List of shame: Senate report exposes 32 ‘most tribal’ counties

Bomet, Elgeyo Marakwet and Kirinyaga are the most ethnically imbalanced counties, according to a new report that names 32 devolved units failing to reflect the country’s diversity in their staffing.

The State of the Nation Report by the Senate’s National Cohesion Committee paints a damning picture of how counties have become ethnic enclaves, with dominant communities occupying the vast majority of public service positions.

The report, which builds on data from the counties and the National Cohesion and Integration Commission, shows in some counties, more than 90 per cent of staff belong to a single ethnic group—far exceeding the legal threshold.

This implies the county officers can transact official business, such as county executive committee meetings in their mother tongue, effectively excluding minorities and undermining national cohesion.

It exposes the deep-rooted marginalisation of the minority groups living in counties dominated by big ethnic communities.

Bomet leads the list with 97.28 per cent of its workforce drawn from the Kalenjin community.

Elgeyo Marakwet follows closely at 96.30 per cent (Kalenjin), Kirinyaga (96 per cent Kikuyu), Nandi at 95.67 per cent (Kalenjin), Nyamira (95.0 per cent Kisii) and Nyandarua at 95.57 per cent (Kikuyu).

Others on the list include Kisii (94.3 per cent Kisii), Kericho (93.3 per cent Kalenjin), West Pokot (93.57 per cent Kalenjin), Nyeri (93.66 per cent Kikuyu) and Wajir (93.1 per cent Somali).

Other counties with more than 90 per cent of staff belonging to a single ethnic community include Makueni (92.63 per cent Kamba), Kitui (90 per cent Kamba), Murang'a (93.7 per cent Kikuyu) and Baringo (Kalenjin, 92.93 per cent).

Also, on the list of shame are Meru (90 per cent Meru), Kakamega (Luhya, 90.68 per cent), Vihiga (Luhya, 89.79), Kiambu (Kikuyu, 86 per cent), Turkana (Turkana, 83.66 per cent) and Uasin Gishu (Kalenjin, 85 per cent).

Bungoma (Luhya, 83.6 per cent), Kisumu (Luo, 87.69 per cent), Homa Bay (Luo, 76.98 per cent), Migori (Luo, 71.77 per cent), Laikipia (Kikuyu, 70.6 per cent), Kajiado (Maasai, 70.53 per cent) and Mandera (Somali, 81.4 per cent).

Samburu has (Samburu, 76.65 per cent), Garissa (Somali, 80.15 per cent), Laikipia (Kikuyu, 70.6 per cent), Kwale (Mijikenda, 75.2 per cent) and Kilifi (Mijikenda, 79 per cent).

The County Governments Act mandates that no more than 70 per cent of employees in any county government should come from the same ethnic community.

These figures raise serious concerns about inclusivity and adherence to the principles of equitable representation outlined in the constitution.

Senators have called for urgent action to rectify the imbalance, warning that continued ethnic dominance in county hiring undermines national cohesion and deepens community divisions.

On a positive note, the report lists Marsabit, Lamu, Nairobi, Mombasa, Isiolo, Nakuru, Trans Nzoia, Embu, Busia and Taita Taveta as counties with the least percentages of the dominant ethnic community in their entire workforce.

Dominant ethnic communities occupy 34.20 per cent of public service positions in Marsabit county followed by Lamu (37.35 per cent), Nairobi (37.82 per cent) and Mombasa (39.75 per cent).

Others are Isiolo (45.40 per cent), Nakuru (47.31 per cent), Trans Nzoia (54.90 per cent), Embu (55.41 per cent), Busia (58.78 per cent) and Taita Taveta (66.96 per cent).

Further, the reports list counties with the most diverse representation of Kenyan communities within their entire workforce.

Nairobi leads the way with 35 communities represented in its workforce, followed by Marsabit (33), Kwale (32), Kilifi (32), Nakuru (29), Mombasa (28), Lamu (28), Kisumu (28), Wajir (26), Uasin Gishu (26), Laikipia (26), Machakos (26) and Taita Taveta (26).

Counties with the lowest number of ethnic communities in their workforce include Trans Nzoia (eight), Kiambu (nine), Elgeyo Marakwet (10), Embu (11), Kirinyaga (12), Nyandarua and Busia (13 each) and Vihiga, Bomet and Tharaka Nithi (15 each).

The report recommended that the county governments should use alternative means of job advertisement, such as national and vernacular radio stations, social media, and local leaders, to reach a wider pool of candidates.

The senators also asked the counties to do targeted civic education and advertising for recruitment opportunities.

“The county governments should use targeted job advertisements encouraging minority communities, youth, women and PWDs to apply and be considered,” the report states.

Further, the committee advises the county governments to strictly adhere to existing legal frameworks, including, the National Cohesion and Integration Act and the County Governments Act.

This is to ensure compliance with the law in recruitment and public service management.

Additionally, County Public Service Boards must comply with sections 66, 67, and 68 of the County Governments Act.

The sections outline considerations for appointments, the requirement for wide publication of advertised positions, and the proper maintenance of recruitment records.

“The county governments should take immediate measures to enhance the accessibility of the job advertisements through diversifying their means of advertisement by utilising social media platforms, national radio stations and TV stations and use of local leaders to help reach a wider pool of candidates, including special interest groups,” the report says.

The report recommends that the County Public Service Boards put in place guidelines and policies that guarantee at least 30 per cent of vacant entry-level positions are filled by candidates who do not belong to the dominant ethnic community in the county.

“These measures will foster diversity and promote fair representation in county employment,” the report says.

INSTANT ANALYSIS

Erratic hiring, irregular engagement of casual workers, ghost workers and excessive compensation of county workers are syphoning billions from counties as development suffers. A new report by Parliament released in March revealed how the counties have become employment bureaus, spending huge amounts of revenues to compensate employees, some of them who may not be properly hired or who may be ghost workers. It shows some counties spent as much as 60 per cent of their revenue on salaries alone. The shambles is widespread and 36 county executives spent more than 35 per cent of revenue to pay salaries. Committee chairman Moses Kajwang’ of Homa Bay tabled the report in the Senate.