Nyaki,

I see deeper issues here than the human resource issues we touched on earlier which mainly focused on skill sets etc, so I don’t think it’s a repetition as such, but providing further insights into the gender differentials and youth issues within the work place – some of which touch on skill sets.

• Given the data and observations you have made, it would have been nice to unpack the gender issues (and youth issues) observed within the Kenyan BPO industry. For example, were there cases where there were gender differentials in remuneration for the same job? If so, it would be worth Kenya legislating like India, if this piece of legislation does not exist “In India, there is the Equal Remuneration Act passed in 1976, providing for the payment of equal remuneration to men and women workers for same or similar nature of work. Under this law, no discrimination is permissible in recruitment and service conditions except where employment of women is prohibited or restricted by the law”.

• BPO jobs are sometime referred to as “sweat jobs” where both gender are exploited without much quality in the type of job they are undertaking, the conditions under which they work, transportation during night duty, cases of insecurity and how it affects both gender etc etc. what were the observations in Kenya? And were there any gender differentials w.r.t these issues? Could the approach used by Mauritius which has prohibited night shifts for youth and women be the way to go? – though I think this is extreme - could Kenya adopt some variation of this or legislate some minimum level of protection and safe transition of staff during night hours, maximum work time etc. Does our current labour law really address some of these fairly BPO unique labour issues?

• You mention that females tend to occupy lower jobs compared to their male counterparts, I wonder whether in Kenya we should not consider Mauritius strategy of affirmative action which ensures equity in professional level jobs and that training should be provided to both gender to ensure upward mobility is enjoyed by both. I dare say, affirmative action to ensure women do not only occupy low-level call centre jobs but that we can have more women in the professional ranks.

Edith

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From: kictanet-bounces+eadera=idrc.or.ke@lists.kictanet.or.ke [mailto:kictanet-bounces+eadera=idrc.or.ke@lists.kictanet.or.ke] On Behalf Of Catherine Adeya
Sent: 11 June 2009 00:25
To: Edith Adera
Cc: KICTAnet ICT Policy Discussions
Subject: Re: [kictanet] Day 8 of 10- BPO Discussions, Youth and Gender Issues

- Day 8 of 10- BPO Discussions, Youth and Gender Issues Continued -

It is a few minutes past midnight now so let me introduce Day 8 of the discussions.

Today we continue with the theme of Youth and Gender issues. The following is part of the summary I sent yesterday (the detailed attachment I sent yesterday is re-attached).

It is useful to begin by noting that the researchers found that the unemployment rate (2008 est) was 40% in Kenya, 21.7% in S. Africa, 7.6% in Mauritius and 6.8% in India. The researchers also found that the minimum qualification for professional staff was a Bachelor’s degree in all four countries.  However, the minimum qualification for operators/agents varied.  In Kenya it was a certificate, diploma or degree depending on operation; in S. Africa it was Grade 12; Mauritius school certificate or below and in India it was a High school certificate.

The common work related challenges include project management (especially meeting deadlines) and long hours. Some employees in Kenya complained about challenges with transportation.  The detailed summary findings will be availed.

Generally there were more women in call centres than male but more males in the professional cadre.  The youth are mostly found in the agent/operator jobs. The following are some country specific issues:

1. In, India there is the Equal Remuneration Act ensures that there is equal remuneration to men and women for same jobs. Under this law, no discrimination is permissible in recruitment and service conditions except where employment of women is prohibited or restricted by the law. NASSCOM has launched the Women in Leadership-IT Initiative to enhance participation of women in the workforce and ensure there are more women leaders in the IT-BPO industry.
2. In South Africa, there are 40% more females than males below 25 years working in the BPO sector. However, there are 7% more males than females above 25 years old.  There is no gender or age based discrimination in the work place. There exists no law or policy that prefers youth from other groups of people in employment.
3. In Mauritius, there is no 24 hour work culture. In addition, the Labor Act prohibits employment of female employees in industrial undertakings between 10 p.m. and 5 a.m; while youth are not allowed to work between between 6 p.m. and 6 a.m. Interestingly, there is clause that no person shall, except with the Permanent Secretary's written consent, transport a female worker or cause a female worker to be transported in a goods vehicle; any other vehicle, unless the vehicle is provided with an easy means of entering and alighting which does not involve climbing.

4. In Kenya we have the Employment Act which many of you know.

This leads us to the following discussion questions:

Discussion Q9: Are the Kenyan laws adequate to protect the youth and women from exploitation by BPO&O employers?

Discussion Q. 10: The BPO sector is not seen as a long term source of employment for most employees. Most believe it is a stepping stone to other lucrative opportunities. What needs to be done to ensure the youth and women view the industry as attractive, especially in terms of quality of employment and career progression?

Discussion Q11: Attrition and poaching are prevalent in most countries studied. What mechanisms should employers adopt to attract and retain their staff?

Let the discussions continue as we move to another topic tomorrow.

Thanks

Nyaki