Half of the employees at the Central Bank of Kenya (CBK) come from just two communities—Kikuyu and Kalenjin—raising concerns over ethnic representation in the institution. This was revealed during a Senate committee meeting on National Cohesion, Equal Opportunity, and Regional Integration, led by Marsabit Senator Mohammed Chute.
The committee questioned CBK Governor Kamau Thugge about why these two communities dominate both employment and internship opportunities at the bank.
Senator Chute criticized the imbalance, saying it is unfair that most CBK jobs and internships are given to Kalenjin and Kikuyu applicants. He urged the bank to include underrepresented communities in hiring and internship programs and called for diversity-focused recruitment to replace the many employees nearing retirement.
Staffing Breakdown at CBK
Governor Thugge acknowledged the staffing imbalance. Out of CBK’s 1,311 employees:
- Kikuyu: 325
- Kalenjin: 258
- Luo: 139
- Kamba: 123
- Luhya: 113
- Kisii: 90
- Meru: 66
- Maasai: 31
- Taita: 30
- Mijikenda: 25
- Embu: 17
- Kenyan Somali: 13
- Borana: 7
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Smaller numbers of employees come from Kuria, Mbeere, Turkana, Ilchamus, Kenya Arabs, Pokomo, Swahili, Taveta, Teso, and Tharaka—each with four or five staff members.
Plans for Greater Diversity
To address the imbalance, CBK plans to replace 455 employees nearing retirement (ages 51–60) with candidates from marginalized and underrepresented communities. Governor Thugge emphasized the bank’s commitment to diversity, equity, and inclusion, aligned with Article 232 of the Constitution and CBK’s values.
Currently, CBK employs staff from 31 ethnic groups, representing 67% of Kenya’s 46 tribes. About 26.4% of employees are aged 41–50, which supports skills transfer and institutional continuity. The bank also plans a mentorship program and aims to bring in younger staff through fair recruitment processes.
Branch Leadership Under Review
Senators Okiya Omtatah and Dan Maanzo questioned the ethnic background of heads of CBK branches in Kisumu, Kisii, Mombasa, Nyeri, Eldoret, and Nakuru. They also asked whether some promotions are done secretly or outside official recruitment channels.
Governor Thugge promised to share a list of branch heads and promotion details from the past 16 months. He also said CBK will collaborate with local authorities and the National Council for Persons with Disabilities to ensure equal access to job opportunities.
CBK maintains that all hiring follows a professional process, with interviews conducted by six panelists, including independent human resource experts.
This episode underscores the need for ethnic diversity, fair job opportunities, and inclusive hiring practices in Kenya’s public institutions.
