GENDER IMBALANCE IN THE ENGINEERING SECTOR and the
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Transcript GENDER IMBALANCE IN THE ENGINEERING SECTOR and the
GENDER IMBALANCE IN
THE ENGINEERING
SECTOR AND THE
COUNTIES
“CLOSING THE GAP”
Eng. Christine A Ogut, Manager
(Roads)
KENYA URBAN ROADS AUTHORITY
19th ENGINEERS INTERNATIONAL
CONFERENCE
KENYATTA INTERNATIONAL CONFERENCE
CENTRE 9-11 MAY,2012, NAIROBI KENYA
PRESENTATION OUTLINE
Background
Gender
imbalance in Engineering
Statistics in Engineering
Why Gender Imbalance
What has been done in Kenya
Opportunities
Closing the Gap
BACKGROUND
Gender
refers to socially determined
power relations, roles, responsibilities
and entitlements for men and women;
girls and boys
Commitment by Kenya Government to
promote gender balance in both political
and social realms
Implementation NARC manifesto, 33%
representation of women in all sectors
& particularly in decision making
positions
BACKGROUND
Gender
is about giving people equal
opportunity
Commitment by Kenya Government to
promote gender balance in both political
and social realms
At county level – Not more than twothirds of any County Assembly or
County Executive shall be of the same
gender
Gender disparity limits women's
participation in national development
processes at various levels
BACKGROUND
Women
constitute 50.3% of Kenyan
population
Our Gender concern is about Gender
imbalance in Engineering- where are the
women in this male dominated field?
This presentation is to
sensitize the conference participants on the
Gap in Gender in engineering
Provide an overview on gender imbalance in
engineering supported by statistics
Harness the opportunity to share this
challenge and provide a paradigm shift
through our collective action
STATISTICS IN KENYA
Women
constitute 50.3% of Kenyan population
Last year KSCE candidates ratio
229,171 (55.65% ) boys: 159,380 (44.35%) girls
Last year KSCE results ratio C+ & above (25%)
60,200 (61.98% ) boys: 36,934 (38.02%) girls
Male students: 63 points. Female students: 61
points. 42,000 qualify for university places in
public universities
Minimum cut off for engineering B- ( Maths,
Physics ,Chemistry)
STATISTICS IN ENGINEERING
ENGINEERS
REGISTRATION BOARD
CATEGORY
GENDER
MALE
TOTAL
FEMALE
Reg. Consulting Engineers 272 (98.2%)
5 (1.8%)
277
Registered Engineers
1298 (96.8%)
43 (3.2%)
1341
Reg. Graduate Engineers
4974 (92.3%)
413 (7.7%)
5387
Graduate Technicians
1128 (98.5%)
17 (1.5%)
1145
INSTITUTION
OF ENGINEERS OF KENYA
CATEGORY
GENDER
TOTAL
MALE
FEMALE
Fellows
81 (98.8%)
1 (1.2%)
82
Corporate Engineers
1465 (98.6%)
21 (1.4%)
1486
Associates
99 (100%)
0
99
Graduates
1569 (96.6%)
55 (3.4%)
1624
GENDER IMBALANCE IN
ENGINEERING
Country
Latvia
%of Female
engineering
professionals
30%
Bulgaria
29.3%
Cyprus
28.6%
Sweden
25.9%
Turkey
21.0%
Italy
19.5%
Ireland
14.3%
Austria
10.0%
United Kingdom
8.7%
Source: UK Resource Centre’s analysis of
the European Labour Force Survey
(2007)
Statistics tell it all. Not only
in Kenya but world wide
concern
Girls are effectively ruling
themselves out of a degree in
Engineering by the Age of 14
UK has the lowest proportion
of female professionals in EU
states
Factors causing Gender
Imbalance include Education,
Teachers Attitudes, career
information, advice
GENDER IMBALANCE IN
ENGINEERING
Country- Kenya
%of Female
engineering
professionals
IEK
Membership
2.41
ERB
Membership
6.58
University
students
20
Kenya Urban
Roads Authority
10
City Council of
Nairobi
0%
A look at the
Kenyan Context
Not much has been
done as provided by
statistics
UK has the lowest
proportion of female
professionals in EU
states
Factors causing
Gender Imbalance
include Education,
Teachers Attitudes,
career information,
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advice
WHY GENDER
IMBALANCE ?
