KRA launches new recruitment policy to promote diversity after Supreme Court ruling

The Kenya Revenue Authority (KRA), which is facing backlash over racial imbalance in its recruitment process, plans to implement a new recruitment policy to promote diversity and inclusion.

The decision was in response to a High Court ruling in March 2024 that cancelled KRA’s plan to recruit 1,406 tax assistants last year. The court found that the recruitment process unfairly favoured the Kikuyu and Kalenjin communities to the detriment of other ethnic groups.

The lawsuit filed by Peter Orogo exposed these inequalities. Of the 1,406 recruits, 785 (55.8%) were from the Kikuyu community, while the remaining 621 were from other communities in Kenya. As a result, the High Court prohibited the KRA from further recruiting until it developed a policy to ensure ethnic diversity and regional balance.

In response, KRA announced a new diversity and inclusion policy that focuses on achieving proportional representation of ethnic groups, enforcing the two-thirds gender rule, promoting affirmative action for youth and marginalized groups, and gradually achieving 5% representation for persons with disabilities (PWD).

The KRA acknowledges that while 38 of Kenya’s 48 ethnic communities are represented in its workforce, representing 79% of the country’s ethnic diversity, representation gaps remain. However, two ethnic groups remain overrepresented, four are underrepresented, and ten are not represented at all.

To address these imbalances, the new recruitment policy will ensure that all vacancies are widely advertised and that applications from the 10 unrepresented and four underrepresented ethnic communities are particularly encouraged.

KRA noted that the shortlist will follow criteria that support underrepresented groups, emphasizing inclusivity in terms of racial diversity, gender and opportunities for people with disabilities.

The tax authority also plans to conduct interviews for entry-level positions (KRA 1 to KRA 3) on a district-by-district basis, whenever possible. If interviews cannot be conducted on a district-by-district basis, KRA will reimburse candidates for their travel and accommodation expenses. In addition, KRA will provide reasonable accommodations for candidates with disabilities during the interview.

As part of the affirmative action, KRA will delineate specific jobs and develop succession plans.

“The authority should develop a succession management plan that includes an affirmative action program to facilitate the continued onboarding of young people and provide training opportunities, including mentoring and coaching programs for career development.” The tax collector said.

The agency will also take steps to recruit more young people and provide training opportunities, including mentoring and coaching programs, to support career development.