Entry Instance

HTTP 200 OK
Allow: GET, PUT, PATCH, DELETE, HEAD, OPTIONS
Content-Type: application/json
Vary: Accept

{
    "id": 1270770,
    "url": "https://info.mzalendo.com/api/v0.1/hansard/entries/1270770/?format=api",
    "text_counter": 400,
    "type": "other",
    "speaker_name": "",
    "speaker_title": "",
    "speaker": null,
    "content": "Work place diversity has been an issue of Human Resource Management in any organisation in the 21st Century. We have the challenge of the traditional pattern of exclusion in most important institutions of the society. Organisations concerned with civil rights of women and PWDs have put a lot of pressure on institutions to include members of these groups in their composition of the labour force. When addressing the issue of work place diversity, emphasis is often placed on groups of people who for historical, cultural and systematic reasons are excluded from full participation in the labour market. However, achieving diversity is a double-edged sword. Increased diversity creates challenges at both the organisational and interpersonal level. There is, therefore, need to have in place strategies of managing conflicts between diverse groups of employees. With regard to ethnic representation, for example, it was noted by the National Cohesion and Integration Commission (NCIC) in a survey conducted in 2011 that over 50 per cent of Kenya’s ethnic groups are only marginally represented in the Civil Service, the country’s largest employer. Only 20 of 40 listed Kenyan communities are statistically visible in the Civil Service. Some 23 communities have less than one per cent presence in the Civil Service. The Truth, Justice and Reconciliation Commission (TJRC) Report states that Kenya has ratified many international human rights instruments and enacted various domestic laws set to promote the rights of women, the existence of structural and systematic discrimination against women and prevented them from fully enjoying their rights. As regards PWDs, we got the enactment of the Disabilities and Persons with Disabilities Act of 2003, which says that you should not be discriminated against by virtue of your disability. The Act requires that five per cent of all appointments in the public sector to go to PWDs. It is, however, evident from the Report of the Committee of the National Cohesion and Equality that this has not been possible. The report, which is based on findings from studies carried out in 15 to 20 authorities under the public sector, indicates a compliance of between one and two per cent. This Bill will, therefore, assist us in the sense that we will have to get a report if an officer is responsible for whatever is supposed to be in that report. That is the second part of the Bill that I would want to change, because I do not believe that an authorised officer would want to change that section of the report to just be happy with it. With those many remarks, I beg to move and request Hon. Yusuf Adan to second the Bill. I also request all my colleagues to support the Bill."
}