COUNTY GOVERNMENT OF THARAKA NITHI 
 
 
 
 
 
 
 
 
 
 
 
COUNTY GENDER MAINSTREAMING POLICY 
 
 
 
 
 
 
 
Transforming Tharaka Nithi: Unlocking the Great Potential! 
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FOREWORD 
 
According to the United Nations (1997) Gender mainstreaming is defined as the 
process of assessing the implications for women and men of any planned action, 
including legislation, policies or programmes, in any area and at all levels. It is a 
strategy for making women’s as well as men’s concerns and experiences an integral 
dimension of the design, implementation, monitoring and evaluation of policies and 
programmes in all political, economic and societal spheres so that women and men 
benefit equally and inequality is not perpetuated. More so, it is a principle that means 
bringing gender into the main stream and into all decision making and organisational 
work. 
Commonwealth Secretariat (999) said that gender mainstreaming is women and men 
having equitable access to resources which includes opportunities and rewards. This 
means equal participation on what shapes the society and sharing equitably the 
benefits of development. They should both have an opportunity to influence who 
does what in society in terms of who owns and can own, who has access to jobs and 
income, who controls the society’s resources and institutions, who makes decisions 
and who sets priorities. Gender mainstreaming does not restrict efforts of specific 
measures to help women, but mobilizing all general policies and measures for the 
purpose of achieving equality by ensuring at the planning stage effects on men and 
women is considered. This is done by systematically examining measures and 
policies and taking into account such possible effects when defining and 
implementing them (Hannan, 2004; UNIFEM, 2009). 
 
I believe the formulation of this policy is a landmark achievement in ensuring gender 
equity. I would like to assure the people of Tharaka Nithi County the full support of 
my department in implementing the commitments and actions proposed in the policy 
and call upon everybody in the county to render the necessary support. 
 
 
 
 
 
 
 
 
 
 
 
 
 
Sheila Mwende Kiganka. 
County Executive Committee Member 
Department of Education, Vocational Training, Youth, Gender, Tourism, Culture and 
Sports 
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ACKNOWLEDGEMENT 
On behalf of Department of Education, Vocational Training, Youth, Gender, Tourism, 
Culture and Sports, I take this opportunity to thank everybody who participated in 
development of this policy. In particular, special thanks to our Governor His 
Excellency Muthomi Njuki for blessing the entire process and supporting it 
wholeheartedly. Additionally, I want to thank the entire community of Tharaka Nithi 
County for their support, cooperation and contribution in development of the policy. 
 
 
In a special way I also wish to thank the county and national government officials at 
various levels, community groups as well as representatives of non-state actors who 
included CSOs, FBOs, CBOs and media for their immense contribution. The process 
would not have been possible without the support our able County Executive 
Committee Member in charge of the department Madam Sheila Mwende Kiganka in 
collaboration with her Directors. Madam Kiganka and her team would not have 
succeeded without the support of County Executive Committee whose goodwill 
created a conducive environment for the design and development of the policy. I also 
wish to thank our respectable Members of the County Assembly for their useful 
support and contribution. I cannot forget to thank our Principal Legal Officer Lilian 
Kiruja and Mrs. Mary Mugambi (the NG County Gender Director). Their immense 
contributions and wise guidance on finalizing the policy was significant. 
 
 
I also wish to thank our able partner Ripples International through Mrs. Mercy Chidi 
Vaidoo (Executive Director) and John Burke Vaidoo (Legal Advisor) for providing 
financial, technical and moral support which enabled the development of the policy. 
Last but not least, I wish to thank our able consultant Dr. Dalmas Ochieng’ Omia who 
worked tireless to collect and analyze data and information, and packaged the policy 
in its present form. 
 
 
 
 
 
 
 
 
Aggrey Karani Riungu. 
Chief Officer, Culture 
Department of Education, Vocational Training, Youth, Gender, Tourism, Culture and 
Sports. 
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TABLE OF CONTENTS 
FOREWORD ................................................................................................................... 2 
ACKNOWLEDGEMENT ..................................................................................................... 3 
CHAPTER ONE: INTRODUCTION ...................................................................................... 7 
1.1 Introduction ...................................................................................................... 7 
1.2. LEGAL AND POLICY CONTEXT ............................................................................ 8 
1.3 Rationale for the Tharaka Nithi County Gender Mainstreaming Policy..................... 10 
1.4 The Problem .................................................................................................... 10 
1.5 Policy Context .................................................................................................. 10 
1.5.1 National Policies and Legislation ....................................................................... 11 
1.6 The Scope of Tharaka Nithi County Gender Mainstreaming Policy .............................. 12 
CHAPTER TWO: SITUATION ANALYSIS AND KEY ISSUES .................................................. 13 
2.1 Introduction ..................................................................................................... 13 
2.2 Thematic Areas and Key Issues ................................................................ 13 
2.2.1 Poverty ................................................................................................... 13 
2.2.2 Access to Labour and the Economy ........................................................ 14 
2.2.3 Access to Education ................................................................................ 14 
2.2.4 Access to Health Care ............................................................................. 14 
2.2.5 Land and Agriculture .............................................................................. 15 
2.2.6 Sexual and Gender Based Violence (SGBV) ........................................ 15 
2.2.7 The Girl Child and Boy Child ................................................................ 16 
2.2.8 Intersectional Discrimination ............................................................. 16 
2.2.9. Institutional Mechanisms for the advancement of Gender Equality and 
Empowerment of Women ................................................................................ 17 
CHAPTER THREE: POLICY GOAL, OBJECTIVES AND PRINCIPLES ....................................... 18 
3.1 Introduction ......................................................................................................... 18 
3.2 Policy Goal ....................................................................................................... 18 
3.3 Objectives ........................................................................................................ 18 
3.4 Guiding Principles ............................................................................................. 19 
3.5 Policy Approach .................................................................................................... 19 
3.6 Policy Outcomes ............................................................................................... 19 
CHAPTER FOUR: POLICY PRIORITY ACTIONS .................................................................. 21 
4.1 Introduction ..................................................................................................... 21 
4.2 Poverty eradication ........................................................................................... 21 
4.3 Labour and the Economy................................................................................... 22 
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4.4 Access to Health Care ....................................................................................... 22 
4.5 Land and Agriculture ......................................................................................... 22 
4.6 Governance, Power and Decision-Making ................................................................ 23 
4.7 Intersectional Discrimination .................................................................................. 23 
4.8 Sexual and Gender based Violence ......................................................................... 24 
4.9 The Girl Child and the Boy Child ............................................................................. 24 
4.10 Institutional Mechanisms for the Advancement of Gender Equality and Women 
Empowerment............................................................................................................ 25 
CHAPTER FIVE: INSTITUTIONAL AND IMPLEMENTATIONFRAMEWORK .............................. 26 
5.1 Introduction ......................................................................................................... 26 
5.2 Implementation Framework ............................................................................... 26 
Table 2: Matrix of actors and their respective roles ........................................................... 27 
5.3 Resource Mobilization ....................................................................................... 30 
CHAPTER SIX: MONITORING AND EVALUATION .............................................................. 31 
6.1 Introduction ..................................................................................................... 31 
6.2 Monitoring and Evaluation ................................................................................. 31 
6.3 Research and Documentation ............................................................................ 31 
6.4 Reporting ......................................................................................................... 32 
6.5 Policy Review ................................................................................................... 32 
7.0 Timeframe of the Gender Policy ................................................................................ 32 
8.0 DEFINITION OF TERMS ............................................................................................ 33 
Annex 1: Human Resource Practical Guide ....................................................................... 38 
Annex 2: Applying a Gender Lens to Develop an M&E Plan ................................................ 39 
 
