The research investigates the challenges female union members encounter while seeking or assuming labour union leadership positions. Using evidence from Kenya’s Electrical Traders and Allied Workers Union, this article aims at identifying sociocultural barriers, role conflict, and structural constraints on women in relation to gender inequality. The article is based on exploratory research using data comprising both qualitative and quantitative data obtained from interviewing 63 female respondents who were identified using a non-probability sampling procedure referred to as snowballing. The research revealed a significant proportion of the respondents observed that patriarchal union structures favour men, but hinder women from accessing leadership positions. Most viewed the trade union leadership roles as demanding and burdensome and therefore incompatible with their culturally designated family roles. Institutionalised sexism in the trade union discouraged women from assuming leadership positions, since they are unlikely to penetrate the male-dominated informal leadership lobbies and networks in the trade union. The study concludes that the union, and by extension the umbrella trade union movement, should adopt and implement affirmative actions that are focused to maintain women in union leadership structures.

Participation of men and women in all spheres of socio-economic and political development is a basic human right that is enshrined in all the international conventions and treaties that the Kenyan government is a signatory to. The present study sought to explore challenges faced by women in ascending to leadership positions in the trade union movement in Kenya, with refence to KETAWU. The study collected both qualitative and quantitative data from 63 female respondents who were identified using a non-probability sampling procedure referred to as snowballing where one participant would refer the research to another based on the experience, they had with leadership position at KETAWU. The research revealed that a significant proportion of respondents observed that patriarchal union structures favour men, but hinder women from accessing leadership positions. Most viewed the trade union leadership role as demanding and burdensome and therefore incompatible with their culturally designated family roles. That institutionalized sexism in the trade union discouraged females from assuming leadership positions, since they are unlikely to penetrate the male dominated informal leadership lobbies and networks in the trade union. While a substantial percentage of respondents opined that skewed employment, contracts tend to favour men but marginalized women in terms of power and ability to use for union leadership positions. The study concludes that KETAWU and by extension the umbrella trade union movement, should adopt and implement affirmative actions that are aimed at maintaining women into union leadership structures.