Abstract: The past decades have seen an increasing number of women in the workplace. Perhaps, this has led to a change in gender roles. While there is more openness to women joining the workforce, there is still gender inequality in the workplace. This is in contrast with the fact that women population numbers has surpassed men according to latest population statistics. The number of women seeking higher education has also doubled in recent years. Research has shown that approaches to human resources lack any reference to gender issues in organisation. The study sought to identify the relationship between human resource planning and gender mainstreaming in the sugar sector. The objectives of the study were; to evaluate the integration of gender mainstreaming in the sugar sector, to establish the influence of gender mainstreaming in human resource planning, to examine the relationship between gender mainstreaming practices and human resource planning and to identify challenges faced in integrating gender mainstreaming practices in the sugar sector. The theoretical framework for the study was based on theory of justice that advocates the principle of fairness through the process of social transformation. The study was conducted on three sugar firms within Nyanza Province (Chemelil, Muhoroni and Sony). The study population comprised of senior administrators and employees working in various departments within Muhoroni, Chemelil and Sony sugar firms. A total of 4709 respondents formed the study population where a sample size of 357 respondents was chosen. Purposive and convenience sampling techniques were applied. Questionnaires, interview guides and documents analysis acted as instruments of data collection. Data collected was arranged, sorted out to remove errors, coded, entered and analysed using descriptive statistics, inferential analysis and content analysis. The presentation of results was made in tables, pie charts, graphs and narrative forms. The result shows that gender mainstreaming policy has not been implemented in the sugar sector. Independent sample t–test showed that there existed no significant difference (p>0.05) between gender of respondents and gender mainstreaming policies in the human resource planning in the three sugar industries. The three organisations have not yet achieved gender rule. A glass ceiling approach has been observed in the three sugar industry where the top positions are mainly occupied by men. The study recommends that the sugar industry should ensure full integration of gender mainstreaming policies in their human resource planning. Gender mainstreaming practices needs to be promoted in the sugar industry and training is needed for employees working in organisations to create awareness on gender issues.
Keywords: gender, mainstreaming, human resource planning.
Title: Human Resource Planning and Gender Mainstreaming In the Sugar Sector: A Survey of Sugar Firms In Nyanza Sugar Belt
Author: Ptiyos T. Ng’imor
ISSN 2349-7807
International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)
Paper Publications