Cum Home early for some Fun

 Cum Home early for some Fun 

10 REASONS WHY YOUR WIFE WANTS YOU HOME EARLY

1. The night is the most intimate time. Who you give your night to, is your priority

2. She wants your children to bond with you before they sleep

3. You are the King of the house. Why be absent yet your presence at home is needed as head of the home?

4. She wants to catch up with you and know how each other's day has been before she gets tired and sleep

5. To make love to you. At night is when she often feels horny, touchy, sensual and in need of attention

6. To end the day right. She doesn't feel OK sleeping without sufficiently talking with you

7. Because your home is not a lodge that you go to late in the night just to sleep. Come home early so that you enjoy your family

8. To pray with you. Prayer needs to be allocated to time

9. To eat with you and the family

10. To know you are OK. You are a grown man but she'll feel safe when you are home, lying on her thighs or bosom, cuddling with her

Borrowed from © Dayan Masinde and Akello Oliech

Women Needed in the High-level corporate leadership

Women Needed in the High-level corporate leadership

Women’s representation in high-level corporate leadership in Africa remains critically low.

A 2015 research by the African Development Bank (AFD) indicates that, of the 12 African countries surveyed, Kenya scored the highest at 19.8% representation with South Africa at 17.4% and Botswana at 16.9%.

Kenya’s good performance, relative to its neighbors, can be attributed to affirmative action and progressive public sector policies. The Constitution of Kenya requires a one-third gender representation in Government and state corporations.

As a key vector of economic activity, the private sector has an opportunity and responsibility to create a larger impact towards gender equality and women empowerment within their sphere of influence. Though the one – third rule does not apply to the private sector, there are a number of positive initiatives geared towards realizing diversity in boards.

As the first woman chairperson of the Kenya Association of Manufacturers (KAM) since its establishment in 1959, I recognize the importance of women’s participation in driving industrial transformation for job creation and inclusive economic growth. KAM will be forming a Women in Manufacturing platform that seeks to grow, challenge and mentor women owned industries to scale up and realize their potential.

There is indeed great potential for women-run industries to create productive jobs and grow value chains in the country. The platform will look at increasing the value and capacity of these businesses through technical assistance, facilitating access to finance and mentorship from KAM’s larger database where they can also seek solutions to scale up their industries through business-to-business linkages.

The Capital Markets Authority on its end has developed Guidelines on Corporate Governance Practices by public listed companies which require Boards to institute policies that ensure the achievement of diversity- including gender- in its composition.

The Nairobi Securities Exchange (NSE) has set ambitious targets to achieve at least a third female board representation in Kenya’s 65 listed companies by 2020. As a signatory to the United Nations Women’s Empowerment Principles (WEPs), NSE seeks to establish high-level corporate leadership for gender equality.

Why do we need more women in boards?

Having women on boards simply makes good business sense. Study after study confirms this notion. According to a Catalyst report, companies with at least one woman director had better share price performance and Return on Equity, and companies with more than one woman on the board return 3.7% a year over those with none. Furthermore, unleashing the full potential of women and girls by empowering them to be equal members of society has a multiplier effect on families, businesses, communities, and nations and is essential to achieving sustainable development.

Women in leadership have also been known to develop their employees career through counseling, on-the-job coaching, outside classes, dedicated feedback, helping employees set goals and better themselves professionally. Highly developed employees have a greater sense of purpose and satisfaction, are more loyal and work hard, resulting to more productivity and a low employee turnover in the long run. Much as they take time to develop their employees, women also take time to develop their skills, to improve job performance, this resonates well with their employees as they lead by example, inspiring productivity.

Women also take more initiative compared to their male counterparts. There is a stereotype that states that women need to work twice as much, make no mistakes and constantly demonstrate their competence. Whether conscious to that stereotype or not, women do take more initiative and are more-result oriented in the process.

In an ever dynamic world, we need leaders who embrace new methods, new technologies and new ways of thinking in order to stay on top of current trends and improve the way of doing business.

