Ethnic Diversity Audit of Public Universities and Constituent Colleges in Kenya

TOWARDS NATIONAL COHESION AND UNITY IN KENYA

ISBN No. 978-9966-044-02-0 PREFACE

One key mandate of National Cohesion and Integration Commission (NCIC) is to ensure ethnic diversity in Public Employment. Article 7 (1) of the NCI Act, 2008 requires all public establishments to represent the diversity of the people of Kenya in employment. Further, Article 7 (2) clarifies that not more than a third of total employees in one public institution should be from one ethnic group. The mandate is reinforced by the requirement of the Kenyan Constitution which, in Article 232 (1) (h), espouses the need for “representation of Kenya’s diverse communities” as one of the values and principles of the public service.

This Report, Ethnic Diversity Audit of Public Universities and Constituent Colleges in Kenya, is one of the steps the Commission has taken to engage Kenyans on issues of employment in public institutions. It is a continuation of a similar report that was published earlier by the Commission on Ethnic Diversity in the Civil Service. The Report, which was shared with the University fraternity elicited healthy discussions on what needs to be done to correct the inequalities. We are aware that these inequalities have taken a while to form and will require targeted, deliberate and concerted efforts to address. Future reports will highlight the progress made by each institution on this subject.

Universities are ideally supposed to reflect the face of the Nation. Considering that university students are admitted from all over the country without due consideration of ethnicity, it is equally important that universities produce graduates who are expected to work anywhere in the country. The world is replete with cases where some of the most dangerous ideologies have been developed and nurtured within the universities. For example, apartheid was conceived by insular and inward looking intellectuals protecting narrow racial interests. We expect our universities to be different, thus the publication of this Report.

The Report highlights both short term and long term key intervention measures arrived at in a consultative forum by various stakeholders in the education sector. NCIC will continue to advocate for ethnic diversity and equitable representations in public universities and constituent colleges as one of the ways of promoting harmonious coexistence among various ethnic groups in Kenya. Celebrating ethnic diversity is a key tenet to achieving a cohesive and integrated country.

Mzalendo N. Kibunjia, PhD, EBS Commission Chairman

i Table of Contents

List of Tables iv List of Figures vi

Preface i Acknowledgements vii Abbreviations viii

Chapter One 1 Public Universities In Kenya 1 Introduction 1 Locations of Universities 5 Ethnic Affiliation of Vice Chancellors of Public Universities 8 Gender Representation of Vice Chancellors in Public Universities in Kenya 9 Principals of Constituent Colleges 10 Gender Representation of Principals of Constituent Colleges 11

Chapter Two 12 General Ethnic Representation of Employees In Public Universities In Kenya 12 Introduction 12 Comparison with the National Population Ratio 15 Least Represented Communities 19 The ‘Big Five’ Communities 19 The Relationship between Location and Ethnic Composition of Employees 19 The Relationship between Vice Chancellors’/Principals’ Ethnic Groups and the Majority of Employees in the Universities 21

Universities that comply with the National Cohesion and Integration Act, 2008 23 Introduction 23 Egerton University 23 Multimedia University College of Kenya 26 Mombasa Polytechnic University College 27 Kenya Polytechnic University College 30

Chapter Four 33 Public Universities that Flout the NCI Act, 2008 on Inclusive Employment 33 Introduction 33 The University of Nairobi 33 Kenyatta University 36 Maseno University 40 Masinde Muliro University 41

ii Jomo Kenyatta University of Science and Technology 43 Constituent Colleges 45 Kabianga University College 45 Meru University College of Science and Technology 47 Pwani University College 48 Kisii University College 50 Laikipia University College 51 South Eastern University College 53 Bondo University College 54 Narok University College 55 Karatina University College 57 Chepkoilel University College 58 Kimathi University College of Technology 61 Chuka University College 62

Ethnic Representation of Senior Staff in Public Universities 65 Introduction 65 Egerton University 66 University of Nairobi 67 Kenyatta University 69 Moi University 70 Maseno University 72 Masinde Muliro University of Science and Technology 73 Jomo Kenyatta University of Science and Technology 74 Multimedia University College 75 Mombasa Polytechnic University College 76 Kenya Polytechnic University College 77 Kabianga University College 78 Pwani University College 79 Kisii University College 79 Laikipia University College 80 South Eastern University College 81 Bondo University College 82 Karatina University College 84 Chepkoilel University College 85 Kimathi University College 86 Chuka University College 87

Chapter Six 90 Conclusion and Recommendations 90 Introduction 90 Recommendations 91

iii List of Tables

Table 1: Public Universities and Constituent Colleges in Kenya 6 Table 2: Ethnic Affiliation of Vice Chancellors in Public Universities in Kenya 8 Table 3: Ethnic Affiliation of Principals of Constituent Colleges in Kenya 10 Table 4: Ethnic Representation of Employees in Public Universities in Kenya 12 Table 5: Comparison of Census Population % and % of Employment in Public Universities 15 Table 6: The Differences of Over-represented Ethnic Communities in Public Universities 17 Table 7: Underrepresented Communities 18 Table 8: ‘Big Five’ Communities in Public Universities in Kenya 19 Table 9: Representation of ‘Local Community’ in the Employment of Universities 20 Table 10: Vice Chancellor/Principals’ Ethnic group and the Ethnic Group of Majority of the Employees 22 Table 11: Ethnat Composition of Staff in Egerton University 24 Table 12: Multimedia University College Staff Representation by Ethnic Group 26 Table 13: Mombasa Polytechnic Staff Distribution by Ethnic Group 28 Table 14: Kenya Polytechnic University College Ethnic Distribution among Staff 31 Table 15: UoN Staff Distribution by Ethnic Groups 33 Table 16: Kenyatta University Staff Distribution by Ethnic Group 36 Table 17: Moi University Staff Ethnic Composition 38 Table 18: Maseno University Staff Ethnic Profiling 40 Table 19: MMUST Staff Distribution by Ethnic Group 42 Table 20: JKUAT Staff Ethnic Composition 44 Table 21: Kabianga University Staff Distribution by Ethnic Group 46 Table 22: Meru University Staff Distribution by Ethnic Group 47 Table 23: Pwani University Staff Distribution by Ethnic Group 49 Table 24: Kisii University Staff Distribution by Ethnic Group 50 Table 25: Laikipia University Staff Representation by Ethnic Group 52 Table 26: South Eastern University College Staff Distribution by Ethnic Group 53 Table 27: Bondo University College Staff Ethnic Composition 54 Table 28: Narok University College Employees Ethnic Composition 56 Table 29: Staff Ethnic Representation at Karatina University College 57

iv Table 30: Chepkoilel University College Staff Ethnic Distribution 59 Table 31: Kimathi University College Staff Ethnic Audit 61 Table 32: Chuka University College Staff Ethnic Composition 63 Table 33: Senior Staff at the Public Universities and Constituent Colleges 65 Table 34: Comparison of Ethnat Composition of Staff in Egervsn University (General vs Senior Staff) 66 Table 35: UoN General and Senior Staff Distribution by Ethnic Groups 68 Table 36: Kenyatta University Staff Distribution by Ethnic Group 69 Table 37: Moi University Staff Ethnic Composition 71 Table 38: Maseno University Staff Ethnic Profiling 72 Table 39: MMUST Staff Distribution by Ethnic Group 73 Table 40: JKUAT Staff Ethnic Composition 74 Table 41: Multimedia University College Staff Representation by Ethnic Group 75 Table 42: Mombasa Polytechnic Staff Distribution by Ethnic Group 76 Table 43: Kenya Polytechnic UC Ethnic Distribution among Staff 77 Table 44: Kabianga University Staff Distribution by Ethnic Group 78 Table 45: Pwani University Staff Distribution by Ethnic Group 79 Table 46: Kisii University Staff Distribution by Ethnic Group 80 Table 47: Laikipia University Staff Representation by Ethnic Group 81 Table 48: South Eastern University College Staff Distribution by Ethnic Group 82 Table 49: Bondo University College Staff Ethnic Composition 83 Table 50: Narok University College Employees Ethnic Composition 84 Table 51: Staff Ethnic Representation at Karatina University College 85 Table 52: Chepkoilel University College Staff Ethnic Distribution 86 Table 53: Kimathi University College Staff Ethnic Audit 87 Table 54: Chuka University College Staff Ethnic Composition 88

v List of Figures

Figure 1: The approximate locations of public universities (in blue) and their constituent colleges (in red.) 7 Figure 2: Vice Chancellors in Public Universities 8 Figure 3: Gender Representation of Vice Chancellors in Public Universities 9 Figure 4: Ethnic Groups of Principals in Constituent Colleges 11 Figure 5: Ethnic Composition of Employees in Public Universities in Kenya 14 Figure 6: Comparison of Census Population % and % of Employment in Public Universities 16 Figure 7: Ethnic Composition of Staff in Egerton University 25 Figure 8: Multimedia University College Staff Representation by Ethnic Group 27 Figure 9: Mombasa Polytechnic Staff Distribution by Ethnic Group 29 Figure 10: Kenya Polytechnic UC Ethnic Distribution among Staff 32 Figure 11: UoN Staff Distribution by Ethnic Group 35 Figure 12: Kenyatta University Staff Distribution by Ethnic Group 37 Figure 13: Moi University Staff Ethnic Composition 39 Figure 14: Maseno University Staff Ethnic Audit 41 Figure 15: MMUST Staff Distribution by Ethnic Group 43 Figure 16: JKUAT Staff Ethnic Composition 45 Figure 17: Kabianga University College Staff Distribution by Ethnic Group 46 Figure 18: Meru University College Distribution by Ethnic Group 48 Figure 19: Pwani University College Staff Distribution by Ethnic Group 49 Figure 20: Kisii University College Staff Distribution by Ethnic Group 51 Figure 21: Laikipia University College Staff Distribution by Ethnic Group 52 Figure 22: South Eastern University College Staff Distribution by Ethnic Group 54 Figure 23: Bondo University College Staff Ethnic Composition 55 Figure 24: Narok University College Staff Ethnic Distribution 56 Figure 25: Katarina University College Staff Ethnic Profiling 58 Figure 26: Chepkoilel University College Staff Ethnic Distribution 60 Figure 27: Kimathi University College Employees’ Ethnic Representation 62 Figure 28: Chuka University College Staff Ethnic Composition 64

vi Acknowledgements

The National Cohesion and Integration Commission (NCIC) express appreciation to individuals who have contributed to the success of this report. Special tribute goes to the Commissioners at NCIC who initiated this process. Specifically, the Commissioners in the Research Committee – Fatuma Mohammed, Dr Ahmed Yassin and Halakhe Waqo for their desire to see the report completed and for providing guidance throughout the work. Special gratitude goes to the Commission Secretary, Mr Hassan Mohamed for his commitment to the process.

Appreciation is also due to the Minister for Higher Education – Hon Prof. Margaret Kamar, the Permanent Secretary Prof. Crispus Kiamba and Dr. Areba from the directorate in the Ministry for organizing a workshop for the universities’ management to discuss the preliminary report. Equally, the Commission extends gratitude to the Parliamentary Committee on Equal Opportunity for encouraging the Commission to produce the Report.

The Commission cannot forget to thank the management of all public universities and constituent colleges for their collaboration in providing the data and useful contribution during the discussions on the preliminary report. Their input has definitely improved the report. To the university staff that willingly provided information about themselves, we say, thank you.

The Commission cannot forget to commend the technical staff in the Research Department Julius O. Jwan, Sellah King’oro, Job Mwaura and Naomi Gichuru who collected, collated, analyzed and developed the report.

To all those who took part in the production of this report in one way or another, while we may not mention all of you by name, kindly accept our appreciation.

vii Abbreviations

JKCAT Jomo Kenyatta College of Agriculture and Technology JKUAT Jomo University of Science and Technology JKUCAT Jomo Kenyatta University College of Agriculture and Technology KIT Kimathi Institute of Technology KU Kenyatta University KUCT Kimathi University College of Technology MIOME Mombasa Institute of Muslim Education MTI Mombasa Technical Institute MECOTECH Meru College of Technology MMUST Masinde Muliro University of Science and Technology MOHEST Ministry of Higher Education Science and Technology MPUC Mombasa Polytechnic University College MUCST Meru University College of Science and Technology NCIC National Cohesion and Integration Commission SEUCO South Eastern University College UKAI Ukambani Agricultural Institute UoN University of Nairobi VC Vice Chancellor WECO Western College of Arts and Applied Sciences WUCST Western University College of Science and Technology

viii CHAPTER ONE Public Universities In Kenya

Introduction The National Cohesion and Integration Commission (NCIC) was established under the National Cohesion and Integration Act No. 12 of 2008 which was enacted after the 2007 post election crisis and subsequent political negotiations. The Commission’s object and purpose, as provided in Section 25 of the Act, is to facilitate and promote equality of opportunity, good relations, harmony and peaceful coexistence among persons of the different ethnic communities of Kenya and advise the Government on all aspects thereof.

One key mandate of the Commission is to ensure that there is ethnic diversity in public employment. Thus, the NCI Act provides that; “All public establishments shall seek to represent the diversity of the people of Kenya in the employment of staff. No public establishment shall have more than one third of its staff from the same ethnic community.”

Similarly, the Constitution of Kenya, 2010 outlaws any discrimination on the basis of differences such as ethnicity, race, age, disability and gender. It extols the virtues of diversity and places emphasis on the need to live in peace and unity as one indivisible sovereign nation. The Constitution also calls for ethnic diversity in the public service. In Article 232 (1) (h), “representation of Kenya’s diverse communities” is identified as one of the values and principles of the public service. In Article 232 (1) (i) & (ii), ‘affording adequate and equal opportunities for appointment, training, advancement, at all levels of the public service of … the members of all ethnic groups” is provided for. Significantly, this representation is required above merit and fair competition in paragraph (g) of the same Article.

The Constitution has therefore noted the fact that there are regions that have been disadvantaged in the past and that a recruitment policy based purely on merit or competition may not give Kenyans a public service that represents the face of the country.

Inclusiveness, equality and protection of marginalised groups are also underlined as Kenya’s national values and principles of governance in Article 10, thus binding all state and public officers when interpreting and applying the law as well as when making public policies.

Based on its mandate and backed by this broad legal framework to enhance appreciation of ethnic diversity and national unity, NCIC has conducted the ethnic audit of Public Universities and Constituent Colleges to establish the ethnic diversity in these institutions.

1 This report, ‘Ethnic Diversity Audit of Public Universities and Constituent Colleges’, is the second in a series of reports on ‘Ethnic Diversity Audit in the Public Sector in Kenya’. It is based on an analysis of the data that was submitted to NCIC by the universities and the constituent colleges on their employees and their ethnic affiliation as at March 2012. The employees through the universities and constituent colleges had been provided with forms to fill for self identification and ethnic affiliation as required by the law.