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ABBREVIATIONS AND ACRONYMS 
 
ARH&D Adolescent and Reproductive Health and Development 
ASAL Arid and Semi-Arid Lands 
CEDAW Convention on the Elimination of all Forms of Discrimination 
Against Women 
CG County Government 
CRC Convention on the Rights of the Child 
CSOs Civil Society Organizations 
FBOs Faith Based Organizations 
FGM Female Genital Mutilation 
GAD Gender and Development 
GBV Gender Based Violence 
GDP Gross Domestic Product 
GEWE Gender Equality and Women’s Empowerment 
GOK Government of Kenya 
HIV/AIDS Human Immuno Virus & Acquired Immune Deficiency Syndrome 
ICCPR International Covenant on Civil and Political Rights 
ICERD The International Convention on the Elimination of All Forms of 
Racial Discrimination 
ICT Information Communication Technologies 
IDLO International Law and Development Organization 
IDUs Injecting Drug Users 
IGRTC Intergovernmental Relations Technical Committee 
IPV Intimate Partner Violence 
KDHS Kenya Demographic and Health Survey 
KNBS Kenya National Bureau of Statistics 
KV2030 Kenya Vision 2030 
M & E Monitoring and Evaluation 
MDGs Millennium Development Goals 
MOPSYG Ministry of Public Service, Youth and Gender Affairs 
NALEAP National Legal Aid and Awareness Programme 
NGEC National Gender and Equality Commission 
NG National Government 
NGOs Non-Governmental Organisations 
NSAs Non-State Actors 
NPGAD National Policy on Gender and Development 
PTSD Post-Traumatic Stress Disorder 
PWDs Persons with Disabilities 
SDGs Sustainable Development Goals 
SGBV Sexual and Gender Based Violence 
STIs Sexually Transmitted Infections 
TB Tuberculosis 
UNICEF United Nations Children’s Fund 
UN United Nations 
WEF Women Enterprise Fund 
WHO World Health Organisation
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CHAPTER ONE: INTRODUCTION 
 
 
1.1 Introduction 
 
Equal participation and involvement in development is key to national development. 
An increase in access and equity in development opportunities for both females and 
males is critical to socio-economic growth and productivity, increased individual 
earnings and, subsequently reduced income inequalities and the reduction of poverty. 
Equal opportunities for development will contribute significantly to improved health, 
enhanced democracy, good governance and effective leadership. 
Gender mainstreaming is an internationally accepted strategy to promote sensitivity 
and integration of gender issues and concerns that affect men and women. An 
important strategy to bring about gender equity and equality through specific 
interventions is to integrate gender in institutional policies. This will lead to a 
transformation in which women and men’s concerns and experiences are an integral 
part in the design, implementation, monitoring and evaluation of policies, 
programmes, activities and projects at all levels. Further, this will enable the needs, 
concerns and experiences of both men and women to become centrally 
institutionalized beyond projects and programmes to include systems, structures and 
to ensure that all actors and stakeholders recognize and understand this strategy. 
The ultimate goal is to achieve gender equality. 
The Tharaka Nithi County Gender Mainstreaming policy is based on the following 
guiding principles and assumptions: 
a) The commitment by the County Government to ensure an enabling 
environment that promotes and facilitates gender equality at all levels. This 
will ensure that adequate resources including development programmes and 
staff training are gender responsive to enhance gender parity 
b) Tharaka Nithi County government will be committed to creating and promoting 
a gender sensitive work environment within its areas of operations and 
influence. Towards achieving this goal, it would organize regular 
workshops/seminars and exposure to a variety of other inputs. All Tharaka 
Nithi County Government events/programmes, both internal and external, will 
have a gender component and address gender specific needs of the 
participants. 
c) The county government will also ensure a detailed documentation of all the 
processes related to the activities on the issue of gender within the county. 
These will be accessible to all those who wish to use the same to promote and 
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strengthen gender equality within their work spheres. In addition, these will be 
reported in Newsletters and Website regularly. 
d) Gender mainstreaming will apply in the main with considerations of specific 
interventions to redress historical imbalances of any gender. 
e) Gender is a cross-cutting issue and therefore intervention strategies should 
encompass all County functions, systems and processes. 
The national leadership and governance system has been characterised by gender 
disparities that go way beyond academic and administrative programmes. This 
emancipates from a strong cultural tradition that has tended to impede girls and 
women education and effective participation in governance and management. Under 
representation of females in overall enrolment and in positions of leadership has 
meant that they are rarely part of, or involved in the decision making process. In 
order to positively transform these attitudes and inclinations, there will be need for 
regular provision of accurate information as well as affirmative action to address 
existing disparities. This Policy provides a conceptual framework of the principles and 
strategies to be pursued in order to achieve gender equity and equality within the 
county. 
This will involve: 
1) Collaboration and networking to build synergies and utilize available expertise 
within and outside the University. 
2) Participatory approach in the implementation of the various programmes of 
activities 
3) Specific attention paid to women’s and men’s concerns. 
4) Academic programmes including research, documentation and publications 
5) Advocacy and sensitization. 
Attainment of gender equity and equality in education together with institutions of 
higher learning is, therefore, a core development issue and a goal in its own right. 
1.2. LEGAL AND POLICY CONTEXT 
The commitment of the Government of Kenya to attain gender equality is underlined 
in various international and national policy documents. The Constitution of Kenya 
creates a platform for gender equality and non-discrimination. It also provides an 
impetus for county level policy to chart a roadmap for the attainment of the 
constitutional provisions. Article 10 of the Constitution highlights such principles as 
equality, equity, inclusiveness and non-discrimination. These principles provide an 
anchorage for gender equality. Further, Article 27 (1) provides that every person is 
equal before the law and has the right to equal protection and benefit; Article 27 (3) 
provides that women and men have the right to equal treatment including the right 
to equal opportunities in political, social, economic and cultural spheres. The 
Constitution also outlaws discrimination on any basis including, pregnancy, race, sex, 
marital status, health, ethnicity or social origin, colour, age, disability, religion, 
conscience, belief, culture, dress, language or birth in Article 27. 
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To realize the above aspirations, the Constitution in Article 27 (6) requires the 
government to take legislative and other measures including affirmative action to 
redress disadvantages suffered by individuals and groups because of past 
discrimination. On public leadership, Article 27 (8) requires that not more than two 
thirds of the members of elective or appointive bodies are of the same gender. Thus, 
the National and County Governments have come up with various institutions and 
functions to oversee compliance with these important provisions. 
The State Department for Gender in the Ministry of Public Service, Youth and Gender 
developed the National Gender and Development Policy in 2019 as a review of the 
Gender Policy adopted by the cabinet in 2000. The policy outlines the national 
agenda for gender equality and how Kenya intends to realize these ideals. It details 
the overarching principles, which will be adopted and integrated into the National 
and County Government sectoral policies, practices and programmes and by all state 
and non-state actors. 
 
 
Within Tharaka Nithi County Government, the Department of Education, Youth, 
Gender, Culture and social Services. One of its key responsibilities is to promote 
Gender, youth and women empowerment. The Department has spearheaded the 
development of this gender mainstreaming policy in line with the County Government 
vision of A Prosperous, Industrialized and Cohesive County. The policy outlines the 
county agenda for gender equality, women empowerment and inclusivity. It further 
spells how these aspirations will be realized. It details the overarching principles, 
which will be adopted and integrated into the County Government sectoral policies, 
practices and programmes including activities undertaken by non-state actors. The 
policy is thus premised on the following: 
a) The values and principles set out in the Constitution of Kenya; 
 
b) Pieces of legislation aligned to the Constitution, specifically on devolved 
functions; 
c) Kenya Vision 2030 (Third Medium Term Plan), Tharaka Nithi County CIDP 
and Tharaka Nithi County Vision 2040; 
 
f) The applicable International and Regional Treaties and Conventions on 
gender equality that Kenya has ratified such as the Convention on the 
Elimination of all forms of Discrimination Against Women (CEDAW) and 
the Maputo Protocol to the African Charter on Human and Peoples' Rights 
on the Rights of Women in Africa; 
g) Lessons learnt from the National voluntary reports on implementation of 
SDGs in Kenya 
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1.3 Rationale for the Tharaka Nithi County Gender Mainstreaming Policy 
 
