In brief
In the Kenyan workplace, women often feel compelled to suppress their opinions and maintain a likable persona to avoid being labeled as difficult. A term called "likeability labour" illustrates this struggle, as highlighted by reports showing a significant drop in women's representation from entry-level to senior roles. Experts advocate for systemic change to empower women.
In a bustling office in Nairobi, 24-year-old Faith, whose name has been changed for anonymity, found herself caught in a predicament during a meeting. Although she initially chuckled at her bosses' jokes, the atmosphere shifted when a senior colleague asserted a suggestion that left her apprehensive. Just as she was about to voice her doubts, her colleague turned to her, declaring, “And Faith agrees with me!” – instantly putting her on the spot. Reluctant to be seen as difficult or moody, Faith smiled instead of standing her ground. This scenario is emblematic of what’s termed "likeability labour," a concept highlighted in recent studies which show that many women in the workplace, including those in Kenya, feel the need to be agreeable to navigate corporate landscapes. A new report by McKinsey reveals that women make up half of entry-level roles in Kenya, yet their representation plummets to just 26% in senior positions.Experts explain that such experiences are reflected globally, showcasing a concerning trend where women often soften their language and alter their behavior in professional settings to avoid being perceived as abrasive. A UK study revealed that 56% of women feel this pressure, significantly more than their male counterparts. This sentiment is echoed by Dr. Gladys Nyachieo from Kenya, who notes that women are socialized to prioritize others' needs, leading to a culture of additional workplace obligations often without recognition or compensation.To combat these challenges, Dr. Nyachieo emphasizes the importance of systemic change and mentorship. Her mentoring efforts have made a significant impact on young women like Faith. “If you act pleasantly all the time, you will go nowhere,” she advises, highlighting the need for self-advocacy in the professional world. As Faith works on overcoming the ingrained need to please, she finds strength in the guidance of mentors who encourage open dialogue over quiet compliance.