In the analysis of the data, the report has used the housing and population census data for 2009. This exercise is important in addressing the perception by the Kenyan citizenry that some ethnic groups have been favoured by the political elite in public appointments – as stated in the ‘Report of the Independent Review Commission on the General Elections held in Kenya on 27th Dec, 2007’, famously referred to as “The Kriegler Report, 2008”. It therefore provides a baseline for monitoring ethnic diversity in public universities and constituent colleges in future.

Objectives This project seeks to: 1. Examine the ethnic diversity of employees in public universities and constituent colleges. 2. Highlight the need to promote equality of opportunity for all Kenyans in public universities and constituent colleges. 3. Provide information that would be used to develop inclusive employment policy in public institutions in Kenya.

Rationale 1. Freedom from discrimination is a fundamental right espoused in the NCI Act, 2008; the Kenyan Constitution, 2010 and other international legislations such as the UN Declaration on the elimination of all forms of discrimination. 2. Bringing equality and equity to the workplace has significant economic benefits. Employers who practice equality and equity have access to a larger and more diverse workforce. 3. Diversity in the workplace promotes understanding and appreciation of the social-cultural differences resulting in enhanced unity. Such a project therefore foregrounds the need for inclusive employment as a way of promoting unity in diversity

Method Currently, Kenya has seven public universities and sixteen constituent colleges (including Rongo University College which has been gazetted but has neither admitted students nor employed staff). This ethnic audit covered the public universities and the constituent colleges.

2 Seven Public Universities and fifteen Constituent Colleges responded and were analyzed. Some universities and university colleges submitted both analyzed and raw data.

Letters and questionnaires/forms were sent to all the public universities and constituent colleges and copied to the Ministry of Higher Education. The universities and constituent colleges were asked to give the questionnaires/forms to their employees to fill in. In the form, the employees were asked to provide details of their date of employment, district of origin, ethnic affiliation, among others. The employees were therefore given an opportunity for self identification as required by the law. Where an employee did not did not fill in their ethnic identification or in cases of dual identification, the Commission labelled such as ‘other’.

Ethnic Diversity in Kenya There are more than 42 ethnic communities in Kenya. Language and cultural background are the main criteria used for ethnic identification in Kenya. There are three main language groups in which the ethnic communities in Kenya can be grouped:

• Bantu-speaking • Nilotic-speaking • Cushitic-speaking

There are other distinct language groups such as the Arabs, Asians, Europeans and Americans. For the purpose of including all communities, this audit used the Housing and Population Census, 2009 to operationalize the ethnic categories as follows;

1. Suba 7. Luo 13. Taita 2. Embu 8. Maasai 14. Taveta 3. Kamba 9. Mbeere 15. Teso 4. Kikuyu 10. Meru 16. Turkana 5. Kisii 11. Nubi 17. Tharaka 6. Kuria 12. Samburu

3 18. Luhya (so stated) • Isukha • Maragoli • Bakhayo • Tiriki • Samia • Banyore • Kabras • Tachoni • Banyala • Marachi • Batsotso • Bukusu • Marama • Wanga • Idakho • Kisa • Tura

19. Kalenjin (so stated) • Njems • Ogiek • Keiyo • Arror • Sabaot • Nandi • Bung’omek • Samor • Kipsigis • Cherangany’ • Sengwer • Tugen • Dorobo • Senger • Pokot • El Molo • Terik • Marakwet • Endo • Endorois

20. Mijikenda (so • Chonyi • Jibana stated) • Duruma • Boni • Giriama • Kauma • Dahalo • Digo • Kambe • Pokomo • Rabai • Ribe • Waata

21. Swahili (so stated) • Ngare • Wakiliffi • Amu • Pate • Wakilindini • Bajuni • Siu • Wamtwapa • Chitundu • Vumba • Washaka • Jomvu • Wachangamwe • Watangana • Munyoyaya • Wafaza • Mvita • Wakatwa

22. Kenyan Somali (so • Degodia • Murile stated) • Gurreh • Ogaden • Ajuran • Hawiyah

23. Ilchamus 32. Orma 41. Isaak 24. Njemps 33. Rendille 42. Leysan 25. Borana 34. Sakuye 26. Burji 35. Waat Source: Republic of 27. Dasanech 36. Galjeel Kenya (2010) 2009 28. Gabra 37. Kenyan Arabs Kenya Population and 29. Galla 38. Kenyan Asians Housing Census Vol II, 30. Gosha 39. Kenyan Europeans Government Printer 31. Konso 40. Kenyan Americans

4 Universities in Kenya

The distribution of public universities and their constituent colleges clearly shows the North/ South divide in Kenya which has gradually increased since the pre- colonial times and has been reinforced in the post independence era. For example, as at the time of this project (March 2012) there was not a single university or constituent college above 20 North. Attempts to place satellite campuses in the ‘North’ have been marred by difficulties in infrastructural development among other problems. For instance Moi University Northern Kenya Campus was opened on 1st September 2009 in Garissa. Although the campus experienced a lot of challenges in its operationalization, it has recently picked up.

Kenyatta University opened an Institute of Open, Distance and e-Learning located in Garissa Town. The Garissa Regional Centre served all the Districts of North Eastern Province as well as Mwingi District in Eastern Province and Tana River District in Coast Province. The Centre’s expanded roles included recruiting of students, guiding potential students on the various academic programmes, career choices and pathing, and teaching practice. It is argued, however, that the benefits of distance learning in an area such as the Northern Kenya are debatable given the infrastructural difficulties in the area.

Kenya’s Constitution, 2010 declares equity to be an underlying principle of governance in the country, which is consistent with its provision for devolution. The provision of Higher Education to communities in the North is a constitutional right. One way of ensuring that this right is enjoyed by the communities in the region is to establish institutions higher learning in the area.

Locations of Universities The table 1 below shows the distribution of public universities and their constituent colleges. It is clear that there are huge regional disparities in the country in relation to the distribution of institutions of higher learning.

5 Table 1: Public Universities and Constituent Colleges in Kenya

University Campuses or Constituent Colleges

1 University of Main campus, Kikuyu campus, Chiromo campus, Lower Kabete Nairobi campus, Upper Kabete campus, Parklands law school, Kisumu campus Kenya Polytechnic Univ. College, South Eastern Univ. College Kitui

2 Kenyatta Pwani University College University

3 Moi University Narok University College, Kabianga University College, Karatina University College, Chepkoilel University College, Rongo University College, Odera Akang’o, Yala Campus, Mombasa Campus, Kericho Campus, Kitale Campus, Alupe Campus, Nairobi Campus,

4 Egerton Kisii university College, Chuka University College, Laikipia University University College

5 Maseno Bondo University College University

6 Jomo Kenyatta Multimedia University College of Kenya, Meru University College University of of Science and Technology, Kimathi University College of Agriculture and Technology, Mombasa Polytechnic University College Technology

7 Masinde Main Campus, Kakamega Muliro University of Science and Technology

6 Figure 1: The approximate locations of public universities (in red) and their constituent colleges (in blue)

7 Ethnic Affiliation of Vice Chancellors of Public Universities The vice chancellors of public universities are drawn from 4 ethnic groups, i.e. the Kikuyu, Luo, Luhya and the Kalenjin.

Table 2: Ethnic Affiliation of Vice Chancellors in Public Universities in Kenya

University Name of Vice Ethnic Group Chancellor Kenyatta University Prof. Olive Mugenda Kikuyu University of Nairobi Prof. George A. O. Magoha Luo Maseno University Prof. Dominic W. Makawiti Luo Jomo Kenyatta University Prof. Mabel Imbuga Luhya Egerton University Prof. J. K. Tuitoek Kalenjin Moi University Prof. Richard K. Mibey Kalenjin Masinde Muliro University Prof. B. C. C. Wangila Luhya

The minority groups have not featured anywhere in relation to recruitment of public universities managers.

Figure 2: Vice Chancellors in Public Universities

8 As seen in Table 2 and Figure 2, the positions of Vice Chancellors of Public Universities are dominated by the four big communities in Kenya. These are the Luhyia, Kalenjin, Luo and Kikuyu. The Luo, Luhyia and Kalenjin occupy two slots in each of the universities despite the fact that there are over 38 ethnic communities with qualified staff who could occupy these positions.

Gender Representation of Vice Chancellors in Public Universities in Kenya There are only two women vice chancellors in our public universities, Kenyatta and Jomo Kenyatta universities. It is worth noting that private universities have more women vice Chancellors than public universities.

Figure 3: Gender Representation of Vice Chancellors in Public Universities

The Figure 3 above shows that there is need to have more women vice chancellors in university management. The two are not enough considering the fact that population wise, Kenya has more women than men. The data analysed may give the impression that women in Kenya lack qualifications to enable them get the university management jobs but the corporate and business world have demonstrated that the country has women who are qualified for these jobs. These universities have female professors who are qualified and can be appointed to these positions but out of the seven Vice Chancellors, only two are female.This study noted that women are being excluded because of their gender.Women make better managers when they are given an opportunity to demonstrate their capability.

9 Principals of Constituent Colleges The seven public universities are unevenly distributed. This study did not investigate the reasons why some institutions chose to have their colleges where they are but most of them are middle level Colleges that have been upgraded to University Colleges. However, most of them drew their principals from 8 communities.

Table 3: Ethnic Affiliation of Principals of Constituent Colleges in Kenya

College Name of Principal Ethnic Group Kenya Polytechnic Univ. College Prof. Francis W. O. Aduol Luo

South Eastern Univ. College Kitui Prof. Geoffrey Muluvi Kamba

Pwani University College Prof. Mohammed Rajab Mijikenda

Narok University College Prof. D. K. Serem Kalenjin

Kabianga University College Prof .Wilson K. Kipng’eno Kalenjin

Karatina University College Prof. Mucai Muchiri Kikuyu

Chepkoilel University College Prof Elijah Biamah Kalenjin

Rongo University College Prof. Samwel Gudu Luo

Kisii University college Prof. John Sorana Akama Kisii

Chuka University college Prof E.N Njoka Meru

Laikipia University college Prof. F. K. Lelo Kamba

Bondo University College Prof. Stephen G. Agong Luo

Multimedia University College Prof James Kulubi Luhya

Meru University College of Prof. J. K. Magambo Meru Science and Technology

Kimathi University College of Prof. P. N. Kioni Kikuyu Technology

Mombasa Polytechnic University Prof. J. Z.K. Mwatelah Mijikenda College

10 From Table 3, it is evident that there is a tendency to appoint principals to lead constituent colleges located within their ethnic communities. Save for four university colleges - Kenya Polytechnic, Narok, Laikipia and Multimedia, all the others have principals from the predominant ethnic community within which the colleges are located. This tendency portrays a negative picture of a country that is seeking to promote unity in diversity. University colleges, being national institutions that admit students from all over the country should not necessarily have principals from the ethnic community where they are located.

Figure 4: Ethnic Groups of Principals in Constituent Colleges

From Figure 4, the Luo and Kalenjin communities lead with 19%, followed closely by the Kikuyu, Meru at 13%, Mijikenda, Kamba at 12%, Kisii and Luhya closing at 6% each.

Gender Representation of Principals of Constituent Colleges The universities that established these colleges have to look at their recruitment policies again because women have not been included in the management of these colleges. A close look at the ground showed that the mother universities have women professors who qualified to be appointed to head the constituent colleges but they were not. These constituent colleges urgently need gender mainstreaming because they have failed in the one third rule. The current situation is that all the principals of constituent colleges are male.

11 CHAPTER TWO General Ethnic Representation of Employees in Public Unversities in Kenya

Introduction The total number of employees working in the seven public universities and fifteen constituent colleges that responded to the study is 19,205. As seen in Figure 5, the Kikuyu comprise of 25.8% of all the employees followed by the Luo at 16.6% then the Luhya at 16.5%. The Kalenjin, Kisii and Kamba make up 14.6%, 7.5% and 6.4% of the work force in the universities respectively.

What is important to note is the fact that the amalgamated sum of employees in the public universities in Kenya does not violate the provision of the National Cohesion and Integration Act, 2008 (which stipulates that no public establishment shall have more than 1/3 of its staff from the same ethnic community). Nevertheless, the discrepancy between the representation of the first and the second ethnic communities is notably high (about 9.2 %). This variation stabilizes from the third community with a deviation of two percent (2%) to five percent (5%).

Table 4: Ethnic Representation of Employees in Public Universities in Kenya

Community Number Percentages Kikuyu 4953 25.8 Luo 3182 16.6 Luhya 3163 16.5 Kalenjin 2800 14.6 Kisii 1435 7.5 Kamba 1232 6.4 Meru 884 4.6 Mijikenda 338 1.8 Maasai 303 1.6 Taita 213 1.1 Embu 202 1.1 Others 87 0.5 Somali 62 0.3 Teso 60 0.3 Borana 41 0.2 Turkana 32 0.2

12 Mbeere 30 0.2 Kuria 28 0.1 Swahili 28 0.1 Suba 24 0.1 Other Africans 22 0.1 Samburu 22 0.1 Asian 21 0.1 Arab 16 0.1 European 10 0.1 Nubi 5 0.03 Taveta 4 0.02 Gabra 2 0.01 Americans 2 0.01 Rendille 1 0.01 19,202 100.0

The data reveals that some communities have a higher representation in the public universities than their population ratio as per the 2009 population census. This is illustrated in Table 5.

13 Figure 5: Ethnic Composition of Employees in Public Universities in Kenya

In a country where some communities cite historic injustices, excluding them from working in the universities causes more disunity than other factors.

14 Comparison with the National Population Ratio

Table 5: Comparison of Census Population % and % of Employment in Public Universities

Ethnic Group Population Population No. in the % in Census 2009 % Universities Universities Kikuyu 6,622,576 17.7 4,953 25.8 Luhya 5,338,666 14.2 3,163 16.5 Kalenjin 4,967,328 13.3 2,800 14.6 Luo 4,044,440 10.8 3,182 16.6 Kamba 3,893,157 10.4 1,232 6.4 Kenyan Somali 2,385,572 6.4 62 0.3 Kisii 2,205,669 5.9 1,435 7.5 Mijikenda 1,960,574 5.2 338 1.8 Meru 1,658,108 4.4 884 4.6 Turkana 988,592 2.6 32 0.2 Maasai 841,622 2.2 303 1.6 Teso 338,833 0.9 60 0.3 Embu 324,092 0.9 202 1.1 Taita 273,519 0.7 213 1.1 Kuria 260,401 0.7 28 0.1 Samburu 237,179 0.6 22 0.1 Tharaka 175,905 0.5 3 0.01 Mbeere 168,155 0.4 30 0.2 Borana 161,399 0.4 41 0.2 Suba 139,271 0.4 24 0.1 Swahili 110,614 0.3 28 0.1 Gabbra 89,515 0.2 2 0.01 Orma 66,275 0.2 Rendille 60,437 0.1 3 0.01 Kenyan Asian 46,782 0.1 21 0.1 Kenyan Arab 40,760 0.1 16 0.1 Burji 23,735 0.1 Gosha 21,864 0.1 Taveta 20,828 0.1 4 0.02

15 Nubi 15,463 0.01 5 0.03 Dasenach 12,530 0.01 Njemps 5,228 0 Kenyan 5,166 0 6 0.1 European Other Kenyans 109 0.6 and Africans Americans 4 0.01 Total 19,205 100

Some of the ethnic groups are more represented than other communities.The perception that the Kenyans from the minority groups have about representation is solidified when the census figures are compared with what is on the ground.