The rapidly changing global, economic, technological and social trends have created 
the necessity for governments to re-examine and prioritize their mandate. This 
transformation is intended to capture and articulate core functions and values with a 
focus to improved performance. Tharaka Nithi County is committed to align its 
Strategic objectives to national policy documents, including medium term plans, 
MDG’s and Kenya’s Vision 2030. This is captured in the county’s CIDPs (2013-2017; 
2018-2022) as well as the Tharaka Nithi County HIV & AIDS Strategic Plan 
2015/2016 
- 2019/2020. These documents provide a framework for people centred 
development, hence there is need for mainstreaming gender within the development 
agenda abound in all these documents. 
It is within this context and the Constitutional requirements for equality and non- 
discrimination that the development of this policy becomes necessary. The 
Constitution is express on its gender equality provisions and aspirations. Article 2(6) 
obliges the Government to implement the obligations of the international treaties it 
has ratified. We are cognizant of the need of the County Governments to contribute 
to the realization if these broader regional, international and national goals. As such, 
the development and adoption of this gender mainstreaming policy remains timely. 
1.4 The Problem 
Gender inequality is pervasive in most parts of Kenya generally and in Tharaka Nithi 
in particular, although the nature and extent of gender differences varies 
considerably across countries and regions. This is evident in employment sector, 
community and political leadership, wealth quartiles, educational achievements and 
enrolments. These practices are embedded in private and public patriarchy to the 
disadvantage of women and girls relative to men. In Tharaka Nithi County, men and 
women experience substantial disparities in their legal rights, access to and control 
over resources, economic opportunities, power, and political voice. Women and girls 
bear the greatest and most direct costs of gender inequalities, but there are adverse 
impacts that affect all of society, ultimately harming everyone. The disparities are 
further heightened by issues of disability, social and economic positions and ethnic 
marginality. Given the complexity and intersectionality at play, these issues cannot 
be addressed by gender-neutral development approaches but those based on gender 
and intersectionality-sensitivity. ‘Gender mainstreaming’ is a strategy for redressing 
these inequalities. 
 
 
1.5 Policy Context 
 
The commitment of the Government of Kenya to attain gender equality is underlined 
in various international and national policy documents. Both the Constitution of Kenya 
and the Sessional Paper on African Socialism and its Application to Planning in Kenya 
(1965) outlaw discrimination on the basis of gender and emphasize social justice and 
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equal opportunities with regard to education. The Declaration of the UN Women’s 
Decade in 1975 led to the establishment of the Women’s Bureau as the first single 
most important National Machinery for the advancement of women rights in Kenya. 
This was an acknowledgement of women as a population category with special needs 
that required special attention. Other policy documents seek to mainstream gender in 
all sectors, pledge to enforce a policy of equal opportunities, lay emphasis on the 
education of girls, and stipulate measures for mainstreaming gender in the education 
sector. They also seek to ameliorate the impact of HIV and AIDS and actions for Most 
Vulnerable Children. 
The Government is also a signatory to international protocols relating to education 
and human rights of women and girls, including the Universal Declaration on Human 
Rights (1948), Convention on the Elimination of all Discrimination Against Women 
[CEDAW] (1979), Convention on the Rights of the Child [CRC] (1989), Beijing 
Declaration and Platform for Action (1995), Jomtien World Conference (1990), Dakar 
Framework of Action on EFA (2000), Millennium Development Goals (MDGs) as well 
as Goals of the African Union. The Sexual Offences Act (2006, Revised 2007) provides 
for sexual offences, their definition, prevention and the protection of all persons from 
unlawful sexual acts. All these documents reiterate the need to eliminate all forms of 
discrimination, enhance the right to education, promote gender equality and gender 
inclusion and empowerment. The documents also set goals and targets for 
achievement. 
Kenya hosted the United Nations Third World Conference on Women in 1985 which 
evaluated the progress made during UN Decade for Women and devised a new 
course of action for the advancement of women. The result was the Nairobi Forward 
Looking Strategies, which provided a blueprint for action linking the promotion and 
maintenance of peace to the eradication of violence against women throughout the 
broad spectrum of society. Member states were also urged to take constitutional and 
legal steps to eliminate all forms of discrimination against women, and tailor national 
strategies to facilitate the participation of women in an effort to promote peace and 
development. Within this context, Kenya has taken steps in ratifying international 
treaties and regional conventions on gender equality and participating in forums 
where gender equality is canvassed. Of importance is the 2019 Gender and 
Development Policy which gives impetus to County governments and other 
government agencies to develop and implement their context specific gender 
mainstreaming policies 
 
1.5.1 National Policies and Legislation 
 
This policy builds on the Tharaka Nithi county’s CIDPs (2013-2017; 2018-2022) as 
well as the Tharaka Nithi County HIV & AIDS Strategic Plan 2015/2016 - 2019/2020, 
and Sessional Paper No. 2 of 2006 on Gender Equality and Development which 
envisaged women empowerment and mainstreaming the needs of women, men, girls 
and boys in all sectors of development in Kenya so that they can participate and 
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benefit equally from development initiatives. Kenya’s National Development plans 
specifically medium term plan 3 (2018-2022). 
The Parliament has legislated laws to implement the Constitutional provisions for 
gender equality. These include the Matrimonial Property Act, 2013 which safeguards 
women’s property rights during and upon dissolution of the marriage; the Marriage 
Act, 2014 that gives effect to constitutional provisions on equality between parties to 
a marriage; and the Land Act and Land Registration Acts which secure women’s 
rights to land. Revision of the Succession Act Cap 160 is also at an advanced stage 
and is expected to address gender issues in succession. Similarly, the Counter- 
Trafficking in Persons Act, 2010, the Prohibition of Female Genital Mutilation (FGM) 
Act, 2011 and the Sexual Offences Act, 2006 outlaw specific forms of violence 
against women and the girl child. 
1.6 The Scope of Tharaka Nithi County Gender Mainstreaming Policy 
 
The Policy will apply specifically and directly to all county government departments. 
It is also expected that the principles, strategies and approaches in the policy shall 
also apply to the, private sector and civil society operational within Tharaka Nithi 
County. This Policy aims at achieving equality of opportunity and outcomes with 
respect to access to and control of county resources and services; and equality of 
treatment that meets the specific and distinct needs of different categories of women 
and men. Special programmes and the commitment of additional resources will be 
required to achieve these outcomes. 
 
Although this Policy is concerned with all categories and aspects of gender, special 
focus will be on the empowerment of women and members of the special interest 
groups currently marginalized. The policy identifies a set of factors that will act as 
indicators for measuring the implementation and effectiveness of the gender and 
development agenda. It is envisaged that the policy will create an equitable and 
transformed society that benefits both genders across different socio-economic 
categories. 
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CHAPTER TWO: SITUATION ANALYSIS AND KEY ISSUES 
 
2.1 Introduction 
 
This section provides a broad sectoral overview of the critical issues which impact on 
county government of Tharaka Nithi’s progress towards gender equality and women 
empowerment. The situational analysis focuses on key development sectors that are 
thematically sequenced the Kenya’s Vision 2030. This policy has also been aligned with 
current Tharaka Nithi County development blueprints. A range of gender-related 
challenges and problems have been identified in each thematic area and key issues 
identified. 
2.2 Thematic Areas and Key Issues 
2.2.1 Poverty 
 
Poverty is defined to include not only lack of material or monetary resources but also 
the structural and systemic factors that impact on people’s capabilities, opportunities 
and agency in political, social and economic spheres.1 According to the Tharaka Nithi 
County CIDP (2018-2022), unemployment in the county stand at 63%2. Poverty has 
taken a gender dimension in Kenya, and Tharaka Nithi County, where women are 
poorer than men according to the various Economic Surveys. This is exemplified by the 
fact that men by far outnumber women in various categories of basic human 
development indicators as indicated by UNICEF (2016).3 According to the Kenya County 
Climate Risk Profile report, poverty in the area is attributed to lack of resources to 
invest in the other sectors that can enhance their capacity to generate income, poor 
infrastructure, low food productivity, and adverse climatic conditions4. Given the 
dynamics of gender inequality, such causes of poverty becomes structural and 
systematic and thus relegating women to a position of lesser power over resources, 
decision making in the management of national affairs and access to opportunities. It 
thus limits women’s right for participation in politics, decision- making, education, 
health, the economy as well as access to justice. 
Key issues: 
a) Implementing gender responsive poverty eradication programs and policies 
towards alleviating and, eventually, eradicating poverty; 
b) Adequate representation of women in key development management 
committees of the County Development Funds. Such committees should also be 
sensitized to be more responsive to the needs of women leaders; 
 
