According to the Association of Media Women in Kenya (AMWIK), the country’s media sector demonstrates an international trend of gender inequality in leadership positions.
AMWIK’s State of Women in Media in Kenya Report (2026) indicates that female journalists predominantly occupy entry-level positions with limited progression to senior decision-making roles. The document, released recently, states that merely 3.7% of women journalists attain managing editor or media manager positions, while only 2.8% become media ownersstatistics that align with worldwide data showing women’s continued marginalization in newsroom leadership.
Research conducted through surveys of 108 women journalists, focus group discussions, and key informant interviews reveals systemic obstacles impeding women’s career advancement. “When women are deprived of high-profile assignments that lead to promotion, they remain stuck in the ‘correspondent’ category,” the report warns, noting that patriarchal newsroom environments frequently compel women to leave stable employment for freelance or consulting work. These findings correspond with a 2025 Reuters Institute study showing that only 27% of top editors worldwide are women.
The analysis reveals a workforce dominated by younger professionals, with 70% of participants under 35 years old and 58.5% possessing fewer than five years of experience. Career departure intensifies after the five-year threshold, resulting in only 13.2% of women remaining in the profession for more than 15 years. This “leaky pipeline” phenomenon diminishes the leadership talent pool and maintains underrepresentation at senior levels. “I exert tremendous effort to deliver quality content to my audience, yet my compensation fails to reflect my contributions. Financial difficulties frequently leave me feeling demotivated,” stated one participant, highlighting the impact of unequal pay and inadequate working conditions.
The most significant challenges include a 63.2% rate of limited career advancement opportunities, 39.6% reporting gender-based discrimination, and 38.7% identifying sexual harassment as a serious issue. Safety concerns affect over one-third of female journalists, while 25.5% noted substantial pay differences compared to male counterparts. The document also emphasizes the “motherhood penalty,” where pregnancy and childcare obligations confine women to lower-paying positions with inadequate maternity support. Mental health consequences are widespread, with nearly 40% of participants experiencing stress and anxiety related to discrimination and wage inequities. Departure from the profession after age 34 is characterized as a “critical exit point,” with many women completely leaving journalism due to burnout, harassment, and rigid work arrangements.
Despite these obstacles, AMWIK discovered that women journalists maintain dedication to their profession. Participants requested enhanced legal protections (66.7%), advocacy for fair compensation and advancement (47.2%), improved job security (37%), and expanded mentorship programs, training opportunities, and mental health resources (50.9%). AMWIK’s Executive Director Queenter Mbori emphasized the necessity of comprehensive institutional change: “Leadership must establish transparent reporting mechanisms and guarantee fairness, safety, and equal professional prospects.”