Figure 6: Comparison of Census Population % and % of Employment in Public Universities

16 It is worth noting that the percentages of employment in the universities and constituent colleges of the Kikuyu, Luhya, Kalenjin, Luo, Kisii, Embu, Kenyan Europeans, Kenyan Asians, Nubi and Taita communities are higher than their national population ratio. Some of the differences such as that of the Embu community are however negligible (0.13%) while others such as that of the Kikuyu community are significant (8.1%). These differences are shown in Table 6. Although their percentages in employment are slightly higher than that of their population ratio, the Nubi and the Kenyan Europeans are each below 1% of the total employment force in higher educational institutions.

Table 6: The Differences of Over-represented Ethnic Communities in Public Universities

Ethnic Group Percentage Difference in Population Ratio and Employment Kikuyu 8.1 Luo 5.8 Luhya 2.3 Kisii 1.6 Kalenjin 1.3 Taita 0.4 Embu 0.2 Meru 0.2 Kenyan European 0.1 Nubi 0.02

There are some communities that are underrepresented in employment in public universities since their percentages in the sector are lower than their population ratios. This is shown in Table 7.

17 Table 7: Underrepresented Communities

Ethnic Group Percentage Difference in Population and Employment

Kenyan Somali - 6.1 Kamba -4 Mijikenda -3.4 Turkana -2.4 Maasai -0.6 Kuria -0.6 Teso -0.6 Samburu -0.5 Tharaka -0.5 Suba -0.3 Mbeere -0.2 Borana -0.2 Gabra -0.2 Orma -0.2 Swahili -0.2 Rendille -0.1 Burji -0.1 Gosha -0.1 Taveta -0.1

The Somali community experiences the highest under representation (6%) in university employment. This community predominantly lives in the northern part of Kenya which has experienced government marginalization since independence. The economic blueprint – the Sessional Paper No 10 of 1964 favored investment in high potential areas of the country. The definition of high and low potential areas was skewed as it took agricultural productivity as its primary criteria.

However, it is useful to note that the population of the Somali community as per the 2009 Census has since been revised downwards by the Ministry of Planning and National Development.

The other underrepresented communities include the Kamba, Mijikenda, Turkana and Maasai.

18 Least Represented Communities The NCI Act, 2008 provides that not more than a third of the employees in a public institution should be from one ethnic community. Similarly, the Constitution of Kenya, 2010 seeks for diversity - ‘the face of Kenya’ in public employment. From the data, this ethnic diversity exists in public universities in Kenya. Nevertheless, there is a notable low representation of some ethnic groups such as the Tharaka, Orma, Burji, Gosha and Dasenach. Apparently, most of these communities come from the northern part of Kenya where, as noted earlier, there are various challenges in establishing Higher Education institutions. The same could be said of the Teso, Maasai, Borana, Mbeere, Turkana, Kuria, Suba, Kenyan Asians, Gabra, Samburu, Kenyan Arabs, Swahili and Taveta.

The ‘Big Five’ Communities The five largest communities are the Kikuyu, Luhya, Kalenjin, Luo and Kamba who together make up 66.4% of the Kenyan population. The ethnic audit of public universities and constituent colleges has illustrated that the ‘big five’ constitute a large percentage of the employees, 81.01% of the total workforce of the institutions that were surveyed. The seventh ranked community in the population census, the Kisii, took up the fifth position.

Table 8: ‘Big Five’ Communities in Public Universities in Kenya

University Percentage of first five communities (%) 1 Maseno University 96.7 2 Masinde Muliro University 93 3 Moi University 91 4 Egerton University 87.3 5 Jomo Kenyatta University 85.6 6 University of Nairobi 82.3 7 Kenyatta University 81.7

This characteristic limits opportunities to enhance the face of Kenya in these institutions thus excluding the other more than 37 ethnic communities. The Relationship between Location and Ethnic Composition of Employees As mentioned earlier, the spread of universities in Kenya excludes the northern part of the country with most of them located within Nairobi and its environs. Having recourse to the principle of decentralization, the Ministry of Education established Moi and Egerton universities in the Rift Valley region and Maseno University in Nyanza region. This was later followed by the establishment of the seventh public university, Masinde Muliro University of Science and Technology, in Western Province.

19 The universities in Nyanza, Rift Valley and Western Kenya were established to open up the interior. However, Kenyans seem to perceive them as job creation enterprises in the community within which they are located. It is in this perspective that some regions have been agitating for the establishment of public universities in their areas.

This study revealed that most of the staff in the public universities and constituent colleges belong to the communities within which the institutions are located. The following table illustrates this by indicating the percentage of employees the local community takes.

Table 9: Representation of ‘Local Community’ in the Employment of Universities

University/College Local Percentage Community Bondo University College Luo 84.2 Meru University College Meru 83 Kisii University College Kisii 79.1 Kimathi University College Kikuyu 76 Pwani University College Mijikenda 71 Masinde Muliro University of Science and Luhya 68.9 Technology South Eastern University College Kamba 67.5 Maseno University Luo 65.8 Karatina University College Kikuyu 60.7 Chuka University College Meru 58.4 Kabianga University College Kalenjin 57.6 Chepkoilel University College Kalenjin 55.4 Moi University Kalenjin 56.3 Jomo Kenyatta University of Science and Kikuyu 49.7 Technology Narok University College Maasai 43.6 Kenyatta University Kikuyu 38 Laikipia University College Kikuyu 37 Kenya Polytechnic University College Kikuyu 29.5 Mombasa Polytechnic University College Mijikenda 28.2 Egerton University Kikuyu/Kalenjin 25.9/25.8

20 It is noted that Universities are national institutions that admit students from all parts of the country and therefore their recruitment should be national as well. The institutions benefit the communities by conducting extension services. This can also be enhanced by employing qualified members of the local community to work in the institutions. However, this should not be misused to make universities appear like village institutions. From Table 9, it is clear that the percentages of employees from the local communities are very high. As much as there are several mitigating factors – historical, geopolitical, social-cultural and academic – that contribute to this trend, it is important that deliberate efforts are made to reduce the high percentages.

Universities located in the cosmopolitan area such as University of Nairobi and Kenya Polytechnic University College have the highest number of employees from the Kikuyu community who are the majority in the country.

The other universities located in highly mixed areas elicit assorted trends with some kind of ‘informal’ balance between two or three communities. For instance Egerton University located in Njoro, Nakuru has 25.9% from the Kikuyu community and 25.8% from the Kalenjin Community. On the other hand, Multimedia University which is located in Ongata Rongai has 20% of its employees from the Kikuyu community, 16.8% from the Luhya community and 16.0% from the Luo community.

The Relationship between Vice Chancellors’/Principals’ Ethnic Groups and the Majority of Employees in the Universities Out of the 22 institutions surveyed, 14 had the majority of their employees from the same ethnic group as the vice chancellor or principal. The remaining eight institutions where majority employees were not from the same ethnic group as the institution’s head drew the majority of their employees from the Kikuyu community except Narok University College where the majority of the employees are Maasai. This is illustrated in Table 10.

21 Table 10: Vice Chancellor/Principals’ Ethnic group and the Ethnic Group of Majority of the Employees

University Ethnic Group of Vice Ethnic Group of Chancellor/Principal Majority of the Employees

Kenyatta University Kikuyu Kikuyu University of Nairobi Luo Kikuyu Jomo Kenyatta University Luhya Kikuyu Egerton University Kalenjin Kikuyu Moi University Kalenjin Kalenjin Maseno University Luo Luo Masinde Muliro University Luhya Luhya South Eastern Univ. College Kitui Kamba Kamba Pwani University College Mijikenda Mijikenda Kabianga University College Kalenjin Kalenjin Kisii university college Kisii Kisii Laikipia University college Kamba Kikuyu Bondo University College Luo Luo Multimedia University College of Luhya Kikuyu Kenya Meru University College of Meru Meru Science and Technology Mombasa Polytechnic University Mijikenda Mijikenda College Kenya Polytechnic University Luo Kikuyu College Narok University College Kalenjin Maasai Karatina University College Kikuyu Kikuyu Chepkoilel University College Kalenjin Kalenjin Kimathi University College Kikuyu Kikuyu Chuka University College Meru Meru

Institutions such as the University of Nairobi, the Kenya Polytechnic University College and Multimedia University College are located within Nairobi city and therefore not within any specific ethnic communities’ locale.

22 CHAPTER THREE Universities that Comply with the National Cohesion and Integration Act, 2008

Introduction Given NCIC’s mandate of eliminating discrimination on the basis of ethnicity, race, religion and social origin, the Commission seeks to create equitable distribution of opportunities to all ethnic, racial and religious groups in Kenya.

As earlier mentioned, Section 7 (2) of the Act stipulates that ‘no public establishment shall have more than one third of its staff from the same ethnic community’. The universities and constituent colleges in this section comply with this provision because no one community is comprised of over a third of their employees.

Egerton University Egerton University started as Egerton Farm School, founded in 1939 by Lord Maurice Egerton of Tatton, a British national. In 1950, the School was upgraded to an Agricultural College. The Egerton Agricultural College Ordinance was enacted in 1955. In 1986, Egerton Agricultural College was gazetted as a constituent college of the University of Nairobi. The following year, 1987, marked the establishment of Egerton University through an Act of Parliament.

The University has 3 constituent Colleges which are; Kisii University College, Laikipia University College and Chuka University College. Currently, the University has 1,848 employees (this excludes employees in the constituent colleges).

23 Table 11: Ethnic Composition of Staff in Egerton University

Community Number Percentage Kikuyu 478 25.9 Kalenjin 487 26.3 Luhya 276 14.9 Luo 242 13.2 Kisii 140 7.6 Kamba 88 4.8 Meru 34 1.8 Somali 21 1.1 Mijikenda 18 1.0 Maasai 13 0.7 Taita 9 0.5 Embu 8 0.4 Turkana 7 0.4 Borana 6 0.3 Teso 6 0.3 Asian 4 0.2 Kuria 4 0.2 Samburu 2 0.1 Other Africans 2 0.1 European 2 0.1 Swahili 1 0.1 1848 100

The employees of the universities are grouped into different categories-the management, teaching staff, administrative, and support staff. The support staff are mostly the ones from the local community.

24 Figures to Replace

Egerton University

Figure 7

Pg 25

Ethnic Composition of Staff in Egerton University 30

Percentage 10

Ethnic Groups

Figure 7: Ethnic Composition of Staff in Egerton University

Egerton University is the only public university among those surveyed that comply with the provision of the NCI Act, 2008. The highest percentage of a community inMombasa its employment Polytechnic is 25.9% University - the Kikuyu College community. In addition, there is no major gap between the first community mentioned above and the second group, the KalenjinFigure 9 which follows at 25.8%.

Nevertheless,Pg 29 Egerton University has more employees from the ‘big five communities’ as the first five communities in its employment form 87.4% of its total work force. As discussed earlier, this is much higher than the 66.4% ratio of the five communities as per the 2009 population census. It is important to find out why some members of other communities have not applied to go and work in the University.

25 Multimedia University College of Kenya The college was founded in 1948 as a Central Training School catering for the training needs of the then East African Posts and Telecommunications administration. In 1992 it was upgraded to a College of higher learning and became a fully autonomous subsidiary of the Kenya Posts and Telecommunication Corporation (KPTC). In 1999, when KPTC folded, it became a fully owned subsidiary of Telkom Kenya Ltd. The Multimedia University College of Kenya as a public university college was established by the Kenya Government under Legal Notice Number 155 of 2008 as a constituent college of Jomo Kenyatta University of Agriculture and Technology (JKUAT). Multimedia University College of Kenya has 125 members of staff.

Table 12: Multimedia University College Staff Representation by Ethnic Group

Ethnic Group Number Percentage 1 Kikuyu 25 20 2 Luhya 21 16.8 3 Luo 20 16 4 Kalenjin 13 10.4 5 Kamba 11 8.8 6 Kisii 10 8 7 Embu 7 5.6 8 Meru 7 5.6 9 Taita 4 3.2 10 Maasai 2 1.6 11 Mbeere 2 1.6 12 Teso 2 1.6 13 Others 1 0.8 TOTAL 125 100

Just like other middle colleges, the Multimedia University College inherited staff from the previous institution .The employees are drawn from 13 ethnic communities but the majority are from six ethnic groups.

26 Figure 8: Multimedia University College Staff Representation by Ethnic Group

The Kikuyu comprise 20% of the employees in Multimedia University College, just 2.3% above their national population percentage. All communities represented in the workforce of the university are well distributed.

Mombasa Polytechnic University College The origin of the Mombasa Polytechnic University College can be traced back to late 1940’s as a consequence of the consultations pioneered by Sir Philip Mitchell in 1948 between the Aga Khan, the sultan of Zanzibar, the Secretary of State for the colonies, Sir Bernard Reilly and H.M. Treasury. Mombasa Institute of Muslim Education (M.I.O.M.E) was founded from capital raised by means of gifts from the Sultan of Zanzibar. On 22nd June 1948, the then Governor of Kenya signed the charter bringing the Mombasa Institute of Muslim Education into being to be managed by board governors. On its inception, M.I.O.M.E was charged with the prime objective of providing adequate technical education to Muslim students of East Africa. In 1966, M.I.O.M.E became Mombasa Technical Institute (M.T.I) and started to admit any qualified Kenyan regardless of his/her religious background. It became the Mombasa Polytechnic in 1972, this being the second National Polytechnic in the country then. The institution has recently been elevated to a university college status. The Mombasa Polytechnic University College had 561 members of staff as at the time of this study.

27 Table 13: Mombasa Polytechnic University College Staff Distribution by Ethnic Group

Ethnic Group Number Percentage 1 MijiKenda 164 29.3 2 Luo 78 13.9 3 Luhya 78 13.9 4 Kamba 63 11.2 5 Taita 48 8.6 6 Kikuyu 47 8.4 7 Kisii 24 4.3 8 Kalenjin 19 3.4 9 Meru 9 1.6 10 Swahili 9 1.8 12 Arab 5 0.9 13 Mbeere 4 0.7 14 Nubi 3 0.5 15 Suba 2 0.3 16 Embu 2 0.3 17 Taveta 2 0.3 18 Maasai 1 0.2 21 Other 2 0.2 22 Borana 1 0.2 TOTAL 561 100

Table 13 shows that the other communities are represented in this coastal university college.