 
 
1 UN Economic Commission for Africa, Africa Gender Development Index 2011 
2 Tharaka Nithi County Integrated Development Plan 2018-2022 
3 UNICEF ‘Statistics’ http://www.unicef.org/infobycountry/kenya_statistics.html 
4 Kenya County Climate Risk Profile Series; Tharaka Nithi 
https://cgspace.cgiar.org/bitstream/handle/10568/96281/Tharaka%20Nithi_Climate_Risk_Profile_Final. 
pdf 
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c) Capacity building women and special interest groups targeted for 
specific Affirmative Action; 
d) Eradicating cultural practices that limit women’s and girls’ access to resources 
and assets. 
2.2.2 Access to Labour and the Economy 
 
Access to labour and economy can be characterized by inequalities. This is due to 
existence of unequal opportunities or life chances and unequal conditions such as 
incomes, goods and services. Inequality, usually structured and recurrent, results into 
an unfair or unjust gap between individuals, groups or households relative to others 
within a population. In Tharaka Nithi County, women’s economic activity is largely 
concentrated in subsistence agriculture and the informal business sector, while men 
tend to dominate in the formal sector thus making their contribution to the economy 
not fully appreciated. 
 
 
Key issues: 
a) Gender inequalities in employment with a low concentration of women in high 
ranking decision making positions; 
b) Sectoral policies and Plans are largely gender neutral; 
 
c) Low uptake of credit facilities for the advancement of women and special groups 
 
2.2.3 Access to Education 
Education is a fundamental right under Article 43 of the Constitution. Articles 53, 54 
and 55 of the Constitution emphasize the primacy of the right to education for the 
youth, persons with disabilities and children. Article 56 emphasizes the need for 
affirmative action for marginalized groups such as women, girl-children and 
marginalized communities. 
Key Issues: 
a) Masculine nature of TIVET courses and enrolment across the county 
b) Limited funding for Early Childhood Development and Education Centres (ECDE) 
alongside predominance of the sector by females 
e) Socio-cultural practices such as Female Genital Mutilation (FGM), defilement; 
unwanted pregnancies and child marriages hamper girls’ education; 
 
2.2.4 Access to Health Care 
The right to health is provided for under Article 43 of the Constitution. This includes the 
right to reproductive health care. It also provides that a person shall not be denied the 
right to emergency health care. A major barrier for women to the achievement of the 
highest attainable standard of health is inequality, inaccessibility, unacceptability and 
unaffordability of quality health services both between men and women. 
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Key Issues: 
a) Maternal mortality remains high in the County, but has shown a decline from 488 
deaths per 100,000 live births; 
b) Low number of medical personnel to meet the growing demand of healthcare at 
the county level. 
c) The growing burden of preventable disease among women such as Tuberculosis 
(TB), HIV, Malaria 
 
d) Outdated cultural practices such as Female Genital Mutilation (FGM/C), which 
exacerbate discriminatory practices against women and girls. 
e) There is a growing concern on Maternal Mental Health which is least attended to 
at both the County and National Level 
 
2.2.5 Land and Agriculture 
 
Land is critical to the economic, social and cultural development of Kenya. It is a key 
factor of production and lack of access to land affects the enjoyment of other rights. 
Culture and traditions continue to support male inheritance of family land while the 
implementation of gender sensitive family laws is slow. Moreover, women are not 
equitably represented in institutions that deal with land and their rights under 
communal ownership are not defined making it easy for men to dispose of family land 
without consulting women. Few women have land registered in their names.5 
Without secure rights to land, women’s participation in and benefit from land uses such 
as agriculture is inhibited. Yet, women provide up to 75% of agricultural labour. They 
produce food crops for domestic consumption and provide labour for commercial 
farming where they are paid a pittance. Women also have less access to modern 
farming technology significant in climate smart agriculture response. The situation is 
compounded by the delineation of agriculture as a function of the county government 
necessitating coordination and cooperation between the national and county 
governments through the Intergovernmental Relations Act, 2012. 
 
Key issues: 
a) Lack of secure land rights for women affect their effective participation in and 
benefit from agriculture through legislation; 
b) Lack of harmonization of land laws in the country. 
 
2.2.6 Sexual and Gender Based Violence (SGBV) 
 
 
5 Only eight percent of women own a house alone and 7 percent own land alone. Forty-two percent own 
a house and 39 percent of women own land (alone, jointly, or both) (KDHS, 2014). 
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Sexual and Gender Based Violence (SGBV) is based on socially ascribed gender 
differences between men and women which define power relations between men and 
women regarding who makes decisions and who owns resources. SGBV affects women; 
girls, men and boys, however, national statistics indicate that women and girls are 
disproportionately affected. All forms of SGBV are a major cause of mental health 
problems to the respective survivors. 
Key issues: 
a) Poor implementation of Sexual Offenses Act (SOA) 
b) Persistence of customary practices on land ownership, FGM and Masculine 
leadership which discriminate against women and girls. 
b) Various initiatives have been taken to deal with Sexual and Gender Based 
Violence in the county including the development of the SGBV policy; 
c) Increased cases of defilement and teenage pregnancies in the county 
d) Encourage use of Alternative Dispute Resolution mechanisms for the prevention 
of Sexual and Gender-Based Violence; 
 
2.2.7 The Girl Child and Boy Child 
The girl child is discriminated against from the earliest stages of life, through her 
childhood and into adulthood. In some pockets of the Tharaka Nithi County, young girls 
are still exposed to female genital mutilation, child marriages, sexual abuse, and sexual 
exploitation. Due to the entrenched social-cultural attitudes, girls are often treated as 
inferior and are socialized to consider themselves of less value compared to men. This 
leads to a lifetime marginalization of girls. 
Key issues: 
a) Improve the implementation of the Children Act, 2001 at the County level; 
b) Develop structures and programmes for role modeling and mentorship for both 
girls and boys. 
 
2.2.8 Intersectional Discrimination 
Multiple identities exist within the broad gender categories. There are women who are 
young, old, living with disability and members of marginalized communities. The gender 
identity in these circumstances intersects with other inequalities amplifying the impact 
on the woman. This raises the intra-categorical complexity of inter-sectionality to 
demonstrate the inadequacy of programmatic interventions for these target groups. 
Article 27 (4) of the Constitution lists grounds for legal action on discrimination on the 
basis of race, sex, pregnancy, marital status, health status, ethnic or social origin, 
colour, age, disability, religion, conscience, belief, culture, dress, language or birth. 
Gender intersects with each of these inequalities creating layers of discrimination for 
women and girls which may be more overwhelming than for men because of women’s 
limited access to opportunities, agency and capacity to negotiate and move between 
different intersections as the situation demands. 
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Key issues: 
a) Inadequate programmatic interventions to address intersectional discrimination 
at the county level; 
b) Lack of affirmative funds at the county level to address the plight of special 
interest groups. 
2.2.9. Institutional Mechanisms for the advancement of Gender Equality and 
Empowerment of Women 
National mechanisms and institutions for the promotion of gender and empowerment of 
women are critical for the promotion of gender equality and women’s empowerment. 
While there are well crafted national Institutions and mechanisms, the Gender functions 
at the County level are either less resourced (Materially and in terms of human 
personnel) and normally intertwined with other functions. Further, there are no clear 
monitoring and evaluation mechanisms including accountability tools on realization of 
gender equality and women’s empowerment operational at County level. 
 
