This article stems from the Observatory’s participation in the FIK (Friendship Italia-Kenya) project, promoted by Aprinternational, Confprofessioni, and the Kenyan Ministry of Labor. The project aimed to “promote the mobility of skills and create new training and job opportunities between the two countries,” offering young Kenyan professionals the chance to gain experience in high-level Italian business contexts.
Over the past two months, two young professionals, Jesica Akeyo Ogindo and Brenda Chao Mbogho, collaborated with the Observatory. They concluded their experience with us by writing the following article.
Drawing on 2022 data from the International Labour Organization (ILOSTAT), this article examines key dimensions of Kenya’s labour market among individuals aged 15–64, the country’s primary working-age population. Kenya’s labour market continues to exhibit deep structural disparities, particularly along gender lines, in terms of labour force participation, employment types, and sectoral engagement.
Looking first at employment status indicators – employment, unemployment, and inactivity rates – the data reveal substantial gender imbalances. The employment rate among men is 60.6%, while for women it stands at 49.4%. Although the unemployment rates were relatively close (4.4% for men, 7.4% for women), the inactivity rate among women was significantly higher at 46.7%, compared to 36.6% among men. This disparity can largely be explained by social and economic factors: many women are primarily engaged in unpaid care work and household responsibilities, or are unable to pursue employment opportunities due to cultural expectations, caregiving roles, or limited access to flexible job arrangements.
The gender composition of the workforce in Kenya confirms lower female participation and inclusion. Of the 16.6 million individuals aged 15–64 who make up the country’s workforce, 53.4% (approximately 8.9 million) are men and 46.6% (about 7.7 million) are women. Looking at the gender distribution of employed persons alone, the disproportion between men and women widens further, albeit slightly: among the employed population, 54.2% are male, while 45.8% are female. This pattern is consistent with the employment rates observed earlier, which are higher for men than for women.
Gender differences also emerge when examining the type of occupation held by men and women. Employment in Kenya is generally classified into three categories: employees (wage/salaried workers), self-employed, and unclassified workers. In general, considering the entire employed population aged between 15 and 64, a large share of workers are self-employed, accounting for 66.5%. Wage and salaried workers represent 32.8%, while only 0.7% fall into the unclassified category. The data highlights that self-employment is the dominant form of work in Kenya’s labour market, providing livelihoods for most of the working population.
Employees represent a significant share of Kenya’s workforce, but still only a minority have access to structured work arrangements typically associated with greater job security, regular income, and social protections. The contrast between employees and the self-employed reflects the broader economic context in which informal and semi-formal systems remain the foundation of labour force participation. Self-employment predominates among both men and women, but to very different degrees.
Out of all male workers, 40.5% are employees, 59.1% are self-employed, and 0.3% are not classified. Among females, only 23.9% are employees, 75.0% are self-employed, and 1.1% are not classified. This shows that although men outnumber women in total employment, a larger share of women work in self-employment. This disparity reflects the overrepresentation of men in employee roles, while women are more concentrated in informal and self-employment activities. These structural patterns can be attributed to barriers such as limited access to higher education, financial capital, and vocational training opportunities for women. In fact, women – especially those in rural areas or with lower levels of formal education – often turn to self-employment as a means of economic participation, despite the challenges associated with informal work such as income instability and lack of social protection.
The sectoral composition of self-employment underscores the importance of agriculture, forestry, and fishing. This single sector accounts for 61.5% of all self-employed workers, reflecting the centrality of land-based economic activities in Kenya’s labor dynamics. The sector is especially dominant among females (65.9%) compared to 56.6% of their male counterparts. The accessibility of agricultural activities, which typically require minimal formal education or certification, makes this sector a common entry point for women, particularly in rural areas.
The wholesale and retail trade sector, including the repair of motor vehicles and motorcycles, is the second most significant, employing 16.0% of self-employed individuals. A notable gender gap persists in this sector: 19.5% of self-employed women work here, compared with 12.2% of men. The transportation and storage sector accounts for 4.9% of self-employed workers overall, but the gender disparity is striking: 9.1% of men versus only 0.2% of women are employed in this sector.
Sectors typically associated with liberal professionals contribute smaller shares to the self-employed workforce. Professional, scientific, and technical activities represent just 0.8% of self-employed workers (1.3% for men and 0.3% for women), while human health and social work activities account for only 0.3% (0.4% for men and 0.3% for women).
In summary, Kenya’s labour market is characterized by a high prevalence of self-employment, which plays a critical role in providing livelihoods across the country. Low-barrier, resource-driven sectors such as agriculture and trade absorb most self-employed individuals, reflecting the economy’s reliance on informal and semi-formal work structures. Strengthening opportunities in underrepresented and emerging sectors, alongside enhanced support systems for all self-employed professionals, can contribute to a more inclusive and dynamic labour market.
The analysis also highlights the complex gender dynamics shaping economic participation. Although self-employment is predominant among both men and women, men continue to experience higher overall employment rates and greater access to formal wage employment, while women remain disproportionately represented in self-employment. These patterns reflect not only economic constraints but also persistent gender norms and systemic barriers that limit equal participation. Addressing these disparities requires comprehensive policies that promote inclusive labour markets, including expanding women’s access to education and technical training, improving access to credit and markets for female entrepreneurs, and strengthening social protection for informal workers. Ensuring gender equity in employment is not only a matter of social justice but also essential for fostering sustainable economic development and inclusive growth in the years ahead.