28 Mombasa Polytechnic University College Staff Distribution by Ethnic Group

Borana Other Maasai Taveta Embu Suba Nubi Mbeere Arab Swahili Meru Kalenjin

Ethnic Community Ethnic Kisii Kikuyu Taita Kamba Luhya Luo Mijikenda

0 5 10 15 20 25 30

Percentage

Figure 9: Mombasa Polytechnic University College Staff Distribution by Ethnic Group University of Nairobi

Figure 11

Pg 35

29 The Mijikenda, who are regarded the local community at the Coast, comprise 28.2 percent of the employment in MPUC. They are followed by the Luo and Luhya at 13.9%, making a difference of 14.3%. This difference is quite high. However the actual factors that have attracted persons from the mainland need to be investigated in order to identify gaps in the recruitment process. For example, how many of the 28 % of the Mijikenda communities are lecturers in this institution? (see chapter five)

Kenya Polytechnic University College The Kenya Polytechnic was registered by the Ministry of Education as a post- secondary educational institution on 18th January 1967. The College’s principal objective was to train personnel largely in the technical fields of architecture, surveying and planning. It was established to train middle level human resources for Kenya and other East African countries.

In 2005, the Government of Kenya launched the Sessional Paper No. 1 “A Policy Framework for Education, Training, and Research” which provided for upgrading of national polytechnics to offer degree programmes in their areas of specialisation. The upgrading was under the special provision that the polytechnics would continue offering tertiary education and training at the Diploma level.

On 23rd August 2007, the President of the Republic of Kenya signed the Kenya Polytechnic University College Legal Order thereby formally establishing the Kenya Polytechnic University College as a constituent college of the University of Nairobi. Although the college was established with effect from August 2007. However, it did not begin to function as a university college until November 2008 when a Principal was appointed. The ethnic composition of employees complies with the NCI Act, 2008 because no single ethnic group comprises more than a third of the total workforce. The highest represented group is the Kikuyu at 29.5% followed by the Luo at 20.6% and then the Luhya at 13.8%.

30 Table 14: Kenya Polytechnic University College Ethnic Distribution among Staff

Ethnic Group Number Percentage

Kikuyu 256 29.5 Luo 179 20.6 Luhya 120 13.8 Kamba 105 12.1 Kisii 61 7.0 Meru 43 5.0 Kalenjin 37 4.3 Embu 20 2.3 Borana 10 1.2 Maasai 8 0.9 Taita 7 0.8 Teso 5 0.6 Suba 4 0.5 Mbeere 4 0.5 Mijikenda 3 0.3 Other African 2 0.2 Nubi 1 0.1 Tharaka 1 0.1 Samburu 1 0.1 Swahili 1 0.1 868 100.0

The workforce of the Kenya Polytechnic University College is comprised of employees from 20 communities. However, majority of them are from 9 communities.

31 Figure 10: Kenya Polytechnic UC Ethnic Distribution among Staff

As can be seen from the Table 14 and Figure10, the first five communities represented at the University College are the Kikuyu, Luo, Luhya, Kamba and Kisii who form 83% of the work force in the institution. This could be due to the location of the University College in the central business district of the city of Nairobi that makes it accessible to those who are qualified.

32 CHAPTER FOUR Public Universities that Flout the NCI Act, 2008 on Inclusive Employment

Introduction The universities in this chapter violate the provision of the NCI Act, 2008 which stipulates that ‘no public establishment shall have more than one third of its staff from the same ethnic community’. In this regard, the institutions mentioned in this section have more that 33.33% of their employees from the same ethnic community.

The University of Nairobi The history of the University of Nairobi goes back to 1956. It became an independent university until 1970 when the University of East Africa was split into three independent universities: Makerere University in Uganda, the University of Dar Es Salaam in Tanzania, and the University of Nairobi in Kenya. It is the largest and oldest university in Kenya.

The University of Nairobi has 4,225 members of staff distributed as shown in Table 15.

Table 15: UoN Staff Distribution by Ethnic Groups

Ethnic Group Number Percentage

Kikuyu 1,612 38.2 Luo 788 18.7 Luhya 675 16 Kisii 210 5.5 Kamba 190 5 Kalenjin 182 4.5 Meru 171 4.2 Taita 86 2 Embu 69 1.6 Others 36 0.9 Mijikenda 21 0.5 Teso 14 0.4 Maasai 13 0.4 Somali 12 0.4

33 Other Africans 12 0.3 Asian 9 0.2 Suba 8 0.2 Mbeere 6 0.1 Samburu 5 0.1 Turkana 4 0.1 Expatriates 4 0.1 Borana 3 0.1 Kuria 3 0.1 Tharaka 2 0.1 Arab 2 0.1 Nubi 1 0.1 Taveta 1 0.1 TOTAL 4,225 100

The University of Nairobi with her big workforce has representatives from the minority groups such as the Samburu, Borana, Nubi and Turkana among others.

34 UoN Staff Distribution by Ethnic Groups

Taveta Nubi Arab Kuria Borana Turkana Expatriates Samburu Mbeere Suba Asian Other Africans Somali Maasai Teso

Ethnic Groups Ethnic Mijikenda Others Embu Taaita Meru Kalennjin Kamba Kisii Luhya Luo Kikuyu

0 10 20 30 40

Percentage

Figure 11: UoN Staff Distribution by Ethnic Group

Moi University

Figure 13

Pg 39 35 The University of Nairobi has two major discrepancies. One is between the first community the Kikuyu (38.2%) and the second community, the Luo (18.7%). The second is between the third community, the Luhya (16%) and the fourth, the Kisii (5.5%). From the fourth community, the differences in numbers among employees in the institution seem to be reducing at a considerable rate.

Kenyatta University Kenyatta University’s journey to University status started in 1965 when the British Government handed over the Templer Barracks to the Kenya Government. These were converted into an institution of higher learning known as Kenyatta College. Following an Act of Parliament of 1970, Kenyatta College became a constituent College of the University of Nairobi. Consequently, the name changed from Kenyatta College to Kenyatta University College. The University status was achieved on August 23, 1985, when the Kenyatta University Act received Presidential assent making it a full - fledged University.

Kenyatta University has 2,613 employees. The representation of these employees is shown in Table 16.

Table 16: Kenyatta University Staff Distribution by Ethnic Group

Ethnic Group Number Percentage

Kikuyu 993 38 Luhya 422 16.1 Luo 279 10.7 Kamba 271 10.4 Kisii 170 6.6 Meru 166 6.4 Kalenjin 137 5.2 Embu 53 2 Others (non-Kenyans) 31 1.2 Taita 21 0.8 Mijikenda 16 0.6 Borana 11 0.4 Mbeere 11 0.4 Somali 7 0.3 Arab 7 0.3 Kuria 4 0.1 Maasai 4 0.1

36 Samburu 4 0.1 Teso 4 0.1 Suba 1 0.1 Turkana 1 0.1 TOTAL 2613 100

Figure 12: Kenyatta University Staff Distribution by Ethnic Group

37 The Kikuyu comprise 38% of the employees followed by the Luhya at 16.1%. The 21.9% discrepancy between the Kikuyu and Luhya is very high. It should be noted that there is a difference of 3.5% between the population of the Kikuyu and Luhya communities in Kenya as per the population census, 2009.

In addition, the big five have more people than all the others combined. The first five communities represented at the University are the Kikuyu, Luhya, Luo, Kamba and Kisii and they form 81.8% of the work force in the institution. The remaining more than fifteen communities represented at the university comprise only about 18.2%.

Moi University Moi University was established as the second university in Kenya by an Act of Parliament, the Moi University Act of 1984. The first cohort of 83 students was admitted in 1984 through a transfer from the Department of Forestry, University of Nairobi. It has five constituent colleges, namely Kabianga, Chepkoilel, Karatina, Narok and Rongo as well as Five (5) Satellite Campuses in Nairobi, Kitale, Alupe, Kericho, and Coast (Mombasa). The University has 1,963 employees excluding those from constituent colleges.

Table 17: Moi University Staff Ethnic Composition

Community Number Percentages

Kalenjin 1105 56.3 Luhya 295 15 Luo 174 8.9 Kikuyu 126 6.4 Kisii 86 4.4 Kamba 63 3.2 Teso 25 1.3 Meru 21 1.1 Mijikenda 15 0.8 Maasai 15 0.8 Taita 6 0.3 Turkana 6 0.3 Others 8 0.4 Suba 5 0.2 Embu 5 0.2 Asian 3 0.1

38 Somali 3 0.1 Swahili 1 0.1 Samburu 1 0.1 1963 100

Moi University has a big work force but most of the employees in lower levels are from the local community.

Moi University Staff Ethnic Representation

Samburu

Swahili

Somali

Asian

Embu

Suba

Others

Turkana

Taita

Maasai

Mijikenda Ethnic Groups Ethnic Meru

Teso

Kamba

Kisii

Kikuyu

Luo

Luhya

Kalenjin

010 20 30 40 50 60

Percentage

Figure 13: Moi University Staff Ethnic Composition

Masinde Muliro University 39 Figure 15

Pg 43 The Kalenjin comprise about 56.3% of the employees in Moi University which is much higher than the legal threshold. The next community is the Luhya at 15% giving a difference of about 40%. The first five communities at the university comprise 91.0% of the total number of employees in the institution.

Maseno University Maseno University’s history begun with the merging of Maseno Government Training Institute (GTI) with Siriba Teacher’s Training College to form Maseno University College as a Constituent College of Moi University. This led to its subsequent gazetting in October 1990. It became a full-fledged University 11 years later, in 2001. It currently has four Campuses, a College and a Constituent College. Maseno Main Campus is in Maseno Township, Homa Bay Campus, the campus, Kisumu City Campus College (former City Campus), and Bondo University College. Maseno has 1,265 staff excluding those from Bondo University College.

Table 18: Maseno University Staff Ethnic Profiling

Ethnic Group Number Percentage

Luo 832 65.8 Luhya 276 21.8 Kisii 50 4.0 Kalenjin 47 3.7 Kikuyu 18 1.4 Kamba 14 1.1 Teso 11 0.9 Swahili 5 0.4 Meru 4 0.3 Taita 3 0.2 Samburu 2 0.2 Turkana 2 0.2 Maasai 1 0.1 Total 1265 100.0

40 Figure 14: Maseno University Staff Ethnic Audit

As evident from Figure 14, Maseno University is dominated by employees from the Luo community who constitute 65.8% of the workforce. This is way above the legal limit of 33.3%. They are followed by the Luhya community who comprise 21.8% - a difference of 44%.

Masinde Muliro University The University was founded on 5th January, 1972, as Western College of Arts and Applied Sciences (WECO) under the stewardship of the former MP, Masinde Muliro. In December 2002, WECO became WUCST (Western University College of Science and Technology) after being elevated to a Constituent College of Moi University. Early 2007, President Kibaki elevated WUCST to a full university by assenting to a Bill which also changed the name to Masinde Muliro University of Science and Technology (MMUST). Masinde Muliro University has 946 members of staff.

41 Table 19: MMUST Staff Distribution by Ethnic Group

Ethnic Number Percentage Community

Luhya 651 68.9 Luo 93 9.7 Kalenjin 70 7.4 Kikuyu 42 4.4 Kisii 30 3.2 Kamba 23 2.4 Meru 9 0.9 Teso 7 0.7 Mijikenda 3 0.4 Somali 3 0.4 Suba 3 0.4 Embu 2 0.2 Turkana 2 0.2 Other Africans 3 0.3 Asian 1 0.1 European 1 0.1 Kuria 1 0.1 Taita 1 0.1 Taveta 1 0.1 TOTAL 946 100

42 MMUST Staff Distribution by Ethnic Group

30 Percentage

Ethnic Communities

Figure 15: MMUST Staff Distribution by Ethnic Group

JomoMasinde Kenyatta Muliro Universi Universitytty of Science and Technology proves two main issues of this study. The local community where the university is located i.e. Luhya are Figur68.9%e 16of the work force in the institution, way above the required limit. Moreover, the big five communities form 93% of the employees therein. This leaves very little Pgroom 45 for inclusion of other Kenyan ethnic communities in the institution.

The difference between the Luhya (no. 1 on the table) and the Luo (no. 2) is 78.6%. This is a big difference but it can be explained by the fact that the university is located in Kakamega.

Jomo Kenyatta University of Science and Technology Jomo Kenyatta University of Agriculture and Technology was started in 1981 as a Middle Level College (Jomo Kenyatta College of Agriculture and Technology (JKCAT)) by the Government of Kenya with the generous assistance from the Japanese Government. On 1st September 1988, it was declared a constituent

43 College of Kenyatta University through a legal Notice, under the Kenyatta University Act (Cap 210c). The name of JKCAT officially changed to Jomo Kenyatta University College of Agriculture and Technology (JKUCAT). It was finally established as a University through the JKUAT Act, 1994 and inaugurated on 7th December 1994. JKUAT has 1,783 members of staff.

Table 20: JKUAT Staff Ethnic Composition

Community Number Percentage

Kikuyu 886 49.6 Luhya 229 12.7 Luo 162 9.1 Kamba 129 7.2 Kisii 121 6.7 Meru 82 4.6 Kalenjin 71 4.0 Embu 28 1.6 Taita 22 1.2 Mijikenda 17 1 Maasai 8 0.5 Borana 6 0.3 Somali 5 0.3 Samburu 4 0.2 Others 3 0.2 Swahili 3 0.2 Kuria 3 0.2 Asian 1 0.1 Teso 1 0.1 Other Africans 1 0.1 European 1 0.1 1,783 100

44 JKUAT Staff Ethnic Composition 60

Percentage 20

Ethnic Groups

Figure 16: JKUAT Staff Ethnic Composition

ChepkoilelThe University University has 49.6% College of its employees from the Kikuyu community which is in contravention to the NCI Act. Moreover, there is a 36.9% difference between the Figure 26 Kikuyu and the Luhya communities (no. 2). However, the rest of the communities Pgare 60 well distributed.

Constituent Colleges Constituent colleges have been discussed separately from their ‘mother’ universities because they have their own councils and therefore employ their own staff without reference to their ‘mother’ universities. Nevertheless, the degrees they award belong to their ‘mother’ universities because constituent colleges do not have their own Senate.

Kabianga University College Kabianga University College was established in 1959 as Kabianga Farmers Training Centre. Its objective was to serve as an Agricultural training facility for farmers from the South Rift and beyond. The Centre became the Kabianga Campus of Moi University in May 2007. In May, 2009, the University Campus was elevated to a University College status.

45 The Kabianga University College has 59 employees. Table 21: Kabianga University Staff Distribution by Ethnic Group

Ethnic Group Number Percentage

Kalenjin 34 57.6 Luo 12 20.3 Luhya 8 13.6 Kamba 2 3.4 Teso 1 1.7 Other 1 1.7 Kisii 1 1.7 TOTAL 59 100

Figure 17: Kabianga University College Staff Distribution by Ethnic Group

46 The Kalenjin comprise 57.6% of the employees at Kabianga University College, which is above the legal limit of 33.3%. This group is followed by the Luo who are 20.3%. The difference between the Kalenjin and the Luo is 37.3%. There is a notable disparity between the communities that follow as well. The Luo and the Luhya have a 6.7% gap while the Luhya and the Kamba have a 10.2% difference.