 
Key issues 
a) Limited financial and human resource commitment; 
b) Lack of /limited use of gender accountability tools; 
c) Poor linkages across different departments and sectors on realization of 
gender agenda at the county level. 
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CHAPTER THREE: POLICY GOAL, OBJECTIVES AND PRINCIPLES 
 
3.1 Introduction 
 
The policy framework is geared towards ensuring gender equality and women’s 
empowerment (GEWE). These elements of empowerment span the social, economic, 
political and cultural spheres as envisaged in the Constitution. The development of this 
policy national instruments for GEWE that emphasize gender mainstreaming as the key 
strategy for the achieving development. Additionally, and contextually, the Tharaka 
Nithi County CIDP, MTP III and County Vision 2040 form the basis for the preparation 
of sectoral annual work plans and budgets. Other considerations include the situation 
analysis, stakeholder engagements and lessons learnt from the 2013-2017 CIDP for 
Tharaka Nithi County. 
3.2 Policy Goal 
The overall goal of this policy is to achieve gender equality and empowerment of 
women by creating equitable society and development environment for Tharaka Nithi 
County. 
3.3 Objectives 
Objectives of the Policy are to: 
a) Provide guidance on implementation and realization of the Constitutional 
provisions on gender equality and empowerment; 
b) Mainstream Gender in County development planning as well as resource 
allocation; 
c) Promote the nationally aspired rights-based approach in achieving the gender 
equality goals at the County level, 
d) Define institutional framework and performance indicators for effective tracking, 
monitoring, evaluation and reporting implementation of gender equality and 
women empowerment at the county level. 
e)  Promote the development of guidelines and enforcement of standards against 
sexual and gender-based violence and gender insensitive language and actions 
in the workplace 
f) Develop a Gender Management System (GMS) within the county and promote its 
adoption throughout the county. 
g)  Address gender-based barriers to the free movement of persons and goods 
across the county throughout the country 
h)  Promote equitable access for both women and men to and control over 
resources, knowledge, information, land and business ownership, and services 
such as education and training, healthcare, credit, and legal rights; and 
i)  Facilitate the implementation of remedial measures to address existing 
inequalities in access to and control over factors of production including land. 
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3.4 Guiding Principles 
 
In cognizance of intersectionality and the differences between men and women 
within Tharaka Nithi County, this policy is guided by the following principles: 
 
a) Equality, equity and non-discrimination; 
 
b) Recognition of differences, diversities and inequalities among women and men in 
Tharaka Nithi County; 
c) The inseparability of public and private spheres of life; 
 
d) Public participation, consultation and co-operation; 
 
e) Protection, inclusion and integration of the marginalized and special interest 
groups. 
 
3.5 Policy Approach 
 
The following approaches will be used in realizing the objectives of this Policy: 
 
a) Gender mainstreaming and integration in all planned interventions in different 
departments and sectors; 
 
b) Use of positive discriminatory measures to address historical injustices; 
 
c) Empowerment of women, men, boys and girls to facilitate equality, equity and 
non-discrimination; 
d) Engaging men including the informal community leadership as key stakeholders 
in addressing gender equality issues; 
 
e) Gender responsive development planning and gender-aware resource allocation; 
 
f) Generating data and indicators that are disaggregated by sex, age and disability 
including other special interest groups 
 
3.6 Policy Outcomes 
 
The anticipated outcomes of this policy include but not limited to: 
 
a) Equality and economic empowerment for men and women in the county; 
 
b) Diversity and intersectionality become grounds for evaluating inclusivity in county 
operations and programming; 
 
 
 
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c) Women and men will have equality of opportunity to participate in decision 
making and to contribute to the political, social, economic and cultural 
development agenda; 
d) Sexual and Gender based Violence will abate and men, women, boys and girls will 
live with dignity. 
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CHAPTER FOUR: POLICY PRIORITY ACTIONs 
 
4.1 Introduction 
 
This chapter outlines the policy priority areas for the Ministry of Education, Technology, 
Gender, Culture and Social development. Policy actions taken on each priority area are 
expected to guide County gender mainstreaming efforts and ultimately lead to gender 
equality and women empowerment. 
Kenya’s commitment to gender equality requires that the views, needs, interests and 
rights of women, girls, men and boys and those of the special interest groups, shape 
the development agenda to ensure that all participate in and benefit equally for 
development. To achieve its goal of inclusive growth and attain Sustainable 
Development, Kenya must address the disparities between women and men and 
different social groups. In order for this to be realized, it will be necessary to 
mainstream gender in the identified key sectors. 
This chapter therefore outlines the specific policy priority areas and the policy actions 
and their respective commitments. To achieve the policy objectives, an action plan will 
be developed separately specifying key result areas and the implementing institutions 
and indicative budgets assigned. 
4.2 Poverty eradication 
 
Empower women, men and persons of interest groups to have access to and 
control over economic opportunities and resources. 
 
Policy Actions 
 
a) Increase and strengthen access to credit opportunities for women and all other 
special interest groups through affirmative action initiatives; 
b) Review and enforce implementation of appropriate social protection systems and 
measures to ensure that all women and men, girls and boys in particular the poor 
and the vulnerable, have equal rights to economic resources, as well as access to 
basic services, ownership and control over land and other forms of property, 
inheritance, natural resources, appropriate new technology and financial services; 
 
c) Ensure significant mobilization of resources from a variety of sources, including 
through enhanced development cooperation, in order to provide adequate and 
predictable means for the country, to implement programmes and policies to end 
poverty in all its dimensions; and, 
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d) Enhance and intensively promote the social, economic and political inclusion of 
all, irrespective of age, sex, disability, race, ethnicity, origin and religion, 
economic or other status. 
 
4.3 Labour and the Economy 
 
Eliminate discrimination in access to employment, promotion and training 
including equal remuneration to enhance income security for men and 
women. 
Policy Actions 
a) Enhance compliance to the “not more than two thirds‟ gender principle in 
recruitment, appointment and promotion of women and men in all spheres for 
greater inclusion and visibility in the County; 
b) Establish a database on employment records of women and men in formal and 
informal sectors to track, evaluate and improve employment conditions for all 
particularly women; 
c) Review skills development programmes and projects and target them at 
increasing decent employment for all particularly women; 
d) Build capacities of men and women’s entrepreneurial skills linked with start-up 
capital. 
 
 
4.4 Access to Health Care 
 
Facilitate affordable, accessible, acceptable and quality health care for 
women and men, girls and boys. 
Policy Actions 
 
a) Enforce targeted implementation of existing health and nutrition programmes to 
benefit vulnerable children in ECDE centres; 
b) Strengthen efforts to reduce maternal mortality and new HIV and AIDs infections 
among women and girls. 
 
4.5 Land and Agriculture 
 
Implement measures to overcome barriers inhibiting women’s access to and 
control of productive resources 
Policy Actions 
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a) Enhance extension services and avail agricultural information and appropriate 
technologies to particularly benefit vulnerable women in agricultural 
practices; 
b) Facilitate and enhance adoption of engendered climate processes, smart 
inputs and out markets, to ensure that agricultural and other livelihood 
practices are climate resilient; and, 
c) Enhance women’s participation in fisheries sector. 
 
4.6 Governance, Power and Decision-Making 
 
Ensure equitable and meaningful participation and representation of women 
and men in governance, power and decision-making positions. 
Policy Actions 
 
a) Support effective collaboration of state and non-state actors to build the capacity 
of women to participate and engage in competitive politics, leadership and 
governance; and, 
b) Support and encourage active and meaningful participation of women in political 
and decision-making processes from the grassroots level. 
4.7 Intersectional Discrimination 
 
Put in place measures to ensure that gender is considered in dealing with 
other forms of inequalities. 
 
