FKE: Investing in women leaders is good for business

The Federation of Kenya Employers (FKE) Chief Executive Jacqueline Mugo during the official relaunch of the Female Future Kenya Alumni Network on September 9 in Nairobi. [Benard Orwongo, Standard]

Companies that invest in developing women leaders are building a stronger pipeline of executives and board directors, according to a new Federation of Kenya Employers (FKE) survey.

The employers' lobby further notes that in such an environment, women experience higher job retention and promotions for high-performing talent.

An impact assessment of FKE’s Female Future Leadership Programme found that 62.6 per cent of women who completed the programme reported career progression, while 91.1 per cent said their confidence had increased.

“The number of programme alumni serving on boards also doubled compared with their representation before joining the programme,” the survey released yesterday during the Female Future Kenya Alumni Breakfast Leadership Forum in Nairobi indicates.

FKE Executive Director and Chief Executive Jacqueline Mugo noted that the findings strengthen the business case for employers to move beyond treating gender inclusion as a compliance requirement and to regard investment in women's leadership as part of their talent and succession strategies.

“Constitutional aspirations alone would not be enough. The private sector, too, has a responsibility to help create a pipeline of competent, confident and prepared women who can occupy leadership positions and contribute meaningfully at the highest levels,” Mugo said.

FKE at the same time relaunched its Female Future Alumni Network, bringing together graduates of the leadership programme, which has trained more than 600 women in Kenya over 13 years.

For employers, it was revealed that the significance of the programme lies beyond the number of women trained.

FKE said the results indicate a potentially valuable return on investment. “Women who acquire leadership skills are progressing in their careers, moving into board positions and subsequently using their experience to develop other professionals,” the survey notes.

The programme, therefore, according to Mugo, offers employers a way of strengthening their leadership pipeline at a time when companies face growing pressure to identify capable successors for senior management and board positions.

FKE launched Female Future in Kenya in 2013, shortly after the adoption of the 2010 Constitution, as a practical private-sector response to the shortage of women prepared to take up senior leadership and board positions.

The nine-month programme focuses on leadership, organisational management, rhetoric and persuasion, strategic thinking, and board competence. Rather than relying primarily on classroom theory, participants learn through practical, experiential activities.

The programme is designed to help women not only secure leadership opportunities but also perform effectively in decision-making positions.

This includes learning to present ideas persuasively to boards and management teams, negotiating, building professional networks, and understanding corporate governance.

The approach reflects a growing recognition among employers that simply hiring women into organisations is insufficient to create a sustainable leadership pipeline.

Mugo emphasised that companies also need to identify promising talent early and invest in developing the skills required for senior management and board roles.

The FKE impact survey found that 87.5 per cent of participants were satisfied with the programme, and 91.1 per cent reported increased personal confidence.

Career progression was reported by 62.6 per cent of participants.

“An estimated 60 per cent of women currently serving on boards sit on two or more boards, while the number of alumni serving on boards had doubled from their representation before undertaking the programme,” the survey further found.