Meru University College of Science and Technology Meru College of Technology (MECOTECH) was founded in 1984 to offer diploma and certificate courses in automotive engineering, agriculture and extension, information technology, accounting, electrical engineering, building and masonry and business administration, among others. In 2008, the Government elevated MECOTECH to a university college status through Legal Notice No. 103 of 18th July, 2008 and renamed it Meru University College of Science and Technology (MUCST). It is a constituent college of Jomo Kenyatta University of Agriculture and Technology. Meru University College has 146 employees.

Table 22: Meru University Staff Distribution by Ethnic Group

Ethnic Group Number Percentage

Meru 122 83 Kikuyu 10 7 Embu 3 2 Kisii 3 2 Kamba 3 2 Luhya 2 1 Mbeere 1 1 Borana 1 1 Luo 1 1 TOTAL 146 100

47 Figure 18: Meru University College Distribution by Ethnic Group

In Meru University College of Science and Technology, 83% of the employees belong to the Meru Ethnic Community. This raises concern about the inclusion of other ethnic communities in employment at the institution. The first five communities comprise about 96% of the employees of the university college. Of the 96% given, more than 70% of the staff are local to the area and work in support roles such as in the kitchen, hostels, drivers and secretaries. Some argued that it is difficult for this college to attract applicants from far regions because the salaries given are low. Therefore, one can stay at his/her home and work at the college. The remaining 26% work as administrators, lecturers, professors and in management.

Pwani University College The predecessor to Pwani University College, Kilifi Institute of Agriculture was started when the foundation stone was laid in 1984 by the then President Daniel arap Moi. On 23 August 2007, His Excellency President Mwai Kibaki signed an order to have the former Kilifi Institute of Agriculture upgraded to a Constituent College of Kenyatta University. Pwani University College has 172 members of staff.

48 Table 23: Pwani University Staff Distribution by Ethnic Group

Ethnic Group Number Percentage

1 Mijikenda 71 41.3 2 Kikuyu 20 11.6 3 Luhya 19 11.1 4 Luo 18 10.5 5 Taita 17 9.9 6 Swahili 8 4.7 7 Kamba 7 4.1 8 Kalenjin 5 2.9 9 Kisii 3 1.7 10 Other 2 1.2 11 Embu 1 0.5 12 Meru 1 0.5 TOTAL 172 100

Pwani University College seems to attract more Bantu speaking communities. The fact that its ‘mother’ university is in Kiambu County has impacted the selection process. That is, staff were employed and later redeployed to Pwani University College

Figure 19: Pwani University College Staff Distribution by Ethnic Group

49 This university college also has the highest number of employees (41.3%) from the local community, the Mijikenda. There is a conspicuous disparity between this community and the following community i.e. Kikuyu with a difference of 29.7%. Nevertheless, the rest of the communities seem to be evenly distributed with differences of only up to 2%. However, being a small institution having 15 ethnic groups represented is a positive sign that she is following in the right direction in matters of recruitment

Kisii University College Kisii University College was founded in 1965 as a Primary Teachers’ Training College on land that was donated by the Gusii County Council. The Primary Teachers’ Training College was upgraded to the status of a Secondary Teacher’s College in 1983 offering ordinary Diploma programme. In 1994, Egerton University took over the college to offer Post Graduate Diploma in Education up to 2001. In 1999, the first-degree programme (Business and Management) was started in the Faculty of Commerce. Subsequently, the Kisii University College was established on 23rd August, 2007 as a Constituent college of Egerton University. The Kisii University College has 532 members of staff.

Table 24: Kisii University Staff Distribution by Ethnic Group

Ethnic Group Number Percentage

1 Kisii 421 79.1 2 Luo 46 8.7 3 Kikuyu 18 3.4 4 Luhya 17 3.2 5 Kalenjin 12 2.3 6 Kuria 6 1.1 7 Kamba 6 1.1 8 Meru 2 0.3 9 Maasai 1 0.2 10 Taita 1 0.2 11 Samburu 1 0.2 12 Embu 1 0.2 TOTAL 532 100

When this college was upgraded and made a constituent of Egerton University, the study established that lecturers and professors from other universities who belong to the Kisii ethnic group migrated from those institutions to join the Kisii University College.

50 Figure 20: Kisii University College Staff Distribution by Ethnic Group

The local community in the area, the Kisii, comprises 79.1% of the employees in the institution. There is a huge discrepancy of 70.4% between the first community and the second ranked community, the Luo who are 8.7%. Furthermore, the first five communities comprise 96.7% of the total employment of Kisii University College. This leaves the other seven communities in the institution to share the remaining 3.3%.

Laikipia University College Laikipia University College was founded in 1925 as a primary school for children of the European settlers. It also served as a facility for farming. Later on, a separate school was started for African children, whose parents were working on the farm. The facility was later transferred to the Ministry of Agriculture and Animal Husbandry in 1965. The college went through various phases: Thomson Falls Large Scale Farmers Training College (1965–1979), Animal Health Industry Training Institute (1979–1988) and Laikipia Teachers College (1988–1990). In 1990, the Laikipia Teachers College was converted into a campus of Egerton

51 University, and in 2009, the campus officially became a Constituent College of Egerton University. The Laikipia University College has 357members of staff.

Table 25: Laikipia University Staff Representation by Ethnic Group

Ethnic Group Number Percentage

1 Kikuyu 132 37 2 Kalenjin 57 15.9 3 Luo 57 15.9 4 Luhya 53 14.9 5 Kisii 18 5 6 Kamba 17 4.8 7 Meru 8 2.2 8 Somali 4 1.1 9 Taita 3 0.8 10 Turkana 2 0.6 11 Mijikenda 2 0.6 12 Embu 2 0.6 13 Suba 1 0.3 14 Kuria 1 0.3 TOTAL 357 100

Figure 21: Laikipia University College Staff Distribution by Ethnic Group

52 The Kikuyu community encompasses 37% of the ethnic communities employed at the Laikipia University College, marginally higher than required by the law. The second rank is the Kalenjin community which ties with the Luo at 15.9%. The Luhya closely follow at 14.9%. The situation can be explained by the fact that Laikipia university college attracted the communities in the cosmopolitan Nakuru county and because it is located in Rift valley, some of the Kikuyu who were in Njoro moved to Laikipia university college to have a feeling of being near home (Nyandarua and Nyeri counties).

South Eastern University College The South Eastern University College (SEUCO) was established as a constituent college of the University of Nairobi as a Successor to Ukambani Agricultural Institute (UKAI), through legal notice No. 102 on July 15, 2008. The South Eastern University College has 250 members of staff.

Table 26: South Eastern University College Staff Distribution by Ethnic Group

Ethnic Group Number Percentage

1 Kamba 168 67.5 2 Kikuyu 20 8 3 Meru 12 4.8 4 Kisii 15 6 5 Luhya 13 5.2 6 Luo 9 3.6 7 Kalenjin 8 3.2 8 Embu 2 0.8 9 Mijikenda 2 0.8 10 Turkana 1 0.4 TOTAL 250 100.3

The study established that some of the communities represented in this university college moved from Universities such as University of Nairobi, Kenyatta University and others to join South Eastern University College.

53 Figure 22: South Eastern University College Staff Distribution by Ethnic Group

The Kamba, the local community at Vonza where the institution is located, comprise 67.5% of the employees. There is a big discrepancy between the Kamba and the second ranked community, the Kikuyu, who are 8% of the employees.

Bondo University College The Government established Bondo University College as a Constituent College of Maseno University by upgrading Bondo Teachers Training College through a Legal Order No. 56 of 2009. Bondo University College has 127 employees.

Table 27: Bondo University College Staff Ethnic Composition

Community Number Percentage

Luo 107 84.3 Luhya 14 11 Others 3 2.3 Kisii 1 0.8 Kalenjin 1 0.8 Kikuyu 1 0.8 127 100

54 Figure 23: Bondo University College Staff Ethnic Composition

The Luo comprise 84.3% of the employees in Bondo University College. The Luhya, follow at 11%. This difference between the first and second community is massive. The two communities make up 95.3% of the total number of employees at the college.

Narok University College Narok University College was established as a constituent college of Moi University on 16th July 2008. It was initially founded as a campus of Moi University in February 2007 before its elevation to a university college in July 2008. Before then it was Narok Teachers Training College. At the time of this study, Narok University College had 523 members of staff.

55 Table 28: Narok University College Employees Ethnic Composition

Ethnic Group Number Percentage

Maasai 228 43.6 Kalenjin 100 19.1 Kikuyu 61 11.7 Luo 42 8.0 Luhya 31 5.9 Kisii 26 5.0 Kamba 14 2.7 Meru 7 1.3 Kuria 6 1.1 Somali 5 1.0 Rendille 1 0.2 Taita 1 0.2 Turkana 1 0.2 523 100.0

What is notable about this college is that the mother university- Moi university seconded some members of staff to Narok to help establish this as a constituent college of Moi university

Figure 24: Narok University College Staff Ethnic Distribution

56 Like in most of the other university colleges, the local community in Narok, the Maasai make up the largest percentage of employees of the institution, (43.6%). This is followed by the Kalenjin 19.1% then the Kikuyu at 11.7%. The study established that when recruiting staff, all were given equal opportunities. However, the university college management could only pick employees from those who had applied for the jobs.

Karatina University College Moi University Central Kenya Campus in Karatina was upgraded to a University College and was gazetted on 1st October 2010 as a constituent college of Moi University. By the time of this study, the university college had 201 members of staff.

Table 29: Staff Ethnic Representation at Karatina University College

Ethnic Group Number Percentage

Kikuyu 122 60.7 Meru 22 10.9 Embu 14 7.0 Luhya 11 5.5 Luo 10 5.0 Kamba 10 5.0 Kalenjin 6 3.0 Kisii 5 2.5 Maasai 1 0.5 TOTAL 201 100.0

The process of establishing this university saw some people (Kikuyu, Embu, Kamba and others) move from the areas that they considered far or not safe to Karatina University College with a hope of working in a university college in the rural area.

57 Figure 25: Katarina University College Staff Ethnic Profiling

In Karatina University College, the Kikuyu comprise 60.7% of the workforce followed by the Meru at 10.9% and the Embu are third at 7.0%. The Luhya and Luo are fourth and fifth at 5.5% and 5.0% respectively. The five communities comprise about 84% of the staff.

Chepkoilel University College Chepkoilel University College was established in 1990 as a Campus of Moi University. Before then it was Moi Teachers College which was a Diploma teachers College teaching science subjects. Chepkoilel University college, a constituent college of Moi University has 790 staff members.

58 Table 30: Chepkoilel University College Staff Ethnic Distribution

Ethnic Group Number Percentage

Kalenjin 460 58.1 Luhya 149 18.9 Kikuyu 62 7.8 Kisii 30 3.8 Kamba 29 3.7 Luo 13 1.6 Meru 9 1.0 Mijikenda 5 0.6 Maasai 5 0.6 Taita 5 0.6 Turkana 5 0.6 Teso 4 0.5 Asian 3 0.4 Other African 3 0.4 Samburu 2 0.3 Somali 2 0.3 Gabbra 2 0.3 European 1 0.1 Mbeere 1 0.1 790 100

59 Chepkoilel UC Staff Ethnic Distribution

Mbeere European Gabbra Sommali Samburu Other African Asian Teeso Turkana Taita Maasai

Ethnic Groups Ethnic Mijikenda Meru Luo Kamba Kisii Kikuyu Luhya Kalenjin

0 10 20 30 40 50 60

PercentagePercentage

Figure 26: Chepkoilel University College Staff Ethnic Distribution

Chuka University College

Figure 28

Pg 64 60 As one of the university colleges violating the law, Chepkoilel University College has most of its staff from the Kalenjin community, 55.4% followed by the Luhya at 18.9% and the Kikuyu at 7.8%. The Kisii and Kamba come fourth and fifth at 3.8% and 3.7% respectively.

Kimathi University College of Technology Kimathi Institute of Technology (KIT) was founded in the 1970’s, as a Nyeri District community initiative to serve as a technical base from which the community would advance technologically. Having been a community institution, KIT was run by a Board of Trustees until it was upgraded to Kimathi University College of Technology (KUCT). It became an accredited centre of Jomo Kenyatta University of Agriculture and Technology (JKUAT) offering diploma programmes. In 2006, it began to offer two degree programmes namely: Bachelor of Commerce and Bachelor in Information Technology. In 2007, KUCT was upgraded to a constituent college of JKUAT through the Kimathi University College of Technology Legal Order No. 162. Kimathi University College has 337 members of staff.

Table 31: Kimathi University College Staff Ethnic Audit

Ethnic Group Number Percentage Kikuyu 256 76.0 Luo 16 4.7 Meru 16 4.7 Luhya 15 4.5 Kalenjin 10 3.0 Kamba 10 3.0 Embu 4 1.2 Kisii 4 1.2 Arab 2 0.6 European 1 0.3 Maasai 1 0.3 Taita 1 0.3 Other African 1 0.3 337 100.0

Kimathi Unversity College is located in Nyeri county and just like other university colleges,it has attracted personnel from 13 ethnic groups. The table shows that 76% of the employees are kikuyu.The study noted that some of the current employees moved from other areas to Nyeri. Given an opportunity to choose where to work,some of the respondents preferred Nyeri to other areas. The unstated reason was insecurity , for example in Rift valley.

61 Figure 27: Kimathi University College Employees’ Ethnic Representation

At Kimathi University College, 76.0% of the employees are from the Kikuyu community. This followed by the Luo 4.7% and Meru 4.7%. The Luhya come fourth at 4.5% and followed by the Kalenjin at 3.0%. The gap between the first and second groups of employees is over 70%.

Chuka University College Chuka University College was established through a legal notice No. 161 of 2007. It is a constituent College of Egerton University and the successor of the

62 former Egerton University Eastern Campus College, Chuka. The Campus College was established on 27th September 2004, by Egerton University Council. The college took over the land formerly owned by Chuka Polytechnic which was founded in 1956. Chuka University College has 250 members of staff.

Table 32: Chuka University College Staff Ethnic Composition

Ethnic Group Number Percentage

Meru 146 58.4 Kikuyu 45 18 Luhya 17 6.8 Embu 10 4 Kamba 9 3.6 Kalenjin 7 2.8 Kisii 6 2.4 Luo 4 1.6 Maasai 2 0.8 Borana 2 0.8 Mijikenda 1 0.4 Turkana 1 0.4 TOTAL 250 100

Chuka University college attracted 13 different ethnic communities to the work force. Just like the other colleges, most of the employees are from five communities. What is notable from this table is the representation of some minority groups such as the Borana, Mijikenda, Turkana and Pokot though in small numbers. As the university grows, these numbers, it is hoped will grow.

63 Chuka University College Staff Ethnic Representation

Turkana

Mijikenda

Borana

Maasai

Luo

Kisii

Kalenjin

Kamba

EthnicCommunity Embu

Luhya

Kikuyu

Meru

0 10 20 30 40 50 60

Percentage

Figure 28: Chuka University College Staff Ethnic Composition

The Chuka University College has the majority of its employees from the Meru Community, 58.4% followed by those of the Kikuyu community at 18% and then the Luhya at 6.8%. The Embu and the Kamba follow at 4% and 3.6% respectively.

