 percent to 51 percent overall, with notable gains in management and senior leadership roles.