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{
    "id": 780022,
    "url": "https://info.mzalendo.com/api/v0.1/hansard/entries/780022/?format=api",
    "text_counter": 67,
    "type": "other",
    "speaker_name": "",
    "speaker_title": "",
    "speaker": null,
    "content": "Further, given the current tricks being encountered, providing information with regard to the KDF disposition and/or the composition will be prejudicial to national security as the information may be used by undesirable enemies to the detriment of the Kenya populous. Section 41 of the Kenya Defence Forces Act provides a limitation on the right to access classified information which is defined to include information on KDF disposition. Secondly, recruitment of persons into the KDF is never appointive nor elective in nature. The KDF is conscious of the constitutional aspirations to attain gender parity within the force. However, this can only be realised progressively given that women started joining the regular force in 2000 after the Women Service Corps unit was disbanded where they were integrated into the three services. The women in the KDF continue to make tremendous strides and are a source of pride for the nation and constitute part of the KDF capability. In this regard, both men and women are given recruitment opportunity while taking into account the requirements to reflect national balance and national security imperatives. The KDF conducts its recruitment in a fair, transparent and professional manner, cognizant of the goal to attain more women representatives. The recruitment exercise is open to all candidates wishing to join the force. All candidates who present themselves are subjected to the same rigorous physical examination through medical examination, aptitude tests as well as scrutiny of the academic certificates and identification documents to confirm their suitability to serve in the KDF. The Cabinet Secretary for Defence has put in place a gender policy. The policy was officially launched in May, 2017 and is in the process of implementation. It articulates and sensitizes all the staff at all levels, on the requirement of law in achieving gender parity and measures put in place towards realisation of the two-thirds gender rule. Through measures such as performance contracting and other implementation interventions, assessment on progress towards achieving gender parity can be monitored. Mr. Speaker, Sir, I thank you."
}