15/02/2026
Africa’s companies talk a lot about diversity. The results are less impressive.
Over the past decade, firms across the continent have embraced the language of equity. Targets are announced. Policies are launched. Sustainability reports grow longer every year.
Yet the numbers tell a cooler story.
In Kenya, women held 35% of board seats in 2024, slightly lower than three years earlier. About two thirds of chief executives remain men. Women make up around 40% of entry-level roles in the formal private sector, but only 28% of top executive positions.
This is not just a Kenyan problem. A 2025 McKinsey study of companies in Kenya and Nigeria found that while most leaders say gender diversity is a priority, fewer than six in ten firms regularly track results. Only 15% hold boards accountable. Many do not measure impact at all.
Where rules have teeth, change moves faster. South Africa now requires larger firms to meet sector-specific equity targets. Nigeria’s corporate-governance code mandates female representation on boards.
Some companies show what is possible. Banks such as Ecobank have expanded financing for women entrepreneurs. Safaricom reports that women now hold more than 42% of senior management roles. These gains came from changing systems, not issuing statements.
Still, corporate programmes reach only a small share of workers. Informal employment accounts for about 85% of jobs in sub-Saharan Africa, and more than 90% for women. Real progress depends on education, childcare and labour-law enforcement, not just company policies.
Fairer workplaces will not be built through declarations alone. They require hard, unglamorous work, and the willingness to publish results.
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