Kenya’s labour market is undergoing rapid transformation, with key stakeholders urging collaborative action to close widening skills and gender gaps and ensure equitable participation in the future of work.
During the launch of the Skills Gap and Gender Analysis Report 2025 in Nairobi, officials from government, county administrations, the private sector, and research institutions, highlighted the urgency of aligning education, training, and employment with emerging industry demands.
The Report, conducted by BrighterMonday, Kenya, in partnership with the Mastercard Foundation under the GenKazi programme, analyzed Kenya’s workforce readiness across five key sectors, manufacturing, ICT, agribusiness, healthcare, and the creative economy and underscores the importance of inclusion in workforce development.
The Principal Secretary (PS) for Gender and Affirmative Action, Anne Wang’ombe, maintained that the government was committed to advancing gender-responsive workforce policies that ensure equitable opportunities for women and youth.
Wang’ombe said the State Department recognises that inclusive talent development, is the key to unlocking business potential, driving innovation, and achieving equitable national growth.
She added that policy must be sector-specific and data-driven, to address regional workforce needs effectively.
“The divide between skills and employment, cannot be bridged by one entity alone. We need academia to align curricula with industry needs, private sector commitment to mentorships and apprenticeships, and government facilitation of partnerships that promote inclusive recruitment,” advised the PS in a speech read on his behalf by a representative from the State Department of Gender Affairs, Nancy Chebet.
Wang’ombe appealed to employers to give young people on-the-job learning opportunities.
“If a young person does not meet all the required standards, take them in and train them as they work,” she urged, noting that most graduates face difficulties transitioning from academic learning to the workplace.
Speaking at the event, Brian Mulama, the Nairobi County Executive Committee Member for Talent, Skills Development and Care, echoed the call for action, urging all stakeholders to move from dialogue to implementation.
“Reports don’t change lives, action does. We have a great Report today, but the real test begins after this meeting. Let’s make it a blueprint for how Kenya wins the future of work,” he rallied.
Mulama disclosed that Nairobi County was investing in inclusive programmes that expand access to ICT and vocational training, empower women entrepreneurs, and support creative and sports industries.
“Our mission is simple, to make sure talent meets opportunity, not frustration. We are not just training people to look for jobs; we are training them to create jobs,” he asserted.
Mulama highlighted the need for curriculum reform and collaboration across government, academia, and the private sector, to create opportunities that match market realities.
“When we invest in people’s skills, creativity, and resilience, we don’t just prepare for the future, we design it,” he stated.
Making her remarks, BrighterMonday, Kenya, Managing Director (MD), Sarah Ndegwa, emphasised that bridging the skills gap required systemic reform in higher education and stronger collaboration with industry.
She divulged that the Company, through its GenKazi programme, has been equipping youth with employability and soft skills, supported by an AI-driven career tool that helps applicants craft CVs and prepare for interviews.
“Our early assumption was that young people were struggling to get jobs because they didn’t know how to package themselves, but the research revealed deeper issues,” observed Ndegwa, pointing out that the problem lies in outdated curricula that do not reflect current job market realities.
The MD insisted that higher education institutions must evolve to impart critical thinking, problem-solving, and analytical skills, that cannot be learned in short courses.
“It is unfair for a student to spend four years studying, only to be told that what they learnt is irrelevant in the job market,” she lamented.
Ndegwa urged public and private sector collaboration to modernise curricula and incentivise employers to offer graduate training and apprenticeship programmes.
“The government can provide tax incentives or rebates to companies that invest in youth training,” she suggested, explaining that such measures would build sustainable pathways from education to employment.
Concurrently, the Report’s lead researcher, Dr. Edwine Ochieng, announced that the study analyzed labour market trends in 13 counties, gathering insights from nearly 400 young people, 39 employers, and other key stakeholders.
He revealed that 75 percent of Kenya’s population is under 35, yet youth unemployment stands at 35 percent, with the majority of new jobs being created in the informal sector.
“The informal sector employs most young people, yet remains largely unstructured,” mentioned Dr Ochieng, stressing the urgent need to formalise it and make employment stable and dignified.
Findings from the Report showed that 93 percent of youth own smartphones, but only 7.9 percent possess digital skills to use these devices productively.
Meanwhile, 62 percent of employers reported difficulty finding candidates with adequate digital and soft skills.
“Employers today prioritise adaptability and competence over academic credentials,” Dr Ochieng explained. “Yet only 40 percent of young people feel that their skills match available jobs.”
He added that gender and disability inclusion remain major challenges, with persons with disabilities making up just 1.3 percent of the public workforce, and women in caregiving roles facing barriers such as unsafe transport, unpaid care work, and limited access to training opportunities.
Therefore, Dr Ochieng urged government, employers, and academia, to work together to create inclusive employment systems that recognise potential, reward skills, and remove barriers.
Key policy recommendations from the Report according to the lead researcher, include enforcing disability employment quotas, mandating digital literacy training in all TVET and tertiary curricula, and scaling-up inclusive internship and apprenticeship programmes.
For employers, the Report urges a shift toward skills-based hiring, co-designing training with colleges, and creating flexible, accessible workplaces.
Development partners are encouraged to expand digital access initiatives, support childcare and safe transport for working women, and pilot inclusive employment models.
“The evidence is, the time to act is now. Let’s use this data to build a workforce that is inclusive, future-ready, and driven by skills,” Dr Ochieng urged.
By Darlene Kuria