Policy Actions 
 
a) Support evidence-based generation of data on the extent, effects and 
implications of different inequalities presented by intersectional and multiple 
discrimination; 
b) Ensure compliance with constitutional and legal provisions against discrimination; 
and, 
c) Develop targeted measures to address intersectional and multiple inequalities. 
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4.8 Sexual and Gender based Violence 
 
Eliminate sexual and gender-based violence (SGBV) against women and 
men, girls and boys in both public and private spheres. 
Policy Actions 
a) Ensure enforcement of SGBV related policies; 
 
b) Promote and establish safe spaces and shelters for SGBV survivors at county 
level; 
c) Promote advocacy and education programmes with a view to changing attitudes 
and culture that contributes to the acceptance and tolerance of SGBV; 
d) Develop and strengthen the capacity of relevant institutions to undertake 
effective and timely investigations and prosecution of SGBV related offences; 
e) 
e) Undertake research to identify underlying and systemic causes of SGBV and 
provide appropriate response measures for mitigation; and, 
f) Promote male involvement in managing and responding to SGBV. 
 
4.9 The Girl Child and the Boy Child 
 
Enhance the respect and promotion of children’s rights for girls and boys. 
Policy Actions 
a) Eliminate all forms of discrimination, negative attitudes and practices that 
prejudice the girl child and the boy child; 
b) Eliminate structural constraints that hinder the realization of the rights of boys 
and girl; 
c) Support women and men to work with children and youth to break down 
persistent gender stereotypes, taking into account the rights of the child and the 
responsibilities, rights and duties of parents; and, 
d) Support appropriate age sex education for boys and girls with parental 
involvement and emphasize on their respective responsibilities regarding their 
sexuality and fertility. 
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4.10 Institutional Mechanisms for the Advancement of Gender Equality and 
Women Empowerment 
Strengthen the Department responsible for gender to advance gender 
equality in all sectors and at all levels in Kenya. 
Policy Actions 
a) Support the definition of the mandate and functional responsibilities of different 
actors to avoid duplication, which can lead to competition between institutions 
and gaps in interventions hampering the realisation of gender equality; 
b) Dedicate resources in the county budget for effective delivery county 
Department for Gender Affairs mandate. 
c) Encourage collaboration with and between civil society groups supportive of 
gender equality so as to effectively address any gaps in the implementation of 
gender equality agenda. 
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CHAPTER FIVE: INSTITUTIONAL AND IMPLEMENTATIONFRAMEWORK 
 
5.1 Introduction 
The implementation of the policy takes a multi-sectoral approach. The Ministry in 
charge of Gender Affairs will take the leading role of coordinating all the other 
players in the county so as to enhance harmony and avoid duplication. Along with 
the policy, an action Plan for implementing the policy will be developed in 
collaboration with key stakeholders. The action plan will provide clear roles and 
responsibilities as well as targets and timelines for each actor, among other key 
requirements. 
 
 
5.2 Implementation Framework 
 
Different aspects of the policy will be implemented by various actors within the 
county government. Development partners will be engaged at various levels to 
support implementation of the policy. The table below specifies some of the key 
institutions identified in the different sectors and their specific the roles; 
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Table 2: Matrix of actors and their respective roles 
 
Implementing Organ Roles and Responsibilities 
County Department of • Developing a detailed Strategic Action Plan and establishing relevant structures for the implementation of 
Education, Technology, the policy 
Gender, Culture and Social • Developing a detailed Monitoring and Evaluation Framework and establishing targets and guidelines for 
development achievement of desired results; Coordinating regular collection of gender segregated data on all key 
success factors, its synthesis, interpretation and dissemination; 
• Mobilizing resources and skills necessary for the successful implementation of this policy; 
• Providing technical guidance and supporting all implementing partners and gender focal points across all 
sectors. 
Gender Working Groups • Ensuring sector policies and programmes are gender responsive and providing technical guidance on 
integrating gender justice during planning, budgeting, programming, monitoring and evaluation; 
• Monitoring progress towards implementation and achievement of gender policy objectives outlined in the 
policy; 
• Building in-house capacity of all staff in their respective departments to ensure systematic integration of 
gender issues in all sectors; 
• Working closely with multi-sectoral stakeholders on gender compliance in their respective work; 
• Collecting package, analyse and disseminate relevant information of gender statistics. 
County Department of Finance • Ensuring Treasury support towards implementation of the Gender Policy 
(County Treasury) 
 
 
 
 
 
 
 
 
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Tharaka Nithi County • Facilitating the effective implementation of the gender policy by engaging in county assembly debates 
Assembly, County Public and passing relevant county bills required to achieve gender justice; 
Service Committees and • Providing a legislators’ forum for discussion on matters affecting women in the county; 
Women Groups • Taking a leading role in promoting the effective involvement and participation of women in all political 
spheres; 
• Sensitizing all County Assembly Members to the principles of gender equality in the county and country; 
Sexual and Gender-Based • County research on the status of SGBV and disseminate findings to stakeholders; 
Violence Working Group • Coordinate the provision of services for SGBV among stakeholders; 
• Monitor the implementation of SGBV policy outcomes; 
• Report regularly to the relevant ministry. 
County Government and • Developing standardized research methods and tools for collecting gender segregated data and gender 
Private Research Institutions equality reporting, monitoring and evaluation; 
• Developing research programmes and mobilizing resources for conducting research for successful 
implementation of the gender policy; 
• Contributing to evidence-based gender legislation, policy reviews and programmes 
Women and Community Men’s • Providing platforms for discussions, lobbying and advocacy; 
Forums • Monitoring and evaluation. 
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Private Sector • Incorporating gender policy priorities in private sector policy, legislation and practice; 
• Implementing the monitoring and evaluation framework in the private sector in line with the gender 
policy priorities; 
• Ensuring that gender disparities are addressed through equity in employment, access to resources and 
decision making; 
• Developing and implementing corporate social responsibility programmes designed to contribute to the 
policy objectives 
Development Partner • Collaborating with the Ministry of Gender and relevant Ministries, civil society and private sector on 
matters of gender mainstreaming in development programming; 
• Supporting some of the budgetary requirements for the implementation of the national gender policy and 
other strategies for gender equality; 
• Provide technical support towards implementing gender policy priorities 
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5.3 Resource Mobilization 
 
The successful implementation of this policy will require adequate financial, human 
and technical resources to ensure effective and efficient implementation for desired 
policy outcomes. Funding will be sought from the National Treasury driven by the 
annual budgetary provisions. Additional support will be sought from development 
partners and Non-State Actors. The strategies include: 
 
a) Budgetary allocation from the National Treasury; 
b) Partnerships through bilateral agreements and support by other international 
development and grants agencies; 
c) Support by Regional Development partners such as the African 
Development Bank; 
d) Partnerships with Corporate Social Responsibility (CSR) in Kenya; 
e) Partnerships with Faith based Organisations, Civil society Organisations, 
private sector institutions and other funding agencies for specific projects; 
and, 
f) Fundraising activities. 
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CHAPTER SIX: MONITORING AND EVALUATION 
 
 
6.1 Introduction 
 
Monitoring and evaluation (M&E) shall be an essential strategy in the implementation of 
the National Policy on Gender and Development. This will ensure that results 
frameworks on each policy action detailing outputs, outcomes, impacts and key actors 
shall be developed to facilitate annual plans and development planning processes in all 
sector at all levels. The M&E processes will follow a strategic implementation plan that 
will be put in place for each component of the policy commitments. The M&E strategy 
will involve quarterly and annual updates. 
 
 
6.2 Monitoring and Evaluation 
 
Establish a monitoring and evaluation mechanism to ensure the policy 
objectives are monitored, tracked and evaluated Policy Actions 
a) Develop and implement monitoring and evaluation tools and performance 
indicators that are integrated in the annual plans and development planning 
processes at the two levels of Government; and, 
b) Develop and institutionalize tools for effective monitoring and evaluation. 
 
6.3 Research and Documentation 
 
Enhance the collection, collation and analysis of sex disaggregated data to 
inform policies, planning and decision making Policy Actions 
 
Monitoring and evaluation components aiming at: 
 
a) Researching issues of Gender Equality and Women Empowerment; 
 
b) Establish a gender management database to be updated regularly and include 
disaggregated data as a minimum standard; 
c) Develop and implement National Guidelines on Collection, Collation and Analysis 
  of Sex Disaggregated Data;  
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d) Strengthen capacity to the develop and use of the national guidelines on 
collection, collation and analysis of sex disaggregated data; 
e) Assessing all programs to ascertain whether they meet the policy targets and 
aspirations of GEWE; and, 
f) Evaluating whether implemented programs have had positive impacts on target 
beneficiaries. 
 
