By Nyang’au Araka
Kenya’s media industry reflects a worldwide pattern of gender inequality in leadership, the Association of Media Women in Kenya (AMWIK) has found.
Information contained in AMWIK’s State of Women in Media in Kenya Report (2026), shows that women journalists are overwhelmingly concentrated in entry-level roles and rarely advancing to decision-making positions.
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Released on Monday, the report reveals that only 3.7% of women journalists reach managing editor or media manager roles, while just 2.8% become media owners—figures that echo global findings showing women remain sidelined in newsroom leadership.
The findings were based on surveys of 108 women journalists, focus group discussions, and key informant interviews, highlights systemic barriers undermining women’s careers.
“If women are denied high-profile assignments that lead to promotion, they remain in the ‘correspondent’ tier indefinitely,” the report cautions, adding that patriarchal newsroom cultures often push women out of stable employment into freelancing or consultancy.
The findings mirror a 2025 Reuters Institute study, which found that only 27% of top editors globally are women.
The report shows a youth-heavy workforce, with 70% of respondents under 35 and 58.5% having less than five years’ experience.
Attrition spikes after the five-year mark, leaving only 13.2% of women with more than 15 years in the profession.
This “leaky pipeline” weakens the leadership pool and perpetuates underrepresentation at senior levels.
“I work so hard to bring the best for my listeners, yet the pay I get does not match what I do. I feel demotivated many a time because of money challenges,” one respondent said, underscoring the toll of pay disparities and poor working conditions.
Among the most pressing challenges, 63.2% cited lack of career advancement opportunities, 39.6% reported gender-based discrimination, and 38.7% identified sexual harassment as a major concern.
Safety threats affect more than a third of women journalists, while 25.5% reported significant pay gaps compared to male colleagues.
The report also highlights the “motherhood penalty,” where pregnancy and childcare responsibilities cluster women in lower-paying roles with limited maternity benefits.
The impact extends to mental health, with nearly 40% of respondents reporting stress and anxiety linked to discrimination and pay disparities.
Attrition after age 34 is described as a “critical exit point,” with many women leaving journalism altogether due to burnout, harassment, and inflexible work conditions.
AMWIk found that despite these challenges, women journalists remain committed to the profession.
Respondents called for stronger legal protections (66.7%), equitable pay and promotion advocacy (47.2%), job security (37%), and expanded mentorship, training, and mental health support (50.9%).
AMWIK’s Executive Director Queenter Mbori stressed the urgency of systemic reform: “Leadership must create transparent reporting systems and ensure fairness, safety and equal professional opportunities.”
