Where women have equal opportunities to drive growth, create impact

By Monicah Kihia 

Over the course of my career and as a member of the NCBA Group Executive team, I have come to appreciate that it is not enough to have just the same number of women as men in leadership positions. There is also the need to create an inclusive culture; one where women feel supported, valued, appreciated and empowered to succeed at all levels of the organisation.

This reality has fuelled many in leadership positions to push for a more robust pipeline of upwardly mobile women in their organisations.  I am proud that NCBA Group has a gender diversity ratio of 50:50. This shows our commitment to Diversity, Equity, and Inclusion (DEI), and fostering an environment where women have equal opportunities to drive business growth and create impact up to the top leadership level.

NCBA also has clear policies as an equal opportunity employer. This is further supported by our Sustainability Agenda that has 15 commitments. Commitment number 14 specifically speaks to Diversity and Inclusion at all our levels of operations.

The fact is that the more inclusive a company becomes, the more it attracts and retains top talent, including women. This has positioned NCBA as an employer of choice, attracting and maintaining 95 percent of staff over the years. The Group has achieved this by implementing targeted initiatives, such as:

• Women in NCBA (WIN) programme that specifically handles topical issues that impact women at the workplace and how to navigate them.
• Promoting employeewell-being through a string of initiatives such as a flexi working policy to accommodate all seasons of an employee’s life, annual medical check-ups, counselling consultation, and employee assistance programmes.
• Intentional capability development of women leaders through programmes like Women in Leadership by Strathmore Business School, and Female Future by the Federation of Kenya Employers.
• Enforcing HR policies that ensure inclusion. Our non-discriminatory recruitment, equal pay, and promotions policies, are based on professional qualifications and competencies.

For a long time, women across the world have faced many systemic barriers and biases that have often prevented them from progressing in their careers to reach their full potential. Many have had to work extra hard to overcome gender biases and gain recognition for their skills and talents.

At NCBA, engagement is a key component of inclusivity. Engaged employees feel invested in their work and their organisation. They are more likely to be motivated, productive, and committed to their work. This commitment has been a beacon for our success.

While our journey towards diversity, equity, and inclusion has been marked by many successes, it has also been accompanied by challenges. From overcoming unconscious biases to navigating cultural barriers, we have learnt valuable lessons along the way. We understand that achieving true inclusivity requires ongoing commitment, adaptability, and a willingness to confront discomfort.

Of course challenges continue to arise in identifying and eliminating system barriers that may limit women’s empowerment.

At NCBA, we check on those barriers by conducting regular audits and assessments to identify and rectify any disparities in hiring, promotion, or project allocation. We have also implemented transparent and merit-based systems to help create a level playing field for all employees.

This commitment to diversity, equity, and inclusion not only enhances organisational performance, but also contributes to the holistic well-being of NCBA’s workforce. As other organisations look for success, the NCBA model stands as a beacon, showcasing the transformative power of inclusion in the workplace.

As we celebrate our women this month, let us reaffirm our commitment to diversity, equity, and inclusion, both within our organisation and beyond, leaving no one behind. #NCBATwendembele #Let’s #GoForIt!

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The writer is the Group Director, Human Resources and Culture, NCBA Bank