```html The Unspoken Pressure to Smile: "Likeability Labour" Hindering Women's Progress in Kenyan Workplaces

Kenyan women are facing an "unspoken pressure" to be agreeable and likeable in the workplace, a phenomenon experts call "likeability labour," which is hindering their career advancement, according to a new report and local experts.

The pressure to conform to expectations of being pleasant and non-confrontational can force women to suppress their opinions and ideas, ultimately stalling their progress up the corporate ladder. This issue is particularly acute in cultures where assertive women are often perceived negatively.

"The Broken Rung" and Underrepresentation

A recent "Women in the Workplace 2025" report by McKinsey, focusing on India, Nigeria, and Kenya, highlights a significant barrier known as "the broken rung." This refers to the sharp decline in women's representation between entry-level and management roles.

In Kenya, women constitute 50% of entry-level positions in sectors like healthcare and financial services. However, this number plummets to just 26% at senior levels. Similar patterns are observed in Nigeria and India, indicating a systemic issue across these developing economies.

The Cost of "Likeability Labour"

Amy Kean, a sociologist and head of the communications consultancy Good Shout, which coined the term "likeability labour," describes it as "a really fun name for an incredibly depressing reality." It encompasses the constant self-doubt, overthinking, and masking that women engage in to be liked at work.

Kean's UK-based study, "Shapeshifters: What We Do to Be Liked at Work," found that 56% of women feel pressured to be likeable at work, compared to only 36% of men. This pressure often manifests in softening their speech, using minimizing language, and avoiding direct disagreement, even when confident in their viewpoints.

Global Trend, Local Context

The pressure on women to be likeable in professional settings is not unique to Kenya or the UK. Sociologists and researchers worldwide recognize it as a global phenomenon. A 2024 study by the US-based recruitment firm Textio found that women are significantly more likely to receive personality-based feedback, with 56% being labeled "unlikeable" in performance reviews, compared to only 16% of men.

Dr. Gladys Nyachieo, a sociologist and senior lecturer at the Multimedia University of Kenya, emphasizes the cultural context of this phenomenon in Kenya. "Women are generally socialized to be caregivers, to serve and to put the needs of others before themselves, and this invariably transfers to the workplace," she explains.

"Office Mathe": The Unpaid Emotional Labour

Dr. Nyachieo points to the Kiswahili term "office mathe" (office mother) to illustrate this dynamic. The "office mathe" performs additional, often uncompensated, labour to maintain a smooth workplace environment, such as making tea, buying snacks, and providing general support.

"There's nothing wrong with it [if that is what a woman wants to do]," Dr. Nyachieo clarifies. "But you won't get paid for it. You will still be expected to do your work, and possibly additional work."

Systemic Change and Mentorship

Dr. Nyachieo argues that addressing "likeability labour" requires systemic change, including implementing policies that offer flexible work arrangements and establishing mentorship programs to advocate for women. She actively mentors young women entering the Kenyan workforce.

"I take mentoring young women very seriously," she says. "I tell them: 'If you act pleasantly all the time, you will go nowhere. You have to negotiate for yourself'."

Historical Context: Women in Kenyan Society

The challenges faced by women in Kenyan workplaces are rooted in historical and societal norms. While Kenya has made strides in gender equality, traditional roles often place women in subordinate positions, influencing expectations in professional environments. The struggle for women to gain equal footing in politics and business has been a long and ongoing process, marked by both progress and setbacks.

The 2010 Kenyan Constitution guarantees equal rights and opportunities for women, but implementation remains a challenge. Cultural attitudes and patriarchal structures continue to impede women's advancement in various sectors.

Looking Ahead

Addressing "likeability labour" and promoting gender equality in Kenyan workplaces requires a multi-faceted approach. This includes challenging societal norms, implementing supportive policies, and empowering women to assert themselves and negotiate for their worth. Mentorship programs, like the one Dr. Nyachieo provides, play a crucial role in equipping young women with the skills and confidence to navigate these challenges and break through the "broken rung." ```