64 CHAPTER FIVE Ethnic Representation of Senior Staff in Public Universities

Introduction This section analyses the composition of senior staff beginning from grade 11 and above i.e. Assistant Lecturer among academic staff and Senior Administrative Assistant among administrative staff.

Table 33: Senior Staff at the Public Universities and Constituent Colleges

University Ethnic Group Ethnic % of Ethnic % of Ethnic of Vice Majority Majority Majority Chancellor/ of the among Principal Employees Senior Staff Kenyatta University Kikuyu Kikuyu 38 42.2

University of Nairobi Luo Kikuyu 38 29.7 Jomo Kenyatta University Luhya Kikuyu 49.7 46.4 Egerton University Kalenjin Kikuyu 25.9 27.7 Moi University Kalenjin Kalenjin 56.3 36.2 Masinde Muliro Luhya Luhya 68.9 58.5 University Maseno University Luo Luo 65.7 67 Pwani University College Swahili Mijikenda 41 32.3 Kabianga University Kalenjin Kalenjin 58 57.6 College Kisii university college Kisii Kisii 79.1 67.8 Laikipia University Kamba Kikuyu 37 - college Bondo University Luo Luo 84 74.6 College Multimedia University Luhya Kikuyu 20 24.1 College of Kenya Meru University College Meru Meru 83 - of Science and Technology Mombasa Polytechnic Mijikenda Mijikenda 28 15.5 University College South Eastern Univ. Kamba Kamba 67.5 57.5 College Kitui

65 0ut of the 15 institutions that submitted the grades of their employees, nine have the percentages of the highest community in their employment reduce among the senior staff. For example, while the general employment in Moi University comprises of 55% from the Kalenjin community, this reduces to 36.2% among senior staff. At the University of Nairobi the percentage representation of the Kikuyu who are the majority reduces from 38% among the general staff to 29.7% among the senior staff. In Masinde Muliro University, the representation of the Luhya who are the highest represented reduces from 68.9% to 58.5% among the Senior Staff.

On the other hand, the percentage of the highest represented community in three universities increases in representation at senior staff level. For example, Kenyatta University and Multimedia University college show an increase in the percentage of the Kikuyu at Senior Staff level by 4% each from 38% to 42.2% and 20% to 24.1% respectively.

Egerton University In Egerton University, it is notable that the representation of the Kalenjin community which is the highest represented among all the staff reduces by over four percent among the senior staff. However, there is a slight increase in the representations of the Kikuyu and Luhya among the senior staff. This is presented in Table 34.

Table 34: Comparison of Ethnic Composition of Staff in Egerton University (General vs Senior Staff)

Community All Staff Senior Staff Number Percentage Number Percentage % Difference

Kalenjin 487 26.4 138 21.7 -4.7 Kikuyu 478 25.9 176 27.7 1.8 Luhya 276 14.9 98 15.4 0.5 Luo 242 13.1 80 12.6 -0.5 Kisii 140 7.6 52 8.2 0.6 Kamba 88 4.8 31 4.9 0.1 Meru 34 1.8 12 1.9 0.1 Somali 21 1.1 7 1.1 0.0 Mijikenda 17 0.9 13 2.0 1.1 Maasai 13 0.7 3 0.5 -0.2 Taita 9 0.5 5 0.8 0.3 Embu 8 0.4 6 0.9 0.5

66 Turkana 7 0.4 2 0.3 -0.1 Borana 6 0.3 1 0.2 -0.1 Teso 6 0.3 0 0.0 -0.3 Asian 4 0.2 3 0.5 0.3 Kuria 4 0.2 1 0.2 0.0 Samburu 2 0.1 1 0.2 0.1 Other 2 0.1 2 0.3 0.2 Africans European 2 0.1 2 0.3 0.2 Swahili 2 0.1 2 0.3 0.2 1848 100 635 100.0

Egerton University has 21 different communities represented in the work force. This study noted that the biggest share of the workforce comprised of the local community at the lower levels. However, the senior staff in Egerton is representative of most communities. This can point to the fact that Nakuru county where the university is located is cosmopolitan.

University of Nairobi At the University of Nairobi, the representation of the Kikuyu who are the largest represented among the staff goes down from 34% to 29.7% is the senior staff category. On the other hand, the representation of the Luo goes up significantly from 17.7% to 24.4% among all staff and senior staff respectively. The representation of the other ethnic groups in the two categories – all staff and senior staff are relatively stable. There is no other ethnic group whose representation exceeds -/+ 2% as seen in Table 35.

67 Table 35: UoN General and Senior Staff Distribution by Ethnic Groups

All Staff Senior Staff % Difference Ethnic Group Number Percentage Number Percentage Kikuyu 1787 34 474 29.7 -4.3 Luo 928 17.7 389 24.4 6.7 Luhya 731 13.9 208 13 -0.9 Kamba 567 10.8 145 9.1 -1.7 Kisii 423 8.1 98 6.1 -2 Kalenjin 213 4 45 2.8 -1.2 Meru 195 3.7 63 3.9 0.2 Taita 84 1.6 16 1 -0.6 Embu 79 1.5 20 1.3 -0.2 Asian 55 1 44 2.8 1.8 Mijikenda 38 0.7 12 0.8 0.1 Other 25 0.5 24 1.5 1 Africans Somali 22 0.4 13 0.8 0.4 Mbeere 20 0.4 7 0.4 0 Maasai 20 0.4 7 0.4 0 Teso 18 0.3 5 0.3 0 Swahili 13 0.2 10 0.6 0.4 Suba 9 0.2 3 0.2 0 Borana 8 0.2 0 0 -0.2 European 6 0.1 6 0.4 0.3 American 3 0.1 3 0.2 0.1 Kuria 2 0.04 0 0 -0.04 Turkana 2 0.04 0 0 -0.04 Nubi 1 0.02 1 0.1 0.08 Taveta 1 0.02 1 0.1 0.08 Ilchamus 1 0.02 0 0 -0.02 Njemps 1 0.02 0 0 -0.02 Tharaka 1 0.02 1 0.1 0.08 5,253 100 1595 100

68 The University of Nairobi has 27 communities presented in the work force. This can be explained by the fact that the city of Nairobi where the university is located is cosmopolitan. What is remarkable is that the communities that are not visible in other universities are represented. The university has a bit of balance between the senior staff and the others. However, the table shows that the Kikuyu community has more staff at senior level than other communities.

Kenyatta University Kenyatta University, located in Nairobi County, is one of the three universities and university colleges where the representation of the largest ethnic community goes up among the senior staff.

Table 36: Kenyatta University Staff Distribution by Ethnic Group

Ethnic Group All Staff Senior % Difference Staff Number Percentage Number Percentage

Kikuyu 993 38 65 42.2 4.2 Luhya 422 16.1 25 16.2 0.1 Luo 279 10.7 14 9.1 -1.6 Kamba 271 10.4 7 4.5 -5.9 Kisii 170 6.6 11 7.1 0.5 Meru 166 6.4 13 8.4 2.0 Kalenjin 137 5.2 7 4.5 -0.7 Embu 53 2 6 3.9 1.9 Others 31 1.1 1 0.6 -0.5 (expatriates) Taita 21 0.8 1 0.6 -0.2 Mijikenda 16 0.6 0 0.0 -0.6 Borana 11 0.4 0 0.0 -0.4 Mbeere 11 0.4 1 0.6 0.2 Somali 7 0.3 1 0.6 0.3 Arab 7 0.3 0 0.0 -0.3 Kuria 4 0.1 0 0.0 -0.1 Maasai 4 0.1 1 0.6 0.5 Samburu 4 0.1 0 0.0 -0.1

69 Teso 4 0.1 0 0.0 -0.1 Suba 1 0.1 0 0.0 -0.1 Swahili 1 0.1 1 0.6 0.5 Turkana 1 0.1 0 0.0 -0.1 TOTAL 2613 100 154 100.0

The representation of the Kikuyu community increases from 38% among all the staff to 42.2% in the senior staff category. It is also noteworthy that the representation of the Kamba community which is the fourth largest represented among all the staff reduces significantly from 10.4% in the ‘all staff category’ to 4.5% in the senior staff category. This is a decrease of -5.9%. As seen in Table 36, the representations of the other ethnic communities remain relatively stable in both categories. For example, the Luhya who are the second most represented among all the staff at 16.1% only increases to 16.2% in the senior staff category. The study noted that the senior level had more employees from the kikuyu community. The location of this university also presents a situation similar to Moi University or Maseno University as it is surrounded by counties in the central province of Kenya occupied by the populous Kikuyu ethnic group.

Moi University Moi University has 15 different communities represented in the workforce. The study noted that some of the employees from the minority ethnic groups were few but were in the senior staff category for example, the Mijikenda, Kisii, Meru and the Maasai. What is evident from this study is that the senior staff at Moi University is balanced, with staff from other communities; however, most of the lower staff are the majority and are from the local community.

70 Table 37: Moi University Staff Ethnic Composition

Community % Difference Number Percentages Number Percentages Kalenjin 1105 56.3 253 37.5 -18.8 Luhya 295 15 143 21.2 6.2 Luo 174 8.9 75 11.1 2.2 Kikuyu 126 6.4 69 10.2 3.8 Kisii 86 4.4 45 6.7 2.3 Kamba 63 3.2 26 3.9 0.7 Teso 25 1.3 10 1.5 0.2 Meru 21 1.1 12 1.8 0.7 Mijikenda 15 0.8 12 1.8 1 Maasai 15 0.8 7 1 0.2 Other Afri- 5 0.1 3 0.4 0.3 cans Others (ex- 3 0.1 3 0.4 0.3 patriates) Taita 6 0.3 3 0.4 0.1 Turkana 6 0.3 1 0.1 -0.2 Suba 5 0.3 2 0.3 0 Embu 5 0.3 4 0.6 0.3 Asian 3 0.1 2 0.3 0.2 Somali 3 0.1 3 0.4 0.3 Swahili 1 0.1 1 0.1 0 Samburu 1 0.1 0 0 -0.1 1963 100 674 100

Table 37 shows the distribution of staff in Moi University. Though the Kalenjin community constitutes the majority of employees, their number reduces significantly among the senior staff from 56.3% to 37.5% among the senior staff. This is a reduction of 18.8% which is fairly high compared to the other universities. Most of the other ethnic groups such as the Luhya, Luo and Kikuyu show an increase in representation among the senior staff from 15% to 21.2%, 8% to 11.1% and 6.4% to 10.2% respectively. As seen in Table 37, all the other ethnic groups do not exhibit significant variations in representation among all the staff and senior staff.

71 Maseno University Table 38 shows the variation in the representation of various ethnic groups between the general staff and senior staff in Maseno University where the representation of the Luo who are the majority of the staff increases marginally from 65.7% to 67.1% at the senior staff category. That is, they are the majority in this category. The Luhya who are the second most represented decrease from 21.7% to 18.8% at senior staff level. This represents a variation of -2.9% which is the largest among all the ethnic groups.

Table 38: Maseno University Staff Ethnic Profiling

Ethnic Group % Difference Number Percentage Number Percentage Luo 831 65.7 243 67.1 1.4 Luhya 274 21.7 68 18.8 -2.9 Kisii 49 3.9 17 4.7 0.8 Kalenjin 47 3.7 11 3 -0.7 Kikuyu 18 1.4 7 1.9 0.5 Kamba 14 1.1 8 2.2 1.1 Teso 11 0.9 0 0 -0.9 Swahili 5 0.4 3 0.8 0.4 Meru 4 0.3 0 0 -0.3 Taita 3 0.2 0 0 -0.2 Samburu 2 0.2 0 0 -0.2 Turkana 2 0.2 1 0.3 0.1 Other African 2 0.2 2 0.6 0.4 Asian 1 0.1 1 0.3 0.2 European 1 0.1 1 0.3 0.2 Maasai 1 0.1 0 0 -0.1 Total 1265 100 362 100

Maseno University distribution of staff shows that most of the employees both general and senior are drawn from the Luo community. This study found that most of the university’s employees from the minority ethnic groups such as the Teso, Meru, Taita, Samburu and the Maasai remained in the general staff category. The Luhya, Kisii, Kalenjin, Kikuyu and Kamba are minimally represented among the senior staff. This situation in Maseno paints a very negative picture in relation to national integration.

72 Masinde Muliro University of Science and Technology At Masinde Muliro University of Science and Technology, there is a significant reduction in the representation of the Luhya who are the majority among the staff from 68.9% to 58.5% in the senior staff category. This represents a reduction of -10.4%. On the other hand, there is an increase in the representation in the senior staff of the Luo, Kalenjin and Kikuyu from 9.7% to 12.5%, 7.4% to 10.6% and 4.4% to 7.1% respectively. The variations in representations of the other ethnic groups between all staff and senior staff are relatively small (see Table 39).

Table 39: MMUST Staff Distribution by Ethnic Group

Ethnic All Staff Senior % Group Staff Difference Number Percentage Number Percentage

Luhya 651 68.9 238 58.5 -10.4 Luo 93 9.7 51 12.5 2.8 Kalenjin 70 7.4 43 10.6 3.2 Kikuyu 42 4.4 29 7.1 2.7 Kisii 30 3.2 17 4.2 1.0 Kamba 23 2.4 8 2.0 -0.4 Meru 9 0.9 6 1.5 0.6 Teso 7 0.7 5 1.2 0.5 Mijikenda 3 0.4 1 0.2 -0.2 Somali 3 0.4 1 0.2 -0.2 Suba 3 0.4 1 0.2 -0.2 Embu 2 0.2 1 0.2 0.0 Turkana 2 0.2 0 0.0 -0.2 Other 3 0.3 3 0.7 0.4 Africans Asian 1 0.1 1 0.2 0.1 European 1 0.1 1 0.2 0.1 Kuria 1 0.1 1 0.2 0.1 Taita 1 0.1 0 0.0 -0.1 Taveta 1 0.1 0 0.0 -0.1 TOTAL 946 100 407 100.0

73 Table 39 above shows that most communities in Kenya such the Kalenjin, Kikuyu, Meru and Kamba are represented in the senior staff category. The only Asian and Kuria in this university were senior staff, possibly lecturers.

Jomo Kenyatta University of Science and Technology The variations in representations of various ethnic groups between the general staff and senior staff at Jomo Kenyatta University of Science and Technology are relatively small. For example, the representation of the Kikuyu who are the majority among the entire staff category decreases from 49.6% to 46.4% in the senior staff category. The representation of the Luhya who are the second highest represented and Luo who are the third highest represented increases from 12.7% to 13.9% and 9.1% to 11.6% respectively (see Table 40).

