Beiria Wawira, Gender, Zizi Afrique Foundation
Dr Purity Ngina, CEO of the National Gender and Equality Commission, once noted, ‘’When I joined the National Gender and Equality Commission, and posted on my social media. One person commented, “’Wataachana tu”, meaning ‘they will leave each other’, a remark that suggested that my partner and I would eventually separate. Reflecting on this statement through the lens of empowerment for both men and women, it reveals a deeply entrenched belief that, for a family to remain intact, a woman must never be employed, and if she is, she must earn less than a man and must not be at a certain level of employment. This is the heavy burden girls and women are forced to bear. A mental torture of knowing that as a woman we are equal to a man but society cannot allow you to enjoy all that comes with that equality."
Her words reflect the weight of expectation that comes with being a trailblazer.
In
the polished corridors of corporate offices where ambition hums and decisions
shape economies, a quiet but powerful force drives progress—women. Yet, behind their
poised professionalism lies a complex reality, one shaped by the “triple
burden” they carry. This burden, often invisible to a casual observer, is a
daily balancing act between professional responsibilities, domestic
obligations and societal expectations.
Beyond
the office, many women return home to a second shift—managing households, raising
children and caring for extended families. In Kenya, cultural norms place the
bulk of domestic labour on women, regardless of their professional status. They
say you leave your professional attire at the door of your house and enter as
a wife, mother and dependant. This triple
role creates a time and energy deficit that affects career progression.
Dr
Lucy Wakiaga, Associate Research, APHRC, notes that work-life balance is a utopian ideal. The way society is structured today, for a woman in the corporate world, expectations are higher. The rat race has become so intense that often women opt to quit their job or delay having families or never at all. The social
structures that used to surround women (the concept of the “village”) are no
longer as strong as they used to be. This has left women exposed, with little
to no support systems – relying on paid care that may not always be the best
substitute for family care, love and support.
So, where does such a scenario leave the corporate woman? Given her socioeconomic
status, career path and
other intersecting factors, she must choose which one to carry forward, drop
or postpone. It is a difficult choice to make because, truly, there is no work-life balance without sacrificing one aspect of the woman’s compact life web.
Society’s
gaze is relentless. Women in corporate roles are scrutinised for their
appearance, tone, dressing and lifestyle choices. Assertiveness is often
mistaken for arrogance, and ambition can be viewed as a threat to traditional
gender roles. “The challenges I face in my career are not unique, I am sure many
others face. I must always ensure that I balance my office and home duties, and
deliver, because I need my job, and I must take care of my children as well.
Many times, I hear remarks such as, 'who is taking care of your children when
you are always travelling and always working? Your children will never forgive
you.' At such times, I have to push myself further, to be present, leaving no time
for myself. This reflects a broader societal challenge that many women encounter
in professional settings. I applaud organisations that have embraced flexi
working hours, it surely makes all the difference,” said Dr Mary Chepkemoi, Gender manager at Zizi Afrique.
In
Kenya, where cultural expectations remain deeply rooted, professional women are
frequently judged for prioritising career over family. The pressure to conform
to idealised standards of femininity and morality adds an emotional toll that
is rarely acknowledged. "Achieving a work-life balance and executing both
effectively at the same time is a challenge, but above all, choose family," advises Dr Kinyanjui.
Many talented women leave the corporate world prematurely, citing burnout, lack of support or the inability to balance competing demands. Others remain but plateau in mid-level roles, unable to break through the glass ceiling. This is not just a personal loss, it’s an economic one.
One of the studies conducted
by Zizi Afrique Foundation in Mombasa county revealed that the hospitality
industry tends to prefer men over women, yet paradoxically, women are often
excluded from work or penalised for being unable to endure long standing hours.
This was devastating to read, and the findings were deeply troubling. What many
fail to realise is that when women are excluded or overburdened, society loses.
The
future of work must be inclusive, empathetic and equitable. That means
redefining success to include emotional intelligence, collaboration and
resilience.
As
Nobel laureate Wangari Maathai once said, “The higher you go, the fewer women there
are. But that should not discourage you. It should inspire you to rise.”
Gender, Zizi Afrique Foundation