As a signatory to the United Nations Global Compact, I subscribe to the first of its Women’s Empowerment principles to establish high-level corporate leadership for gender equality. Women’s inclusion will drive development, it will fast track the achievement of the Sustainable Development Goals (SDGs) and other national economic and development plans. I look forward to the day companies will have policies, programs and implementation plans that are all inclusive.

Urgent: Close the Gender Gap

Urgent:  Close the Gender Gap 

As the world marks International Women's Day Nation Newsplex takes stock of sectors where women have made progress in the struggle for equality in leadership and examines the gaps that remain.

Below are facts on the status of women in leadership in Kenya in different sectors sourced from the National Assembly, World Economic Forum, Kenya National Bureau of Statistics, Nairobi Securities Exchange, the Engineers Board of Kenya and Kenya Medical Practitioners, Kenya Civil Aviation Authority, World and Dentists Council.

C-suite

Past global studies have found that there is a positive relationship between diversity (age, gender, race, etc.) in company leadership and management, and performance. Despite this revelation, it is lonely in the C-suite for women in Kenya with overall representation in boards and senior executive posts tipped in favour of men.

Only eight of 63 chief executive officers or managing directors of companies listed on the Nairobi Securities Exchange are women. An even smaller number, four, chair the board of directors in the firms.

Past global studies have found that there is a positive relationship between diversity (age, gender, race, etc.) in company leadership and management and performance.

Stem

Women are grossly under-represented in science, technology, engineering and mathematics (STEM) careers despite solid gains in the share of females graduating from university in the fields.

Only one in three doctors is a woman. Female doctors constitute a fifth of specialist doctors, e.g. cardiologists, neurosurgeons and gynaecologists.

There are 167 registered consulting and professional engineers who are women compared to 2,418 men.

Just three per cent of over 800 aircraft maintenance engineers are women.

One in 10 pilots in Kenya is a woman (air transport, commercial private and student).

Judiciary

Women judges are well represented in the magistrates' courts but they are in the minority in the superior courts.

Over half (269 out of 503) of magistrates are women. However, a deeper look at the figures reveal that pendulum swings in the opposite direction among chief and senior magistrates with 43 per cent (58 out of 135) of them being women.

Two out of the seven Supreme Court judges (before former Chief Justice David Maraga retired) were women. There are 12 male and seven female judges in the Court of Appeal while there are 42 male judges compared to 40 female judges in the High Court.

Executive

Kenya has met the two-thirds gender rule at the Cabinet level but falls short at the principal secretary rank.

Seven out of 21 cabinet secretaries are women in conformity with the two-thirds gender rule while just a fifth of principal secretaries are women.

In the counties two out of 46 governors (Nairobi has no governor) are women.

Legislature

On September 21 last year, Chief Justice David Maraga advised President Uhuru Kenyatta to dissolve Parliament because neither of the national legislative houses had enough women lawmakers. The High Court soon after suspended the advisory until a full hearing on the case.

Countries with a greater proportion of women as top decision-makers in legislatures have lower levels of income inequality, according to Women Deliver, an international gender equality advocacy organisation.

Twenty-one out of 67 senators are women, which is just short of the two-thirds gender rule. Only three of the women were elected to the senate while 18 were nominated

One in five members of parliament in Kenya is a woman.

Although the county assemblies meet the gender parity law, mostly through nominations of women, just one of 47 county assembly majority leaders is a woman while just four women are speakers.

Academia

Although the share of women (47 per cent) in wage employment in the education sector is almost the same as that of men (53 per cent), they are under-represented in the top ranks of university leadership.

Nine out of 73 public and private universities and university constituent colleges vice chancellors and principals are women.

About 287 female academic university staff were professors or associate professors compared to 1,313 males in 2018. At the same time one in three universities academic staff with a PhD in Kenya is a woman.

Gender gap

Last year Kenya ranked 109 out of 153 countries in in the Global Gender Gap index 2020. The country has almost closed 67 per cent of its overall gender gap.