Historical patterns of institutionalized gender
discrimination play a key role
Low performance of girls in Maths, science &
technical subjects hinders them from joining
Engineering at University level
Poor attitude amongst female students on
science subjects
Career decisions on subject choices made at an
early age without students knowing the impact
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WHY GENDER IMBALANCE ?
Engineering has relatively low standing in the
country and therefore may not be attractive to
women
Lack of interest in science subjects ( Maths,
Physics and Chemistry) by most female students
Heavy responsibility yet low returns i.e. an
architect would get 6% of the project cost and
an engineer 3% yet when the project fails the
Engineer is punished
Advocacy agents missing to encourage women
into the profession
Not much is being done to bridge the gap in
Gender imbalance in Engineering at all levels
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WHY GENDER IMBALANCE?
Lack of career counselor to guide them
through the process
Also lack of female role models to
demonstrate a successful career in
Engineering.
Misconception that engineering is about
spanners – there are soft component of
engineering that are not known to the young
and potential students
WHAT HAS BEEN
DONE IN KENYA
Gender
policy in Education 2007
The new constitution of Kenya 2010 is a
starting point
Several initiatives targeting women Scientist
and Engineers are in place
WEGSA - Women Engineers and Girl Scientists in
Africa initiative with UNESCO
YWSEAfrica – Young Women Scientists and Engineers
in Africa by STEMAfrica: which provides role models
for Young Women Engineers. It holds regular forums,
provides information and sends women on attachment.
Career counseling student women Engineers
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OPPORTUNITIES
Bottom
up approach in advocacy for
engineering. Advance the advocacy agenda by
engaging Government, Educators and
stakeholders
Mathematics is a compulsory subject. How can
we make other science subjects attractive
Government available at partnership level to
improve curriculum
Innovation and incentives to attract young
female students into Engineering
Showcase more women Engineers to act as role
models
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OPPORTUNITIES
Environment
provided by the new
constitution of Kenya to be exploited.
Implement the requirement of constitution
of Kenya 2010 on Gender
Pilot projects to motivate female students
at National Schools and Provincial schools
into the Engineering field
Set up and effectively utilize mentoring
programmes
Introduce Engineering Clubs in schools for
Girls
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OPPORTUNITIES
Strengthen
of IEK and ERB Governance
Structure to establish a committee on
women advisory and advocacy in
Engineering that will work towards
encouraging women into the profession
Promote the diversity of engineering
careers available
Experiences from other countries which
have put in place strategies to address
Gender imbalance in Engineering
Undertake attitudinal Research on the
Kenyan Case
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CLOSING THE GAP
Closing
the Gap in Gender Imbalance in Engineering
can be achieved through Multi- pronged approaches
IEK and ERB will require to put in place structures
and set aside budget to facilitate redress of
Gender imbalance in Engineering
Sensitize top decision makers
Enhance stakeholder sensitization & capacity Building
to support women in Engineering
Ensure gender balance in appointments in governance
& leadership
Implement affirmative action in provision of
scholarships
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CLOSING THE GAP
Closing
the Gap in Gender Imbalance in Engineering
can be achieved through Multi- pronged approaches
IEK and ERB will require to put in place structures
and set aside budget to facilitate redress of
Gender imbalance in Engineering
Together
we can, it begins with
me and continues with you. Let us
contribute towards closing the Gap
in Gender imbalance in
Engineering.
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THE END
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Thank you…
any
questions
or
comments?