6.4 Reporting 
Policy Action 
a) Produce quarterly and annual progress reports in a consultative manner; 
 
b) Facilitate timely reporting, decision making and direction on progress of 
implementation at both levels of Government; and, 
c) Initiate, harmonization of reporting on gender equality. 
 
6.5 Policy Review 
 
This Policy will be reviewed after every five years or any such other period as may be 
determined by the Ministry of Education, Technology, Gender, Culture and Social 
development. 
 
 
7.0 Timeframe of the Gender Policy 
 
The life span of this County Gender Mainstreaming Policy is 10 years (2020-2030). 
Within the first six months following the approval of Policy, Ministry of Education, 
Technology, Gender, Culture and Social development and the Gender Working Group in 
the county will develop a detailed Gender Policy Implementation Strategy and Action 
Plan and a Monitoring and Evaluation Framework. The Ministry of Education, 
Technology, Gender, Culture and Social development and its implementing partners will 
conduct a midterm review in 2022 and an end of term review in 2024. 
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8.0 DEFINITION OF TERMS 
 
Access to Justice: - This is the ability of any person, regardless of gender, income or 
status etc. to use the legal system to advocate for themselves and their interests or 
opportunity to seek and obtain justice when one’s rights have been violated. 
Affirmative Action: - The process by which institutions identify and take positive 
steps to enhance opportunities in education, training, and employment of people who 
are underrepresented. It is often time bound, ending when the perceived imbalance has 
been addressed. 
Capacity Building: - This is a conceptual approach to social or personal 
development that focuses on understanding the obstacles that inhibit people, 
governments, international organizations and non-governmental organizations from 
realizing their development goals while enhancing the abilities that will allow them to 
achieve measurable and sustainable results. It involves the creation of an enabling 
environment with appropriate policy and legal frameworks; institutional development, 
including community participation (of women in particular); and human resources 
development  
Discrimination: - It refers to the biases, prejudices and intolerance that people suffer 
from on account of their sex, race, social status, religion, health condition or related 
factors. In higher education institutions, gender discrimination may manifest in 
systematic exclusion of women or men from executive authority, unfairness in the 
allocation of research, teaching and other resources, discouragement from pursuing 
specific courses and hostility to gender activism in higher education. 
Empowerment: -  Refers to the process of building critical analytical skills for an 
individual to gain self-confidence in order to take control of his or her life. 
Empowerment of women is an essential process in the transformation of gender 
relations because it addresses the structural and underlying causes of subordination 
and discrimination. 
Equality of Opportunity: - Refers to a fundamental human right embedded in the 
Constitution of Kenya. This Gender Policy Framework aims towards the achievement of 
equality of opportunity, in access to and share of employment opportunities, services 
and resources as well as in equality of treatment by employers and service providers. 
Equality of Treatment: - Refers to meeting the specific and distinct needs of 
different social categories of women and men. This can often involve special 
programmes and the commitment of additional resources, for example in the case of 
women and men with disabilities. Equality of treatment does not mean treating all 
men and all women in exactly the same way (i.e. in a gender blind fashion) as this 
would only serve to perpetuate existing disparities. 
Exploitation: - Taking non-consensual advantage of another person. Exploitation 
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includes, but is not limited to: electronically recording, photographing, or transmitting 
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sounds or images without the knowledge and consent of all parties involved, voyeurism, 
and distributing intimate or sexual information about another person without that 
person's consent. 
Gender analysis: - The identification, investigation and use of data to inform action to 
address inequalities that arise from the different roles of men and women, or the 
unequal power relationships between them and the consequences of these inequalities 
on their wellbeing. 
Gender and Development (GAD): - Refers to a planning process which is based 
on an analysis of the different situations and needs of women and men. It aims at 
creating gender equity and equality between women and men. A gender and 
development perspective recognizes the importance of the relations between women 
and men. 
Gender Awareness: - Refers to a state of knowledge of the differences in roles 
and relations of women and men and how this results in differences in power 
relations, status, privileges and needs. Gender awareness recognizes that the life 
experiences, expectations, and needs of women, men, boys and girls are different, 
and that they may involve inequities that are subject to change. Without gender 
awareness, development interventions might fail to meet the needs and interests of 
all people they are intended to support. 
Gender Based Violence: - An umbrella term for any harmful act that is
 perpetrated 
against a person’s will based on abuse of power and privilege of the socially ascribed 
(gender) differences between males and females. It takes the form of actions that 
result in physical, sexual and psychological harm or suffering to a person and affront to 
their human dignity, whether occurring in public or private life. It is men who 
predominantly carry out such violence, and women who are predominantly the victims 
of such violence, but men are increasingly becoming victims of Gender based violence. 
Gender Blindness: - It refers to the conscious development of objectives, plans and 
program in an organization or institution with no effort to recognize or incorporate 
gender issues that might influence functioning of that organization, the production of 
plans, the implementation of programs or their outcomes. 
Gender Budgeting: - This is the examination of all expenditures and revenues from a 
gender perspective. All expenditure is examined for its relevant accessibility, impacts 
and consequences for men and women. It involves scrutinizing the ways the resource 
expenditure can be made to reflect the institutional goal of gender equity. 
Gender discrimination: - Refers to the unfair treatment of a person based on their 
gender. Acts of gender discrimination can include sexual harassment, pregnancy 
discrimination, and unequal pay for either men or women who do the same jobs. 
Gender Dynamics: - The relationships and interactions between and among boys and 
girls, women, and men. Gender dynamics is informed by socio-cultural ideas about 
gender and the power relationships that define them. Gender dynamics either reinforce 
or challenge existing gender norms. 
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Gender Equality: - Refers to the state of equal rights, responsibilities and 
opportunities of women & men and girls & boys. Equality does not mean that women 
and men are the same but that women’s and men’s rights, responsibilities and 
opportunities will not depend on whether they are born male or female. The concept of 
Gender Equality as used in this policy takes into account women’s existing subordinate 
positions within social relations and aims at the restructuring of society so as to 
eradicate male domination. Therefore, equality is understood to include both formal 
equality and substantive equality; not merely simple equality to men. Substantive 
Equality refers to a stage of real equality underpinned by equality of opportunity, access 
and treatment between women and men strengthening of managerial systems. 
Gender Equity: - Refers to the fair and just distribution of all means of 
opportunities and resources between women and men. To ensure fairness, 
strategies and measures need to be in place to compensate for women’s historical 
and social disadvantages that might have prevented women and men from operating 
on a level playing field. Thus, Equity is seen as a precursor to the realization of 
equality. 
Gender Gap: - Gender Gap is the difference in the scores between men and women 
on attitudes, interests, behavior, knowledge and perspectives on particular issues. 
Gender Identity: - Gender identity refers to how someone feels about and 
expresses her or his gender and gender roles for instance how she or he chooses her 
clothing, behaviour, and personal appearance. 
Gender Inequality: - The ways in which males and females are treated differently in 
relation to opportunities and responsibilities in the society. 
Gender Issues: - These are defined in the form of relationships between women 
and men, their roles, privileges, status and positions are identified and analysed. 
Gender issues arise where inequalities and inequities are shown to exist between 
people purely on the basis of their being female or male. The fact that gender and 
gender differences are socially constructed is itself a primary issue to deal with in the 
form of programming and legislation. 
Gender Mainstreaming: - The process of assessing the implications for women 
and men of any planned action, including legislation, policies or programs, in all 
areas and at all levels. It is a strategy for making women’s as well as men’s concerns 
and experiences an integral dimension of the design, implementation, monitoring 
and evaluation of policies and programs in all political, economic and societal spheres 
so that women and men benefit equally and inequality is not perpetuated. 
 
