Five of Kenya’s largest ethnic communities continue to dominate employment within State corporations, controlling more than 70 percent of all available positions. The latest audit by the National Cohesion and Integration Commission shows that the Kikuyu, Kalenjin, Luo, Luhya, and Kamba communities remain at the centre of government hiring patterns, with minimal representation from the country’s other 38 ethnic groups. The findings highlight how deeply rooted inequality in public service employment has remained despite years of reform efforts.
NCIC Commissioner Danvas Makori underscored the scale of the disparity, stating: “What is shocking is that 8 communities out of 46 control almost 90% of the jobs.” According to the 2025 ethnic and diversity audit, the five dominant groups, together with the Kisii, Meru, and Mijikenda, hold 88 percent of all positions in State corporations. That leaves only 12 percent to be shared among the remaining 37 communities, a gap the commission considers harmful to national cohesion. Makori pointed out specific cases such as Moi Teaching and Referral Hospital, noting: “Moi Teaching and Refferal Hospital is absolutely non-compliance by far…with 67%.”
Why are the same communities leading in most public institutions?
The NCIC report indicates that political patronage is a major driver of these skewed hiring patterns. The same eight dominant communities control 86 percent of all CEO positions in State corporations. Within that figure, the Kikuyu, Kalenjin, Luo, and Luhya communities alone account for nearly two-thirds of top leadership roles. Makori added a plea for fairness in opportunities, saying: “I’m not against phone calls but call on behalf of wanyonge pia…sio tu watu wakubwa.”
NCIC Chairperson Samuel Kobia echoed similar concerns. “There has been a clear demonstration that we don’t have equitable distribution of opportunities,” he said. Public universities mirror this imbalance, with the same five communities occupying 85.7 percent of all university jobs. The Kikuyu lead with 22.9 percent, followed by the Kalenjin at 15.7 percent, Luo at 15.6 percent, and Luhya at 15.4 percent. Kobia noted ongoing efforts to address non-compliance, saying: “Where there is no compliance, we launch ethnic audit…even in counties.”
What impact could this imbalance have on national unity and future employment?
The commission warns that persistent ethnic favouritism and a widening gender gap pose long-term risks to social cohesion. The audit shows that 62 percent of employees in State corporations are men, while women hold only 22 percent of CEO positions, well below constitutional requirements. These disparities paint a concerning picture of inclusivity within Kenya’s public sector.
Overall, the NCIC stresses the need for immediate corrective actions to ensure that opportunities in State corporations reflect the diversity of the country. Without deliberate intervention, the commission cautions that the inequalities highlighted in the report could deepen divisions and slow progress toward a more inclusive national workforce.
By Yockshard Enyendi