Table 40: JKUAT Staff Ethnic Composition

Community All Staff Senior % Difference Staff Number Percentage Number Percentage Kikuyu 886 49.6 327 46.4 -3.2 Luhya 229 12.7 98 13.9 1.2 Luo 162 9.1 82 11.6 2.5 Kamba 129 7.2 60 8.5 1.3 Kisii 121 6.7 40 5.7 -1 Meru 82 4.6 34 4.8 0.2 Kalenjin 71 4 25 3.6 -0.4 Embu 28 1.6 10 1.4 -0.2 Taita 22 1.2 6 0.9 -0.3 Mijikenda 17 1 6 0.9 -0.1 Maasai 8 0.5 1 0.1 -0.4 Borana 6 0.3 2 0.3 0 Somali 5 0.3 0 0 -0.3 Samburu 4 0.2 1 0.1 -0.1 Expatriates 4 0.2 4 0.6 0.4 Swahili 3 0.2 4 0.6 0.4 Kuria 3 0.2 2 0.3 0.1 Asian 1 0.1 1 0.1 0 Teso 1 0.1 1 0.1 0 Other Afri- 1 0.1 1 0.1 0 cans 1,783 100 705 100

74 The study found that most of those from minority groups represented in the staff were also members of senior staff. However, no one among the five Somalis in this university was in senior staff category. The representation of minorities at senior staff level in Jomo Kenyatta University of Science and Technology is good practice. Kenyans should be able to work in any institution in Kenya at any level, general or senior. Other universities should emulate this institution.

Multimedia University College Multimedia University College is one of the three universities and university colleges where the representation of the majority ethnic group at the college increases at the senior staff level from 20% to 24.1%. However, the representation of the second largest represented ethnic community, the Luhya decreases significantly from 16.8% to 7.4% in the senior staff category. This is a decrease of -9.4%. The third largest community, the Luo has an increase among the senior staff from 16% to 20.4% while the Kalenjin register a decrease from 11.2% to 7.4% in the senior staff category. This is shown in Table 41.

Table 41: Multimedia University College Staff Representation by Ethnic Group

Ethnic All Staff Senior % Difference Group Staff Number Percentage Number Percentage

1 Kikuyu 25 20 13 24.1 4.1 2 Luhya 21 16.8 4 7.4 -9.4 3 Luo 20 16 11 20.4 4.4 4 Kalenjin 14 11.2 4 7.4 -3.8 5 Kamba 11 8.8 5 9.3 0.5 6 Kisii 10 8 5 9.3 1.3 7 Embu 7 5.6 4 7.4 1.8 8 Meru 7 5.6 3 5.6 0 9 Taita 4 3.2 2 3.7 0.5 10 Maasai 2 1.6 0 0 -1.6 11 Mbeere 2 1.6 1 1.8 0.2 12 Teso 2 1.6 2 3.6 2 TOTAL 125 100 54 100

75 Mombasa Polytechnic University College The Mombasa Polytechnic university college has a big representation of the local people working in the college. The workforce represents 16 communities, and table 42 clearly shows the distribution.

Table 42: Mombasa Polytechnic Staff Distribution by Ethnic Group

All Staff Senior % Difference Staff Ethnic Number Percentage Number Percentage Group Mijikenda 166 29.5 31 15.5 -14 Luhya 79 14 37 18.5 4.5 Luo 73 13 32 16 3 Kamba 62 11 21 10.5 -0.5 Taita 48 8.5 13 6.5 -2 Kikuyu 55 9.8 33 16.5 6.7 Kisii 24 4.3 11 5.5 1.2 Kalenjin 17 3 4 2 -1 Meru 9 1.6 6 3 1.4 Swahili 9 1.6 4 2 0.4 Kenyan 5 0.9 2 1 0.1 Arabs Mbeere 3 0.5 2 1 0.5 Nubi 3 0.5 0 0 -0.5 Suba 2 0.4 2 1 0.6 Embu 2 0.4 1 0.5 0.1 Taveta 2 0.4 0 0 -0.4 Maasai 1 0.2 1 0.5 0.3 Samburu 2 0.4 0 0 -0.4 Borana 1 0.2 0 0 -0.2 TOTAL 563 100 200 100

At Mombasa Polytechnic University College, there is significant decrease in the largest represented ethnic group in the entire workforce, the Mijikenda from 29.5% to 15.5% in the senior staff category. On the other hand, there is a notable increase among the senior staff of the Luhya and Luo ethnic groups from 14% to 16% and 13% to 16% respectively. The Kikuyu who are the sixth placed ethnic group in the entire workforce also have an increase in the senior staff category from 9.8% to

76 16.5%. What these percentages show is that most of the communities represented in table above have higher numbers in the senior staff level. For example, the Luhya, Luo, Kamba, Kikuyu, and Taita are represented more at the senior staff level. This means that while the local people are majority in the lower level, the lecturers, professors and other senior people are drawn from other communities. Another trend observed in this colleges that is prevalent in other colleges is that minorities are not well represented at senior staff level. The Maasai, Nubi, Taveta, Borana and Samburu are not represented in the senior staff level. In plain terms, they are no lecturers and administrators from these communities.

Kenya Polytechnic University College The Kenya Polytechnic University College has two notable variations in the representation of ethnic groups between the entire workforce and the senior staff. The minority groups are still missing in the senior level while the other communities do not experience a big variation.

Table 43: Kenya Polytechnic UC Ethnic Distribution among Staff

Ethnic Group All Staff Senior Staff % Difference Number Percentage Number Percentage Kikuyu 256 29.5 132 36.8 7.3 Luo 179 20.6 67 18.7 -1.9 Luhya 120 13.8 38 10.6 -3.2 Kamba 105 12.1 39 10.9 -1.2 Kisii 61 7 21 5.8 -1.2 Meru 43 5 26 7.2 2.2 Kalenjin 37 4.3 13 3.6 -0.7 Embu 20 2.3 8 2.2 -0.1 Borana 10 1.2 0 0 -1.2 Maasai 8 0.9 2 0.6 -0.3 Taita 7 0.8 3 0.8 0 Teso 5 0.6 2 0.6 0 Suba 4 0.5 2 0.6 0.1 Mbeere 4 0.5 2 0.6 0.1 Mijikenda 3 0.3 1 0.2 -0.1 Other African 2 0.2 2 0.6 0.4 Nubi 1 0.1 0 0 -0.1 Tharaka 1 0.1 0 0 -0.1 Samburu 1 0.1 0 0 -0.1 Swahili 1 0.1 1 0.2 0.1 868 100 359 100

77 The representation of the Kikuyu who are the highest represented ethnic group increases from 29.5% to 36.8%. There is a higher representation of the kikuyu in senior staff category than the lower level. On the other hand, the other groups generally show a decrease in representation in the senior staff category. For example, the Luo who are the second largest represented group decrease from 20.6% to 18. 7% while the Luhya, who are the third largest represented group decrease from 13.8% to 10.6% (see Table 43). Despite the fact that the differences are not very big, they are noticeable. Being a college in the central part of Nairobi city, it would be expected that the university college would attract more diverse workforce.

Kabianga University College At Kabianga University College, the workforce is small with the Kalenjin community accounting for the highest numbers in the senior staff level. The minority groups are represented though the numbers are low.

Table 44: Kabianga University College Staff Distribution by Ethnic Group

Ethnic All Staff Senior % Group Staff Difference Number Percentage Number Percentage Kalenjin 90 58.1 34 57.6 -0.5 Luo 27 17.4 12 20.3 2.9 Luhya 25 16.1 8 13.6 -2.5 Kamba 8 5.2 2 3.4 -1.8 Teso 3 1.9 1 1.7 -0.2 Other 1 0.6 1 1.7 1.1 African Kisii 1 0.6 1 1.7 1.1 TOTAL 155 100 59 100

At Kabianga University College, there is no significant variation in the representation of the largest group at the college between the entire staff category and senior staff. For example, there is a minimal reduction in the representation of the Kalenjin from 58.1% to 57.6%. The same applies to the Luo who are the second largest represented group in the college where the representation increases from 17.4% to 20.3%. This could be due to the fact that the university college inherited some of the staff from its predecessor.

78 Pwani University College The Pwani University College has a significant variation in that some communities showed a marked increase while other differences were minimal. The study noted that all the Swahili are senior staff members. Table 45 shows the distribution of staff.

Table 45: Pwani University Staff Distribution by Ethnic Group

Ethnic All Staff Senior % Difference Group Staff Number Percentage Number Percentage Mijikenda 71 41.3 20 32.3 -9.0 Kikuyu 20 11.6 4 6.5 -5.1 Luhya 19 11.1 7 11.3 0.2 Luo 18 10.5 8 12.9 2.4 Taita 17 9.9 6 9.7 -0.2 Swahili 9 4.7 9 14.5 9.8 Kamba 7 4.1 3 4.8 0.7 Kalenjin 5 2.9 2 3.2 0.3 Kisii 3 1.7 1 1.6 -0.1 Kenyan 2 1.2 0 0.0 -1.2 Arabs Embu 1 0.5 1 1.6 1.1 Meru 1 0.5 1 1.6 1.1 TOTAL 173 100 62 100

Table 45 shows the representation of the staff in Pwani University College and the Mijikenda are the largest ethnic group among the entire staff. The representation decreases from 41.3% in the entire staff category to 32.3% in the senior staff category. This is a decrease of -9.0%. Similarly, the representation of the Kikuyu who are the second largest in the college decreases from 11.6% to 6.5%. The study noted that the communities represented in this study shared the slots for the senior staff though not equitably.

Kisii University College At Kisii University College, the general distribution of staff involves two communities, the Kisii and the Luo. The others are minimally represented while the minority communities, like the Maasai, Samburu and Embu are not represented in the senior staff level.

79 Table 46: Kisii University College Staff Distribution by Ethnic Group

Ethnic All Staff Senior % Group Staff Difference Number Percentage Number Percentage 1 Kisii 421 79.1 59 67.8 -11.3 2 Luo 46 8.7 11 12.6 3.9 3 Kikuyu 18 3.4 3 3.4 0 4 Luhya 17 3.2 5 5.7 2.5 5 Kalenjin 12 2.3 4 4.6 2.3 6 Kuria 6 1.1 1 1.2 0.1 7 Kamba 6 1.1 2 2.3 1.2 8 Meru 2 0.3 1 1.2 0.9 9 Maasai 1 0.2 0 0 -0.2 10 Taita 1 0.2 1 1.2 1 11 Samburu 1 0.2 0 0 -0.2 12 Embu 1 0.2 0 0 -0.2 TOTAL 532 100 87 100

Table 46 shows a significant decrease of the highest represented ethnic group, the Kisii, from 79.1% in the entire staff category to 67.8% in the senior staff category. On the other hand, the Luo, who are the second largest represented group, register an increase in the senior staff category from 8.7% to 12.6%. The same applies to the Luhya and Kalenjin ranked the fourth and fifth whose representations increase from 3.2% and 2.3% to 5.7% and 4.6% respectively.

Laikipia University College The representation of the various ethnic communities at the senior staff level in Laikipia University College shows very mixed trends. Table 47 demonstrates this very accurately.

80 Table 47: Laikipia University Staff Representation by Ethnic Group

Ethnic All Staff Senior % Group Staff Difference Number Percentage Number Percentage Kikuyu 132 37 16 34 -3 Kalenjin 57 15.9 1 2.1 -13.8 Luo 57 15.9 9 19.2 3.3 Luhya 53 14.9 9 19.2 4.3 Kisii 18 5 3 6.4 1.4 Kamba 17 4.8 4 8.5 3.7 Meru 8 2.2 3 6.4 4.2 Somali 4 1.1 0 0 -1.1 Taita 3 0.8 0 0 -0.8 Turkana 2 0.6 0 0 -0.6 Mijikenda 2 0.6 0 0 -0.6 Embu 2 0.6 0 0 -0.6 Suba 1 0.3 1 2.1 1.8 Kuria 1 0.3 1 2.1 1.8 TOTAL 357 100 47 100

The Kikuyu who are the largest ethnic group show a decrease in the senior staff category from 37% to 34%. The second largest ethnic group, the Kalenjin show a more significant decrease among the senior staff from 15.9% to 2.1%. This is a decrease of 13.8% which means that most of them are in lower levels in the institution. The Luo, who are the third largest represented ethnic group at the college, experience an increase from 15.9% to 19.2%. Similar trends are seen among the Luhya, Kamba and Meru who are the fourth, sixth and seventh largest represented ethnic groups whose numbers increase from 14.9% to 19.2%, 4.8% to 8.5% and 2.2% to 6.4% respectively. What it means is that the senior staff level category is mixed. That is, more members are either lecturers or administrators instead of being in the lower levels. Nevertheless, the minorities i.e. the Somali, Taita, Turkana and Embu are not represented at this level. The study noted that the two Suba and Kuria members were all senior staff members.

South Eastern University College The trend observed in the representation of staff is similar to other audited institutions i.e. the highest represented community among all staff comprises the majority among senior staff.

81 Table 48: South Eastern University College Staff Distribution by Ethnic Group

Ethnic All Staff Senior % Group Staff Difference Number Percentage Number Percentage Kamba 167 66.8 42 57.5 -9.3 Kikuyu 20 8 7 9.6 1.6 Meru 12 4.8 2 2.7 -2.1 Kisii 15 6 5 6.8 0.8 Luhya 13 5.2 4 5.5 0.3 Luo 9 3.6 5 6.8 3.2 Kalenjin 8 3.2 5 6.8 3.6 Embu 2 0.8 0 0 -0.8 Mijikenda 2 0.8 1 1.4 0.6 Taita 1 0.4 1 1.4 1 Turkana 1 0.4 1 1.4 1 TOTAL 250 100 73 99.9

The ethnic representation of staff of at the South Eastern University College also shows a significant decrease in the representation of the Kamba who are the largest ethnic group at the college from 66.8% to 57.5%. This is a decrease of -9.3%. The Meru, who are the third largest represented ethnic group, show a decrease in representation among the senior staff from 4.8% to 2.7%. The other significant change is registered by the Luo and Kalenjin who are the sixth and seventh largest ethnic groups whose representations increase from 3.6% to 6.8% and 3.2% to 6.8% respectively. The study observed that a university college in Eastern province did not have any representatives from the Embu community. Again the only employees from the Turkana, Mijikenda and Taita communities were senior staff members.

Bondo University College An analysis of the composition of employees at Bondo university college depicts that there are only two communities that are prevalent in the university college. These are the Luo and the Luhya communities. The study noted that all the other communities represented here were in the senior level. That is, they were either lecturers or administrators in the institution. Table 49 shows this clearly.

82 Table 49: Bondo University College Staff Ethnic Composition

Community All Staff Senior % Staff Difference Number Percentage Number Percentage Luo 107 84.3 44 74.6 -9.7 Luhya 14 11 9 15.3 4.3 Kisii 1 0.8 1 1.7 0.9 Kalenjin 1 0.8 1 1.7 0.9 European 1 0.8 1 1.7 0.9 Other African 1 0.8 1 1.7 0.9 Mijikenda 1 0.8 1 1.7 0.9 Kikuyu 1 0.8 1 1.7 0.9 127 100 59 100.0

At Bondo University College, like most of the others, there is a significant decrease in the representation of the Luo, who are the largest ethnic group in the college, from 84.3% to 74.6% among the senior staff. This represents a decrease of -9.7%. On the other hand there is an increase in the representation of the Luhya who the second largest ethnic group from 11% to 15.3% in the senior staff. This is the only college that has one employee from the kikuyu community. The ethnic composition of the University College may be attributed to the inheriting of staff from the earlier institution that has left little room to include other communities. With growth, this can be deliberately addressed.