Gender Parity: - Numerical concept related to gender equality. Gender parity concerns 
relative equality in terms of numbers and proportions of women and men, girls and 
boys, and is often calculated as the ratio of female-to-male values for a given indicator. 
 
Gender Responsive Budget: - This is a fiscal-based mechanism for ensuring 
greater consistency between economic goals of a country and social commitments in 
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as far as engendering gender equality is concerned. 
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Gender Responsive Indicators: - Refers to a gauge of measure used as evidence 
to demonstrate that a change has occurred as a result of a policy, programme, 
initiative or action. Gender-sensitive indicators measure whether gender equality or 
gender equity is being achieved. These indicators are therefore designed to track 
gender related changes as a result of a policy, programme, initiative or action over a 
specific period of time. Indicators can be quantitative showing or qualitative, they are 
essential for monitoring and evaluation. 
Gender Responsive: - Refers to a planning process in which programmes and 
policy actions are developed to deal with and counteract problems which arise out of 
socially constructed differences between women and men. 
Gender Roles: - Clusters of socially or culturally defined or learned expectations about 
how male and female members of a society should behave in specific situations. Gender 
roles are usually based on stereotypical beliefs that males and females possess distinct, 
mutually exclusive physical and psychological characteristics which determine their 
behavior and characteristics. 
Gender Roles/Dynamics: - These are set of societal norms dictating the types of 
behaviours which are generally considered acceptable, appropriate, or desirable for 
people based on their actual or perceived sex or sexuality and are usually centred on 
conceptions of femininity and masculinity. 
Gender Sensitive: - Refers to the state of knowledge of the socially constructed 
differences between women and men, including differences in their needs, as well as 
to the use of such knowledge to identify and understand the problems arising from 
such differences and to act purposefully to address them. 
Gender Sensitivity: - Gender Sensitivity is the translation of gender awareness into 
practices that result in changes in the perceptions, plans and activities of institutions 
and organizations. A gender sensitive institution not only has the awareness, but also 
demands gender responsiveness that includes acting on gender issues. 
Gender Stereotype: - Gender Stereotype is a rigid and over-simplified definition of a 
group of people in which all members of that group are labeled with similar 
characteristics. Stereotypes produce behavior patterns that conform to expectations in a 
society and are used as standards for evaluating categories of people based on their 
gender. 
Gender stereotyping: - Refers to the practice of ascribing to an individual woman 
or man specific attributes, characteristics or roles on the sole basis of her or his 
membership of the social group of women or men. 
Harassment: - Threatening to commit an action against another person, stalking and 
cyber-stalking. Sexual harassment includes, but is not limited to words, persistent 
requests for sexual favours or dates, gestures, touching, unwanted sexual overtures, 
engaging in indecent exposure, coerced sexual intercourse and rape. 
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Intimidation: - Workplace intimidation is an intentional and malicious attempt to 
cause a coworker/student to feel inadequate or afraid. Intimidation includes verbal 
threats, unjust criticism, sabotage or sexual harassment and physical violence. 
Participation: - Refers to the process of involving person(s) in the running of an 
organization. Participation can also be the joint consultation in decision making, goal 
setting, profit sharing, teamwork, and other such measures through which a firm 
attempt to foster or increase its employees' commitment to collective objectives. 
Practical Gender Needs: - Refers to the needs identified to help women and men 
cope bettering their existing subordinate positions. Practical needs are related largely 
to issues of welfare and do not challenge the existing gender division of labour or to 
women's subordinate positions in society. 
Strategic Gender Needs: - Refers to needs which are identified as necessary to 
transform the existing unequal relations between women and men. Addressing 
women's strategic gender needs expedites women's empowerment and facilitates 
the fundamental social transformation necessary for establishment of gender 
equality. 
Violence: - A means of control and oppression that ranges from emotional, social or 
economic force, coercion or pressure to physical harm. It may be overt in the form of 
physical assault or covert in the form of intimidation, threats and deception. Violence 
can be a one-time incident or repeated over time. 
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38 
 
 
 
 
 
 
 
Annex 1: Human Resource Practical Guide 
PRACTICAL WAYS TO HAVE A BALANCED TEAM OF WOMEN, GIRLS, BOYS AND MEN 
 Widely distribute vacancy announcements to attract a diverse pool of applicants 
 Rather than using technical competencies and educational background as the primary filter in screenings and 
interviews, general life & work experiences-related competencies are valued too 
 Where women or men are underrepresented, the vacancy announcement could say “qualified women/men are 
encouraged to apply 
 Include both women and men on interview panels, i.e. the HR representative can be switched easily depending on 
whether a male/female is needed to balance the panel 
 Evaluate all candidates against the same criteria 
 Do not assume that some jobs are too difficult or dangerous for women 
 Consider alternative working arrangements to overcome cultural limitations for employment of women, staff with 
disabilities, staff with minimal education etc. 
 Provide training on gender and cultural diversity to all staff. 
 Offer separate facilities (toilets, sleeping quarters) for women and men 
 Keep all staffing data disaggregated by sex for easy monitoring 
 Promote generous family friendly policies i.e. provide childcare to staff, where possible 
 Gender-sensitive job descriptions (JDs) - A standard criterion for JDs, which would be universal and standard for ALL 
job descriptions can be very general, e.g. ' proven experience and understanding of gender-sensitive work 
 Gender-sensitive interview questions - Interview questions could be simply focusing on people’s experience adapted 
to the particular position 
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Annex 2: Applying a Gender Lens to Develop an M&E Plan 
M&E Plan Component Gender Lens Application 
Programme Overview, Description 
Problem Statement Describe norms and known gender differentials that influence, affect, or relate to the specific 
outcomes addressed at the programme and activity levels. 
Conceptual Framework, Demonstrate the effect and influence resulting from addressing gender norms and gender 
Theory of Change differentials on the county’s strategic objectives 
Goals and Objectives List programme goals and objectives and clearly state expected results from integrating gender in 
the programme or addressing gender differentials or norms. Goals and objectives should be 
specific, measurable, appropriate, realistic, and time-based. 
Description of Describe how gender norms or known gender differentials in knowledge will be addressed in 
Interventions programme strategies and interventions. 
Monitoring Plan 
Performance Indicators Include data disaggregation by sex and age on indicator reference sheets. 
List gender performance indicators relevant to the programme. 
Data Sources and Identify data sources for gender indicators, considering the requirements for data disaggregated 
Reporting systems by sex and age. 
Set up data reporting systems to collect information for gender indicators and data disaggregated 
by sex and age. 
Data Quality Checks and Ensure that data quality checks and audits include a review of gender indicators and data 
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Audits disaggregation by sex and age. 
Data Analysis Ensure that the data analysis plan explains the process for gender data analysis 
Data Use and Identify stakeholders, including key gender stakeholders, in the data use and dissemination plan. 
Dissemination Plan 
Identify recipients of shared programme data 
Explain how identified stakeholders will use gender data. Describe the plan to disseminate gender 
data to stakeholders over the life of the programme. 
Evaluation Plan 
Evaluation Questions Ensure that gender-specific questions are included in the comprehensive list of evaluation 
Questions 
Planned Evaluations List different planned programme evaluations and how gender will be incorporated or gender 
measures will be assessed in evaluations. 
Sharing and Disseminating Ensure that the evaluation dissemination plan identifies stakeholders, including key gender 
Evaluation Results stakeholders, who will receive the evaluation findings and how the findings will be used (for 
example, to inform policy and programme design). 
M&E Plan Implementation 
Detailed Implementation Include a description of gender-specific data collection, compilation, analysis, reporting, use and 
Plan dissemination tasks; a timeline for the tasks; the person(s) responsible; and associated costs. 
Roles and Responsibilities Identify key personnel and focal points who will collect, compile, analyse, report, use, and 
disseminate gender data. 
 
 
  
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This policy, The Tharaka Nithi County Gender Mainstreaming Policy, was developed by Tharaka Nithi County Government, Directorate of 
Culture, Gender and Social Services in partnership with Ripples International and Government of Kenya Directorate of Gender 
 
 
 
       
 
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