[kictanet] Day 7 of 10- BPO Discussions, Youth and Gender Issues

[muriuki mureithi]

Nyaki, 

It would be nice to be reminded (in some cases informed) of the Kenyan 
labour law and implications within the context of BPO sector 

Edith 

________________________________ 

From: kictanet-bounces+eadera=idrc.or.ke at lists.kictanet.or.ke 
[mailto:kictanet-bounces+eadera=idrc.or.ke at lists.kictanet.or.ke] On 
Behalf Of Catherine Adeya 
Sent: 10 June 2009 08:12 
To: Edith Adera 
Cc: KICTAnet ICT Policy Discussions 
Subject: [kictanet] Day 7 of 10- BPO Discussions, Youth and Gender 
Issues 

  

- Day 7 of 10- BPO Discussions, Youth and Gender Issues - 

Morning all, 

Walu has done a fantastic job moderating  so far and now you are stuck 
with me for the next four days.  Today’s theme is on Youth and Gender 
issues. It is obvious we have touched on a number of issues that focus 
on this theme in the last few days; however, it is still pertinent to 
address it as an exclusive issue. 

 Some of you have wondered why we keep referring to S. Africa, Mauritius 
and India. I would like to re-emphasize that those are the countries 
where the research was conducted but views from other countries are 
welcome. The idea is not to compare Kenya per se but to bench-mark on 
our (or potential) competitors. Views based on other countries are very 
welcome, the researchers could not visit more countries due to funding 
constraints. 

It is useful to begin by noting that the researchers found that the 
unemployment rate (2008 est) was 40% in Kenya, 21.7% in S. Africa, 7.6% 
in Mauritius and 6.8% in India. The researchers also found that the 
minimum qualification for professional staff was a Bachelor’s degree in 
all four countries.  However, the minimum qualification for 
operators/agents varied.  In Kenya it was a certificate, diploma or 
degree depending on operation; in S. Africa it was Grade 12; Mauritius 
school certificate or below and in India it was a High school 
certificate. 

The common work related challenges include project management 
(especially meeting deadlines) and long hours. Some employees in Kenya 
complained about challenges with transportation.  The detailed summary 
findings will be availed. 

Generally there were more women in call centres than male but more males 
in the professional cadre.  The youth are mostly found in the 
agent/operator jobs. The following are some country specific issues: 

1.      In, India there is the Equal Remuneration Act ensures that there 
is equal remuneration to men and women for same jobs. Under this law, no 
discrimination is permissible in recruitment and service conditions 
except where employment of women is prohibited or restricted by the law. 
NASSCOM has launched the Women in Leadership-IT Initiative to enhance 
participation of women in the workforce and ensure there are more women 
leaders in the IT-BPO industry. 
2.      In South Africa, there are 40% more females than males below 25 
years working in the BPO sector. However, there are 7% more males than 
females above 25 years old.  There is no gender or age based 
discrimination in the work place. There exists no law or policy that 
prefers youth from other groups of people in employment. 
3.      In Mauritius, there is no 24 hour work culture. In addition, the 
Labor Act prohibits employment of female employees in industrial 
undertakings between 10 p.m. and 5 a.m; while youth are not allowed to 
work between between 6 p.m. and 6 a.m. Interestingly, there is clause 
that no person shall, except with the Permanent Secretary's written 
consent, transport a female worker or cause a female worker to be 
transported in a goods vehicle; any other vehicle, unless the vehicle is 
provided with an easy means of entering and alighting which does not 
involve climbing. 

 In Kenya we have the Employment Act which many of you know. 

This leads us to the following discussion questions: 

Discussion Q9: Are the Kenyan laws adequate to protect the youth and 
women from exploitation by BPO&O employers? 

Discussion Q. 10: The BPO sector is not seen as a long term source of 
employment for most employees. Most believe it is a stepping stone to 
other lucrative opportunities. What needs to be done to ensure the youth 
and women view the industry as attractive, especially in terms of 
quality of employment and career progression? 

Discussion Q11: Attrition and poaching are prevalent in most countries 
studied. What mechanisms should employers adopt to attract and retain 
their staff? 

Let the games (oops! Discussion) begin! 

Thanks 

Nyaki 

To be Encl: Synthesis 4 – Youth and Gender Issues 

  

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