Narok University College At the Narok University College there are a number of ethnic groups whose representation in the entire staff and senior staff categories vary significantly as seen in Table 50.

83 Table 50: Narok University College Employees Ethnic Composition

Ethnic All Staff Senior % Group Staff Difference Number Percentage Number Percentage Maasai 228 43.6 15 14.0 -29.6 Kalenjin 100 19.1 23 21.5 2.4 Kikuyu 61 11.7 19 17.8 6.1 Luo 42 8 12 11.2 3.2 Luhya 31 5.9 14 13.1 7.2 Kisii 26 5 15 14.0 9.0 Kamba 14 2.7 3 2.8 0.1 Meru 7 1.3 3 2.8 1.5 Kuria 6 1.1 2 1.9 0.8 Somali 5 1 0 0.0 -1.0 Rendille 1 0.2 0 0.0 -0.2 Taita 1 0.2 1 0.9 0.7 Turkana 1 0.2 0 0.0 -0.2 523 100 107 100.0

The largest represented group at the college, the Maasai, reduces significantly from 43.6% to 14.0%. This is one of the highest reductions in representation of a single ethnic group among the senior staff at -29.6%. Most of the other ethnic groups show an increase in representation at the college. For example, the Kalenjin who are the second largest group at the college increases from 19.1% to 21.5% in the senior staff category. Similarly, the representations of the Kikuyu, Luo, Luhya and Kisii who are the third, fourth, fifth and sixth largest represented groups at the college increase from 11.7% to 17.8%, 8% to 11.2% 5.9% to 13.1% and 5% to 14.0% respectively. These are significant increases in representation among these ethnic groups. However, the study noted that,the Somali,Rendille, and Turkana are not represented at the senior level in this institution .Chances are that the 3 in the general staff are either support staff or very junior officers.

Karatina University College Karatina University College attracted nine ethnic communities to the workforce. However, three of the communities represented in the college were not included in the senior staff category. These are the Kalenjin, Kisii and the Maasai, Table 51 clearly depicts this.

84 Table 51: Staff Ethnic Representation at Karatina University College

Ethnic All Staff Senior % Difference Group Staff Number Percentage Number Percentage

Kikuyu 122 60.7 44 71 10.3 Meru 22 10.9 9 14.5 3.6 Embu 14 7 3 4.8 -2.2 Luhya 11 5.5 3 4.8 -0.7 Luo 10 5 1 1.6 -3.4 Kamba 10 5 2 3.3 -1.7 Kalenjin 6 3 0 0 -3 Kisii 5 2.5 0 0 -2.5 Maasai 1 0.5 0 0 -0.5 TOTAL 201 100 62 100

Karatina University College is one of university colleges where the representation of the largest ethnic group at the colleges increases in the senior staff category. In this regard, the representation of the Kikuyu who are the largest represented ethnic community in the entire staff category increases from 60.7% to 71% in the senior staff category. This represents an increase of 10.3% which is quite significant. The representation of the Meru ethnic group, which is the second largest at the college also increases from 10.9% to 14.5% in the senior staff category. The table above shows that most of those in the senior staff level are kikuyu and Meru. On the other hand, the representation of the Embu and Luo who are the third and sixth largest ethnic groups decreases from 7% to 4.8% and 5% to 1.6% respectively.

Chepkoilel University College At Chepkoilel University College, the study noted that the minority communities, the Gabra, Maasai, Mijikenda, Somali, Taita,Turkana, and Teso were represented in both the general and the senior staff category .However, the Samburu only worked in lower levels .Table 52 demonstrates this.

85 Table 52: Chepkoilel University College Staff Ethnic Distribution

Ethnic All Staff Senior % Group Staff Difference Number Percentage Number Percentage

Kalenjin 460 58.3 102 47.2 -11.1 Luhya 149 18.9 49 22.7 3.8 Kikuyu 62 7.9 18 8.3 0.4 Kisii 30 3.8 8 3.7 -0.1 Kamba 29 3.7 12 5.6 1.9 Luo 13 1.6 1 0.5 -1.1 Meru 8 1 3 1.4 0.4 Mijikenda 5 0.6 3 1.4 0.8 Maasai 5 0.6 2 0.9 0.3 Taita 5 0.6 2 0.9 0.3 Turkana 5 0.6 1 0.5 -0.1 Teso 4 0.5 4 1.9 1.4 Asian 3 0.4 3 1.4 1.0 Other 3 0.4 3 1.4 1.0 African Samburu 2 0.3 0 0.0 -0.3 Somali 2 0.3 1 0.5 0.2 Gabbra 2 0.3 2 0.9 0.6 European 1 0.1 1 0.5 0.4 Mbeere 1 0.1 1 0.5 0.4 789 100 216 100.0

At Chepkoilel University College, the representation of the Kalenjin ethnic group which is the largest at the college, decreases among the senior staff from 58.3% to 47.2%. This represents a reduction of 11.1 % which is quite significant. As illustrated in Table 52, the representation of the Luhya, who are the second largest represented ethnic group in the entire staff category at the college, increases from 18.9% to 22.7% among the senior staff category. It means that the senior staff positions are shared between the Kalenjin and the Luhya communities.

Kimathi University College The trend in representation at Kimathi University College in the senior staff category is not any different from the trends in most other universities and university colleges and table 53 demonstrates this.

86 Table 53: Kimathi University College Staff Ethnic Audit

Ethnic All Staff Senior % Group Staff Difference Number Percentage Number Percentage

Kikuyu 256 76 103 65.2 -10.8 Luo 16 4.7 13 8.2 3.5 Meru 16 4.7 8 5.1 0.4 Luhya 15 4.5 10 6.3 1.8 Kalenjin 10 3 9 5.7 2.7 Kamba 10 3 6 3.8 0.8 Embu 4 1.2 4 2.5 1.3 Kisii 4 1.2 0 0.0 -1.2 Arab 2 0.6 2 1.3 0.7 European 1 0.3 1 0.6 0.3 Maasai 1 0.3 0 0.0 -0.3 Taita 1 0.3 1 0.6 0.3 Other 1 0.3 1 0.6 0.3 African 337 100 158 100.0

The representation of the Kikuyu who are the largest group at the college decreases from 76% to 65.2% in the senior staff category. This is a decrease of 10.85 which is significant. On the other hand, the Luo and the Kalenjin who are the second and fourth largest ethnic groups at the college increases from 4.7% to 8.2% and 3% to 5.7% respectively. As indicated in Table 53, all the other ethnic groups have minor variations in the representation between the entire staff and the senior staff. The Kisii and the Maasai are not represented in the senior category of this college.

Chuka University College This university college has only three communities occupying the senior positions in the college. The others are minimally represented as shown in Table 54.

87 Table 54: Chuka University College Staff Ethnic Composition

Ethnic All Staff Senior % Group Staff Difference Number Percentage Number Percentage

Meru 146 58.4 42 42.9 -15.5 Kikuyu 45 18 27 27.6 9.6 Luhya 17 6.8 9 9.2 2.4 Embu 10 4 1 1.0 -3.0 Kamba 9 3.6 4 4.1 0.5 Kalenjin 7 2.8 3 3.1 0.3 Kisii 6 2.4 5 5.1 2.7 Luo 4 1.6 4 4.1 2.5 Maasai 2 0.8 0 0.0 -0.8 Borana 2 0.8 2 2.0 1.2 Mijikenda 1 0.4 1 1.0 0.6 Turkana 1 0.4 0 0.0 -0.4 TOTAL 250 100 98 100.0

At Chuka University College, the representation of the Meru ethnic group which is the largest at the college decreases significantly in the senior staff composition from 58.4% to 42.9%, a decrease of 15.5%. There is also a decrease in the representation of the Embu which is the fourth largest group at the college from 4% to 1% in the senior staff category. On the other hand, the representation of the Kikuyu which is the second largest group in the college increases significantly from 18% to 27.6% in the senior staff category. The representation of the of the Luhya, Kisii and Luo ethnic groups also increase notably from 6.8% to 9.2%, 2.4% to 5.1% and 1.6% to 4.1% respectively in the senior staff category. The Maasai and the Turkana communities are not represented in the senior staff category in this university college.

The Emerging Issues in Ethnic Representation in the Universities and Colleges When discussing the representation of ethnic groups in the employment of Kenyan Universities and Colleges, the exclusion of minority ethnic groups becomes evident. This may be occasioned by lack of access to education. That is ,some of the minority groups might not have the qualifications required for these jobs. The other reason may be the general insecurity in the whole country where certain people feel insecure in certain areas. The most pronounced though not discussed in this study is the establishment of the counties. Some people are moving from

88 other areas and heading to the home Counties where many opportunities are likely to establish. The above reasons notwithstanding the situation in the Kenyan universities and colleges can be rectified. The Constitution provides that one can live or work anywhere in the country. It is not excusable that some communities occupy most of the positions while others are left out. The management of these institutions are also appointed on ethnic basis,which encourages them to recruit more staff from their respective communities. The government can address this by appointing the Vice chancellors and principals from qualified Kenyans but making a deliberate effort to include the minority groups.

Most of the university colleges suffer over representation of the members of the workforce because of the staff they inherited from the institutions they took over.

89 CHAPTER SIX Conclusion and Recomendations

Introduction The findings of this report confirm that there is a strong domination of employment in the public universities and constituent colleges by six big communities in Kenya – the Kikuyu, Luhya, Kalenjin, Luo, Kamba and Kisii and the exclusion of other communities. The Teso, Maasai, Somali, Borana, Mbeere, Turkana, Kuria, Suba, Kenyan Asians, Samburu, Kenyan Arabs, Swahili, Nubi and Taveta among others have less representation in the public universities and constituent colleges. There was a notable lack of representation of some ethnic groups such as the Tharaka, Gabbra, Orma, Burji, Gosha, Dasnach, Njemps among other minorities.

The study also highlighted the fact that negative ethnicity in public universities which has been of major concern to the parliament and the Ministry of Higher Education Science and Technology (MOHEST), may be taking root in the universities and constituent colleges. This confirms the fears expressed by public university chancellors in 2010 when they petitioned the Minister of MOHEST to address the issue. The same issue has also been raised by the Parliamentary Committee on Equal Opportunities.

Significantly, the findings of this study confirmed the results of the rapid assessment survey of ethnicity in public universities conducted by MOHEST in 2010 that indeed there were serious issues of negative ethnicity in some universities and most of the recently created university colleges. That is, most staff of the public institutions are from the communities within which the institutions are located.

Based on these findings, a workshop convened by the Minister for Higher Education Science and Technology and attended by several stakeholders emphasized that there is the need to comply with the relevant articles of the Kenya Constitution 2010 and in particular with Article 27 on discrimination and ethnicity as well as Section 7 of the laws under the National Cohesion and Integration Act 2008. It can be concluded that the university councils can actually help in addressing this situation to enable the minority communities feel part and parcel of the Kenyan society. In encouraging equal opportunity employment, the communities can be included in all levels, senior or otherwise.

In light of these findings and the discussions with stakeholders, the following recommendations have been made on the way forward:-

90 Recommendations a. Actions by Universities Short-term Interventions 1. Implement reforms to give equal opportunity without compromising on merit. The universities shall include the following message in all adverts, “the university is an equal opportunity employer”. The universities will ensure that all adverts for employment reach all corners of the nation. Where necessary head hunting and affirmative action shall be used to include under-represented communities. 2. A grace period will be allowed to balance ethnic representation without compromising quality. Each university will prepare and implement a plan of action to tackle this issue. This programme shall be monitored and evaluated annually and progress reported to MOHEST and NCIC. 3. Put in place bold and deliberate strategies especially on staff development for the excluded communities. Capacity building for the disadvantaged groups shall also be promoted. 4. Introduce programmes of inclusion while respecting merit. 5. Put strategies in place to make all universities have a national image.

The Long-term Interventions 6. Structure staff development policy to address minority representation. b. Action by Ministry of Higher Education Science and Technology

Short-term Interventions 1. The Ministry shall reshuffle the current council members to reflect ethnic balance and ensure all communities are represented on university councils. Whilst doing this, the Ministry will allow those members whose terms are about to end to complete those terms. Further, the Ministry will negotiate other members for transfer to other universities or early retirement. This exercise should start immediately but should be completed in three years with annual monitoring of progress. 2. Provide funding to universities to improve the existing facilities in the upcoming institutions to attract more qualified lecturers. The facilities shall include health and educational facilities, and employment opportunities for spouses. 3. Develop policies that will address historical imbalances in employment opportunities. 4. Set aside funds to train manpower specifically at postgraduate level. 5. Provide funds to sensitize the members of staff, students and communities on the benefits of having a university within a given community. 6. Liaise with the Ministry of Education to ensure that ethnic integration starts at the lower levels of education.

91 7. Develop policy to allow for a central advertisement for Chief Executives of universities and their Deputies and engagement of an employment agency to shortlist applicants for the universities. 8. Provide funds promptly for newly created university colleges to avoid the need for the mother universities to second staff, a move that leads to ethnic imbalance in staffing. 9. To speed up the enactment of the new legal framework to provide for a policy on the creation and distribution of new universities and university colleges.

The Long-term Interventions 1. Provide Tax incentives for University dons who choose to offer services at disadvantaged institutions. 2. Develop a data bank of all qualified persons from all ethnic groups. 3. Ensure policy guidelines are in place to guide recruitment within the universities in line with the University Act. 4. Carry out a well structured study of problems associated with Cohesion and ethnicity within the Universities. c. Action by NCIC

Short-term Interventions 1. Provide short-term consultancies to universities to undertake professional research and studies on negative ethnicity in public universities and propose concrete measures to deal with this menace within the universities and the nation as a whole. 2. Promote civic education on the role of universities in the communities where they are located and the benefits of the universities. This education will also focus on educating politicians to avoid interference with recruitment and management of universities.

The Long-term Interventions 1. Facilitate studies on the genesis and characteristics of the ethnic imbalance in the universities and the nation as a whole to come up with interventions in the long term. 2. Promote the sense of unity in diversity and entrench a culture that creates national unity. Kiswahili language will be promoted as an instrument of national unity. 3. Spearhead the development of inclusive employment policy in public institutions in consultation with relevant ministries and other public institutions.

92 d. Action by the Parliamentary Committee on Equal Opportunities (PCEO)

Short-term Interventions 1. Support the efforts of the MOHEST in dealing with negative ethnicity in the university through awareness creation. 2. Support the Ministry’s bills to be presented to Cabinet and Parliament.

The Long-term Interventions 1. Support the Ministry’s request for enhanced funding for universities through lobbying of parliamentarians.

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